HRM Practices and Recruitment Process Analysis: Marks & Spencer Report

This report provides a comprehensive analysis of the recruitment process and human resource management (HRM) practices at Marks & Spencer. It begins with an introduction to the recruitment process, defining its purpose and the role of the HR department in identifying job vacancies, analyzing requirements, screening candidates, and selecting suitable applicants. The report then delves into the specific functions of HRM, including workforce planning, staffing needs, compensation, benefits, performance appraisal, and legal compliance. It explores the strengths and weaknesses of various recruitment and selection approaches, such as internal and external recruitment methods, along with the methods of selection used by Marks & Spencer. The report further examines the benefits of different HRM practices for both employers and employees, including recruitment and selection, training and development programs, and performance management. It also analyzes the importance of employee relations in influencing HRM decision-making, identifies key elements of employment legislation, and illustrates the application of HRM practices with specific examples. The report concludes with an overview of the key findings and recommendations for optimizing HRM practices within the organization.

Recruitment Process

Table of Contents
Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation .....................................................................................................3
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection4
TASK 2 ...........................................................................................................................................7
P3 Explain the benefits of different HRM practices within an organisation for both employer
and employee..........................................................................................................................7
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity ...........................................................................................................8
TASK 3 .......................................................................................................................................10
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making .................................................................................................................................10
P6 Identify the key elements of employment legislation and the impact on HRM decision
making..................................................................................................................................10
TASK 4 .........................................................................................................................................12
P7 Illustrate the application of HRM Practices in a work related context using specific
examples ..............................................................................................................................12
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Recruitment process defines the procedure through which the company will identify the
different vacancy of jobs, analysis of requirement of job, review of applications form, screening
and short listing of candidate and then selection of right and applicable candidate for the vacant
post. It is a responsibility that is plays by the human resource department of an organisation and
in that they must identify the need of the staffing and then fulfil it with more suitability. On the
other hand the HR management is broader term that defines the betterment of the entire
individual that is performing their work within the company (Acikgoz, 2019). This report is
based on the Marks and Spencer that is established in 1884 and founded by Thomas Spencer and
Michael Marks. It is the British multinational retailer and specialist in selling clothes, food and
home products and having the headquartered in London, UK. This report includes the different
purpose and the functions of the HRM applicable to workforce planning, strength and
weaknesses of several approaches of recruitment and selection, benefits of HRM, effectiveness
of HRM practices, internal and external factor that affect decision making of HRM, importance
of employee retention, key element of employee legislation and application of HRM practices.
TASK 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation
Human resource management have follow the strategic approach to get manage the
working staff with more effectiveness. It has the direct impact on the development and success of
the company by which they could easily manage the market competition and makes more
advantage. HR manager will design the performance of the employee by which they could attain
the better outcomes in their own life as well. HRM has work with some major purpose by which
they could fulfil the basic need and demand of the employee (Armstrong, 2020). There are some
different purposes of HRM that are as defined below as:
Staffing needs- The HR department is responsible to get gather the best talent and skilled
labour force within the company and with that assign them their duty by which the right person
could place in the right position. They have managed that every employee must get performed
their work under the law and didn’t conduct any misconduct. The HR department also get
manage the promotion or transfer of an employee as per their yearly performance. The HR
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management of Marks and Spencer ensure that all the employees were get satisfied with their
performance.
Compensation- The HR manager must get ensure that each and every staff member must
get the fair wages and have developed the pay structure as per the job role by which balance will
get maintained. The HR department of Marks and Spencer have follow all the terms and
condition as well the policies too by which the work will get undertaken with the federal, local
and state laws that comes under the act of Fair labour Standards and with the fair pay will get
provided to employees (Bailey, 2018).
Benefits- It is based on the performance and productivity of an employee that will assess
by the HR department and as per that they have provide different benefits to the employees. The
Marks and Spencer also get provide the several benefits to their staff as like health insurance,
retirement plans, conveyance benefits, special discount, holiday schemes etc.
Performance Appraisal- It is the form in which the HR will provide the appraisal or a
recognition to the employee as per their yearly performance and that will provided by analysing
the overall working abilities of the employee. The Marks and Spencer provide the appraisal of
year basis at the month of March and provides promotion, retention, bonus and termination to the
employees.
Law acquiescence- It will include the different safety and security measures that are
taken by the company to ensure that employee future will get secured. In that Marks and Spencer
also provides the better and secured working place for the employees and keep following
updating the different rules and regulation that provides more safety to the employees.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection
Recruitment and selection is the vital function that is performed by the HR management
as from that they could select the validate candidate for the company by which they could have
improvised the overall working standard of the business. The HR department make sure that they
have provided the incentives, promotion, adequate appraisal to the employee by which the
company could reach to maximum heights (Boon, 2018). There are some different approaches
that is used by the HR manager of Marks and Spencer and are as define below as:
Approaches to workforce planning- It is the process through which the appropriate goals
and objectives of the business will get achieved within the time and with more perfection. The
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HR manager must make all of their efforts to develop the working skills and the abilities by
which they have make effective development.
Approaches to training and development- It is the most basic approach through which
the HR will provide the training to the employee by which the capability and working standard
of the employee will get more developed (Glaister, 2018). The training and development helps
the employee or make efficient orientation, mentoring, coaching, apprenticeship and many others
as well.
Approaches to rewards- It is an approach through which the motivation could get indulge
within the employee by which their working performance will get improvised. Marks and
Spencer provide both tangible as like payments and intangible as like recognition, luxury in
terms of rewards.
Approaches to performance management- It is a process through which the Marks and
Spencer will provide the continuous improvement by evaluating the performances within the
particular period of time. It is more important as it motivates the employee because their skills
and abilities will get developed.
Recruitment and selection process of Marks and Spencer
The recruitment and selection is more efficient approach and in that Marks and Spencer
have recruit the candidates that are eligible and appropriate for the vacant position. The company
have uses both internal and external process of recruitment and that are as defined below as:
Internal Recruitment- It is the process through which the free and unfilled places of the
Marks and Spencer will get filled from the already working employee and it is by promoting the
employee to higher job profile. There are some strength and weakness of internal recruitment
that are as defined below as:
STRENGTH WEAKNESS
 It is more cheap process and the time
saving process of recruitment.
 It is safer as the employee already
knows all the working criteria and also
be more familiar as well (González,
2018).
 It is the process that limits the newer
innovation within the company that
comes with new candidate.
 As due to the promotion the position
that he leave will get unfilled.
 The new people will get restricted and
thus company is away from the
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 It is the promotional activity thus
employee get motivated and get more
recognition thus worked with more
sufficiency.
innovation.
External Recruitment- It is the process through which the fresher will get appointed
who is newly completed their graduation or higher studies. They have full of ideas and creative
thinking thus the Marks and Spencer have assigned some budget to HR to perform the
recruitment process. There are strength and weakness that are as defined below as:
STRENGTH WEAKNESS
 The fresher candidates are full of new
ideas and have brings the positive
change within the company.
 The HR manager also has a lot of
option to get select the most suitable
candidate for their company.
 It is most costly process as company
has to perform marketing in order to
attract the candidates for recruitment
process.
 It is not always possible to understand
all the skills and abilities of candidate
during recruitment process.
Methods of selection within Marks and Spencer
The Marks and Spencer have use the effective and efficient approach to get recruit the
validate candidate for the company and have follow adequate path that is as defined below as
Register attention: In this the applicable candidate will fill their personal detail in the
form and in addition to this some aptitude question as well to measure the interpersonal skills of
the candidate (Gutierrez-Gutierrez, 2018).
Company insight stage I: In that the HR of Marks and Spencer have provide the
hypothetical situation and over that the candidate will have to provide the solution as per that it
shows the thinking ability of candidates.
Company insight stage II: At this stage the list of question will get provided to the
candidate as from their analytical skills will get analysed.
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Company Business meeting: It is the last stage at which the candidate will get selected
and in that employee get performed task as per given situation.
Offer or feedback: It is end step in which Marks and Spencer presents the offer letter
and have discussed on the terms and condition for better interaction.
Strength Weaknesses
 The CV details have provided the 60%
relevancy and it is easier for HR to
select appropriate candidate.
 Have provided guidance that didn’t get
selected (Holm, 2019).
 It is more time addicted process.
 The unselected candidate must get de-
motivated and looses their goals.
TASK 2
P3 Explain the benefits of different HRM practices within an organisation for both employer and
employee
The human resource management is the backbone of the company and have followed
some different practices through which have developed some strategy in order to accomplish the
daily target within the timely manner and with more perfection. It is the process from which the
employee gets more satisfaction as their skills and knowledge will get developed by which they
get easy relativity within the company and retain within the business for longer period of time.
There are some different HRM practices that are beneficial to both employer and the employee
and are as defined below as:
Recruitment and selection- Marks and Spencer has followed the special structure
through which they get hired the most talented candidate within the company. In this they have
follow the process of five levels and that is more important to be a HR in the company. As from
this process the HR will get differentiate in between the different skills that get more suitable for
the job role as it helps to attain the goals and target of the company with more rightness? It is
quite expensive but business get more suitable candidate that raise the working standard of
business (Loskutova, 2018).
Training and development programs- The HR management of Marks and Spencer
provides the training and development session to the employee by which they could gain more
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learning and have managed the different resources with more perfection. It brings motivation
within the employee by which their productivity will get developed and increases the efficiency
of the business (Meyer, 2018). These programs build more confidence within the employee by
which they will get more sufficient knowledge and implement that with successful manner.
Benefits to employees Benefits to employers
 Training and development develop the
skills and experience within the
employee thus their performance get
more improvised.
 With the help of training the Marks and
Spencer will get build the positive
surround with employee those are full
of motivation.
 Sometime the training will get provided
to accomplish some certain project thus
learning become more adverse by
which more profit gained by company.
 It helps to retain the employee and in
parallel goals and objective get
achieved with more usefulness.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity
The HR management manages and control the various functions within the business that
will help to make more betterment of the employees. The HR department of Marks and Spencer
provide the training and development in order to generate more sustainability. The major
function of the HR practices is to recruit the validate candidate within the Marks and Spencer in
order to accomplish the achievable outcomes (Morgeson, 2019). There are some of the different
HR practices that is performed by the HR of Marks and Spencer and that are as defined below as:
Manpower planning- It is the more essential function that is performed by the HRM and
thus they have develop the action plan and that includes the different strategy and plan that will
performed within effective manner to fulfil the gap and manage the demand of employee. It
helps to make more succession and competency within employees of Marks and Spencer by
which personal and professional goals get attained. There are certain benefits that is achieved by
Marks and Spencer as by implementing manpower planning and with this they have make
enlarges the competency of employees by which they have worked with better effectiveness and
in support the productivity level also get increases. It has been used to make positive changes
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within the working operations and with this the ability of employee to achieve its target is
emphasised in effective manner.
Performance management system- It is a process that is followed by the HR of Marks
and Spencer and in that the HR will manage the performance of each and every individual by
which the aims, objective mission and vision of the business get achieved within particular
period of time. In this the HR will provide the training to the employee by which they could
make more efforts while performing their work (Ren, 2018). It has been modified by the Marks
and Spencer so as to manage the performance of not only the employees but of the company as
well. There are certain benefits that is gained by the company as like by managing the
performance capability of employees to achieve the standardised outcome in timely manner. It
has implement different advantages as well and with this ability of company is getting advanced
as their employees get performed their functions with more perfection.
The performance of the employee and the employer must need to get improvised on
continuous basis as it is the only ways as from there the working norms and objectives of the
employee will get changes with effective sufficiency. In this if the performance will get
improvised and enhanced on repetitive basis then the creative and innovative ideas will kept on
generating and with this more spontaneous and efficient changes will get measured as the work
has been completed within the timely basis with that the productivity of the business will keep on
increasing. It is needed to make more advancement in the working profile of employee that some
independent work has been assigned to them by which they have performed that by inducing
their own abilities and perfection by which more satisfactory outcome will get conceived with
more perfection.
The HRM practices helps to attain more profit and productiveness in effective manner as
for this Marks and Spencer have enlarges and emphasised its working conditions with this rate of
achievement of business is getting advanced. The success and growth is the basic key points of
the company and for this different strategies are implemented in the business that helps to gain
more profit. It has been more helpful for the Marks and Spencer as with this they have make
positive changes within the working attributes by which its efficiency will enhanced that provide
better smoothness at working.
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TASK 3
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making
Employee relation is being the most important prospect and in that all the employee will
have better engagement and have show their participation with all the different activities that are
performed within the business. As much the employee relation are good that much easier it is for
the company to get achieved their target and make continuous growth and development. Marks
and Spencer have also promoted the better relation in between the employee by which the target
and objective get achieved with the collective efforts and also reduces the complexity with the
conflicts (Shehu, 2018). It helps to maintain and develop the positive environment that itself
improvise the working attitude and belief of the employee and rings more satisfaction as well. It
will also generate more competitive culture by which more new and creative approached get
developed by which the goals will get accomplished with more easiness. The decision making of
the HR manager gets affected by that are as defined below as:
 All the decision that will be taken out by the HR manager will get directly in relation to
the development of the company and thus they must have taken the decision that is in
favour of the employees.
 The relation in between the employee will always be more helpful for the HR as they
have make easy understanding of the employee and thus they have take the decision after
analysis of all the different consequences. Marks and Spencer also gas the better
employee relation that helps the company to get maintain more sustainability within the
business.
 It also gets more useful to reduce the complexity and the different conflicts that will rise
due to mismatch of the thoughts and make effective business environment.
The HR of Marks and Spencer ensure that adequate balance will get maintained by which the
performance will get more improvised and a likely surround will get maintained.
P6 Identify the key elements of employment legislation and the impact on HRM decision making
All the companies must get used the different legislation within the business in order to
impart more smooth flow of services within the company. Marks and Spencer also get follows
some of the different legislation due to which more clarity will get induced thus they goodwill of
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the company will get maintained and there are some laws that has affect the decision making
process of the HRM are as defined below as:
Occupational Health and Safety Act, 1970: It is the act that will get developed in 1970
and will state that company must ensure that the health and wealth of the employee must get
maintain and for this the safe environment will get provided to the employee by which they have
performed their work with more easiness (Stewart, 2019). Marks and Spencer also have followed
this and the higher level authority ensures that the environment must be more clean and safe.
Civil Rights Act, 1964: It is the act that is established in the 1964 and it defines that
company didn’t get differentiate in between the employee on the basis of colour, gender, race,
background, community etc. Thus Marks and Spencer also get follow and ensure that their
workplace will promote the equality and inclusiveness.
Fair Labour Standards Act, 1938: It is came in existence in the 1938 and state that
company must provide the minimum wages to the employee and ensure that they didn’t work
more than 40 hours in a week. Marks and Spencer also provide the adequate wages to the
employee on the basis of education, experience and job role.
The Equal Pay Act, 1970: It will get developed in 1963 as equal pay act and state that
company didn’t discriminate within the employee on the basis of male and female. Marks and
Spencer also promote that and didn’t differentiate in terms of gender and work to get equality
within the business
Employment Rights Act 1996: It is act that is passed from the
parliament of UK to conservative government to codify existing law on individual rights in
UK labour law. It deals with the rights of the employees that must get back to them while
working and includes the unfair dismissal, time off rights for parenting, logical notice before
dismissal, flexible working time, redundancy and more. Marks and Spencer have provided the
better care to their employee and have preferred their choices with more suitability as they
understand the need and requirement of employees.
The Equality Act of 2010: It is an act of UK parliament and have
develop with the purpose of consolidating, updating, supplementing the many preceding
Acts and Regulations and that all based on the anti discrimination law in between
the male and female and both are counted as equal and for this Marks and
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Spencer have provided the similar wages to both male and female and that only get shifted as the
place the employee get worked on.
Impact of employment legislation upon HRM decision-making
HR manager have to take several decision that are in favour of the development of the
employee and in this Marks and Spencer make sure that they have follow all the rules of
legislation by which all employee get equal treatment. The HR have developed different police
for the welfare of employee and company thus make available that they have get follow all
legislation by which the operation get performed with more clarity and transparency as per the
specification of law (Treweek, 2018).
TASK 4
P7 Illustrate the application of HRM Practices in a work related context using specific examples
Application of HRM practices in Marks and Spencer
The HR management must get worked to promote more awareness in between the
employee and thus they have worked with more suitability by which the turnover rate gets
reduced. The manager of Marks and Spencer always try to get satisfied the employee by which
they get all the applicable sources with more easiness (Van Esch, 2019). The Hr get developed
different strategy to accomplish the vision, mission, aim and objective of the company by which
they have gain better profit from aggressive competitive market.
Aligning business objectives with HR Plan: In this HR analyse the business objectives
and on the basis of these develop the different strategy and tactics to get more success with
specified period of time.
Recruitment and selection: In this the HR department will shortlist the candidate that has
more suitable to the vacant position of the business and with that try to improvise the working
capability of the company.
Workforce planning: If the basically involved the performance management and with that
the level of efficiency of the employee will get improvised and HR will get measured that by
checking the portal applications, attendance of employee etc and ensure that all the task get
accomplished within the timely basis.
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Job Description
Job Details
Post : HR Manager
Company : Marks and Spencer
Job Purpose
The HR manager must responsible to administer, control and evaluate the different plans and
program of human resource. The candidate must have effective communication skills and
more competencies. In addition to this the candidate must have ordinate training and
development to the employees.
Roles & Responsibilities
 Assist to develop the administrative and HR policies and procedure.
 Monitor and control different employee to make sure employee compliance.
Job Specification
 Post: HR Manager
 Department: HR department
 Key: This shows what is required as an evidence:
 (A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
 Qualification &
Experience
 Bachelor degree level
 At least 3 year
experience in service
trade.
 Strong interpersonal
skills.
 Experience of HR or in
management field
 Skills or knowledge  efficient
communication skills
 Strong human relation
 Make employee more
developed and
participative in
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skills. disciplinary
Creation of structured interview- The HR manager of Marks and Spencer promote the
vacancy while advertising the job through social sites, newspaper, job portals etc. The HR
conducts the interview by asking some basic question.
 Defines the roles of HR Manager in growth of company?
 What is the importance’s to expand positive relationship within the employees at
workplace?
 How could trainings and development influence the performance of employee?
 Why our company should hire you?
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Job Offer Letter
Mr./Ms,
Last-Name
Address
City, State Code
Dear Mr./Ms. Last Name,
Greeting from Marks and Spencer!!!
We are highly fortunate to offer you the position of HR Manager at Marks and Spencer. This is
full time job and have 40 hour per week and your initial salary is $50,000 per year.
As it is full time job, you are entitled with the benefit package. The principle of employment
offer and benefits are outlined in the enclosure. Please plan to work on 5 June 2020.
If you accept this offer, I would appreciate your signing and returning at earliest convenience
with the copy of this letter along you.
If you have any question regarding employment and polices please do not hesitate while contact
me.
Sincerely,
First-name,
Last-Name
Director,
Human-Resources
Marks and Spencer
____________
I hereby accept the HR Manager, HR department position.
_____________________________
Signature _____________________________
Date ----------------------------
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CONCLUSION
It has been concluded from the above report that the HRM is more important within the
company as emphasis the working condition of the employee by which the company could get
more profit and better advantage from the aggressive marketplace. The HRM plays some
different function and purpose that is more beneficial for the performance development of the
employee by the development skills and the knowledge as well. The manager has used both hard
and soft skills to maintain effective balance within the company that helps to maintain more
profit and long term sustainability.
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REFERENCES
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practice. Kogan Page Publishers.
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Boon, C. and et. al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management, 29(1), pp.34-
67.
Glaister, A.J. and et. al., 2018. HRM and performance—The role of talent management as a
transmission mechanism in an emerging market context. Human Resource Management
Journal, 28(1), pp.148-166.
González, L. and Rivarés, L., 2018. Analysis of the impact of referral-based recruitment on job
attitudes and turnover in temporary agency workers. Employee Relations.
Gutierrez-Gutierrez, L.J. and et. al., 2018. The role of human resource-related quality
management practices in new product development. International Journal of Operations
& Production Management.
Holm, A.B. and Haahr, L., 2019. E-recruitment and selection. In E-hrm. Routledge.
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a case study of a group-randomized study (TRANSLATE CKD) recruitment process.
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Meyer, K.E. and Xin, K.R., 2018. Managing talent in emerging economy multinationals:
Integrating strategic management and human resource management. The International
Journal of Human Resource Management, 29(11), pp.1827-1855.
Morgeson, F.P. and et. al., 2019. Job and work analysis: Methods, research, and applications for
human resource management. Sage Publications.
Ren, S., Tang, G. and Jackson, S.E., 2018. Green human resource management research in
emergence: A review and future directions. Asia Pacific Journal of Management, 35(3),
pp.769-803.
Shehu, V. and Besimi, A., 2018, March. Improving employee recruitment through data mining.
In World Conference on Information Systems and Technologies (pp. 194-202). Springer,
Cham.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Treweek, S. and et. al., 2018. Strategies to improve recruitment to randomised trials. Cochrane
database of systematic reviews, (2).
Van Esch, P., Black, J.S. and Ferolie, J., 2019. Marketing AI recruitment: The next phase in job
application and selection. Computers in Human Behavior, 90, pp.215-222.
Online
Effectiveness of HRM practices. 2018. [Online]. Available
Through:<https://www.ukessays.com/essays/literature/human-resource-management-and-
organizational-performance.php>
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