HRM Report: Marks & Spencer Recruitment and Selection Process

This report provides a comprehensive analysis of the human resource management (HRM) recruitment process, focusing on the practices implemented by Marks & Spencer. The report begins with an introduction to the recruitment process, outlining its purpose and functions within an organization. It then delves into the strengths and weaknesses of different recruitment approaches, including workforce planning and reward systems. The report further examines the benefits and effectiveness of various HRM practices, such as recruitment and selection, and training and development programs. A significant portion is dedicated to the importance of employee relations and key elements of employment legislation. The analysis includes an evaluation of internal and external factors affecting HRM decision-making and the application of HRM practices within a work-related context. The conclusion summarizes the key findings, highlighting the importance of effective HRM in achieving organizational objectives. References are provided to support the analysis.

Human Resource
Management/ Recruitment
Process

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
purpose and the functions of HRM.............................................................................................1
strengths and weaknesses of different approaches......................................................................2
TASK 2 ...........................................................................................................................................4
benefits of different HRM practices ..........................................................................................4
effectiveness of different HRM practices...................................................................................5
TASK 3 .........................................................................................................................................5
importance of employee relations .............................................................................................5
key elements of employment legislation ...................................................................................6
TASK 4 ...........................................................................................................................................6
application of HRM Practices.....................................................................................................6
CONCLUSION .............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
The recruitment process is being used by the business in order to identify the vacant job
position, analysing the adequate job aspirants, screening, short-listing, reviewing of application
forms and selection of appropriate candidate. It is actually dependent on the identification,
analysing, selection, hiring and on-boarding of an individual so that better responsibility is
transferred with the marketplace. It is a responsibility of the business to manage the working
standards so that achievement of all goals and objectives become more smoother and flexible
(Adla, Gallego-Roquelaure, and Calamel, 2019). The following report is based on the Marks &
Spencer Group Plc as it is a British multinational retailer with having a headquartered in London,
England, UK. The report includes purpose and scope of HRM in terms of resourcing an
organisation with talent and skills to fulfil business objectives, effectiveness of key elements of
HRM, internal and external factor that affect decision-making of HRM and its practices in work-
related context.
TASK 1
purpose and the functions of HRM
The human resource management and its practices has performed various functions
within the business such as hiring, motivating, recognising, appreciation and maintaining of
workforce so that objective is accomplished with attractiveness. HRM department also deal
different issues and complex situations that is related to the employee's performance as like
training and development, compensation, communication, administration and motivation
(Alzola, 2018). The management department of Marks & Spencer also perform different
function with having particular purpose and it is as briefly explained below as:
Staffing needs- It is the basic need that is managed and controlled by the business and in
this they have ensure that all the need of employee's is fulfilled. In addition human resource
manager also ensure that basic demand and requirement of an individual is analysed and resolved
within timely basis so that probability of negative situations is resolved within certain time
period.
Compensation- In this purpose of HR is to provide appropriate reward and other benefits
to the employee's that is completely dependent on its working efficiency and performance. The
HR of Marks & Spencer also make record of working and then provide appraisal accordingly

(Berman, 2019). It helps to maintain motivation within the workers so that balanced working is
maintained.
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Benefits- The HR of Marks & Spencer offer several benefits to the workers by which easy
ongoing on working performance is attained on continuous basis. In this the HR provide
conveyance, health insurance, festive holiday, special discount to workers etc.
Law acquiescence- The manager of Marks & Spencer has ensure that all the legal
formalities has been cleared to the workers so that they are more aware about the working
consequence and also assist balanced level of trust and believe.
strengths and weaknesses of different approaches
Recruitment and selection is the most important aspect for the business as in support of
this the HR of Marks & Spencer make accurate availability of efficient employee's. It is an
effective planning that takes longer time but an the end adequate person is placed to suitable job
position. Below are few approaches of recruitment and selection that is followed by Marks &
Spencer:
Approaches to workforce planning- It is an approach that is followed by HR of Marks &
Spencer and in this they make sure that working at workplace is processed with more perfection
(Armstrong, and Taylor, 2020) In this the efficient working is processed so that it is easy to
achieve standardised target and objectives in timely constrained.
Approaches to rewards- In this HR of Marks & Spencer make sure that they have offer
certain rewards and benefits to workers. These reward might be tangible or intangible but must
be provided to employee's so that they have easily connected towards the working standard of
business and always put full efforts in sustained mode.
Recruitment and selection process of Marks & Spencer
It is a procedure that is followed by HRM of Marks & Spencer so as to fulfil the void
places of the company but which work will be processed with more transparency and clarity.
There is both internal and external process of recruitment that is followed by business and it as
explained below as:
Internal Recruitment- It is a process in which HRM of Marks & Spencer has promotes
its employee's to higher work position as in terms of promotion. There is few strength and
weaknesses that is define below as:
STRENGTH WEAKNESS
 It is time saving process and doesn't  It reduces the probability of new entrant
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need any prior investment as well.
 The employee already aware about the
working thus no requirement of on-
boarding and training (Chaudhary,
2019).
thus it incoming of fresh talent is
restricted.
 By promoting employee the current
position become vacant.
External Recruitment- In this process HR of Marks & Spencer has select the candidate
as by conducting pool campus and select the most sufficient candidate for vacant place. In this
business has make searching outside the business and it also has certain strength and weaknesses
that is as explained below as:
STRENGTH WEAKNESS
 The fresh skilled and qualified
candidate is selected so that new ideas
are generated within business.
 It helps to find out the best from all as
HR has option to select suitable
candidate.
 It is longer process and takes more time
as well.
 It is quite expensive too as company has
to perform certain advertisement and
interviews while attracting more
candidates (Cumming, Wood, and
Zahra, 2020)
Methods of selection within Marks & Spencer
The human resource management of Marks & Spencer used several approaches for
selection and is as illustrate below:
Registration: It is an initial stage in which respondent candidates has filled a registration
form and in this they have to write all the basic detailing. It makes more easy for HR to select the
candidate for further process as by matching up the required skills and qualification.
Insight stage I: In this HR develop aptitude test so as to test the ability of critical
thinking so that moderate level of output is developed.
Insight stage II: In this stage the HR has take questionnaire which is based on reasoning
questions as it helps to know the mental awareness of employee (Jia, and et.al.,2018).
Company Business meeting: It is the final stage and in this HR of Marks & Spencer offer
joining letter to respondent candidate.
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Strength Weaknesses
 The process of selection provide more
clarity to the HR as they get enough
chances to know basic detailing about
individual as in terms of thinking
ability, reasoning and mental awareness
as well.
 It takes more time and better investment
as well. As company has to provide
information about vacant position
within market as from advertisement
etc.
TASK 2
benefits of different HRM practices
The HRM practices is the biggest pillar of a business as it is designed to manage and
operate the working standards with more sufficiency. The HR has develop various strategies as
in order to promote the working through which balanced feeling of satisfaction is promoted. It is
basically a process that is used to build effective relationship in between the employee and
employer (Lim, Wang, and Lee, 2017). The approaches that is followed by Marks & Spencer is
as explained below as:
Recruitment and selection- In this the HR has hired new employee who has better skills
and more talent. In addition it is quite costly process that is used to attract potential candidate in
adequate mode.
Training and development programs- It is a program that is used by HR of Marks &
Spencer as in order to develop the working efficiency of workers. The training is being induced
to create better knowledge within employee's so that easily processed their working with
flawlessness.
Benefits to employees Benefits to employers
 As from training and development
employee's enhances their skills,
knowledge, experience that helps to
complete all task in timely basis
(Morley, and Heraty, 2019)
 As per the increment of working
efficiency ability of business to attain
its goals and objective become more
clear.
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effectiveness of different HRM practices
The effectiveness of HRM practices is based on the development of profit and
productivity so that accurate outcome is conceived in effective manner. The human resource
manager of Marks & Spencer provide training to its employee as per the need and demand of
situation. In addition there is few effectiveness that is as detailed below as:
Performance management system- In this system HR of Marks & Spencer has promoted
suitable working standards by which it is easy for them to achieve its aims, objectives, mission
and vision (Rana, and Sharma, 2019). The company has been uses this in order to increase the
ability and potential of workers.
In this the employee and employer of Marks & Spencer make supportive modification
within the working by which profit is attained on continuous basis. In addition the HR has
supported the employee and provide guidance to them so that they have processed their working
with effectiveness. These practices also assist to make supportive work culture in which
employee has worked to develop the performance level along with this work is also completed
on time.
TASK 3
importance of employee relations
Employee relation is most important aspect within the business and in this if the
employee has worked with efficiently then its ability to accomplish its task and action is
improved. It is essential prospect of business and in this employee get connect towards each
other so that all the required information is transferred with better clarity. In this entire task is
cleared to all the individual so that probability of productive outcome also increases. The
company is not able to accomplish its goals by its own it is only happened when collective
efforts is induced in formulate mode(Shen, and Zhang, 2019). The better employee relation
promotes positive working and in this effective culture is promoted so that comfort situation is
developed for all. The HRM of Marks & Spencer uses decision-making to improvise employee
relation and is as explained below as:
 The accurate decision of HR promote positive working culture in which potential of all
the employee is increases.
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 The HR takes decision to reduces the redundancy from the business and in this working
potential and standard both get increases in flexible mode.
The HRM of Marks & Spencer always worked for to improvise the conditions and
situations so that effective processing is completed in advanced mode.
key elements of employment legislation
The key elements of employment legislation defines the different prospect and that all is
managed and operate by HR of Marks & Spencer. It is used to promote clarity in working
standards and HR tries to take prior decisions by which ensure that every employee is aware
about the legislations that is followed by the business and is as explained below as:
Fair Labour Standards Act, 1938: This act was founded in 1938 and under this the
business has to provide fair wages to the employees. It also standardise the working hour time
limit as it is about 40 hour/week (Strohmeier, 2020). For this Marks & Spencer must have ensure
that they have provide the salary to the employee on the basis of its skills and educational
qualification.
Occupational Health and Safety Act, 1970: It is act that was founded in 1970 and state
that business has to provide healthy and safety precaution to its workers as it is the needed aspect
within the occupation . Thus in this HR of Marks & Spencer provide health safety insurance so
that effective working culture is promoted.
Effect of employment legislation on decision-making of HRM
The employment legislation has direct impact on the working standard and norms of the
business. The HR must have followed different legislation to ensure that clarity is attained within
the employees so that each rule is apply to each individual. The decision-making of HRM is
directly dependent on the fair wages that is provided to the employees and many other benefits as
well. These all are followed under the consequences to develop more profit and long term
sustainability.
TASK 4
application of HRM Practices
Application of HRM practices in Marks & Spencer
These are the practices that is followed by the company so as to make better
understanding within the employee by which it is easy to gain more success and development
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systematically. The human resource management of Marks & Spencer must have ensure that all
its employee become satisfied by which long term objectives are conceived in easiest and
flexible changes are addressed.
In context of HR of Marks & Spencer they have developed strategic planning and
followed it in order to accomplish certain objectives. In support of it HR has fulfilled all the task
so that productive outcome is achieved in successful way. It is also used to modifies the
performance management and in this sufficiency to increase profitable changes is increases. It is
required that company has manages the demand and requirement of workers and ensure that they
get satisfied as it is the only way from which more profit is achieved.
Job Description
Job Details
Post : Marketing Manager
Company : Marks & Spencer
Job Purpose
The marketing manager manages different roles and responsibility so by making marketing
initiatives. The manager conduct market research and implement different strategies and
planning to oversees promotion and campaigns. The candidate also able to manage market
positioning of company products and services.
Roles & Responsibilities
 To increase brand awareness
 Create and develop marketing campaigns
 To attract more customers and manage market performance
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Job Specification
 Post: Marketing Manager
 Department: HR department
 Key: This shows what is required as an evidence:
 (R): Request form, (I): Interview, (R): Role
Attributes Essential Desirable
 Qualification &
Experience
 Qualified from recognised
university
 Having more that 2 year
experience in similar field
 Strong interactive skills
 Better experience in
marketing
management
 Skills or
knowledge
 Amended emblematic skills
 Effectual social skills
 Conduct marketing in
sustained manner
Creation of structured interview- The HRM of Marks & Spencer has conduct an interview
fulfill vacant positions of the business. In this they have published the details through
newspapers, digitization and own portals. The HR has asked few questions that is as illustrate
below as:
 What do you mean by marketing and how it is effective for business growth?
 What is the effectiveness of marketing management and how it works in favour of
business development?
 Why marketing is being necessary for the business and how its success is dependent on
it?
 Why our company hire you for this position?
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Job Offer Letter
Mr./Ms,
Last-Name
Address
City, State Code
Dear Mr./Ms. Last Name,
Greeting from Marks & Spencer!!!
We are highly impressed by your skills and interview performance. The marketing manager
position is offered to you and it is full time job in which you have to work 40 hour/ week with
the salary of $80,000/ year.
It is an employment letter that is offered to you at 15 September 2020 along with this you get
other facilities too.
If it is accepted by you then revert us within 2 days and comes at the joining with all your
original document for documentation and verification.
If you have any problem please feel free to contact.
Sincerely,
First-name,
Last-Name
Director,
Human-Resources
Marks & Spencer
____________
I hereby accept the marketing Manager, marketing department position.
_____________________________
Signature _____________________________
Date ----------------------------
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CONCLUSION
It has been summarised from the above report that human resource management is the
most effective aspect within the business as in this working efficiency of the business is getting
enhanced on constant basis. In this the HR has played different purpose and functions so as to
enhance the working efficiency in moderate manner. In addition to this the HRM practices is
being used to develop effective relationship in between the employee and employer by which
effectiveness is achieved by maintaining profit and productivity. Furthermore, the decision-
making process is being followed by HR to manage the different working condition by which
target is completed with adequacy.
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REFERENCES
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management. Journal of Business ethics. 147(4). pp.835-853.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Chaudhary, R., 2019. Green human resource management in Indian automobile industry. Journal
of Global Responsibility.
Cumming, D.J., Wood, G. and Zahra, S.A., 2020. Human resource management practices in the
context of rising right‐wing populism. Human Resource Management Journal. 30(4).
pp.525-536.
Jia, Q.,and et.al.,2018, December. A conceptual artificial intelligence application framework in
human resource management. In Proceedings of the International Conference on
Electronic Business (pp. 106-114).
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management: The impact of human resource management practices and human
resources on the perception of federal agency mission accomplishment. Public
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Morley, M.J. and Heraty, N., 2019. The anatomy of an international research collaboration:
Building cumulative comparative knowledge in human resource management.
Rana, G. and Sharma, R., 2019. Emerging human resource management practices in Industry
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Shen, J. and Zhang, H., 2019. Socially responsible human resource management and employee
support for external CSR: roles of organizational CSR climate and perceived CSR
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Strohmeier, S., 2020. Smart HRM–a Delphi study on the application and consequences of the
Internet of Things in Human Resource Management. The International Journal of
Human Resource Management. 31(18). pp.2289-2318.
Xiao, M.,and et.al., 2020. To what extent is corporate social responsibility part of human
resource management in the Chinese context? A review of literature and future research
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Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management
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