HRM Report: Recruitment, Selection, Training and Development Concepts

This report examines key concepts in Human Resource Management (HRM), focusing on recruitment, selection, training, and development within the context of Marks and Spencer. It explores various HRM models, the changing nature of employment, and the strategic use of HRM. The report delves into the importance of recruitment and selection processes, the significance of training and development for employee skills and performance, and the role of career and reward management in employee motivation and retention. It also touches upon basic employment legislation. The report provides a comprehensive overview of HRM practices and their impact on organizational success, highlighting how Marks and Spencer applies these concepts to manage its workforce effectively. The report also discusses the models of HRM, strategic use of HRM and importance of the concepts of recruitment, selection and training and development. Report also covers career management and reward management and basic employment legislation.

Human resource
management
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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Models of HRM..........................................................................................................................3
Changing nature of employment relationships...........................................................................4
Strategic use of HRM..................................................................................................................4
The evolution of HRM ...............................................................................................................5
Recruitment.................................................................................................................................5
Selection .....................................................................................................................................6
Training and development...........................................................................................................6
Career management.....................................................................................................................7
Reward management...................................................................................................................7
Basic employment legislation ....................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES ..............................................................................................................................9
Books and referrals.....................................................................................................................9
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INTRODUCTION
Human resource management is the practise of managing people to achieve
organisational goals. HRM is the process of recruiting, selecting, appraising performance of
individuals and ensuring employee safety. It is the department which handles all aspects of
employees and various functions performed in the organisation (Brewster and Hegewisch, 2017).
Marks and Spencer group is the British multinational retailer company. It was founded in the
year 1884 by Michael Marks and Thomas Spencer. Company is operating in more than 1463
locations in the world. And there are about 80,000 employees are working currently in the
organisation. This report covers models of HRM, strategic use of HRM and importance of the
concepts of recruitment, selection and training and development. Report also covers career
management and reward management and basic employment legislation.
MAIN BODY
Marks and Spencer is the British multinational retailing company of London, UK. It is
operating in all over the world in more than 1,463 locations. Company deals in selling clothes,
home products and food products. Its HR managers uses effective recruitment and selection
methods to hire new employees.
Models of HRM
Human resource management is the strategic approach which is used for making the
effective management of the people in a company (Mitchell, 2018). Human resource
management use the various models which are helpful to explain the role of the Human resource
in the business. In the Marks and Spencer the HR manager are use various models which are
helpful in conducting the business smoothly:
 The standard casual model: This model show a causal supply chain that start with he
different business strategies and end with the various HR strategies which improve the
condition of the company (Brewster, Mayrhofer and Morley, 2016).
 The Eight Box Models: This model is developed by Paul Boselie, This model the
difference in between the external and internal factors that actually influence the
effectiveness of the Human resource manager in order to make the growth of the
company.
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 The Harvard Model: This is the model which include six main component of HRM,
which are their stakeholders, situational factors, Human resource policies, Human
resource results, their consequences and in last their feedback (Hildreth, Miller and
Rabin, 2018).
All these models are helpful for the marks and Spencer, as their human resource
management try to increase the productivity and help in reaching out the companies goal and try
to focus on the Marks and Spencer's yearly targets.
Changing nature of employment relationships
The changing nature of the employment help the human resource manager to make the
more strong relationship in the professional life (DeCenzo, Robbins and Verhulst, 2016) As the
employees of the respected company are no longer able to enjoy the benefit of the organisation
such as health, paid leave, and vacations. So to make the changing nature in the employment
help the company's HR to run business smoothly and provide the regular benefits. To make the
relationship in the employee and employer, means the personal relationship, professional, social,
atomisation and many other relationship. There are various technology and up-gradation which
are uses by the companies to make the growth and achieve the success in the nature of the
employment relationship. In the Marks and Spencer, the changing nature is very important as it
is the biggest retail industry in UK. Which work according to the nature and demand of the
customers. The new demand, new influencers, new trends become the reason to the company to
change their policies and make the stable and strong relationship with other employees. In the
respected company the HR must need to complete the demand of the employees so that they can
work effectively in the organisation (Jensen, 2017).
Strategic use of HRM
HRM is the integrated system which provides information that are used by HR manager
in decision making process. There are certain strategic use of Human resource manager. These
are-
 Employee self service- The HR department helps the employees to update their personal
data without having involve in simple task. This helps the managers in becoming more
strategic functions (Hurrell, 2016).
 Staffing needs: Human resources management are known for recruiting candidates for
the vacant positions. This includes identification of job requirement and skills required by
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the candidates for the vacant position. They need to check or take interviews of the
candidates and select the new talents for the company (Manzo and Devine-Wright, 2020).
Marks and Spencer mangers identities the new talents for there company to grow the
performance of an individual and organisation both.
 Performance appraisal- Human resource manager is responsible for the evaluation of
individual performance. Managers of marks and Spencer company create the
performance appraisal process for their employees. These appraisal are used by the
managers at the time of promotion and termination of any employee (Marchington and
et.al., 2016).
The evolution of HRM
The term called Human resource management is a recent origin. As it is considered with
the managing of human resource ion an organisation. Evolution of HRM is important foe
understanding because it involves understanding of philosophy, function, practise of HRM etc. it
also includes different practises which are used for the different situations in an organisation. In
human resource management, it includes organisational behaviour, industrial relations, labour
legislation and personnel management (Lin and Sanders, 2017). Human resource management
follows a pattern of discipline because of the interrelationship of the problems of bot the sides of
employees and employers.
Recruitment
Recruitment is the process of identifying, interviewing, hiring and selecting of the
candidates for the vacant positions. This involves the identification of staffing need to fulfilling
it. The recruitment process of Marks and Spencer company is very effective (Wise, Hopkin and
Garland, 2016). As they identifies those candidates for the company who can work with their full
potential and also show their capabilities. They have an entire team for recruiting a person. They
use various methods of recruiting an employee for them. This can be internal recruitment
through references or external recruitment through campus placement or by advertising for the
job profile. Recruitment is the major function of human resource management as it is the goal of
a mangers to hire best candidates for the company with the given time and budget (Mondy and
Martocchio, 2016). The recruitment is essential for the company to hire new talents in the market
and they helps the company in making sustainable in the market. The recruitment plan of Marks
and Spencer company is first identification of hiring needs then job description id written, then
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next is to recruit the position and review the application which have received. Then next is to
conduct an interview and background check. Then last process is to check references and
providing offer letter to the selected candidates (Moutinho and Vargas-Sanchez, 2018).
Selection
Selection is the process of choosing a right candidate from various ones for the vacant
position in the organisation. Selection can be in terms of qualification, capabilities and
experiences of the person which is required for that job position. Selection and recruitment can
be used as interchangeably but they both of different scope. The HR manger of Marks and
Spencer chooses a right and qualified candidate for the company. The process they follow for
selection of the candidates is first starting with preliminary interview, then receive applications,
screening of applications are done then written test of the candidates are taken. Then interview is
conducted and reference check and at last final selection is don through phone calls or face to
face. This process is followed in the company to select any candidate (Okolie, 2020). Candidate
selection is important for the company because there is a need of appropriate candidate for the
job position. If any wrong candidate is hired then it may lead to the company decrease in profits
and revenue. Selection also requires huge amount of money, time and effort of the mangers.
Training and development
Training and development is the important function of Human resource management. It is
required by the employees to increase their performance and skills and capabilities (Newman,
Donohue and Eva, 2017). Training is the process of improving the skills, concepts and gain
knowledge about the work employees are performing in an organisation. Development refers to
the process that build a capacity to achieve and sustain a new desired that can benefit the
working environment. There is the need of training and development in Marks and Spencer
company because to make optimum utilisation of resources. It is important to increase
productivity of the employees and also there potential. Then it is important to improve quality
and safety and profitability of the employees and organisation both. Training and development
needs are important to develop of skills like leadership, team management and time management
skills etc. Training and development needs are more costly because it requires quality of inputs
to teach employees. They are require to test new methods for increasing the productivity of the
employees (Su and Yang, 2015). Training helps the employees or workers in enhancing their
skills and knowledge.
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Career management
Career management is the combination of structured planning and active management of
one's own professional career. It is a person own career which is himself decides to choose what
to peruse in his throughout life. Many of the person look back in their career that what if they
actually achieved or not in their life. Career planning helps the individuals in staffing inventories
and solving staffing problems and issues (Dubin, 2017). Effective career management helps the
individual in continuous supply of professional, technical and managerial talents that can be
achieved in near future. There are certain staffing problems that can be remedied through
effective career management. Marks and Spencer make sure that employees should feel secure
and they should realise that company develops their growth and skills abilities (Tung, 2016).
Company also identifies employees needs and wants and make improvements if they are facing
any issues or problems. Modern generation is different from the old generation as their higher
education have raised high expectations of career. This is considered in mind as many of the
employers of company are responsible for providing opportunities to the employees.
Reward management
Reward management refers to the formulation and implementation of the plans and
policies that are aimed to reward employees in the organisation fairly, equally and consistently
(Glendon, Clarke and McKenna, 2016). Reward management is a motivational practice that is
used by the company to give rewards to the employees for their achievements and success.
Reward management is important for the employees because it helps the organisation in
retaining employees and attract new employees. Reward management also helps the employees
in building loyalty and encouraging the performance of individuals. Marks and Spencer uses the
rewards system in very effective manner as they spend money on hiring and training of the
employees also they keep in mind and provide appreciation for the better performance of
employees. This rewards includes bonus, incentives, gifts or trophies etc. This effective reward
system helps the company in building loyal and motivated employees. This also makes happy
employees and they engage more in activities performed in the organisation (Yusliza, Othman
and Jabbour, 2017).
Basic employment legislation
There are various laws and regulations in UK that are being governed with the aim of
improving business performance and protecting employees from any legal issues or problems.
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The legislation has established the legal framework that is for the forecasting of labour needs and
availability. This also includes employees provision services these includes vocational training,
recruitment and apprenticeship. The freedom from forced labour, unemployment benefits and
equal treatment in employment and occupations are considers as the part of general project
(Yusliza, Othman and Jabbour, 2017). The law related to wages and remuneration covers
elements such as methods of payments, protection of wages against any unlawful deductions,
income policies etc.
CONCLUSION
From the above report it has been concluded that Marks and Spencer is stable in the UK
market with large number of customer base. Company is using its human resources management
activities activities. These are performed by it HR manger and they also formulate some
strategies and policies to enhance employees productivity. Company identifies new talents for its
organisations and select a best candidate. They provide proper training and development
methods to the employees to enhance their skills and capabilities. By this company can able to
increase its profitability and revenues.
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REFERENCES
Books and referrals
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in european human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Dubin, R., 2017. The world of work: Industrial society and human relations. Taylor & Francis.
Glendon, A.I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Hildreth, W.B., Miller, G.J. and Rabin, J. eds., 2018. Handbook of public administration (Vol.
1). Routledge.
Hurrell, S.A., 2016. Recruitment. In Encyclopedia of Human Resource Management. Edward
Elgar Publishing Limited.
Jensen, R.S., 2017. Pilot judgment and crew resource management. Routledge.
Lin, C.H. and Sanders, K., 2017. HRM and innovation: a multi‐level organisational learning
perspective. Human Resource Management Journal, 27(2), pp.300-317.
Manzo, L.C. and Devine-Wright, P. eds., 2020. Place attachment: Advances in theory, methods
and applications. Routledge.
Marchington, M and et.al., 2016. Human resource management at work. Kogan Page Publishers.
Mitchell, B., 2018. Resource and environmental management. Oxford University Press.
Mondy, R.W. and Martocchio, J.J., 2016. Human resource management. Pearson.
Moutinho, L. and Vargas-Sanchez, A. eds., 2018. Strategic Management in Tourism, CABI
Tourism Texts. Cabi.
Newman, A., Donohue, R. and Eva, N., 2017. Psychological safety: A systematic review of the
literature. Human Resource Management Review, 27(3), pp.521-535.
Okolie, U.C., 2020. Effect of diversity management on human resource management:
Recruitment and selection in focus. Annals of Spiru Haret University. Economic
Series, 20(2), pp.63-86.
Su, C.T. and Yang, T.M., 2015. Hoshin Kanri planning process in human resource management:
recruitment in a high-tech firm. Total Quality Management & Business Excellence, 26(1-
2), pp.140-156.
Tung, R.L., 2016. New perspectives on human resource management in a global context. Journal
of World Business, 51(1), pp.142-152.
Wise, J.A., Hopkin, V.D. and Garland, D.J. eds., 2016. Handbook of aviation human factors.
CRC Press.
Yusliza, M.Y., Othman, N.Z. and Jabbour, C.J.C., 2017. Deciphering the implementation of
green human resource management in an emerging economy. Journal of Management
Development.
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