Human Resource Management Report: M&S, HRM Practices, and Legislation

This report delves into the core functions of Human Resource Management (HRM), exploring its pivotal role in organizational success. The report examines recruitment and selection methods, analyzing their strengths and weaknesses, with a specific focus on internal versus external approaches. It further investigates various HRM practices beneficial to both employers and employees, such as training and development, and performance management systems, illustrating their impact on productivity and profitability. The report also addresses the importance of employee relations and the implications of employment legislation on HRM decision-making, using Mark & Spencer as a case study to provide practical examples and insights into real-world applications.

Human resources
management

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1) Explain aim and role of HRM..........................................................................................1
P2) Discuss strengths and weaknesses of various approaches to recruitment and selection..2
LO 2.................................................................................................................................................4
P3) Various human resource management practices which is beneficial to employer and
employee in an company.......................................................................................................4
P4) Various HRM practices carried out by firm in order to raise it's productivity and profits. .5
LO 3.................................................................................................................................................6
P5) Identify the key elements of employment legislation and the impact it has upon HRM
decision making......................................................................................................................6
P6) Employment Legislation followed in an organization and it's impact on HRM decision
making....................................................................................................................................7
LO 4.................................................................................................................................................7
P7) Illustrate the applications of human resource management practices .............................7
CONCULSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
HRM is the process of hiring, selecting, grooming, firing and developing staff members
so that they become valuable assets for an organization. It involves training. Firing, hiring and
motivating staff members respectively in order to increase productivity level in the market place.
This is important to carry out in an firm because it handles problems related to safety, benefits,
compensation etc. so that business operations can functions smoothly in the competitive world.
Mark and Spencer is a British multinational retailer store in London, UK. Company got
established in the year 1884 by Michael Marks and Thomas Spencer. This report covers
functions and purpose of HRM as well as focus on advantages and dis-advantages of different
methods to recruitment and selection. Moreover, several human resource management practices
for both employer and employees are studied in an firm. It also , throw light on how employees
relations impact human resource management decision making process in the company
(Banfield and Royles, 2018). Also, employment legislation are also studies as well as utilization
of human resource management activity in work affiliated are explained deeply.
LO 1
P1) Explain aim and role of HRM
HRM refers to handling staff members by hiring, training, motivating, firing and
developing in order to make them assets of the business for longer time duration. It is strategic
approach which aid the business associates to increase competitive advantages in the market
place.
Different role of HRM are as discussed as :
Recruitment and selection: The main role of HRM is recruitment and selection.
Recruitment refers to an activity carried out in establishing contact among employer and
applicants. Whereas, selection states that it is process of choosing suitable participants out of the
short listed candidates (Shen and Benson, 2016). HRM should hire right candidate for right post
so that M&S can meet their set goals on time. By doing so productivity increases at a rapid scale
in the competitive world. More over, in context to Marks and Spencer, it is mandatory for HR
department to analyse actual demand of work force within firm and accordingly carry out
respective recruitment method in order to choose most deserving participants out of the pool of
applicants (Baum, 2016).
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Training and Development: Training is the process in which staff members are given an
open opportunity in order to improve their existing competency, information, knowledge and
skills according to the job profile. Whereas, Development refers to as overall growth of the
employees. M&S should conduct proper training and development sessions so, that effective
workers can be retained for time duration in the firm. By doing so indirectly productivity
increases effectively and efficiently. The well nourished skills and competencies of existing staff
can be used for business growth and success.
The purpose of human resource management are discussed as follows:
Maintaining effective employees relations: The main purpose of HRM is to maintain
effective employees relations in order to retain effective workers for longer time duration. By
doing so employees are motivated within and work effectively and efficiently to meet the set
goals on time. M&S should build healthy and transparent relationships with it's workers so that
skilled workers does not switch to some other firm (Bratton and Gold, 2017).
Training and development: M&S should conduct training and development sessions so
that existing skills and abilities of employees can be polished. Which can be used for the
betterment of the business in future. When this sessions are conducted it aid to raise productivity
level which indirectly helps to attain huge profits in the market.
Planning: Planning is also plays a vital role as functions of human resource management.
If M&S frame out effective planning then outcome will be positive in the cut throat competitive
world. Whereas, if inappropriate planning is designed then it leads to negative results which
indirectly hampers market value of the company.
Organizing: M&S should manage all the activities in effective manner so that conflicts
does not occur at working premises. When things are organized in systematic manner then
productivity level increases as ell as profitability ratio. It also a mandatory part of functions of
human resource management.
Development: To be successful in the cut throat competitive world development should
be there on continuous basis. M&S carries out research and development work so that they can
survive in the dynamic environment.
P2) Discuss strengths and weaknesses of various approaches to recruitment and selection.
Recruitment is the activity of searching out participants for the vacant post and
stimulating them to apply for the vacancy in an organization (Taylor and McGraw, 2015).
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Whereas, selection involves various steps through which candidates are screened out for
selecting the most suitable employee for the post. Approaches are of two types internal (existing
employees relatives or well known, ex-staff, former employees etc.) and external(consultancy
agency, advertisements, casual callers, campus placements, walk-ins etc.) along with their
strengths and weakness are explained as follows:
Internal recruitment process: In this process recruitment are attained from within the
administration. Here, it assists in raising morale and decreasing expensive budget which will
directly help business associates to raise their work with high efficiency. Moreover, Human
resource manager of Mark and Spencer provide promotion to their existing workers by meeting
their skills and competencies with the desired position in an organization (Brewster and
Hegewisch, 2017).
Strenth: Internal recruitment encouragesritikaaa diiiii it's staff members to work
effectively and efficiently. It also saves time and money which are required to be invested on
recruitment process in an firm.
Weaknesses:Internal recruitment raises expectancy of the workers from Human
Resource Manger. Due to which it is possible for business associates as well as manager to
promote every staff members to the next post according to their capabilities. In an company
when promotion is done of any employee then it indirectly di-motivate other workers. Which
leads to raise in conflicts which decreases productivity level.
External recruitment: In this case external participants are allowed or welcomed in an
business associates. When new blood or employees are entered into an firm then they come up
with new idea and innovations which leads to set new standards in the competitive world. They
also helps to achieve desired goals on time which is a positive sign for the company. Here,
Human Resource manger of M&S adopts online recruitment process to pull more and more
applicants to the post vacant (Brewster and Farndale, 2018.). The strengths and weaknesses of
online recruitment methods are discussed as:
Strengths: The main strengths of external recruitment is online which is cost effective
which can speed up recruitment cycle in an firm up recruitment cycle in an firm. Here, it
manages high volumes of applicants on continuous basis as well as record feedbacks of
respondents which can be used later on for other vacancy (Nankervis and Shields, 2016).
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Weaknesses: The weaknesses of online is that it seems to be discriminatory in which
participants are not computer literate. Moreover, in this process many inappropriate applicants
upload incorrect data or information on the websites. Due to which companies time and efforts
are wasted. Enterprise should cross check all the necessary information before appointing the
employees at the post.
Approaches to workforce planning
Situational workforce planning: It is similar to traditional workforce planning in which
it examine the variances between actual and set standards. In Mark and Spencer it is only once a
time possible to address a particular business challenges.
Approaches to training and development:
On the job training: It is provided to the staff members when they join the job so that
they can work effectively and efficiently to meet the set goals on time.
Approaches to reward system:
Total reward approaches: When M&S provides rewards for their best performance they
get motivated internally and work day and night more to raise the market value in the
competitive world. They are given monetary or non monetary benefits to the workers (Brewster
and Morley, 2016).
LO 2
P3) Various human resource management practices which is beneficial to employer and
employee in an company
Human Resource Management practices are those aspects which aid people in order to handle
work efficiency by enriching their performance. Moreover, HRM assists business concern in
building healthy relations between employer and employees. Here, there are several human
resource management practices which are considered by managers of Mark and Spencer which
are discussed as follows:
Recruitment and selection: Recruitment and selection are the important part of HRM
practices. In recruitment appropriate candidate are hired according to the post. Moreover, Mark
and Spencer conduct structured process of recruitment at their working premises so that right
person for the right post is hired. When appropriate candidate is hired in an firm then it directly
motivates other staff members to work effectively to achieve the desired goals on time.
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Benefits to employees: Human Resource Management practices are mandatory for staff
members because it provides healthy and safe working premises. When right post is allotted to
the candidate then the productivity level of the selected nominee will raise automatically. Due to
which productivity increases at rapid scale in the cut throat competitive world. (Morgeson and
Levine, 2019).
Benefits to employers: Choosing appropriate candidate for vacant post assist mangers in
meeting set objectives on specific time. It indirectly saves cost of the business associates which
is a positive sign for the organization. Right participants at a correct place work effectively due
to which business growth and success is possible in the market place.
Training and Development: Mark and Spencer should carry out training and
development sessions to enrich the competencies of the workers which can be used for the
betterment of the business in the near future. Moreover, development is a wider concept as it
focuses on overall personality enrichment of workers in Mark and Spencer.
Benefits to employees:In an firm when training and development sessions are carried
out then existing skills are improved of Mark and Spencer employees. M&S provides training to
them so that staff members skills, abilities and capabilities can be enriched accordingly which
will be beneficial in their career growth in the coming years.
Benefits to employers: It is benefited to employer as it assist staff members retention as
well as uplift productivity level in their enterprise. M&S provides training to them so that staff
members improved skills, abilities and capabilities can be used for business associates growth
and success in the near future.
P4) Various HRM practices carried out by firm in order to raise it's productivity and profits.
The various human resource management practices carried out by an enterprise in order
to increase profits and productivity levels are explained as follows:
Performance management system: This is one of the human resource management
practices in which staff members overall performance is evaluated during the preceding year
(Buettner, 2015). It is done because it gives a clear picture regarding the improvements taken
place so far. Here, the top management are framing development plans which guide workers,
career goals, interest levels and potential for the firms goals. Additionally, they support then by
providing feedbacks, training, information and directions in order to enrich their performance.
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Sharing information: This practice of HRM aid worker to understand the pattern
adopted which leads to attain information about the work they have to do in the premise. HRM
practice can be conducted by M&S as it assist them to make free flow of information in the
enterprise and also reduces status discrimination among workers. Moreover, sharing information
to staff members helps to achieve objectives in effective manner. Due to which productivity and
profitability raised at a rapid scale.
LO 3
P5) Identify the key elements of employment legislation and the impact it has upon HRM
decision making.
Employees refers to as valuable asset for an business associates. Even firm does not
want to loose them as they assist in accomplishing objectives on time. Moreover, organization
should have positive relationship with their worker in order to retain skilled staff for longer time
duration. M&S employees are performing effectively and efficiently because the HR manager
of M&S provide reward as and when needed. Due to positive relations with employees, firm
have the benefit that whatever decisions HR take it is acceptable without any conflict (Cascio,
2015). Here, are some of the advantages of employee relations influencing human resource
decision decision-making process which are explained as follows:
 Mark and Spence's human resource involve it's staff members in decision making process
of an enterprise so that best results can be achieved . By doing so they feel motivated and
develop a feeling within them that they are a part of the firm which leads to productivity
level (Jabbour and de Sousa 2016).
 If human resource department creates strong relationship with their employees then it will
aid to understand their basic requirements. When the need of workers are examined then
HR manager of Mark and Spencer can easily take effective decisions which will directly
or indirectly benefiting both employees and business concern.
 Building healthy and strong relations between employees and human resource manager it
directly or indirectly decreases the level of disputes and conflicts in the working
premises.
Hence, Human Resource Manager of Mark and Spencer should pay attention on creating
positive relationship with their employees in order to take effective decisions for the
development of the company.
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P6) Employment Legislation followed in an organization and it's impact on HRM decision
making.
The Employment Rights Act, 1999 and 2003 - Organization is adopting employment
act so that both male and female staff members can work effectively and efficiently. By doing do
positive image is created in the eyes of the employees and a safe environment for working is
created. (Chelladurai and Kerwin, 2018).
Anti-discrimination Act 1991: This act is adopted by Mark and Spencer in their
working environment so that every staff weather male or female are paid equally. By adopting
this act it helps the organization to create goodwill in the eyes of the customers. As well as
employees work with zeal and enthusiasm in order to achieve the desire goals on time. The HR
of M&S keeps on monitoring all the activities on regular basis so that any kind of discrimination
act does not take place at working environment.
Data protection Act 1998: Mark and Spencer follows this act in order to safe guard the rights of
the employees. By carrying out this act staff members are assured that their personal details are
not liked out as well as are not used in un-fair manner.
Equal remuneration act: In this act equal pay is given to the staff members irrespective of any
gender. M&S pays equal wages, remuneration and salary for the same post to it's workers
irrespective on any gender weather male or female. Due to which productivity level raised and
market value of company is increased in the market place. For the same post equal amount of
monetary is paid in order to maintain equality among staff members.
Lab-our protection Act: Company is adopting labor protection act so that they are not exploited
in the working premises. Mark and Spencer adopts this act in their working premises so that their
abilities and capabilities are not exploited in a wrong way. Enterprise follow this act then staff
members are assured that they will not be misused in their rights will be safeguard.
LO 4
P7) Illustrate the applications of human resource management practices
Job Description
Job details
Post: HR Executive
Company: Mark and Spencer
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Job purpose:
Applications are invited from dynamic participants who are effectively trained in each and very
departments and taking take care of M&S products. Moreover, nominee should competent
enough in selling branded clothes and home appliances of Mark and Spencer.
Roles and responsibilities:
1. Conducting training programmes in context to human resources programmes in an
organization.
2. Carrying out audits of HR activities in order to ensure compliance.
3. HR projects need to be maintained properly in systematic manner.
4. Human Resource policies need to be modified, revising or developed accordingly.
5. Analysing data of special reports.
6. Framing methods for assembling data and information (DeCenzo and Verhulst, 2016).
Person Specification
Post: HR Executive
Department: Human Resource Department
Attributes Essential Desirable
Skills or knowledge In this effective
communication
skills is required in both
written and
verbal form .
The desirable skills and
knowledge is ability to
learn frequently changing
product line. As well as treat
staff with due respect in
every adverse conditions.
Qualification & Experience Mandatory diploma in
management field from any
college. Working experience
should be 5 years in
human resource
department.
Candidate should have
experience of working in
Human Resource
departmental filed in relation
to management sector as well.
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Job Offer Letter
Mr./Ms.LastName
Address
City, State Zip Code
Dear Mr./Ms. Last Name,
M&S is delighted to offer you the job of HR Executive. Candidates abilities, skills and work
experience will be an perfect match for our HR department.
As per your discussion, the joining date will be June 1, 20XX. $35,000 per year is the starting
salary and it will be paid on the basis of week days. Company is also provides direct deposit
facilities. (Guest, 2017.).
Selected employee and their family members are given full medical facilities by our company's
employee benefit plan which will come on implementation from June 1. Mark and Spencer
provides it's staff members the facilities of flexible paid time-off plan in which sick
leave ,vacation are involved. In the company time off accrues at the rate of one day per month
for your first year, then raised depending on the tenure with the organization. 3 months after
your start is the eligibility for the organization retirement plan.
If you agree to this job offer letter then please send the second copy with your signature on the
letter and revert back at the earliest.
When company receive your acknowledgement, HR will revert back to you with employee
benefit enrolment forms along with a employee handbook which will carry all details regarding
our welfare plans and retirement plan. We are looking forward to welcome you to Mark and
Spencer team.
If you have any questions regarding the job profile or terms and conditions plese contact HR of
M&S.
Sincerely,
irst-name,Last-Name
Director,Human-Resources
M&S
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____________
I hereby accept the HR Consultant, HR department position.
_____________________________
Signature _____________________________
Date ----------------------------
Questionnaire
Interviewer: Good morning, how are you?
Interview: Good morning, I am fine.
Interviewer: What is your years of experience in HR?
Interview: 4.7 months sir.
Interviewer: Why do you want to join M&S?
Interview: It is growing platform in today's world and this is the best place where I can use all
my skills and can contribute in firms growth and success.
Interviewer: What is your salary exceptions ?
Interview: $ 30,000 sir
Interviewer: Thank you, feedback will be given to you by call.
Interview: OK sir.
CONCULSION
From the above it can be summarized that functions of HRM plays a vital role in
workforce planning. In an organization the strengths ans weaknesses of various approaches
related to recruitment and selection are studied. It helps the firm to take effective decision
regarding growth and success of the business at global level. Business associates as well as staff
members are benefited by HRM practices which is carried out in working premises. It leads to
smooth functioning of the business as well as indirectly increased market value. Organization
adopts various employment law so that no discrimination can take place in working environment.
Moreover, if healthy relations are carried out then it will directly affect the decision-making
process as well as raise profitability ratio. p7: add an interview questionnaire, scor
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