HRM Report: Recruitment, Development, and HR Systems at M&S

This report provides a comprehensive analysis of human resource management practices at Marks and Spencer. It begins with an evaluation of the effectiveness of the company's recruitment and selection strategies, examining internal and external recruitment methods, selection processes, and the importance of training, job satisfaction, and problem avoidance. The report then delves into how Marks and Spencer manages employee development, outlining training programs, the importance of making connections, career progress, staff meetings, and talent management strategies. These strategies include setting clear outlooks, aligning managerial goals, performance appraisals, and offering professional development opportunities. Finally, the report analyzes other HR systems and procedures, including employment law, such as the Employment Rights Act 1996 and the Equality Act of 2010, and relevant case law. The report highlights the importance of talent management, job descriptions, and benefits to both employees and employers, providing a complete overview of Marks and Spencer's HRM approach.

Assessment

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
An evaluation of the effectiveness of recruitment and selection strategies in place within your
chosen business......................................................................................................................1
An analysis of how the businesses manage the development of its employees and state the
talent management strategies including examples of best practice........................................3
A detailed critical analysis of other HR systems and procedures in place within your chosen
business...................................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource management is the term that is used to define the formal system that is
devised to get manage the different operation of the business. It is a strategic approach that is use
by the business so as to operate the different function within the company with more perfection
by which the effective sustainability and long term profitability will get maintained. It will help
the business to gain the better competitive advantage and used to design the effectual
performance of employee to attain the strategic objectives (Analoui, 2018). In this the human
resource manager plays the different roles and responsibility as like staffing of employee,
compensation and benefits and the designing of work. In addition to this recruitment and
selection is the procedure under which the different vacant position will get fulfilled with the
validate employee by which company will achieve its objective in timely basis. This report is
based on the Marks and Spencer as it is the major British multinational retailer and having the
headquartered in London, England as they having the specialise in the selling clothes, food and
home products. This report includes the effectiveness of the recruitment and selection strategy,
analysis about how business manage the employee’s development and other HR system and
procedure in an organisation.
MAIN BODY
An evaluation of the effectiveness of recruitment and selection strategies in place within your
chosen business
The recruitment and selection is the most important function of the human resource
management and with this they have select the different suitable candidates in the business thus
the productivity will get improvised. The hiring is more important in the business Marks and
Spencer and they are looking forward for a candidate that has more skills and talent and have the
ability to work in a team as well and have the ability to enhance the communication skills as like
oral and written (Armstrong, 2020).
Recruiting: It is an effective recruitment process include the analysis of the internal and
external candidates as in this the internal candidate will get recommend or referred the people as
of their known one and in this hiring cost and time will also get saved. Moreover, in internal
recruitment the candidate within the company will get promoted by which better relativity will
get connected in between the employee and business.
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Selection: In this the manager of Marks and Spencer is looking forward to select the
candidate that has the specials skills and abilities and get tailored it while interviewing the
candidate. In this the strength of the employee will get analysed as like oral and written
communication, presentation skills, technical skills, analytical and thinking skills and many
others as well by which the working gap will get fulfilled with more adequacies (Bailey, 2018).
Training: As all the candidates whether they are trained, skilled or not but need the
training and with that the effective recruitment and selection will get used to invest the certain
amount of time in employee while training the employee. In addition to this, it is necessary to get
fit the new candidate in the company by providing them the technical skills as it pay off the
longer run. Thus training is being more important with that the specific task get completed in
timely manner and induce the flexibility and dependability.
Job satisfaction: It is the prime strategy as by choosing the right candidate is to define
the ability to work with more autonomous. The employee who is not determined and motivated
is always be drain for the company and thus the selection of right candidate is more important by
which they could retain for the longer period of time and induce the better experience and great
job satisfaction.
Problem avoidance: The infective employee takes more cost of Marks and Spencer and
they have consumed more resources and time and never are loyal towards the business. As more
of the time there is no need of training always to encourage and improvise the ability of
employees thus while conducting the recruitment and selection well developed get hired by
which these kind of problems get reduced (Banfield, 2018).
Employment Rights Act 1996: It is an act that get passed on by
the UK legislation so as to provide the better wages and salary to the
employee and also consider the time off rights for parenting, flexible working time,
redundancy, logical notice before dismissal, unfair dismissal etc. In this Marks and Spencer
always get considerate these all while making the recruitment and selection and add up it in their
policy as well by which better connectivity with the employee will get preferred that promote the
working culture of business in market.
The Equality Act of 2010: In this act the equality and fairness will
get established while performing the recruitment and selection and with this
the company didn’t get differentiate the people on the basis of culture,
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religion, race, gender etc. Marks and Spence will always looking forwards to
attract and select the candidate that has more willing and ability to perform
the better function and also has better strength that is more useful while
accomplishing the goals and objectives of business.
The relationship with the employee is always be more important as it is
directly based on the success and development of the business. In this the
employment law become more costly, stressful and time consuming but it
will also helps to develop the different policy and strategy that get followed
while managing the working operation of the business (Berman, 2019). There is
some case law as well that are as defined below as:
Long-term sickness absence and disability: It reflects the increases trends of the claims
that are based on the discrimination that get arise from the disability. In this the medical evidence
is being more needed and that will indicate that employee is willing to work back or not but the
company must have wait for that candidate for longer period of time.
Whistle blowing: It is related to decision of the Employment Appeal Tribunal (EAT) and
related to the accounting malpractices that has direct impact on the commission and bonus. Thus
government change the law and provide the disclosure to protect the employee from reasonably
believes.
An analysis of how the businesses manage the development of its employees and state the talent
management strategies including examples of best practice.
The development of the employee is more important as in helps to develop the working
ability, skills, capability, capacity and the range of an employee. It will make the training highly
effective as in terms of employment benefits. There are some different strategies that are used by
the Marks and Spencer to manage the employee development and as defined below as:
Training in the early days: It is basically a phase as like "hitting the ground running"
thus Marks and Spencer conducts the training program for the new hires by which they get learn
about how to make the get worked within the business with more sufficiency (Boella, 2019). It
will encourage the employee to share their views and feedback with the supportive employee and
gain better opportunity as well.
Make a connection: It is more needed that the effective relation and connection will get
maintained in between the employee and the business by which the better asses of the
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contribution of employee will get developed. It will induce the professionalism in between the
employee by which constructive outcome will get gained within the assigned period of time and
budget by which leadership, achievement and suitable initiative will be taken that is more
favourable for the business growth.
Career progress and appraisals: It is more essential as with this the employee will get
learned to get work in a team and shows the progress in their life as in terms of increment in the
relations, skills, abilities competencies etc. Thus Marks and Spencer will set the standardised
outcome my setting the SMART objectives for their employee and as per they provide the
appraisal by which they become more motivated and concerned thus it directly reflect in the
development of the business (Boon, 2018).
Staff meetings and discussions: It is also be more required as the that company must
conduct the meetings and discussion by which brainstorming will get induced and that is more
related to the finance, technology, products, regulatory issues and company developments as
well. It will emphasise the tangible benefits at where strong competition will be given to the
competitors by which more profit will get gained.
Talent management is about enhancing the growth and success of the business by
managing the employee skills and abilities. As the labour cost of the company is being more
costly to them but it is the key factor as well to maintain the competitive gain as when the
business invest more in the talent management the constant performance will get raised. There
are some of the different talent management strategy including the best practices and that are as
discussed below as:
Set obvious outlook and Align managerial Goals: It is important that employee has the
clear understanding about the expectation and all the employee must get performed their roles
and responsibility as while working individually or in team as well by which the contribution
will get enhanced. The priority of the business will keep on changing as per the market shift thus
the goals must get reviewed after a certain period of time by which employee also gain more
knowledge on continuous basis and induce the feeling of satisfaction.
Go ahead of Regular Performance Appraisals: It will provide the better chance to the
employee to get the appraisal as per previous performance, ongoing goals, skills development
and the current challenges as well (Brewster, 2018). It will reduce the performance gap with in
parallel the feedback will also get provided to the employee. In addition manager also provides
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coaching, mentoring on regular basis thus the rate of failure will get reduces and success rate will
get increases.
Offer Professional Development Opportunities: In this the human resource manager of
the Marks and Spencer will identify the gap that resist the working ability of the employee and
with that have take some actions through which effective improvement will get induced (Holm,
2019). In this they have used the learning management system in which the training and
development session will get conducted by the business that enhance the employee engagement
and participation by which more success will get measured.
Compute and recover talent management by analytics: It is related to the self service
by which the better achievement will get measured and have spent more in the technological
advancement by measuring the easy access to induce the effective workforce and succession
planning that induces the overall success of both employee and company.
There are some different approaches of the talent management with its responsibility
towards employee and employer and as defined below as:
Developing Job Descriptions: It is more important that the job that gets posted by the
company has the detailed description and in this manager of the Marks and Spencer ensure that
they get include the clear goals and objectives by which the candidate must have clear
knowledge (Huemann, 2018). It will attract those candidates only that have the better ability and
suitability as per the preferred requirement.
Benefits to employees Benefits to employers
 The candidate will get more clarity
about what the company requirement’s
are and if their individual personality
get matched up with that then they get
go further for the process of
recruitment and selection.
 The employers get more easy to select
the candidate and it will reduces the
amount of gathered candidate by which
selectivity will completed get based on
the skills and talent.
Provide Development Opportunities: It is provided to the working employee of the
Marks and Spencer and with that they have offer more opportunity to the employee by which
their personal and professional skills get more developed. In this the company will induce the
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different training session as per the requirement of the business and with this the better duty will
get aligned thus more values, experience and knowledge will get gained by the employees.
Benefits to employees Benefits to employers
 It impart the sense of connectivity and
relatedness with the company and
employee also get more satisfied if they
get the better opportunity at where they
measure continuous development and
improvement of skills and abilities in
their own personality (Järlström, 2018).
 It induce the feeling of belongingness
within the employee by which all the
employee get performed their work
with more ability and they are always
accept the change positively thus the
company will achieve their standardised
goals and target within the stipulated
period of time.
A detailed critical analysis of other HR systems and procedures in place within your chosen
business.
There are different human resource system and procedure that get used by the Marks and
Spencer within the business and that is as defined below as:
Human Resource Planning: It is the procedure in which the human manager will
forecast and evaluate the need and requirement of the employee and with this includes the
recruitment, selecting, evaluation, promotion, hiring, training, induction, orientation and Layoff.
As in the recruitment the attractive applicant will get attracted that has the better suitability with
the criteria of the business (Longoni, 2018). In selection the filtration will get performed and the
skimmed candidate will get selected that has the matched application as per the requirement of
business. As hiring is the aspect in which finally the candidate gets select for the business and
that effective training and development will get provide to them.
Employee Remuneration and Benefits Administration: It is the process that includes
the final deciding on the basis of salary and wages, perquisites, incentives, fringe benefits will
get provided to the employee as it is a motivation kind of factor and that improvises the
performance as well.
Performance Management: It is the process through which the Marks and Spencer will
train, motivate and reward the employee on the basis of the requirement and the net working
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performance of the employees. In this the manager will analyse the ability of each employee and
on the basis of that further rewards will get provided in efficient manner.
Employee Relations: It is necessary for the business because in this the employee get
strongly work as a team and it will develop better competency as well by which the different
conflicts and complexity will get reduces from the business and employee get retained within the
business for the longer period of time (Morgeson, 2019).
CONCLUSION
It has been concluded from the above report that human resource management is being
the vital part of the business as it is the core department that get manages all the operation and
function by which collective efforts will get improvised thus better success and development will
get induced. In this the recruitment and selection is the effective program of HRM by which they
could hire the skilled and talented workforce and try to gain more competitive advantage.
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REFERENCES
Books and Journals
Analoui, F. ed., 2018. Human resource management issues in developing countries. Routledge.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Berman, E.M. and et. al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Boella, M.J. and Goss-Turner, S., 2019. Human resource management in the hospitality
industry: A guide to best practice. Routledge.
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.
Brewster, C. and et. al., 2018. Handbook of research on comparative human resource
management. Edward Elgar Publishing.
Holm, A.B. and Haahr, L., 2019. e-Recruitment and selection. In E-hrm. Routledge.
Huemann, M. and et. al., 2018, September. Human resource management in the project-oriented
organization. Project Management Institute.
Järlström, M., Saru, E. and Vanhala, S., 2018. Sustainable human resource management with
salience of stakeholders: A top management perspective. Journal of Business Ethics,
152(3), pp.703-724.
Longoni, A., Luzzini, D. and Guerci, M., 2018. Deploying environmental management across
functions: the relationship between green human resource management and green supply
chain management. Journal of Business Ethics, 151(4), pp.1081-1095.
Morgeson, F.P. and et. al., 2019. Job and work analysis: Methods, research, and applications for
human resource management. Sage Publications.
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