Human Resource Management Report: M&S Workforce Strategies & Analysis

This report provides an in-depth analysis of Human Resource Management (HRM) practices at Marks & Spencer (M&S), focusing on workforce planning, recruitment and selection, and employee relations. It examines the purpose and functions of HRM in M&S, including recruitment strategies (internal and external), training and development programs, and performance management systems. The report also evaluates the strengths and weaknesses of different recruitment approaches, the benefits and effectiveness of various HRM practices, and the importance of employee relations in decision-making. Furthermore, it addresses the impact of employment legislation on HRM decision-making and planning processes. The report includes job specifications, curriculum vitae examples, interview selection criteria, and interview notes to provide a practical understanding of HRM implementation within M&S. The study concludes by highlighting the significance of HRM practices in fostering employee development, maintaining productivity, and ensuring a positive work environment.

UNIT 3 HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
PART 1............................................................................................................................................3
Purpose of HRM in M&S in Workforce Planning......................................................................3
Functions of HRM of M&S.........................................................................................................3
Strengths and Weaknesses of Recruitment and Selection Approach..........................................4
Benefits of Different HRM practices...........................................................................................5
Effectiveness and Evaluation of Different HRM Practices.........................................................6
Importance of Relationship with Employees regarding the Decision Making Practice of HRM7
Elements of Employment Legislation and their Impact on HRM decision-making and Planning
Process.........................................................................................................................................8
PART 2........................................................................................................................................9
Job specification..........................................................................................................................9
Curriculum Vitae.......................................................................................................................10
Interview selection criteria........................................................................................................11
Interview notes and preparation.................................................................................................11
Evaluation of the interview process.........................................................................................12
Different methods used in HR practices....................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resources management refers to the process of managing the function and the operation
of the company. The human resources management play essential role in managing the people of
the organization in the effective as well as efficient manner. With the assistance of the HRM the
company can hire the talented and skilful candidate for the organization. The present report is
based on the leading organization Mark and Spencer. The report examines the organization's
mission or vision and the scopes of the human resources management in order to hire the talented
candidate for the welfare of the company. Along with that the report will highlight the
effectiveness of human resources. Moreover, the report will mention the job description for the
specific job role and CV of the individual person. Lastly the report highlights the criteria and
perpetration of the interview.
MAIN BODY
PART 1
Purpose of HRM in M&S in Workforce Planning
Workforce planning is an approach of identifying and analysing the supply and demand
of the workforce in the organization, it helps in assessing the gaps and ascertaining the talents
needed in the organization thus ensuring the workforce with the right people and right skills in
the organization to make it easier to achieve for the organization to achieve the targets and goals.
In the workforce planning, the HRM contributes the major part (Ahmadian Far Fine, and et.al.,
2018). The Human resource management team manages the information and data of the
employees with the organisation to identify the right candidates. The Management's
responsibility is to ensure that the employees are satisfied and easily adapting the organization's
policies thus building a strong and sustainable workforce. The purpose of using human
resources management in the organisation is to increase the value of the company in the
domestic as well as international marketplace. The main purpose to manage all the function and
operation of the company in effective as well as efficient manner which further deliver support in
boosting the growth of the company. due to specification of purpose make sure that the company
is able to accomplish the objective and capable enough to lead the marketplace. the human
resources manger focus on improving the performance of the company and implement policies
and programmes for the welfare of the company.

Functions of HRM of M&S
 The HRM performs the function of recruitment and training of people in the organization
as per their skills and specialization.
 It assesses the performance of the employees and appreciate and motivate them with
perks and appraisals.
 The HRM helps in building the skills and abilities of the employees required in the
future.
 The HR management is responsible for setting the standards for the remuneration of the
employees.
 It maintains a relationship among the labour and workers unions and other forums.
 It ensures health and safety of the employees in the organization, thus providing them a
safe and secure working environment (Ossawa, and Ossawa, 2020).
 It is the duty of the HRM to understand the legal compliances and regulations regarding
the workforce.
To ensure highly skilled and abled workforce, the HRM of M&S will conduct programmes and
seminars to reskill the workforce. This will help in achieving flexibility among the employees.
The human resource management of M&S needed to learn the ways to effectively motivate and
encourage the employees in learning new skills and technology and developing, this will enhance
their performance and contributes to their future growth.
Strengths and Weaknesses of Recruitment and Selection Approach
M&S has followed the two methods of recruitment and selection that is internal and
external. Internal recruitment and selection means recruiting the employees within the
organization through promotion, transfer, or references of the other employees. External
recruitment means recruiting the employees outside the organization with the help of
advertisements, job agencies and so on. The internal and external recruitment possess some
strengths and weakness.
Internal Recruitment and Selection
The strength of the recruitment are it easier for the organization to appoint the employees for the
vacant job position with the help of existing employees. It provides the employees with the
advantage of having skilled and abled employees. Promotion and transfer of employees transfer
the employees from lower position to higher position or one department to other, thus having

expertise of the department (Waxing, and et.al., 2018.). The internal recruitment saves the
efforts, time and cost of appointing and providing them training and development.
The weakness of in the internal recruitment is that it doesn't provide the organization with
the new and fresh talent. This leads to low productivity of the organization because of the less
qualified employees. The internal recruitment results in lack of innovative ideas and indicates a
reduction I the output from the organization.
External Recruitment and Selection
This method of recruitment ensures new and fresh talents in the organization with the
knowledge of updated technology, innovative business ideas, working experience, etc. The
human resource department has the choice from various candidates to find the best and suitable
candidate for the vacant position. The external candidates tend to be more active and passionate
regarding their work and organization (Hamza, and et.al., 2021) furthermore it is considered as
the strength of recruitment and selection process .
The weaknesses of this approach of recruitment are that, training and developing of the
selected candidates is a very time-consuming and expensive tasks. Advertising and conducting
placement activities results in high expenses of the organization. The human resource department
might receive fake and false information about the candidates to defraud with the organization.
The existing employees in the organization faces the issue of inferiority and lack of opportunity.
Benefits of Different HRM practices
There are various practices of human resource management which helps in development
and productivity of the organization. The following are the practices:
 Working Environment: The HR management adopt the practices which provides the
employees with the safe and flexible working environment. The work environment is the
source of maintaining work life balance and providing the employees with flexible
working hours. The employees are encouraged to work in a proper and motivated
environment which helps in ensuring that they work effectively in order to achieve their
personal and organizational goals (Subramaniam, and et.al., 2020). M&S provided the
employees with the flexible working environment and hours thus making it easier for
them to work. The employees' satisfaction regarding the work determines that the process
of planning of human resource is done effectively. On the other hand the employers of

the company has right to develop the positive environment at workplaces. Apart from
self-motivation the employers of devirgination motivate the employees in order to satisfy
the organisation. The employers acquire training and development programme which
enhance the value of the person, increase skills and knowledge of the individual person in
order to perform better .
 Performance Management: The performance management is the strategy adapted by
the HR department to motivate and encourage the employees by rewarding them for the
work done by them. This practice of HR department focusses on giving attention to the
performance of employees by continuous evaluation and observing their work. The
rewarding and appraising technique develops good relationship among the employers and
employees and helps it easier for the employees to achieve the organization's goals (Fu,
Hsieh, and Wang, 2019). M&S have adopted various ways to motivate and encourage the
employees as well as employers such as providing them incentives, bonuses, job security,
holiday leaves, increments and many other offers. This will build the interest of the
employees in achieving the objectives of the organization.
 Training and Development Programs: The employees are provided with the training
developing and enhance their skills and abilities. The development is the process of
improving the existing performance of the employees by gaining new knowledge and
skills. Training and development are the interconnected techniques. M&S is the leading
retailer of the clothing thus it needs huge workforce to adapt the business environment
with the changing needs and demand of the customers (Laing, 2021). It is necessary to
train and develop the employees so that they can scan and understand the changes in the
organization. The development of the employees makes them skilful and help the
business in earning profits.
Effectiveness and Evaluation of Different HRM Practices
The HRM practices are essential for development of the employees and providing them
with the efficient work environment. The practices help in maintaining the productivity and
profitability of the organization and ensures satisfaction of the employees. The HRM practices
are:
 Working Environment: M&S focused on providing its employees with the flexible and
friendly environment. It allowed the employees to work on flexible hours, this helped in

enhancing the efficiency of the employees and making it comfortable for them to work.
M&S focused on prioritizing the happiness of employees to achieve the maximum
efficiency level. The Atkinson's model of the management emphasized that the flexible
and friendly environment increases the productivity and profitability of the organization.
From the above practise, it is evaluated that M&S has adapted different practices to make its
employees relaxed and comfortable and providing them good working environment, this will
help in establishing a better and flexible workplace.
 Performance Management: M&S had adopted various rewards and recognition
programs to motivate and encourage the employees towards their efficiency and effective
working. Performance appraisals and recognition are the ways to boost the confidence
and motivation of the employees (Alias, and et.al., 2020.). Being the largest retailer, the
M&S must ensure that the employees get appreciated for their work and performances
thus, it improves the brand image and reputation. It provided the employees and
employers with health care services, bonuses, offers and so on to appraise their
performance and hard work. From this practice it is evaluated that providing the
employees with rewards and recognition boosts their efficiency levels and enthusiasm to
work effectively, thus increasing the productivity and profitability of the business.
 Training and Development Programmes: M&S provided its employees with the 6
months training period to understand and get familiar with the working environment. The
organization conducted seminars. Assessments to help the new joiners maintain the job
quality and achieve the level of satisfaction. This influences their personal and
professional values. The training and development programs of the M&S evaluated that
this practice provide experience and growth opportunities to the employees by enriching
their skills and knowledge. The training also provides the organization with skilled
employees thus improving the processes and procedures.
Importance of Relationship with Employees regarding the Decision-Making Practice of HRM
The relationship with the employees influences the decision-making process of the
human resource department. Decision making is concerned with the identification and evaluation
of the problem and selection of the best alternatives from the various alternatives, so that the
business can operate with the correct strategy. To ensure the effectiveness of the decision-
making process, the M&S should also consider the opinions and views of the employees.

The process of decision-making helps in influencing the performance of employees and its
relation with the superiors (Nedovic, and Smack, 2022). The negative and positive effect of the
relationship is determined by the implementation of the HRM policies of the M&S. The
company had tried to maintain the level of healthy and good working environment and ensured
that the employees don't face any discrimination. This will provide the M&S with maximum
output and increase the effectiveness. The company offer various rewards and offers to the
employees in order to increase high performance work system in the organisation. in context to
that the organisation adopt various strategies and plans of action in effective as well as efficient
manner.
M&S took suggestions from the employees regarding the adoption of strategies and
processes of development of products. It promotes uninterrupted communication among the
employees to make it easier for them to understand and implement the views for the achievement
of goals of the organization. This helps in motivating and encouraging the employees to produce
more creative and innovative ideas and enhance the organization's productivity.
Elements of Employment Legislation and their Impact on HRM decision-making and Planning
Process
The laws, rules, legislations, and policies impact the decision-making of human resource
management. The employment legislations such as The Disability Discrimination Act, Equal Pay
Act, Work Health and Safety Act, Minimum Wages Act and so on (Roy, 2021). This influences
the decision-making process by the employees. Some key elements of Employment Legislation
are:
 Injuries, Diseases and Dangerous Occurrences Regulation Act, 2013: The act
emphasize on protection of the employees and employers from the harmful diseases and
injuries and any other accidents. It is the duty of the management to keep the employees,
workers, and employers safe from the hazardous chemicals and working conditions. The
government initiated this act to promote efficient management of the organization and
developing a sense of understanding among the employees, which reduce the
discrepancies among the employees and employers at the workplace.
 The Equality Act, 2010: The act promotes the sense of equality and diversity among the
individuals at the workplaces. The act focusses on prohibiting discrimination and
inequality with the employees at the workplaces based on caste, sex, religion, race and so

on. For example, in many countries the employees with dark undertone are not treated
well and are designated at the lower positions than the one with light undertone (Oivind,
2021). This act will encourage them to maintain the equality and diversity. With the help
of this act, the decision-making process for the HRM will be easy as it will influence the
sense of equality and respect regarding the opinions and views of the employees.
 Minimum Wages Act, 1948: As per this act, the employees and the workers should be
provided with the minimum wages as per their skills and abilities. The minimum wages
rate is decided by the government to ensure that the organization doesn't pay very low
wages to the workers of the industries.
M&S adopted all this legislation to gain the trust and maintain loyalty among the employees.
This provided the employees with better care and flexible workplace and good relationships in
the organization.
PART 2
Job specification
Job Description
Sales and marketing manager
Post and job position
 Sales and marketing manager
Location
 London, United Kingdom
Working hours
Flexible working hours, 6 hours per day as working.
Reporting to
 Managing director
Responsible for
 Sales and marketing assistant
Working with
 Managing director and the other workers of Mark and Spencer
Purpose of job
 To provide sales enquirers, manage the receipts and handling the sales of the
company.

 To manage the preparation of creative quotes
 To monitor and prepare the marketing plans of action
 To coordinate with marketing information team on the behalf of Mark and
Spencer.
 To produce adequate public relation as per indirect and direct requirements
 Managing the sales and marketing of the company on the regular or daily basis.
 Coordinate and cooperation with the other working members of the organization.
 To fulfil the daily tasks.
Main duties and responsibilities
 To manage and provide proper information or quarries related to sales.
 Coordination of the sales with the company's sales policy and process.
 To monitor the sales and task is completed on the time or in professional manner
or not.
 To manage the sales activity with the customers or the potential buyer.
 To resolve the issues of the workers working under the sales manager regarding
the sales of Mark and Spencer.
 Manage and monitor the employees or the assets of the company with the
assistance of KPI.
Curriculum Vitae
Name: Klaus Salvatore
Address: London, United Kingdom
Contact information: 6415100224
Email address: [e-mail]
Professional summary: accomplishing the experience in the sales management
department. Offering the services and acquire the 10 years of experiences in developing
and maximizing the sales along with assisting in management sales. Passionate and
achieving the career goal with the reaching out the targets. Capable enough to meet the
deadlines, self-motivated and resourceful.
Experience:
 Worked with Tesco Plc. Ltd, London July 2015 to march 2020 as the sales

manager with 15 employees. Increased the sales by 10% and maintain the client
database. Along with that train the other members of the organization or the new
hirings.
 Having five years of experience in the Sainsbury UK January 2010 to 2015
march as the sales assistance. Maintaining the good relationship with the
customers and determine the taste and preferences of the customer and deliver
relevant offerings.
Key skills
 Business development
 Key account management
 Project management
 Product development
 Time management
 Strong communication and leadership skills
Academic qualification
Completed MBA from the Oxford university.
Interview selection criteria
In order to hire the talented candidate for increasing the sales and productivity or profitability of
the company, the recruiter determine the requirement of the job and analyse the skills and
knowledges of the individual person (Saks, 2021). Along with that the recruiter consider the
educations experience, work experiences, capability of managing the work, confidence, and
communication skills of the candidate. Moreover, the hiring members of the organization
redetermine the strength and weakness of the working that is important to fulfil the job vacancy
of the company. Along with that the hiring make sure that the individual person is cooperative or
coordinative with the other workers of the organization or not. Moreover, the recruiter focusses
on the communication skills, problem solving and performance management skills of candidate
in order to increase the engagement.
Interview notes and preparation
In order to take the interview for the hiring of the candidate the individual person determine the
job requirement and duties (Alvarado, 2020). With the assistance of that the HR assistant officer

specify the major purpose of the interview. In context to hire the talented candidate the HHR
assistant asked question about the experiences and academic qualification to perform the job
roles. Apart from that the interviewer makes notes of the effective kills of the candidate that is
identified through the interview. Along with that the interviewer share the information about the
job roles and responsibilities of the company with the other candidates. The interviewer of the
Mark and Spenser make sure that the interviewee is comfortable and not having any sort of
confusion or misunderstanding regarding the job roles. Moreover, the individual person will
examine the capability of the candidate by conducting the aptitude taste of the candidate.
Evaluation of the interview process
The interview process is the essential process for hiring the right candidate for the right job role
and responsibility in effective as well as efficient manner. Basically, the interview process
includes various stages such as job description and posting the job for acknowledging the
candidate about the vacancy for the job role (Phillips and Enderby, 2021). Another step is the
individual person conduct the interview of the candidate in order to determine the qualification,
experience and the skills and knowledge to perform the employability role in effective as well as
efficient manner. On another steps the interviewer conducts the skills test for determine the skills
of the candidate. In which the interviewer determines the behaviour, professionalism, value, and
personality of the candidates.
Different methods used in HR practices.
The human resources used various method in the HR practices in order to lead the company in
domestic as well as international marketplace. In order to provide the safety and healthy place to
the employees the HR make sure that the employees' health. For instance, in the coved 19
situations the mark and Spencer offer the free masks, sanitizer, gloves and allow to operate the
services work from home in order to ensure their great health (Aburumman, and et.al 2020).
Along with that for motivating the employees of the insertion the HR of the department provide
bonus for performing better in the organization. For illustration when the employees if the
organization increase the sales of the company by 10% during the new year festival time. Further
which increase the sales of the company and satisfaction of the employees in appropriate
manner. Moreover, at the time of the workflow the mark and Spencer offer extra salary for
working extra hours as well as efforts in the organization.