Analyzing HRM: Workforce Planning, Recruitment, and Employee Relations

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Marks & Spencer (M&S), focusing on workforce planning, recruitment, employee relations, and the impact of employment legislation. It explores the purpose and functions of HRM, evaluates different recruitment and selection approaches, and examines the benefits of HRM practices for both employers and employees. The report also assesses the effectiveness of HRM in raising organizational profit and productivity, analyzes the importance of employee relations in HRM decision-making, and identifies key elements of employment legislation affecting HRM. Furthermore, it includes a PESTLE analysis to understand the broader environmental factors influencing M&S's HRM strategies. The study uses specific examples to illustrate the application of HRM practices within the company.

HUMAN RESOURCES MANAGEMENT
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Table of Contents
Introduction................................................................................................................................4
LO1.............................................................................................................................................4
P1: Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization…………………………………………………………………….4
P2: Explain the strengths and weaknesses of different approaches to recruitment and
selection………………………………………………………………………………………..8
LO2…………………………………………………………………………………………...11
P3: Explain the benefits of different HRM practices within an organization for both employer
and employee…………………………………………………………………………………11
P4: Evaluate the effectiveness of different HRM practices in term of raising organizational
profit and productivity………………………………………………………………………..18
LO3..........................................................................................................................................21
P5: Analyze the importance of employee relations in respect to influencing HRM decision
making......................................................................................................................................21
P6: Identify the key elements of employement legislation and the impact it has upon HRM
decision making………………………………………………………………………………23
LO4..........................................................................................................................................29
P7: Illustrate the application of HRM practices in a work related context, using specific
examples...................................................................................................................................29
Conclusion................................................................................................................................31
Reference..................................................................................................................................32
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Introduction
Human Resource management is a strategic approach that helps the organization to manage
well and to develop the business. It helps to develop an employee performance for the growth
of an organization. HR focuses on the people rather than the business therefore; it includes
employee benefits, recruitment, training and development, performance appraisal and others.
HR helps the organization to achieve its goal through the help of the people. HR manages the
human capital and implements the policies and processes of the organization. In this
assignment, it covers the topic functions of HRM, strengths and weaknesses of different
approaches to recruitment and selection, benefits of HRM for employee and employer,
different HRM practices for raising profit, HRM decision making and its impact and
application of HRM practices. The chosen company in this assignment is Marks & Spencer.
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LO1
P1: Explain the purpose and the functions of HRM, applicable to workforce planning
and resourcing an organization.
Human resource management is unit where the recruitment and managing the entire
organisation is done. Their responsibility is also to see the policies of the organisation and
keep knowledge about how the employees within the organisation are behaving with each
other in order to maintain the company’s work culture. Human resource management in
Marks and Spencer aims to make effective use of employees such that the risk regarding the
products and work process is reduced. As Marks and Spencer is a leading company in this
competitive world lead by TESCO and ASDA its human resource management is very
efficient and manages excellently (Kew and Stredwick, 2017).
The policies followed by this organisation include promoting of free environment for the
employees that is no discrimination is done on basis of colour, sex and caste. All employees
are treated well and equally. The organisation does not do any kind of partiality and believes
that every individual must receive equal respect. Next is the training program that is also
looked after as without proper training the employees will not know how to work accordingly
and will not be able to organise themselves in the working units of the organisation.
Rewarding the employees is also one important inclusion in their policy that is giving
incentives and promotion as per their working merits. Also beneficial schemes are provided
to the employees in order to encourage them and boost them up so that they work more
efficiently and dedicatedly. The other policy is quality check that is the products before
getting launched in the market needs to be checked by the quality check department
(Banerjee and Sarkar, 2015)
Whether the quality check department has done their work properly is examined by the
human resource department. Maintaining employee integrity and checking whether the
communication between the employees, employee to customer and management to employee
is clear and accurate. Organising the schedules for the business involvement that is BIG
constitution which provides the opportunity to employees where they share and discuss their
ideas and planning with other leading companies. For The organisation to prosper the human
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resource management have to keep in mind about the health issues faced by the employees
and for that health care services are to be organised.
Proper workforce planning is done so that the M&S fulfils all the terms and clauses to
achieve the peak of success. A company to be more demanding and popular needs to have
high number of customers and also has the best ways of dealing with them. For this proper
structuring and planning is very important (De et al., 2015).
Best fit approach is about following of such strategies that are dealing with the competitive
world and implementing of such objectives that will result in employees, and quality of
products enhancement. It is said that designing of appropriate reward system for the resources
that are being arranged by the organisation in such a way that it fits the company’s strategies
is important (Hsieh, 2011). Whereas the “Best Practice” approach is taking up and using
those strategies by the company that have been derived from the past history and experiences.
The “Best Practice” oaths to follow those technology and knowledge that have been already
used and disposed.
There are two broad approaches of human resource one is Hard HR and other is Soft HR.
These two approaches are somewhat academic. Hard HRM treats the employees within an
organisation just as another resource like the way buildings and machines are treated. There
is a strong link with other corporation and all the resources that is collected are chosen based
on the priority of their requirement and their costs.
Key features of the Hard HRM are:
 Short time appointments of the employees that is hire and fire jobs.
 Minimum communication from the top management. This means the management
hardly gets in touch with the employees working, the minimum amount of that is
required to be shared are passed, nothing irrelevant are shared.
 Minimum wage is payed to the company employees and benefits are less.
 Very little empowerment is given and the employees are strictly tackled. The leisure
hours are cut down and limited break from work is given.
 Feedback system is created depending upon the way the employees are working
whether good or bad.
Soft HR is just the opposite of Hard HR as it treats the employees as an important resource of
the organisation. Employees are treated well and their needs are also looked after. Proper
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motivation and rewards are also given to the employees so that their working is boosted up
and they end up as a committed worker (Shields ,2015)
Key features of the Soft HRM are:
 Long term appointments of the employees are carried that is they are appointed for a
long term planning and definitely not a hire and fire job.
 Communication is very frequent among the employees as well as top down
(management to employees).All the difficulties that are faced by each working unit or
by the employee are reported on time and cleared. They are also given suggestions
from top management regarding their work.
 Adequate wage is given to the employees so that they are satisfied and benefits are
also provided.
 Feedback is given about the working of the employees so that within the safe time
they can rectify their shortcomings and improve.
The subset of workforce management is workforce planning. M&S deals with the software
requirements of the labours and the human resources required for the development of the
products manufacturing.
The PESTLE analysis is about marketing principles where P is for political, E for economics,
S for social, T for technological, L for legal and E for environmental.
Elements of PESTEL Analysis
Political Factors The political conditions in UK have led to
higher cost schemes. Due to the energy
efficiency scheme that has been newly
introduced by the UK, government has put
negative effect on this organization. This
factor is very much influential in the context
of business because every business functions
on certain policies (M&S, 2018). As per the
recent report of political condition of U.K,
the company faced lots of challenges because
the policies were made for the existing
political parties. Some disturbances occurred
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when different political parties affected
negatively.
Economics Factors M&S has faced problem with the economic
condition as the other organizations have
reduced their cost of products. People of UK
look for both products as well as their value.
Falling of oil prices also had negative effect
on the organization due to it being a retailer
company. These factors mainly highlight the
economic factors of Marks & Spencer which
includes the employment growth and
unemployment rate at the time of inflation
and recession (M&S, 2018). However,
economic factors are very much interrelated
with the social and political factor. As per the
recent report, the economic condition of UK
is facing huge inflation problem including the
previous economical misbalances.
Social Factors As there is always a change from previous
generation to new generation regarding the
country culture, M&S has also adapted with
it.
Technological Factors As this organization has strong social media,
it remains easy for it to reach to the
customers. With the changing generations
newer technologies are being invented every
time and M&S copes up with technologies as
well as upgraded employees to run them. The
development of the other companies proving
the same service to the industries with a
lower rate and it is affecting negatively in the
business process (M&S, 2018).
Environmental Factors Whenever there is change in the social
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culture of the country there is also an overall
environment change. It can be both internal
and external that is within the organization
and other is outside the company which
mainly deals with the customers.
Legal Factors It has legal improvements for opening
physical stores and also home deliveries.
This gives a greater expansion to the
company.
Table 1: Pestle analysis
(Source: Created by the learner)
P2: Explain the strengths and weaknesses of different approaches to recruitment and
selection.
The retention of employees in M&S is internal and external. In case of internal as the
recruitment is done from within the company the employees are already habituated with the
work processes. The internal can either formal or informal recruitment. As a result they are
more efficient and dependable. Also another advantage is the time and cost for internal
recruitment is much less as to evaluate already existing employees the process to recruit is
less and no travelling is required. It can also make the employee more attractive. It gives
M&S more opportunity to change their position and get appointed to other one where they
get something newer task to do. This also makes them get rid of the monotonous work
schedule and type.
Disadvantage of internal recruitment is the overall no gain in the number of employees as the
employees are selected and appointed from within the organisation. The vacancy caused as a
result of this is not filled up and thus that particular section remains lacking in workforce. It
often creates conflicts among the co-workers as they may assume that the organisation has
been partial towards them by overlooking their working abilities and not giving them a
chance to prove themselves (Keep, 2014). In addition, there lies a issue with respect among
the employees as everyone as assumes themselves to be equal as long as they are within the
same unit.
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External recruitment is choosing employees from outside the organisation. In this, the benefit
remains in getting new talents and employees with capabilities. In addition, the companies
get new employees as result of which the strength is also enhanced. It appoints employees
from large pool of applicants .It also provides a complete new outlook. The disadvantage of it
is that the time and cost is more as new employees are interviewed for which number of
processes are required to analyse their capabilities. Management needs to look after the
training properly as the employees are completely fresh to the organisation.
Another problem with external recruitment is that it brings all inefficient workers. Thus, in
order to overcome this problem, proper screening has to be done which takes a long time and
more should be taken by the Human Resource department (Keep, 2014). It also requires long
training sessions because the employees need to learn and adapt to the working culture.
The labour markets of M&S are of two type’s internal and external labour market. Internal
labour means appointing an employee outside the company in spite of choosing someone
from within the organisation. While external labour means appointing employee for some
senior post from within the company, it is actually beneficial, as the management knows
about the employees. The labours are one of the most important part of the business
organization.
Lack in proper training will result in turnover of the labours highly. Companies, which
provide proper facilities to their employees, then they will be able to properly know about
whether the training is given properly the HR team needs to continuously keep a check and
this is the process of analysing turnover. Employees are retained in any business organization
on basis of their capabilities, commitment and loyalty. Thus, the top-level managers of the
company are responsible to recruit employees, who are highly skilled and appropriate for
their job roles. The company is also responsible to provide proper training and development
to their employees, so that the employees can understand their responsibilities (Keep, 2014).
Socialisation means giving proper knowledge to the employees so that they are able to
completely adapt the work culture and process of M&S. Induction is about proper training
given to the employees so that the required output from the organisation is achieved
successfully. This includes corporate values, and the ethics as per the norms of the company.
The disadvantage regarding the induction is if improperly done then this may lead the
organisation to risk (Keep, 2014). This organisation aims at proper induction by making sure
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that the training programs are carried properly and the employees are making clear
understanding of the things acknowledged to them.
Online job Applying in external recruitment is about applying to the link provided in the
company’s website. Here many fresher’s apply and many are unskilled, due to which the
problem arises. Social media plays a very important role in this context. Nowadays, all the
recruitment process of any business organization is done through online job portals and
advertisements via social media networking sites such as Facebook, Instagram and other
online blogs.
The competency framework of this organisation aims at making the HR much more effective
in order to get effective output. While recruiting the employees the HR team makes sure that
the personal specifications of them are true and as per the requirement. M&S being a branded
company recruits its employees on basis of both internal and external. But large there are
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LO2
P3: Explain the benefits of different HRM practices within an organization for both
employer and employee.
Human resource management practices are the implementation of the policies and practices
designed by the organization’s HR Department to manage its people for effective
performance. Good practices are instrumental in higher productivity and objective
achievement. The relationship between HRM practices and organizational effectiveness is
complex. The best HRM practices should have -
a) Linear relationship with organizational performance.
b) The practices should be accepted universally.
c) It has to be measurable in terms of the organization’s market share and profit.
It includes, selection of staffs, performance based pay. The HRM practices move around the
following areas.HRM practices must be aligned with the policies of the organization, which
include the “vision”, the “core values” and the “mission”.
Employment practices and placement: One of the most important HRM practice is
recruiting new employees who will either be a part of the general work force or play a major
role in decision making within the organization.
a) The Early Expectations: New employees are not expected to know all the organization's
policies and procedures. Therefore HR ensures that expectations are clearly set before the
new employees. That is why Induction is one of the most important practices, which HRM
needs to follow to prepare an employee for the organization.
b) Frequent Feedback: Annual performance review is the most common HR practices, but
this once-a-year evaluation is not enough for improved performance of the employee
(Matthews, 2015). Instead, a system of half yearly feedback is also designed by some
organizations. The best method of feedback is done one-to-one by individual supervisors who
arrange meetings with their subordinates, either once in three months or once in a month and
discuss performance. This helps the managers to get connected to their subordinates and also
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motivates them. This practice also improves attachment with the organization and the
employee understands their purpose and value better.
Flexible Work Arrangements A survey conducted by the Society for Human Resource
Management showed that 89 percent of HR policies which include flexible work facility
showed better employee retention. Flexibility might either be a facility of work-from-home
arrangements or the facility to work on different schedule .This arrangement helps employees
to accommodate childcare or medical appointments and balance their personal life.
Embrace Technology: Embracing technology for better performance monitoring has
become a regular practise for HRM. It helps to track the performance of an individual
employee effectively and efficiently cutting down the cost of manual labour. System software
are now available for generation of internet-based payroll system, submission of leaves, plan
vacations. Planning leaves through internet helps the employees as well as their supervisors,
who can plan their assignments better. Tracking the performance and achievement of sales or
service objects becomes easier for the management team through technological
improvements.
Consistency: Consistency is an HR best practice mainstay. Any human resources practices
must be aligned to the company's policies and procedures; therefore HRM has to enforce
them fairly across the board for all employees, irrespective of the length of employment in
the organization. If the HRM practises favouritism, or act bias towards decision making, then
employees are less likely to abide by the rules and regulation of the organization. Workplace
conflicts increase and attrition is likely to be higher.
Compensation and benefits: Employees first attention goes to the compensation and
benefits an organization offers. Compensation includes Salary, incentives and perks. Benefits
include the health policies, Leave travel policies, encashment of leaves and others. Salary
component usually remains fixed but depending on the earning potential of the job an
individual can also have a variable pay (Conroy, 2015). The salary component is also based
o0n the performance of the employer throughout the year. The variable pay includes dearness
allowance, shift allowance, lunch allowance, travel and stay reimbursement for field jobs or
simply a daily allowance. Organizations sometimes have contract with health Insurance
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companies to cover either their employees alone or their family. Health Insurance often
covers Hospitalization of the employee or the spouse and children or parents. Usually married
employees have coverage for spouse and children while single employees who have
dependent parents get the coverage for parents. Female employees are entitled to maternity
leave as per the government health policy. Companies operating with machineries also have
life insurance coverage. Many companies offer travel benefits for employees and encourage
them to take paid holiday. In such cases the travel is reimbursed to help the employee to
maintain work life balance.
Labour management: Labour-management is about the workers in the industrial sectors like
factories or production centres. It includes collective bargaining right, trade union, discipline
issues, grievance handling, industrial disputes, and employee participation in management. It
is guided by the Labour Law and the interpretation of law is important .This aspect also
follows the Labour Law of the operating country and changes are made to business policies
and employee compensation according to the law. A minimum wage is required to pay to
labours in industrial sector (Dobbins et al, 2017) HRM discuss and negotiate the Charter of
Demand with the representatives of the Trade union representatives of the organization. This
is done periodically where the wages of the employees are revised based on many factors. An
international labour standard is governed by the International Labour Organization (ILO),
the United Nations’ labour and employment relations agency. In the UK it covers the “right
to a minimum wage” for people over 25 year including male and female workers. This is
governed by the National Minimum Wage Act 1998. The right to automatically get
enrolled in a basic occupational pension, whose funds must be protected according is
governed by the Pensions Act 1995.In the time of mergers or take-over of an enterprise and
during the outsourcing of jobs, in order to help an employee maintain dignified social life;
the Transfer of Undertakings (Protection of Employment) Regulations 2006 is implied. This
act requires employee' terms to remain protected and no change to such can occur without a
good economic or technical reason.
Workplace diversity: Employees come from different ethnic, cultural, religious background.
After globalization, multinational companies started operating out of the places of their
parent land. The HRM is supposed to create harassment free work place. The harassment can
either be based on gender, religion, language, race and orientation. The HRM practices of the
organization are governed by the Equality Act 2010. As per this act, the HRM also needs to
provide a workplace atmosphere which provides fair treatment even to
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the temporary staffs, contract workers, and workers on fixed term contract just like
permanent staff. Employees working in EU countries can sue the organization to the,
European Court of Human Rights in case of violation of any of the rights.
Health, safety and security: An employee spends more than 8 hours in work areas. Some of
the jobs require working at odd hours. Therefore it is important for the HRM to set policies to
keep the workplace secure and safe. It is the duty of the HRM, to explain the employee duties
during the Induction of new employees and train the existing employees regarding the
updates and modification in the policies if any. An organization is required to maintain
minimum standards in workplace. These include workplace hygiene, proper ventilation and
others (Matthews, 2018).HRM must see to it that the organization and its partners do not
encourage Child Labour. The Safety, Health and Welfare at Work Act 2005, requires all
employer to do a risk assessment for the workplace. Its objects are to identify risks in the
workplace, and evaluate the risks arising out of danger. The organization is then required
to create action plan to deal with such risks. Report for such assessment is created at the end
of year by individual departments. HRM employs a health and safety officer for such
assessments. HRM practices of the organization must encourage a representative selected by
the employees to determine health and safety matters along with management.
Human resources information systems-HRM is needed to reach its employees quick. This
becomes costly and time consuming, if done manually. That is why comprehensive software
is usually designed by the HRD. The system collects and maintains a database for the
employees for different HRM practices.
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Figure: 1 Human resources information systems
Source: ( Bell et al, 2017 )
Human resource research: Continuous research and experimentation with new ways and
means to improve the HRM practices is most required. It helps the organization develop new
policies to attract shareholders and newer talents. In today’s world managing talents and
people with higher aspiration is a challenge (Brewster, 2017). Market research pertaining to
compensation and benefits along with competitor policies becomes an important key to
success. That also helps retain talents.
Training and development: HRD is required to design the training programmes, which
plays a vital role in shaping up its people. Training programmes are designed to strengthen
skills that employees need to improve their skill and knowledge as per their job roles ( Bell et
al, 2017). Development programmes are meant to take all employees to a higher level so
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that, they are on same platform in terms of their skills and knowledge. Training can be either
arranged for new joiners or for supervisors or for employees in their job rotation. It helps to
motivate the employees, improve communication among management and employees. Based
on the appraisal system and feedbacks, development plans are designed by HRD to either
improve communication, or motivate employees. HRM practises which are based on
personality development programmes are actually help to motivate employees and improve
productivity.
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P4: Evaluate the effectiveness of different HRM practices in term of raising
organizational profit and productivity.
In this section we will evaluate the different HRM practices and the impact of such practices
on the productivity and profitability of the organization. This section will also discuss the
HRM practices of Marks and Spencer; the retail giant from UK.
Employment practices and placement: Employee placement and practices goes hand in
hand. The selection of employees by conducting interviews is the first step of recruitment
process. The applications and resume of the candidates are screened depending upon the
business need. The prospective candidates are assessed through multiple steps of interviews.
This involves designing of different questioners which include IQ parameters, and
psychometric test models (Sung et al, 2014). The employee selection is important as
candidates with required skills and qualification needs to be selected to match the
organizational requirement. Candidates having poor knowledge or skills if selected might
affect the productivity and thereby business. After the recruitment is done candidates are
segregated as per their skills and knowledge to match with the different business
requirements. Retail business depend lot on its customer care representatives and sales
employees therefore having good communication skills is an important skill. If the
recruitment process is faulty it will directly impact the business.
Flexible Work Arrangements: Working in shifts or rotation is a part flexible arrangement.
In some organization “work from home” facilities are also available. The aim of this practice
is to attract talent pool from different backgrounds and help maintain work life balance.
Experienced workers who are retired, students and even women sometimes seek part-time job
facility. Marks and Spencer tries to employee permanent workers. They also have policy for
temporary worker for specific job roles which are well defined.
Consistency: The HRM practises must be aligned with the vision and business objective of
the organization; failing of which might lead to poor work pool, less productivity and
ultimately business loss (Ceci et al, 2015). HRM practices should be aimed at maintaining
conducive work place atmosphere by encouraging team work, and minimising work place
conflicts. Unbiased decision making while considering promotions helps to retain talent pool.
This not only saves training and recruitment cost but also improves business. A good work
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atmosphere is also related to the reputation of the organization which is directly related to the
shareholders.
Compensation and benefits: Salary or pay structure of an organization is directly related to
the employee performance and therefore business. Remuneration structure should be as per
the skill and knowledge level of the employee as well as industry standard. HRM practices
needs to emphasise on attractive packages and salary revision should be done based on
unbiased performance appraisal (Cameroon, 2016). Some of the benefits have to abide by the
Labour Law like minimum wages. Best remuneration means more satisfied employees
therefore helps to grow business. Monitory benefit is one of the key factors which keep the
employee motivated. HRM practices of earnings like incentives or over time pays motivates
employees to work extra hours and increase business.
Human resource research: Continuous research always gives a competitive mileage. HRM
practices which are guided by sound market research are likely to be successful. Research
helps to come up with attractive packages, innovative employee training methods and
modulation of recruitment processes (Kane et al,2017) Such modification helps not only in
hiring best talents but also improves the employee relationship and enhances skill. Better
work force means higher productivity and increase in business.
Training and development: Training and development programmes are arranged and
conducted by the HRD. Regular HRM practices of training and development programmes
also keeps employees motivated and improve team-work. It helps to create an environment of
unity among diverse people. Candidates consider Growth Opportunity as one of the selection
criteria for choosing employement.HRM practices of on-the-job training provide greater
opportunity of “learning while earning” and move forward in career(Ford, 2014).
Organization offering career growth opportunity can retain more employees and enhance
productivity.
Workplace diversity: Workers pour in from different backgrounds. Organizations operating
outside their parent location needs to manage workers from different race, culture, language
and other factors. Gender plays an important role in today’s work place where men and
women work on similar jobs. Along with men, women leader are also emerging and taking
charge of the business (Bell et al, 2017). HRM practices needs to consider all such factors
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while making policies. Managing work place diversity is important to attain business
objectives and prevent any hindrance to productivity. Effective HRM policies to protect
personal interest of employees help to run business smoothly.
Health, safety and security: HRM policies and practices are often guided by law of the land
and international laws. Healthy worker means continued and enhanced productivity.
Employees who feel safe and secure in workplace tend to remain with the organization
perform well. HRM practices are therefore oriented towards proving health insurance and
accidental insurance support to employees (Matthews, 2015). Work place risk assessments
are done regularly to minimise the risk.
HRIS: Employee performance data are collected, analysed and maintained through a proper
system or software (Brewster, 2017). This helps employees to concentrate on their
productivity rather than spend time on remuneration related issues.
Marks and Spencer has over 80,000 employees globally and operates in 40 countries
worldwide through 900 retail chains. It has more than 43% market share in domestic market
and 23% market share internationally. The company has been able to maintain such a huge
business as it has adapted “Equal Opportunity to All “policy through which selection process,
training considerations and retirement benefits are created. In order to minimise the health
risks, regular training is provided on work place safety. Employees are paid within time
reward systems are in place. Appraisal systems in Marks and Spencer are based on merits and
performance of individual and not on personal choices. All these above factors makes Marks
and Spencer one of the most sought employer.
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LO3
P5: Analyze the importance of employee relations in respect to influencing HRM
decision making.
Human Resource management is a strategic approach that helps the organization to manage
well and to develop the business. It comes under HR that is human resource department. It
helps to develop an employee performance for the growth of an organization. HR focuses on
the people rather than the business therefore; it includes employee benefits, recruitment,
training and development, performance appraisal etc. HR helps the organization to achieve its
goal through the help of the people. HR manages the human capital and implements the
policies and processes of the organization (Cascio, 2018).
In every organization, it is very important to maintain the employee relation because it helps
the organization achieve the success. It affects the organization as trust and profit in business
is directly affected. Every employee has different backgrounds and different type of
personalities and that can affect the work environment. It is important to have an employee
relation because the achievement of success of an organization is depending upon the work
performance of an employee. For example, an employee is working in office and spends the
most of their time in office, it becomes crucial to develop a good or healthy relationship to
achieve the goals. If the employee is happy and satisfied with the work then the employee can
perform better. With the good relationship, the working environment will become more
happening and positive. If the environment will become negative and there is not any healthy
relation among the employees then the performance and productivity can decrease.
Marks & Spencer have more than 85000 people. The employee’s talent, commitment is the
key of their long-term growth. They take care of their employees and offer them a healthy
working environment and having a diversified work culture that helps to develop the
personality and respect among each other. They do so because they want their employee to
enjoy the work and the workplace. They want their work place to become free from
discrimination, harassment and victimization. They have employee all over the world that
means there will be different cultures, social norms and employment laws despite all this the
organization treat them with the dignity and respect. The company’s vision regarding their
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employee is trust, involvement, reward, employee relation, employment benefit,
communication with employees (Drucker, 2017).
Trust: It is very important to create trust for employees. In order to gain the trust of the
employees Mark & Spencer made sure that the employees must feel comfortable to
communicate. Communication plays very important role. Thus, this factor solves the problem
of facing the difficulties by communicating and coming up with many solutions.
Involvement: In Marks & Spencer, involvement helps the employees to improve. It helps an
employee to develop their personality, growth, self-realization, and others.
Reward: Rewards helps to motivate the employee. It satisfies the employee and motivates to
work more efficiently and produce better performance for the betterment of the organization.
Communication: It helps employee to deal with the problems and difficulties, which they are
facing. Employee can communicate regarding their problems with their colleagues and come
up with better solution.
Employee benefit: Marks & Spencer takes care of the employment benefits such as
incentives, discounts, and others. The company assures that employee must get benefits in
order to make the employee happy and satisfied (Messersmith, et al, 2017).
Strong employee relation: If the relations among employees are strong then the conflicts will
not arise. This will lead to a positive environment where employee will help each other and
work.
The benefit of employee Relation:
Positive environment: If the working environment is positive then the employee will be
happy to work. The performance of the employee will be better because they will be more
productive and put their more efforts (Shields, et al, 2015).
Productivity: When the relation between employer and employee is good then the
productivity will increase because a positive environment increases the motivation of the
employee to work more.
Conflict: If the employer and employee relation is good, then there will not be any conflict
and they can work properly. If there is less conflict then the employees can concentrate in the
work and perform better. Thus it, will result in more productivity.
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Decision-making
Human Resource decision making is very important factor for the organization. It helps to
improve the employee performance. It includes developing policies and strategies for the
organization to achieve its goal. It makes the decision regarding manpower needs for
development of the organization (Betsch, 2014).
Why it is important?
It is important because it helps to achieve the objectives, bring the business growth, and solve
the problems.
Achieve the objective: It helps the company to achieve the goals. The decision is critical in
because the reputation, culture and profitability of the organization depends in this
department.
Business growth: It helps to develop the business, HR take care of the employees and assure
that the employee are happy and satisfied with the work and working environment so the
employees work hard and help to grow the business by better performance.
Motivate employee: Motivating employee always result in better performance. It can be done
by performance appraisal or rewarding the employee as accordingly.
It has been notice that employee relations and HRM decision making relate to each other. If
employee relation is healthy or strong then there will not be any conflicts, the working
environment will be positive and with positive environment employee can perform better. If
the employee relation is not good then the conflict will arise and then the HR will have to
make new rules and policy regarding it and this will affect the work environment thus, it will
result in the work performance of the employee. Therefore, the aim of employee relation and
HRM decision making is to achieve the goals of the organization (Ceschi, et al, 2017).
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P6: Identify the key elements of employement legislation and the impact it has upon
HRM decision making.
Employment law is also known as labor law. It includes rights, responsibilities and
obligations of employer and employee. It shows the rights and responsibilities of employees.
This assures the safety to the employees. There are different laws in different countries.
Collective labor law: It includes group of employer, employee and union. Individual labor
law: It includes an individual employee rights. General labor law consists of: Industrial
relation: It includes labor management relation, certification of unions, collective bargaining
and unfair labor practices, health and safety in work place (Elkouri, et al, 2016).
There are some common causes of employment law and they are as follows:
In every organization, there are some employment rights and protections. Those rights are the
right to be paid, the right not to be discriminated, the right to take leave from work and others
(Otero, 2016).
 Discrimination: The employees should not be discriminated in terms of gender,
characteristics and religion.
 Sexual harassment: this should not arise in the work place. Any type of harassment is
not allowed therefore the victim have the full right to sue the culprit.
 Wages: The employee should get pay for the work. If an employee is working an
overtime then they should get paid for that also.
 Termination: No employer can terminate in terms of character such as gender, race
and others.
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Employment discrimination issues from equal employment are as follows:
 Age discrimination:
This act protects to those individuals who are above 40 years. This act is applied for
both employees and job applicant. Under this act it is against to discriminate an old
person regarding hiring, terminating, promotion, benefits, training, compensation and
job assignment. The act of age discrimination includes:
 Apprenticeship: In this act, it is not permitted to discriminate regarding any
individual’s age. The program is valid only if an individual comes under the
specific age criteria.
 Job advertisements: There are some specific jobs which have some age limit
criteria, therefore this age discrimination program make it unlawful.
 Benefits: As compared to young workers, old age worker get less benefits so
the demand for old worker is high. Therefore, the older workers benefit
protection act improves the age discrimination act prohibited employers from
denying benefits to older worker.
 Disabilities discrimination:
The person who has physical or mental disorder is known as disabilities. This act
protects to those individuals who are disable or physically challenged. This act is
against for disable or physically challenged person. Under this act it is against to
discriminate a disable person regarding hiring, terminating, promotion, benefits,
training, compensation and job assignment.
 Equal pay and compensation discrimination:
The equal pay and compensation discrimination act shows that all the men and
women should be given an equal pay for equal work. Therefore the jobs need to be
the same.
 National origin discrimination:
The national origin discrimination act means treating an individual less or more
favorably because of their background. This includes accent discrimination.
Decision-making
24

Human Resource decision making is very important factor for the organization. It helps to
improve the employee performance. It includes developing policies and strategies for the
organization to achieve its goal. It makes the decision regarding manpower needs for
development of the organization.
Why it is important?
It is important because it helps to achieve the objectives, bring the business growth, and solve
the problems.
Achieve the objective: It helps the company to achieve the goals. The decision is critical in
because the reputation, culture and profitability of the organization depends in this
department.
Business growth: It helps to develop the business, HR take care of the employees and assure
that the employee are happy and satisfied with the work and working environment so the
employees work hard and help to grow the business by better performance.
Motivate employee: Motivating employee always result in better performance. It can be done
by performance appraisal or rewarding the employee as accordingly.
Employment regulations and laws ,affects topics such as record retention,criminal records of
employee ,labor relations check and requirements for employees in the mileage
reimbursement .laws of federal effects human resource management on the country
level ,though the small business get into sometimes be exempt depends on their .professional
HR must be encourage in the individual every altering employment law to maximize the
company’s legal responsibility in all respect of Human Resources operations .salary and hour
establish least wage which revise annually .Human resources must be professional
continuously verify the precision of the quantity waged on the employees .
 Leave stipulation:- employees are given the work protection during the lack
and physical condition treatment as if they stay at work.
 medical and disability :this act also requires to make sensible staffs o make
sensible accommodations to allow staffs to able to perform and execute the job
duties and give proper accommodations like interpreters to enable disabled
customers to access the products and services of the products that the
organisation provides
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Social responsibilities are the concept where the company makes profit keeping the society in
balance. It develops the business with the positive relationship to the society. In other words
the company should not harm the environment while doing the business. they should always
take care of the environment where society lives in. Business should make the decision based
on the ethical that allows government to minimize the involvement corporation with the
corporation. It is every individual duty to maintain the balance between the economy and the
ecosystem. The social goals can be reached by avoiding social harmful activities (Park, et al,
2014).
Ethical and Social responsibilities decisions should be based on ethics. It will call
irresponsible if any of the decision that harms the society or the environment. This theory
applies in both individual and group. It is necessary to maintain the environment and social
responsibilities for any business; it ensures that the environment is protected.
Influence of trade union in employee in employee relation:
Trade union is a labor who works for the organization to achieve common goals that is
improving safety and standards attaining better wages, benefits and working conditions. The
leader of trade union bargains on behalf of union members and negotiates labor contract.
Their aim is to improve the employment human condition. It includes wages, work rule,
complaint, promotion, hiring, work safety and working conditions (Boston, 2015).
Objectives of trade union:
 It ensures the security of workers.
 To ensure fair wages to the workers.
 To enhance working and living conditions of the workers.
 To provide benefits to the workers.
 To improve condition of service.
 To promote individual and collective bargaining.
Roles of trade union:
 Collective Bargaining:
The union bargains for labor in terms of equal pay. Union negotiates for their employee with
the industry. The national labor act guarantees the employee right to bargain through their
26

union representative. Union have the right to organize boycotts and strike to consider their
proposal.
 Employee welfare:
For the betterment of the workers, union had always fought for them. the workers have many
benefits .like job security, high wages, and others. Union not only help workers to get their
rights but they provide them a standard of living and welfare.
 Legislation
Union plays very important role in developing labor laws and regulation for worker
protection. They assure the better living standard to the worker and ensure fair wages to
the worker.
27

LO4
P7: Illustrate the application of HRM practices in a work related context, using specific
examples.
Main functions of human resource management is to hire,recruit,and fire people according
oto the needs of the organization. While doing this the Human Resource team also looks for
the objectives of the company to be fulfilled. Hiring of employees is a continuous process as
many people’s retire every year and some may leave job. The provision of manpower is a
very important need for any organization as it is essential to fulfill the targets on daily basis.
The process of hiring is quiet difficult. As the company has to go through various selection
process to hire a right candidate. Many new strategies are adopted now a days to hire people
of good talent and skills. Human resource management also looks after the termination of
employees not performing well.In some companies warning letters and notice is given
employees before termination. This helps the employees to improve their task instead of
leaving job.Human resource management has also to take care those proper supply materials
and equipments are provided to employees to carry out their tasks. One more important
function of Human Resource Management is to look after the hygiene and cleanliness of the
organization .It helps to create a healthy environment for the employees. This department
also looks for salaries and payouts of the employees. Salary structure is maintained in such a
way that all the basic needs of the employees are met.
A strong human resource team is the need of time in this competitive world. This ensures
alignment of right people in right job and increases revenue of the organization. Without a
human resource team any organization cannot run its business. Human resource management
also looks for the transport facilities of the employees. It helps to save time of employees and
they can reach their work place before Time. A Company having good transport facility is
always favoured by the employees. This department also looks after the fooding facilities of
employees. Good canteens are arranged in the companies to ensure food requirement of
people. This helps people to maintain good health at work place and they can work easily. It
also the job of employer to give proper facilities to Human resource team to ensure smooth
running of the business. Some companies also provide recreation rooms for employees .This
helps to remove stress of the employees. Human resource organization also arranges different
tournaments for employees .This also helps to draw their special skills and employees can
28

enjoy while working. The employer with a good Human resource team can easily succeed in
business as compared to others. First aid facilities are also provided to employees if they get
some injury while working. On many festivals employees are given sweets and gifts from
organization. This gives a satisfaction to working people in the organization. Employees are
also given incentives for their good work .This encourages people to do work sincerely.In
short a good human resource team is the heart of any organization.
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Conclusion
Marks and Spencer is one of the most powerful retailer factors in the world. It helps to
generate revenue as well as increase business. Without human resource management, it is not
possible to run an organization. HRM department takes care of all most 90% tasks of the
organization. They provide skilled labour, looks after employee’s welfare, company’s target.
In this way this department is the heart of the organization. The decisions of Human Resource
management help to change the organization’s environment. Now a day’s latest software
tools are used to assess the employees and help to maintain brand name of the organization.
These department organizations also arrange various online learning programmers for the
employees. It helps to grow the employees their skills and create interest in working. It is also
the duty of employer to take care human resource department. It will help the organization to
grow day and night and create its identity. In this project report, the learner was required to
produce a report, which has the prime focus on the functions and the purpose of human
resource management department of Marks and Spencer. The report included the importance
of the planning of workforce within the business organization, which helps to assess the
provision of the talent and skills of all the employees of the business organization. A detailed
and critical evaluation has been done regarding the strengths and weaknesses of various
selection and recruitment processes used by the Human Resource Department of Marks and
Spencer.
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