HRM Report: Analyzing HRM Functions, Practices, and Legislation at M&S

This report delves into the core functions and purposes of Human Resource Management (HRM), particularly within the context of Marks & Spencer (M&S). It examines workforce planning, recruitment, and selection strategies, evaluating the strengths and weaknesses of various approaches. The report explores the benefits of different HRM practices, such as performance management and training & development, for both employers and employees. Furthermore, it assesses the effectiveness of these practices in enhancing organizational profit and productivity. The analysis extends to the importance of employee relations in influencing HRM decision-making and identifies key elements of employment legislation, detailing its impact on HRM. The report illustrates the practical application of HRM practices through specific examples and concludes with a comprehensive overview of the key findings. This document is a valuable resource for understanding HRM principles and practices.

Unit 3 Human
Resource
Management

TABLE OF CONTENT
INTRODUCTION.......................................................................................................................................3
TASK 1.......................................................................................................................................................3
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing an
organisation.............................................................................................................................................3
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection..............4
TASK 2.......................................................................................................................................................7
P3 Explain the benefits of different HRM practices within an organisation for both the employer and
employee.................................................................................................................................................7
P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational profit and
productivity.............................................................................................................................................9
TASK 3.....................................................................................................................................................10
P5 Analyse the importance of employee relations in respect to influencing HRM decision-making.....10
P6 Identify the key elements of employment legislation and the impact it has upon HRM decision-
making...................................................................................................................................................11
TASK 4.....................................................................................................................................................12
P7 Illustrate the application of HRM practices in a work-related context, using specific examples......12
CONCLUSION.........................................................................................................................................15
Reference...................................................................................................................................................16

INTRODUCTION
Human resource management is mainly a strategic method an approach which helps how
to manage the people for all the organisations through which they can enhance their competitive
advancement. It mainly provides out the production and also the growth through which the
employees performance can be enhanced. In order to maintain the human resource it is important
to frame out a valuable asset through which all the performance regarding to the company can be
enhanced. It is important to maintain the company through which a proper talented workforce of
the employees should be managed effectively as it helps to provide a proper achievement in the
business (Arubayi, and et. al., 2020). The Report will cover Marks & Spencer which is a leading
company well known for its clothing, household products and various other services or fashion it
is mainly headquartered in London. This report will deal with the function and the purpose of
HRM and would also cover out the different approaches through which the recruitment and the
selection process for the candidates can be taken place. It will also provide out the importance
through which all the employment law and its effectiveness can be maintained down. Further it
will provide the Application through which HRM practice can be lead.
TASK 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Human resource management is a method which helps out to provide the process through
which hiring of people and also proper recruitment and training sessions can be given in order to
maintain and develop strategy through which all the policies can be implemented in order to
retain out the growth (Sapegina, and Weibel, 2017).As in the today’s time it helps out to
maintain the major changes through which human resource management can thereby try to frame
out important for all the growth in the organisation. M&S used to provide out the objectives
through which strong workforce can be arranged out in an efficient and effective manner.
Purpose of HRM

 HRM helps out to provide a proper stopping functions for the candidates through whom
they implement out the planning in order to maintain the skills, job and all the
requirements that are being maintained for the positioning of job for the company.
 HRM helps out to maintain effective strategies through which the employees benefit can
be retained and there can be provided benefit programs through which they can attract out
all talented work force for the growth of company (Tian, and et. al., 2021).
 HRM helps to motivate all the work force through their performance in an effective
manner in order to accomplish all the goals that are being determined by them and the
organisational method through which the growth and development can be enhanced.
Functions of HRM are mentioned below:
HR heads out to attract all the candidates who have the potential to provide the gain and
enhancement to the company it help out to provide the best selections in it. It has well organised
staff by achieving a proper organisational goals in an effective manner.
 HR helps to secure all the future needs through which the company can thereby gain all
the advancement in their employment which is being needed and also help out to frame
the workforce planning through which they can adapt out a systematic procedure in order
to maintain the recruitment through which the efficient maintaining of staff can be
framed (Alfes, and et. al., 2019).
 HR manager helps out to provide the functions through which all the training process is
regarding to their working sessions should be given to the workforce in order to give
proper details regarding the working sessions and also to improve their skills by applying
the knowledge and gaining the effective job positions in the company.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment is a method which helps out to identify, attract, maintaining screenings, short listing
all the best candidates for the interview process in the job sessions for the company. As HR
manager of M&S used to provide out the methods through which they can try to approach all the
recruitment process in order to maintain the attraction for the candidates in the firm and also to
provide the methods through which different approaches in the recruitment can be implemented
some of which are mentioned as follow:

Internal approach
A job position that has been made in order to frame the organisation from the existing
employees were already been working in the company they are like:
Promotion: This is a method through which all the above movement in their job position can be
given to all the involved employees in the company and by making them to increase the
responsibilities and also the pay scale for their company. It is mainly the method through which
recognisation of the important talents, efficiency in the knowledgeable person is being chosen
(Connell, and et. al., 2017).
 Advantage: It helps out to motivate the employees as it will make them to work and to
provide the best facilities and skills for the company by showing their actual talent.
 Disadvantage: The promotions and thereby de-motivate the efficient employees who
were there by being working and were not being able to get the promotion as due to the
lack of the service that is the provided by them.
Transfer: It provides out all the important shifting that is being tend to be done by the employees
as for their jobs in order to maintain a same job in a different area as it will not involve any kind
of increase in the salary, rank and the responsibilities.
 Advantage: It mainly provides out opportunities through which product and the skill and
experience can be given to the member of the company.
 Disadvantage: It is mainly difficult for the workforce in order to adjust in a new part and
to maintain long hours in a training process for the new job and a new place.
External approach
This mainly provides out the hiring of new candidates and also attracting them from the
organisations approaches through the outside environment by gaining the much better talent from
outside some of which are mentioned as follows:
Referrals: It is mainly the method of recruitment where the employees who are already being in
the company can refer any other candidates in order to believing that they are efficient for the job
role that is being given by the organisation.

 Advantage: As a person is referred by the existing employee it is easier for them to know
about the company and the working style so there will not be any training process being
required.
 Disadvantage: As with the referral recruitment process sometime it makes a company to
lose to hire the efficient employees from outside areas by taking proper interview
sessions.
Job advertisement: It covers out all the process regarding to the place of advertisement through
which the description regarding the qualities and a job positions and the required skills are being
given by the organisation.
 Advantage: It covers out all the potential candidates in order to maintain the applications
through which they can attract the important areas from the job advertisement and also
gain the skilled workers.
 Disadvantage: This mainly provides out that they should not be any favourable situation
as at times it is a time consuming process yes so many irrelevant candidates used to apply
for the job.
Selection
It is a method in order to identify all the skills for which the hiring of the candidates can
take place for the vacant position. It covers out the process through which all the important
requirements in the organization can be matched with for the qualifications and also with the
skills. M&S use to provide the methods regarding to the selection approach in order to maintain
the selection in hiring process for the efficient candidates in its working (Rahman, 2020).
Interview: This covers out all the important hiring company which used to determine the
effective areas through which they can select out the candidate for the proper job positions.
 Advantage: It gain the response through all the questions and practical knowledge for the
candidates and also to test their capabilities for the job role.

 Disadvantage: This mainly provides a time consuming process which used to cover out
the delay regarding to all the selection methods in their candidates and approaches.
Personality test: This mainly provides of the selection approach through which all the important
personality characters are being covered and measures in order to maintain the future job
enhancement and performance.
 Advantage: The cover out all the hiring process which also to provide all the candidates
suitable area for personality assessment and development with their interpersonal
characteristics.
 Disadvantage: This is mainly time consuming and expensive process
TASK 2
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
Human resource management provides out the methods through which the employs are
being managed in order to maintain their proper work and establishment. It covers of the
recruitment process and also the staffing through which enhance performance and growth can be
implemented. It helps her to ensure all the management in an effective manner with a positive
approach and by providing a healthy environment for the company (Stahl, and et. al., 2019).
M&S Can thereby implicate out the practises for the HR manager in order to maintain that and to
provide the employees in an efficient gain there are some of the important methods which can be
used as follows:
 Performance management: This mainly helps out to monitor and also to access the
performance of all the employees who have been working in the company by analysing
their efficiency and by taking regular feedback from the workforce. It helps out to
evaluate the improvement it is being needed in the company and also encourage a
communication process between employers and the employees through which a
production and the gain in enhancement can be increased. M&S provide and higher all
the managers which will help out to take a proper regular performance evaluation of
employees working in the company.

 Benefits of employee: It helps out to maintain and clarify important expectations that are
being regarded for the job satisfaction and by implicating the work evaluation.
 Benefits of employer: This mainly helps to avoid all the conflict that can arise in the
company and also helps to efficient working performance by maintaining the enhanced
feedbacks and valuable areas of working skills.
 Training and development: HRM practice which helps out to provide all the employs a
proper training sessions through which they can enhance their skills and also develop
new knowledge regarding their working procedure and can able to monitor and access the
requirements of the company with a proper development in in life long overall process. It
helps out to personality and professional development of the employees.
 Benefit to employees: It helps out to expand and increase various job satisfaction and the
methods through which workforce can gain the contribution in an efficient manner by
attaining the organisational objectives and goals.
 Benefit to employer: This provides out the enhancement and grey gain of production
through which the quality and aptitude of birth can be implemented out and there will be
less error in all the outcome of sources (Kellner, A., 2020).
 Reward management: HRM practice in which there should be given a reward to all the
employees who work in an adequate manner and are consistent with their skills. This will
help out to motivate employees in the business and also maintain the competitive
advancement in organisations. M&S can maintain better reward system for the
development and economical sector of the company.
 Benefits to employees: It helps out to enhance and boost the confidence of all the
employees who have been working as it will reduce your stress and make them motivated
to gain the more production for company.
 Benefits to employer: It gives out method through which a positive approach can be
created in the workplace areas and also to maintain an effective contribution towards the
company’s growth.

P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational profit
and productivity.
M&S try to implement HRM practices through which they can maintain and manage all
their employees in an effective manner so as to gain the production and advancement some of the
important HRM practices are being mentioned below:
 Performance management: It helps the employees to work in a better manner and also to
enhance and evaluate the performance through getting regular feedbacks and also by
obtaining the profitability and production for the business game. HR manager of M&S
can thereby try to evaluate and monitor proper access on the short-term objectives and
also should keep a regular check by improvising the working scale and the employees
production for the growth and revenue generation (Zheng, C., 2019).
 Reward management: This mainly provide out an important method through which they
can enhance and improvise the method through which the profitability can be there by
increase. Rewards hats off to provide protection and the post through which organisation
can gain the advancement and also achieve the contribution in their working area. HR
manager of M&S can there by maintain policies.
 Training and development: It is an important HRM practice which helps out to evaluate
and increase the betterment of the performance of all the employees who have been
working in the company it helps out to maintain the ability through which all the
important manners regarding to their working task can be implemented. It helps to
analyse the skills and also to improve the development of the companies by providing an
efficient methods through which achievements and thereby weekend. It is mainly method
in order to evaluate the performance and a job was to which employs Ken Ken the regular
training and also enhance the production levels through which employees can feel
motivated and they should know about the working style and methods through which
they can gain the goals of the organisation.

TASK 3
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making.
As in order to maintain a strong and healthy relation in the workforce environment it is
important for all the employs to maintain proper benefit through which organisation can maintain
their effective elation and production. The most important employee relation is through which
the improvement and also the relationship with the collaboration can be maintained in the
workplace. The major benefit related to the employs relationship as in context to M&S ss as
mentioned below:
 Removal of workplace conflict: It is a method in which less conflicts and thereby be
covered as in business practice all the employees relationship is the most important
method in order to frame out the benefits through which the production can be gained. So
as to maintain the harmony and peace it is important that all the employers and the
employees. It is important to maintain a transparent and smooth environment in the
working areas and for that they should be remove all the workplace conflicts (ehir, and et.
al., 2020).
 Enhanced production: It is mainly a positive relation through which all the employees
and employer can thereby gain the production values and also increase the revenues. As
for the managers of M&S it is important that they should maintain good relationship and
so that production can be increased and should also guide them regarding the proper
working right areas and a positive outcome and result of the environmental approaches.
 Loyalty in employee retention: These are mainly process through which employees are
usually being cover out for the valuable approach. This mainly cover of the relationship
between the employers and the employee in order to maintain all the organisational
behaviour and it helps out to maintain the workforce through which they can maintain
positive approach in the environmental areas. HR manager tends to make the policies
through which a better communication can be implemented between employers and
employees and there should be no conflict and arise and cooperation should be
established between all of them with the lower member of staff.

P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
Workforce is the most important asset which is being driven by the business organisation
in order to maintain the rights which cannot be there by exploited. In order to implicate certain
laws in context to M&S some of the important employment laws are mentioned below:
 Health and safety at work act: This provides out the legislation in which all the safety
measures and a healthy environment should be created at the workplace environment it
helps out to provide a duty through which employs take all the measures in order to
protect the employees from the safety maintenance and also to give them proper training
programs through which the accidents can be avoided (Pariona‐Cabrera, and et. al.,
2020). HR manager of Marks & Spencer can thereby provide some policies through
which they can align out the legislation and also maintain proper maintenance from
safety and health measures.
 Employment rights act: This provides out legislation in which important workforce can
be covered out and it provides out all the rights to which all the unfair dismissal,
redundancy, wrongful dismissal can be implemented out. HR manager tends to provide
the policies and important procedures through which they can provide a legislation and
important area through which no person can be wrongfully dismissed. It helps out to
pertain the laws through which HR managers can implement out them decision making
process for the conflicts that can be arise and also to keep mind into employment rights
and actions.
 National minimum wages act: This provides obligations through which all the minimum
wages can be awarded and entitled for the legislation through which the wages that are
being fixed can be covered out for the employs. As for Marks and Spencers the HR
manager tends to provide the relations regarding to the salary and all the employees
should get equal wages as a timely manner so there will not be any complaints regarding
to it.
Thus, Marks & Spencer should thereby try to implement the decisions in order to create a
influence and also to obligate the loss regulation to hardship and the non-compliance.

TASK 4
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.
Description of Job
Details
Job Role - Marketing Head Manager
Company – Marks and Spencers
Job Purpose
A marketing head manager is needed to cover the development through marketing strategy as to
increase sale for enhancement of company. The marketing head manager needs to analyse the
demands of all customers in market.
Roles & Responsibilities
 To provide efficient strategies.
 To make proper market research.
 To handle the needs of customers.
Personal Specification
Position- Marketing Head Manager
Department–Marketing
Attributes Essential Desirable
Education & Experience  The candidate has to
do Post graduation
with specialized area
in marketing.
 The person should
have the bachelor’s
degree.
 The candidate has to
gain 3 year
experience.
Skills and Knowledge  Research skills  Decision making

 Communication skills
skills
 Dispute solving skill
 Time management
skills
CV
Name: Nichole Thomas
Gender: Male
Date of Birth: 09-04-1995
Qualifications
• M.B.A. from London University
• B.B.A. from Arden University.
Experience
 2020- Present: Assistant head marketing manager in Morrisons.
 2017-2020: Assistant marketing manager in Sainsbury.
 2015-2017: sales person in Asda.
Skills
 Excellent skills of communication.
 Research and development skills.
Interest and hobbies
 Reading novels
 Playing golf
I hereby address that all the information given above is authentic and true.
Date:
Interview Questions
 What are your area of interests?
 As per your opinion, explain latest marketing trends in the marketing?

 As according to your views, what role marketing manager plays?
 Elaborate your past working experience?
Offer letter
Mr./Ms,
Name
Address
City, State Code
Dear Mr. Nichole Thomas
M&S is happy in telling you that you are selected for this job role of Marketing head Manager
for our organisation. This will be a full time employment job so you have to manage obligation
in order to perform specific job role for 24 hours/week and your salary package that offered to
you will be €90,000/ year.
You will also be eligible for all other benefit. Date of joining for employment is 1st July,2021.
For some other query, feel free to contact us anytime.
Sincerely,
Head,
HR-Department
Marks and Spencers
____________
I hereby accepting the job position of Marketing head Manager.
_____________________________
Signature of the candidate _____________________________
Date ----------------------------
Process of Recruitment and selection

Figure 1Recruitment process, 2020
As in the above picture it is analysed at Marks & Spencer can thereby adopt this process of
marketing manager in order to identify all the important job position and also to prepare for the
description that is been given for the job (Chapman, and et. al., 2018). The HR thereby to
implement all the planning for the recruitment process and should advertise regarding candidates
for the employees and the performance and conduct an interview. The offer letter should be
served to all the candidates in order to make them join the program.
CONCLUSION
From this above report it is concluded that human resource manager is the most important
part for managing all the employees in an effective manner. HRM helps out to provide the
recruitment, selection, training, development, reward management and performance management
with various other programs. There are mainly two important type of recruitment is that covers
of the internal and external approaches through which the potential candidates can be hired at the
workforce environment. Further it is also concluded that employees tends to make the proper
decision making programs and the legislation provides a national minimum wage, employment
rights act.
Reference
Alfes, and et. al., 2019. Perceived human resource system strength and employee reactions
toward change: Revisiting human resource's remit as change agent. Human Resource
Management, 58(3), pp.239-252.

Arubayi, and et. al., 2020. Human resource development and employee performance: The role of
individual absorptive capacity in the Nigerian oil sector. Journal of Management
Information and Decision Sciences, 23(2), pp.1-15.
Chapman, and et. al., 2018. Human resource development and human resource management
levers for sustained competitive advantage: Combining isomorphism and
differentiation. Journal of Management and Organization, 24(4), pp.533-550.
Connell, and et. al., 2017. HUMAN RESOURCE MANAGEMENT IN CITY
STATES. Routledge Handbook of Human Resource Management in Asia.
Kellner, A., 2020. Determinants of human resource management strategy in a franchise. In Case
Studies in Work, Employment and Human Resource Management. Edward Elgar
Publishing.
Pariona‐Cabrera, and et. al., 2020. Workplace violence against nurses in health care and the role
of human resource management: A systematic review of the literature. Journal of
advanced nursing, 76(7), pp.1581-1593.
Rahman, F., 2020. Human Resource Management Practices of NRB Global Bank.
Sapegina, A. and Weibel, A., 2017. The good, the not so bad, and the ugly of competitive human
resource practices: a multidisciplinary conceptual framework. Group & organization
management, 42(5), pp.707-747.
Stahl, and et. al., 2019. Enhancing the role of human resource management in corporate
sustainability and social responsibility: A multidimensional, multi-stakeholder approach
to HRM. Human Resource Management Review, 30(3).
Tian, and et. al., 2021. Investigating employee and organizational performance in a cross‐border
acquisition—A case of withdrawal behavior. Human Resource Management.
Zehir, and et. al., 2020. The transformation of human resource management and its impact on
overall business performance: Big Data analytics and ai technologies in strategic HRM.
In Digital business strategies in blockchain ecosystems (pp. 265-279). Springer, Cham.
Zheng, C., 2019. Labor Relations and Human Resource Management in China.