HRM Practices and Analysis: Marks and Spencer Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Marks and Spencer, a renowned global retailer. The introduction defines HRM and its core functions, including recruitment and selection, training and development, and maintaining a suitable working environment. The report then delves into the strengths and weaknesses of various recruitment and selection approaches, such as e-recruitment and promotion, evaluating their effectiveness. It further examines the benefits of different HRM practices for both the employer and employee, focusing on health and safety, skill development, and reward systems. The report also assesses the effectiveness of HRM practices in raising organizational profit and productivity, including recruitment and selection, reward systems, performance management, safety benefits, and training and development. Finally, the report explores the importance of employee relations in HRM decision-making and evaluates key elements of employment legislation and their impact on HRM. The conclusion summarizes the key findings and implications of the analysis.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and the functions of
HRM ..........................................................................................................................................1
P2 Strengths and weaknesses of
different approaches to recruitment and
selection......................................................................................................................................2
TASK 2............................................................................................................................................4
P3 Benefits of different HRM
practices for both the
employer and employee.............................................................................................................4
P4 Effectiveness of different HRM
practices in terms of raising organisational
profit and productivity................................................................................................................5
TASK 3............................................................................................................................................6
P5 Importance of employee
relations in respect to influencing HRM
decision-making.........................................................................................................................6
P6 Evaluate key elements of employment
legislation and the impact it has upon HRM
decision-making.........................................................................................................................8
TASK 4............................................................................................................................................8
P7 Application of HRM practices

in a work-related context............................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
INTRODUCTION
Human resource management is considered as the practice in which HR manager hire
employees, provide training to them, develop various policies and strategies in order to retain
them for long period of time. Present assignment is based on Marks and Spencer, which is
renown retailer across the world (HUMAN RESOURCE MANAGEMENT
(HRM), 2018). This company provides luxurious products to its customers in vast segment like
home appliances, clothing and food products in its stores. This report is going to discuss about
purpose and function of HRM practices. Further strengths and weaknesses of several approaches
of recruitment and selection. Along with this, benefits of HRM practices which supports are
organisation in achieving business goals and increasing its productivity will be discussed.
Different types of Employment legislation laws which influences decision making of HRM will
be explained.
TASK 1
P1 Purpose and the functions of
HRM
Human resource management refers to the practices which emphasize on managing,
planning, hiring and recruiting employees for organisation according to their skill and capability.
Basically, HRM practices are performed by human resource manager of company for the

purpose of managing man power in effective manner so that goals can be achieved in the given
time frame.
Function of HRM:
Recruitment and selection: It is the process in which HR manager of an organisation
find out best candidate for organisation in order to accomplish business objectives and goals. In
context to HR manager of Marks and Spencer, majorly they emphasize identifying various
options through which they can attract pool of applicant so that best one among them can be
chosen according to the required designation.
Training and development: Training and development session are one among the main
function HRM which helps HR manager in developing skills of employees according to its
requirements (Ekuma, 2012). This improves the performance of employees and enhances their
productivity level. Along with this, it also motivate employees to perform their assigned task in
effective manner.
Maintains appropriate working environment: It is the responsibility of HR manager of
Marks and Spencer to provide effective working environment to the employees so that they feels
comfortable and perform their assigned job responsibility in effective manner. Along with this,
various policies are executed for the employees related to their safety and security. This ensures
employees that they are safe working in safe environment without any harm to life. As a result
employees performs works effectively and achieve their targeted goals and objectives in given
time frame (Ekuma, 2012).
Purpose of HRM:
Sustainable employment: Main purpose of HRM practices is to enhance employee
sustainability so that organisation can reduce employment turnover. HR manager of Marks and
Spencer provides training to the employees so that their skills can be improved which will
directly enhance their performance as well as productivity level. These practices improves the
inter personal relationship among employer as well as employees which directly enhances the
satisfaction level of employees and motivates them to perform their given effectively.
Improve productivity: Another purpose of HRM is to improve productivity of
organisation which can be done easily through developing positive relationship with the
employees (Laws Affecting Human Resource Management 2018). This influences employees to

perform their work effectively. Along with this, it also persuades employees to agree with
different policies of the Marks and Spencer which are executed by HR manager.
Overall development of organisation: HRM also develops the overall organisation as it
improves each and every segment of the company. In context to Marks and Spencer, HR
manager of this organisation opts several HRM practices in order to develop company.
P2 Strengths and weaknesses of
different approaches to recruitment and
selection.
Recruitment and selection is the major function of HR department of Marks and Spencer.
It provides organisation huge number of manpower which helps in achieving business gaols and
objective. It is the process of attracting pool of applicant towards organisation and attracting
them towards the company. Further through various procedures appropriate candidate is selected
as the employee for the company. Majorly they are of two types that is internal and external
methods. Internal recruitment and selection method states that HR manager of organisation
selects the employees from the existing employees only. They are selected on the basis of their
skills, capability and knowledge. Whereas, external method brings candidate from outside to the
organisation. In this method employees are selected from sources like placements, consultancy
services etc. Various methods used by HR manager of Marks and Spencer for recruitment and
selection are described as below:
E-recruitment: E-recruitment is the process of finalising applicants through internet for
the specific job designation. It is a external sources of recruitment in which applicants are hired
by opting various web based sources like Social media, Job Portals etc. HR manager of Marks
and Spencer is using it for hiring best employees for the company (Marie Ryan and Derous,
2016). Strength: It provides huge range of talent to the Marks and Spencer which can provide
growth to the company in less time. Weaknesses: It is consumes lots of time of HR department as lots of applicant apply
without any interest. It waste valuable time of employees.

Promotion: It is the internal type of recruitment method which is opted by Marks and
Spencer. In this, HR manager believes in giving promotion to the existing employees on the
basis of its performance rather than hiring new employee from outside. Strength: This method is helpful for the Marks and Spencer as the existing employees
understands actual working pattern of the company which saves their time in conveying
same thing to the new employees. Along with this, it is cost and time effective method
which helps company in utilising both the factors in required place.
 Weaknesses: This method avoids fresh talent which may give innovative ideas to the
Marks and Spencer as a result organisation misses many growth options.
HR manager of Marks and Spencer is using interview as its final procedure of selection.
As it helps HR in understanding actual skills and knowledge of the candidate (Nordhaug, 2004).
In this various questions are asked to the candidate and on the basis of answers HR manager
finalises best one as it employees.
TASK 2
P3 Benefits of different HRM
practices for both the
employer and employee.
HRM practices are beneficial for both employees as well as employer as it improves
working environment of organisation and improves working ability of employees. There are
numerous of benefit which raises organisational profit and also increases employees career
growth. Some of the benefits for both employee and employer are evaluated as below:
Benefit to employees: Health safety: HRM practices includes health safety of all the manpower who are
working in the organisation. In relation with Marks and Spencer, it is the responsibility of
HR manager to monitor safety measures at work place for every employee so that they
work in freely without any thought of harm related to life (Welcome to the Fair Work
Ombudsman website 2018).

 Develops skills: Human resource manager of Marks and Spencer conducts various
training and development session for employees which helps them in enhancing skills.
This helps employees in performing its business responsibilities in effective manner and
gain their targets.
 Rewards and recognition: HRM practices involves feedback from the employees itself
for identifying best performer in organisation. This encourages employees to present their
valuable thoughts and ideas with HR department. As a result management of Marks and
Spencer gives rewards to the employees in order to motivate and appreciate them so that
they could share ideas in future too. These rewards helps in fulfilling needs and
requirement of employees in monetary terms.
Benefits to employer: Reduces employee turnover: HRM practice of Marks and Spencer helps employer by
minimising employment turnover in the company. As these practices enhances
satisfaction level of employee which helps in increasing their comfortable zone in
working environment and motivates work with the same company for longer period of
time. Contributes in achieving targeted goals: Human resource management practices of an
organization improves skills of employees through training sessions. This helps
organisation in achieving its business goals and objectives in given time frame. As a
result it increases profitability of Marks and Spencer.
 Builds positive relationship employees: HRM practices in every organisation develops
positive relationship among employees and employer. With the help of this, HR manager
of Marks and Spencer shares goals and objectives with employees which helps them in
understanding actual requirement of company (Werner, 2014). As a result, employees
directly on the major requirement and also minimises waste production of organisation.
P4 Effectiveness of different HRM
practices in terms of raising organisational
profit and productivity
 Recruitment and Selection: HRM practices involves recruitment and selection in its
functioning. As this helps organisation in getting suitable candidate according to the

vacant job designation. In context to Marks and Spencer, its HR manager uses internal as
well as external recruitment methods in order to find out best employee for their business
operation. As a result organisation receives well talented employee who can perform
organisational work effectively. It can be said that with the increase in number of
employees productivity level of Marks and Spencer will be directly enhanced. This will
also provide high range of profit to the company too.
 Reward systems: HR manager mainly emphasize on building effective relationship with
employee for the purpose of improving their performance and productivity level. In
context to Marks and Spencer, this organisation is using various kind of reward system
in order to motivate employees to perform in effective manner. These rewards are based
on the several targets which are given to the employees. It motivates employees to
perform their work in effective manner so that can accomplish target and receive
monetary rewards (Wilson, 2015). Therefore, it increases productivity level of Marks
and Spencer and increases profitability of the company.
 Performance management: Performance management is termed as the process in which
HR manager of organisation monitors performance of employees at regular interval in
order to improve their performance. In relation with Marks and Spencer, its HR manager
evaluate performance of every individual for understanding their working pattern. It also
helps the company in finding out most hard working employee. Along with this, if
employees are not performing their work in right direction, its manager can guide
accordingly. This HRM practice impact positively on employees and helps them in
achieving business goals. As a result, productivity level of Marks and Spencer is directly
enhanced through this practice and generates more profit for their future growth.
 Safety benefits: HRM practice of Marks and Spencer includes safety system which
ensures employees that they are working in the safe environment with right organisation.
Along with this, safety policies for this companyHUMAN RESOURCE MANAGEMENT
(HRM), 2018 involves fire security, occupational health service etc. which creates safe
and secure working environment for employees. Main objective of this organisation is to
represent employees that they care about all of the working manpower belongs to each
department (Contracts of employment and working hours - GOV.UK. 2018). This
develops positive and long term relationship among employees as well as employer

which encourages employees to work in effective manner and improves productivity of
Marks and Spencer.
 Training and development: Training sessions are one among major HRM practices
which are performed by HR manager of Marks and Spencer. This organisation has
formulated an separate department which measures the requirement of training from
every department and conducts training session according to it only. As a result it
improves skills of employees and helps them in performing their job responsibility in
effective manner. It also motivates employees to their target achieve targeted goals and
objectives in the given time frame and directly enhances productivity of the company.
TASK 3
P5 Importance of employee
relations in respect to influencing HRM
decision-making
Every organisation is required to build positive relationship with employees which helps
HR manager in taking effective and appropriate decision. Marks and Spencer considers
employees as its main asset as they are the only one who works hard for achieving organisational
goals and objectives of the organisation. In addition to this, relationship with the employee also
influences decision making process of the company (Employment Law | CIPD. 2018). Some of
its importance of employee relation which contributes in decision making of HR manager are
described below:
 Reduces conflict among employees: Positive relationship with employees helps HR
manager of Marks and Spencer in maintaining suitable and conflict free environment at
work place. For this various practices like counselling sessions and meeting are
conducted for the employees so that they could share thoughts and ideas with each other.
This develops their interpersonal relationships and reduces conflict among them. Along
with this, HR manager of this organisation also involves employees in decision making
process which contributes in taking appropriate decision.
 Shares work responsibility: Every employee in organisation is appointed for the
purpose performing particular job responsibility. HR manager of Marks and Spencer

shares responsibility among the employees without being bias towards them. In addition
to this, it is essential for human resource department to build positive relationship with
employees. As if they shares positive relation then employees easily agree to assign work
and performs work effectively. It also helps HR manager to take essential decision which
are beneficial for the growth of company as employees supports manager in every
decision (NetSuite UK - Cloud Computing - Business Software. 2018). Hence, Marks
and Spencer can achieve its targeted goals and objectives in predetermined period of
time.
 Decreases absenteeism: Positive relationship with employees helps human resource
manager of Marks and Spencer in minimising absenteeism of employees. Because if
employees are happy with the working environment, they will surely performs their work
effectively and take less leaves from the office. This will influence the productivity as all
employees comes regular and perform their work properly. As a result all work is
accomplished in the given time frame and HR manager is not required to manage work of
the employees.
 Increases productivity: HR manager of the Marks and Spencer is required to maintain
good relationship with employees. This increases employees interest towards the
organisation and also motivates them to work their work effectively in the given time
frame. Therefore, it increases productivity of the organisation and provides monetary
benefit to it.
P6 Evaluate key elements of employment
legislation and the impact it has upon HRM
decision-making.
Employment legislation laws impacts Marks and Spencer as well as it decision making of
its HR manager. There are various essential laws which influences decision making of HR
manager of Marks and Spencer. And these are defined as below:
 Equal pay act 1963: This act states that HR manager of Marks and Spencer have to give
equal wages to the employees without discriminating on the basis of gender. It influences
Decision making of HR manager as it guides them finalise wages of employees according
to their skills and designation.

 Medical Act 1858: Medical Act is one among most essential employment law which is
required to follow by Marks and Spencer (Laws Affecting Human Resource
Management. 2018). This law assures that employees working in this organisation will
get support from the company in medical issues. It involves HR manager is examining
health of employees so that safety measures can be taken effectively.
 Data protection act 1968: This act emphasize on securing personal details and
information of the employee safe and secure. It is required by HR manager of Marks and
Spencer to use high security system while storing data of employees.
TASK 4
P7 Application of HRM practices
in a work-related context
Curriculum Vitae: CV is a written description of individual which includes experience and
qualification for the purpose of grabbing job opportunity.
Curriculum Vitae
Name
Address
Contact no
Career objective – I want to work in firm where I can enhance my skills and can grow my
career.
Academic Qualification
 Post graduation in management
 Graduation in business administration
Working experience
 worked in an Multi National Company for 6 years a HR manager.
 Organized an exhibition with team.
 Worked in new IT company for 1 year as a Human resource manager.

Personal skills
 Analytical skill
 Team player
 Adaptable
Declaration: I declare that above mention details are true according to my knowledge
Date:
Place (Name)
Job Description: It is a internal document which specifies actual requirement of job, job duties,
skills required, post, name of the company, department, roles and responsibilities, experienced
required etc.
Job Description
Name of company- Marks and Spencer
Post- Human resource manager
Department- Human resource
Roles and responsibility- Prepare salary of employees every month.
Provide training and development to the employees according to their
requirements
Monitor performance of employees at regular interval
Skills required- Effective communication skill, adaptable for different situations in
organisation, analytical skills.
Experience required- Minimum 6 years of experience in HR department as a senior human
resource manager.
Interview: This is activity which is executed by human resource to gain information
about knowledge and skills, thereby select best candidate.
Interview questions