Human Resource Management Report: M&S Practices and Strategies

This report delves into the core functions of Human Resource Management (HRM), focusing on the purpose, roles, and responsibilities of the HR function within the context of a case study on Mark and Spencer (M&S). It explores various approaches to workforce planning, recruitment, selection, training, development, performance management, and reward systems, providing insights into the effectiveness of different HR practices. The report includes a detailed analysis of employee relations, employee engagement strategies, and the influence of employment legislation on decision-making. Furthermore, it examines the application of HRM practices, with a focus on the use of technology, online resources, and social networking in improving the recruitment and selection process. The report highlights how effective HRM practices can contribute to achieving business objectives, emphasizing cultural sensitivity, recruitment strategies, training and development, and reward systems within the M&S context.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. The purpose of the HR function and the key roles and responsibilities of the HR function1
2.Approaches to workforce planning, recruitment and selection, development and training,
performance management and reward systems......................................................................2
3.Inclusion of case study examples in order to examine the different methods used in HR
practices..................................................................................................................................4
4. Approach to and effectiveness of employee relations and employee engagement............5
5.Employment legislation within which the organisation must work....................................6
6. Employee relations and employment legislation inform decision making and meets
business objectives.................................................................................................................7
TASK 2............................................................................................................................................8
7.Application of HRM practices.............................................................................................8
8.Use of technology, online resources, digital platforms and social networking on improving
the recruitment and selection process...................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resources management consider the overall activities which are performed by
management in order to manage the action as well as performance of employees within
organisation. It is the functions of management which is related with recruiting, hiring,
motivating as well as maintaining all individuals who are working in firm (Alfes and et. al.,
2013). For this report the chosen company is Mark and Spencer which is a leading British
multinational retailer. Its headquarters is in London, UK. The purpose of this report is to explain
the purpose, roles and responsibilities of HR function. Approaches to workforce planning,
recruitment, selection, training and development etc. Effectiveness of employee relation as well
as engagement and key aspects of employment legislation. Evaluation of employee relation and
employment legislation in decision making and meet the objectives of business. Preparation of
job specification and description. Along with this use of technology, online resources, digital
platforms and social networking in improving the process of recruitment and selection are also
mentioned in this report.
TASK 1
1. The purpose of the HR function and the key roles and responsibilities of the HR function
An effective human resource function can boost the performance of employees and
accomplish the objective of company. The main purpose of HR function is to assist firm for
delivering their strategy and goals by effectually managing performance as well as people. Some
purpose are:
 Cultural sensitivity: It is considered as a set of skill which allows Human resource to
understand as well as learn about employees whose backgrounds of culture are different
(Purce, 2014). This allows the Manager of Marks and Spencer to effectually function in
another cultures and also minimise cultural barriers among professionals and its
employees.
Functions of HRM:
HRM is concerned about to manage the employees from hiring to retirement. So, some
functions are as follows:
 Recruitment and selection: After ascertaining the requirements of job, firm provides
advertisements on different sites and in newspaper. Then, it receive application form,
1

organised interviews and hire appropriate candidates for that position. Manager of Mark
and Spencer, have to recruit and select a proficient candidates so that it can meets the
objectives of the company.
 Training and development: It is the functions which permit worker to gain new skills
and knowledge in order to do its job effectually. This assists HR manager of Marks and
Spencer to prepare their employees to carry out higher level responsibilities so that it can
meet the organisational objectives.
Key roles and responsibilities:
HRM generally concern about the management of resources as well as people within
organisation. The functions of HR included managing, forming, executing and supervising
regulations that are compulsory for all employees (Cox, Arnold and Tomás, 2013). All this assist
in hiring appropriate candidates for the job that assure effectual implementation of overall
activities of business. All this aids in facilitating satisfaction to workers that develop whole
productivity of company. The HR Manager of Marks and Spencer is accountable to manage
many activities as well as functions at workplace so that morale of their can be increased such as
training and development programs, recruitment and selection, rewards and compensation etc.
For example, HR manager have to hire proficient candidates so that their organisational
objectives can be attained. After which, training sessions has been conducted for staff which
enhances their skills and capabilities to perform allotted work more effectively. This will assist
an organisation in achieving its desired goals and objectives within predetermined time period.
2.Approaches to workforce planning, recruitment and selection, development and training,
performance management and reward systems
Workforce planning:
It is a continual process which is used by Mark and Spencer company in order to align
the priorities and needs of an organisation with those of workforce so as to ensure that it meet the
regulatory, production and service requirement and of organisational objectives. Thus one of the
approach of workforce planning used by M&S company is specified below:
Approach of Work force planning: The approach taken into consideration by M&S
company is workload approach of workforce planning which is based on translation business
strategy. In addition to this it also help the company in specifying the strategic inputs associated
2

with recruitments as well as result in polishing the organisational structure and process in an
effective and efficient manner.
Recruitment and selection: Recruitment is the process of influencing candidate through various
sites so that they can apply for the vacant job. Whereas selection is the process of short-listing
the suitable applicant among those who have applied during the process of recruitment. Thus the
approach taken into consideration by M&S company is specified below:
Approach of recruitment and selection: The approach taken into consideration by M&S
company is internal and external approach, panel interview etc. With the help of internal
approach HR manger select the candidate for the vacant job from within the organisation so as to
save cost and to retain talented employees (Daley, 2012). As the major strength of this approach
of recruitment is that talented employees get retained, whereas the weakness is that there may
take place conflict among the employees if one among them will be recruited for the above post.
On the other hand second approach is external in which HR manger of M&S select the applicant
from outside of organisation so as to recruit and select talented workforce who can result in
bringing up positive growth of organisation in future which is termed to be the major strength for
company. Whereas the major weakness of this approach is that it is a time consuming process
and costly too. Whereas in selection process M$S company uses panel interview approach so as
to acknowledge the confidence level of applicant and to acknowledge how the applicant will deal
with specific situation when such situation may arise in an organisation, as well as to check the
skill and knowledge level of applicant this approach is being used. Weakness of this approach is
that it make difficult for interviewer to take unified decision as different interviewer possess
different viewpoints. Whereas strength of this approach is that an applicant is judged by different
members and because of which an organisation get a chance to recruit talented and skilled
employees.
Training and development:
It is termed to be the essential functional activity performed by HR manager of M&S
company as it aims in improving the performance level , skills level and knowledge level of
individuals and groups in an organisational settings. Thus, the approach of training and
development that is being taken into consideration by M&S company is mentioned below:
Approach of training and development: The approach which is being taken into
consideration by M&S company is proactive approach, as this approach seeks HR manager to
3

adopt different measures of training so as to increase the overall performance level of an
organisation. Additionally this approach states that HR takes into consideration needs and wants
of employees by rendering them training as and when required so that each employees remain
update about the organisation structure and process which keeps on changing due to the
advancement of technology. Moreover it helps to keep workers happy and productive as well.
Reward system:
It is the process of neural structures which is specifically responsible for incentives
salience, bonus, compensation etc. as it involves pleasure as a core component. Thus the
approach of reward system that is being considered by m&s company is mentioned below:
Approach of reward system:
The approach which is being taken into consideration by HR manger of M&S company is
monetary and non monetary approach. Monitory approach refers to rendering of benefits to
employees in the form of money so as to motivate workforce to perform more better for
organisation as well as to retain talented workforce (Flamholtz, 2012). Whereas on the other
hand non monetary approach is also being taken into consideration like any material object in the
form of gift hampers or by appreciating from time to time to the workers in order to motivate
them to give there best to the organisation in accomplishing aims and objectives effectively and
efficiently.
3.Inclusion of case study examples in order to examine the different methods used in HR
practices.
Mark and Spencer company is one of the major British multinational retailer company
which is specialised in selling clothings, home products and luxury products. On the assumption
basis it cab be said that more of employees turnover use to take place in M&S company because
the company use to treat there employees as a machine so as to get work done from them on
time. Additionally company does not use to render any training session and reward system too
the employees because of which it lead to increase in employees dissatisfaction and resulted in
the form of increase in employee turnover. Thus, in order to overcome such problems HR
manger of M&S company has taken into consideration certain HR practices which prove to be
beneficial for employer and employees of an organisation, with certain methods and they are
mentioned below:
Training and development practice:
4

It is the practice which is being taken into consideration by HR manger of M&S company
as it involves development of skills, knowledge, professional development which will help in
motivating workforce if they will learn something new. Thus, it will help in enhancing the
working potential of employees as well as it will also be beneficial for employers too as
employees will give there best to the company which will result in achieving objectives on time.
and the method used were on the job training methods. As this involves training within an
organisation in the same workplace in which different activities are performed (Fulton, E.A. and
et. al., 2013). So with the help of this method if there arises any issues while working hours then
it is solved immediately and helps in increasing the knowledge level of employees and make
them learn how to handle difficult situation. Thus, it help in motivating employees to get retain
in same company and to work for achieving the personal and organisational goals which result in
reducing employees turnover.
Reward system practice:
It is another practice which were also taken into consideration by M&S company in order
to reduce employee turnover as it was also one of the reason for increase in employee turnover in
an organisation. So HR manger has adopted the practice of rendering reward system by using
both the methods monitory and non monitory benefits. Monitory benefits were in the form of
money like compensations, increase in ages and salaries, incentives etc (Renwick, Redman and
Maguire, 2013). Whereas non monitory benefits included like rendering of gift hampers for
better performance, time to time appreciating for good performance etc. Thus, such practices will
help company in reducing the level of employee turnover and will be beneficial for employees
too as it will help in motivating employees to perform there best in achieving personal and
organisation objectives. Furthermore, it will result in increase in profitability ratio of company
which in turn directly beneficial for employers of an organisation.
4. Approach to and effectiveness of employee relations and employee engagement
In Every company it is essential for HRM to maintain a effective relationship among
employer as well as worker. Employee relation is a method that are utilise by management for
creating good relations with their worker. Few approaches that can be adapted by Marks and
Spencer's manager in order to know the employees relations effectiveness. That are as follows:
Sociological approach:
5

This is an employee relation approach which explains that there are various workers
working within company fro different backgrounds, perceptions and so on. All these differences
formed disputes as well as problems in work. For it, manager has to do changes in their
behaviours of working so that it can form effective relationship with workers in future.
Effectiveness
these types of relationship are crucial component within work. By creating good relations
with workers then manager of Marks and Spencer can accomplisher their goals easily. For this, it
has to form many policies like working flexibility in context of leaves and timings etc.
Employee engagement:
Employees engagement is a situation at which workers are involved in their task. This
will contribute success of a firm by saving resources as well as time so that productivity will
enhanced and capable to minimise outsourcing. This is an extent that enhances workers
dedication level towards organisational goals. Approaches and effectiveness are as follows:
Motivation Approach:
it is essential approach of employee engagement. This assist manager to create
coordination among workers so that its efficiencies can be utilise for accomplishing their goals.
Workers at work can be encouraged through fulfilling its requirements. Where as effectual
leadership style may be applied through manager of M&S for engaging employees in daily
operations.
Effectiveness:
this assists manager of M&S in reducing useless activities from work that enhances the
employees level of motivation. Also aids them to make decisions in order to achieve profit easily
and helpful in recovering from financial condition as well as another trouble of company.
5.Employment legislation within which the organisation must work.
Employment legislation refers to the laws within which an organisation must perform
there activities and such laws considerably impact upon HRM decision making which are
mentioned below:
Sex discrimination Act, 1975:
This Act was passed by UK government so that there does not take place any
discrimination among individuals with an organisation. As per this ACT HR decision making get
highly influenced, specially while rendering of reward system and recruiting of employees. HR
6

manger should not discriminate workers on the basis of sex, age, marital status etc. Each
employees whether male or female must be treated equally. So taking this aspect into
consideration accordingly HR of M&S company should frame polices which will also result in
creating favourable and health environment.
Equal pay Act, 1970:
As per this Act HR manger of M&S company should render equal pay to each employees
there should not exist any biasses. As well as HR should take into consideration that equal pay is
being rendered to both male and female by taking into consideration there performance level of
each one. Thus, accordingly HR manger should take decision and should frame policies so as to
motivate employees that all are being treated equally at the time when they are being paid with
salaries, incentives,compensation etc. Thus, it will help in creating positive environment in an
organisation.
6. Employee relations and employment legislation inform decision making and meets business
objectives
Employees relations is considered as a firms effort in order to maintain the relationship
among workers and employers. Company with effective employees relationship program
facilitates accordant as well as consistent treatment to whole workers so that it will be committed
towards its job and loyal with organisation (Gruman and Saks, 2013). The main aim of employee
relation is to strengthen relationship of employers and workers by identifying and solving the
problems at workplace, measuring the morale as well as satisfaction of employees and
facilitating support to management. If relations of both employers and employees. Identifying
good relation help HR Manager of Marks and Spencer in decision making as through this
conflicts can be resolved, all team members would perform well and meet the organisational
objectives.
Employment legislation is refers as a law which governs employment in work with each
people who works their. It is essential as this save employees from illegal activities performed by
their employers. Some legislation such as equal employment opportunity, working conditions,
wages and remuneration, social security and so on. The impact of employment legislation when
HR Manager of Marks and Spencer make decision about whole organisation. Decisions about
workplace designing as well as safety measurements of employees where personnel of HR have
to comply with less requirements. As the key goals of legislation is protecting the employees
7

from inequality and discrimination so HR has to develop effective plans as well as policies.
Legislation set policies for payroll and another plans which is related with time schedule for
work and so on. So, according to all these legislation help HR Manager of Marks and Spencer to
make decisions effectively so that organisational objectives can be meet.
TASK 2
7.Application of HRM practices
Job description:
It is defined a document which is prepared by an organisation by specifying the general
description of duties and responsibilities for a specific position (Jiang and et.al, 2012). Therefore,
m&s company prepares a job description for the post of assistant manger and post its job
description on the app name LinkedIn, so that those applicant who are in the search of the post of
assistant manger can apply.
Job description of assistant manager
Job post:Assistant manager
Qualification required:
 M.B.A in HR Graduation in any field
Experience:
 Must be experience of assistant manager in any of an organisation Minimum of 2 year experience
Skills required:
 Good communication skill Able to mange team effectively
Duties:
 To recruit and select best candidate for organisation.
 To mange overall functional activities of organisation effectively.
Questions to be asked in interview:
 Short introduction about yourselves.
 What are the Strength and weakness that you posses?
 Why do you think we should hire you?
8

How you are going to deal with specific situation?
Person specification:
It is the description which the applicant render through document specifying the skills,
experience, knowledge and attributes that the specific individual possess for any specific job.
Person specification of “A”
Name:A
Address:
Contact number:
Email-id:[e-mail]
Applying for the post:Assistant manager
Skills:
 Good spoken skills
 Creative thinking skill Ability to perform under pressure
Qualification:
 Post graduation in M.B.A Specialized in HR.
Experience:
 3 years of experience as assistant manager
 Internship from certified organisation.
Person specification of “B”
Name:B
Address:
Contact number:
Email-id:[e-mail]
Applying for the post:Assistant manager
Skills:
 Good spoken skills
9

 Creative thinking skill
 A wealth of customer service experience Good team leadership skill
Qualification:
 Post graduation in M.B.A and M. Com
 Specialized in HR. Basic knowledge about computer software
Experience:
 1 years of experience as assistant manager
 2 months internship of HR
Interview offer letter:
It is a letter rendered by HR manger of M&S company to the applicants that they have
been selected for an interview (Jiang and et.al, 2012). Therefore when the M&S company has
posted its job description through LinkedIn app then among the recruiters two of the candidate
were called upon for interview as there person specification documents matches the job
description of M&S company.
Interview offer letter
Subject: Invitation to interview
Dear applicant,
Thank you for applying for the position of assistant manger with MS company.
We would like to invite you to our office for an interview section for a position of assistant
manager. Your interview schedule for March 1, 2019, 1 P.M, at Main street name 123 in united
Kingdom.
Please call me at 651-555-8888 or email me at [e-mail], if you have nay question for
queries.
Sincerely,
HR manager
10

M&S company
Job offer letter:
It is a letter rendered by HR manger of M&S company to its applicant specifying that
he/she is being selected for the post applied for. As HR manger of m&s company has called upon
both the candidate a and b at the time of recruitment and after conducting there interview,
candidate a was selected for the post because as per their person specification candidate “a” was
more experienced as compared to candidate “b”. So HR manger of M&S company render a job
offer letter to the selected applicant which is mentioned below:
Job offer letter
Dear applicant “A”
I am pleased to inform you that you are being selected for the post you have applied for in MS
company. Your joining date of commencement will be from 10 march, 2019 with a
remuneration of 200 pounds and incentives will be rendered as per performance level. So
pleasure bring up your original document with a photocopy of your documents.
We hope that you will accept our job offer letter and please do let us known within 5 days after
the date printed at the top.
Sincerely,
HR manager
M&S company
8.Use of technology, online resources, digital platforms and social networking on improving the
recruitment and selection process
Recruitment and selection process is essential function of HRM, which is designed to
enhanced the strength of workers so that they can meet strategic objectives of employers. This is
the process to sourcing, screening, short-listing as well as choosing suitable candidates for vacant
job position (Kehoe and Wright, 2013). HR Manager of Marks and Spencer use technology and
online resources for improving their process of recruitment and selection are explained below:
Technology: It is refer as knowledge or science which are placed into the practical use in
order to resolve issues or formulate useful tools and techniques (Kim, 2012). With the use of
technology HR Manager of Marks and Spencer reduce the time through automation. Also
quickly mange and compile data. Through this it is easy for them to reach out to candidates.
11

Social media: it is an effectual tool that are utilise to connect with suitable recruitment.
Using social media accounts HR Manager of Marks and Spencer can advertise the openings,
introduce new candidates. This makes easy to keep up with recruitment and selection work.
CONCLUSION
From the above report it is concluded that HRM is very important for company. The
purpose as well as roles and responsibilities are effectual which assist firm to attain appropriate
candidates for their company. This aids to manage effective relations among employer and
employees to attain competitive edge into marketplace. Also accomplished productivity and
profit for effectual decision making which are important for company. Moreover, managing
employment legislation that are crucial for management so that firm can be maintained properly
and organisation can be benefited.
12

REFERENCES
Books and Journals
Alfes and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Cox, M., Arnold, G. and Tomás, S. V., 2010. A review of design principles for community-based
natural resource management.
Daley, D. M., 2012. Strategic human resources management.Public Personnel Management,
pp.120-125.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Fulton, E.A. and et. al., 2013. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries. 12(1). pp.2-17.
Glendon, A.I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Gruman, J. A. and Saks, A. M., 2013. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Jiang, K., and et. al., 2012. Clarifying the construct of human resource systems: Relating human
resource management to employee performance. Human resource management review.
22(2). pp.73-85.
Jiang, K. and et.al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Kim, S., 2012. The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management. 41(2). pp.257-279.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Online
Recruitment and Selection. 2015. [Online]. Available Through:
<https://www.hrinz.org.nz/Site/Resources/Knowledge_Base/Q-Z/Recruitment_and_Sel
ection.aspx>.
13