Human Resource Management Practices at Marks & Spencer

This report provides a detailed analysis of Human Resource Management (HRM) practices, focusing on their purpose and functions within an organization. The report explores the application of HRM principles to workforce planning and resourcing, recruitment and selection, performance management, reward systems, and training and development. It examines various approaches to workforce planning, recruitment, and selection, highlighting the strengths and weaknesses of different methods, with specific reference to Marks & Spencer (M&S). The report further delves into employee relations, employee engagement, and the impact of employment legislation on HRM decision-making. It illustrates the practical application of HRM practices in a work-related context, using specific examples, and evaluates the role of technology in improving the recruitment and selection process. Overall, the report offers a comprehensive overview of HRM, providing insights into its strategic importance and practical implementation within a real-world business setting.

Human Resources

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Explain the purpose and functions of HRM, applicable to workforce planning and
resourcing an organisation......................................................................................................1
2. Approaches to work force planning, recruitment and selection, performance management,
reward system, training and development..............................................................................3
3. Different methods used in HR practice with reference to case study.................................6
4. The approach to and effectiveness of employee relations and employee engagement......7
Employee relations and engagement: a collaborative approach............................................7
5. Key aspects of employment legislation within which the organization must work...........9
6. Evaluation of employee legislation and its impact on HRM decision making................10
7.Illustrate the application of HRM practices in a work-related context, using specific
examples...............................................................................................................................11
8. Evaluate the use of technology on improving the recruitment and selection process. ....14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human Resource management plays crucial role in managing and handling the entire
workforce of business organisation. This is the term which is used in management of the
resources in context to human who are working in the organization (Banfield, Kay and Royles,
2018). Marks and Spencer is taken as chosen organisation in the report, which is a British
Multinational retailer company which was founded in 1884 by Michael Marks and Thomas
Spencer. This offers luxury food products, clothing and home products. The present report is
going to emphasize on the purpose of HRM including function of HRM practices for workforce
planning. Along with this strength and weaknesses of recruitment and selection approaches are
also going to be discussed. The report also include the benefits of HRM practices in respect of
employer as well as employee. Benefits of having employee relation in HRM practices is going
to be elaborated. This report further illustrates how employment legislation influence on HRM
practices. Lastly, the report will be end up by specifying how HRM practices actually used in
work related context.
TASK 1
1. Explain the purpose and functions of HRM, applicable to workforce planning and resourcing
an organisation
Human resource management refers to strategic approach which is responsible of
handling workforce of company in effective manner. The department mainly looks after various
functions such as recruiting, hiring, staffing, training and motivating employees, retaining
employee to remain loyal with the company for longer period of time.
Purpose of HRM : The main aim of HRM is to increase the productivity of an
organisation by optimizing effectiveness of employees. The purpose of HRM also lies in
successful utilization of people to attain specific business goals.
In context with M&S, it 9is necessary for the HR of this company to build their positive
relationship with employees so that they can work with all over efforts in order to obtain
organisational goals and objective (Bratton and Gold, 2017). HR manager of Marks and Spencer
performs various functions which are defined as below:
Functions of HRM along with the responsibility of HR manager-
1

 Training and Development – HR manager of Marks and Spencer conducts various
training and development sessions for its existing employees as well as new joiners at
regular basis. The main role of HR manager is to improve knowledge, capability and
skills of workforce according to their job responsibility so that its basic goals can be
achieved in less period of time. These training sessions also helps employees in
improving their performance with updated knowledge. Performance appraisal – In context of M&S, the employees are getting appraisal
according to their working performance. In M&S, the appraisal are done in the month of
April, in which the working performance of each employee is evaluated and then they got
appraisal and their salary increases by 5% or the percentage based on their work. Recruitment and Selection – Another function of human resource department is to
identify best qualified and experienced candidate for the company. In relation to Marks
and Spencer, its HR manager is responsible for hiring employee by analysing actual
requirement of department and then matching skills and qualification of employees for
finalising best suitable employees. Workforce Planning – In workforce planning process, the organisation align the needs of
their employees, and ensure their workforce to make such plans and policies which
satisfy the needs of their employees so that the organisation can easily attain their
business goals and objectives.
Purpose of HRM functions along with their roles and responsibilities Maintaining effective employee relations – The main role of HR manager of Marks and
Spencer is to build strong relationship between employer and employee. For this, they
conduct regular based meetings in which employees can discuss their problems with their
superiors as well as colleagues. As a result, it reduces the number of conflicts at
workplace and creates healthy working environment for employees. Compensations and benefits: Another purpose of HR manager of Marks and Spencer is
to provide monetary benefits to employees by handling their financial records in effective
manner (Brewster, 2017). This department looks after payroll section of the employees in
which consider all additional efforts of employees, their overtime records and
compensation amount. Their main purpose of this department is to satisfy financial needs
of employee by providing them satisfactory amount.
2

Significance of HR in acquiring Talent
Human resource department plays an essential role in acquiring talented workforce for
the company. The main objective of M&S is to build coordination between employees, and
define the organisational structure, and drive productivity.
In context to Marks and Spencer, it can be said that its HR manager is using appropriate
recruitment and selection method for acquiring highly talented employee for the company who
could contribute in executing business activities in effective manner. It has been analysed that
this company is conducting regular based training session for employees in order to enhance
their skills and improve their productivity and profitability, and to create coordination between
them, so that the work can be handle and should be done in unity.
2. Approaches to work force planning, recruitment and selection, performance management,
reward system, training and development
Human Resource is the scientific approach to the efficient management of people in an
organization, so that they can help the business to gain a competitive advantage. It maximizes the
employees’ performance in services to achieve goals.
Approaches to workforce planning
Workforce planning is a process of analysing the current workforce which describes the
future workforce needs, future needs and implementing solutions so that Mark & Spencer follow
situational workforce planning approach to complete their goals.
Situational Workforce Planning Approach: In the context of growing market, Marks &
Spencer planning to expand their market at higher level. Therefore, organization gives situational
task to their employees and evaluate performance. So that organization can plan accordingly and
able to achieve goals in an effective manner (Brewster, Brookes and Gollan, 2015).
Approaches to Training and Development
These approaches provide a practical and comprehensive knowledge about the Marks &
Spencer. These surveys are the methods, functions and goals of tanning from needs assessment
to implementation. By this concept M&S follow off and on the job training given below:
On The Job Training: Marks & Spencer uses this approach because it is a hands-on
method of teaching, skills, knowledge these are the needed of employees to perform a particular
job in a specific manner at workplace. Through this Employees can learn new things in the
environment where they will need to practice knowledge and skills during the training period.
3

Off The Job: Organization focuses on this approach because it is the method where
employee can learn their job roles away from the actual work. There are different types of work
such as lectures, simulations, case studies and management games. It helps to increase their
employees’ skills and knowledge (Friedman, 2017).
Approaches to Reward System
Reward system is concerned with the strategies and policies that the people and
contribute to achieve business goals in an effective manner. By this concept M&S uses Total
reward system that is given below.
Total Reward Approach: It comprises of four elements such as individual, communal, relational
and transactional. Where employee can receive some benefit like pensions, holidays, long term
incentives and health care.
Approach to Performance management
Every organization wants to good performance management. It focuses to the
performance of their employees and working efficiency of them. M&S uses total quality
approach to increase their employees’ satisfaction.
Total Quality Approach: This is based on the quality of work within the employees by properly
managing and monitoring the employees’ performance which ensure them to do high quality
work and attain the business goals and objectives (Harrison and Lock, 2017).
Approaches to recruitment and selection
HR manager has selected the candidates who are having the ability to enhance the growth
of company through recruitment and selection method. In context to M&S, the company uses
both internal and external recruitment method has they have huge amount of option among the
candidates. So the candidates who clear the recruitment process, then they are shortlisted for the
selection process as in order to get the best candidates among them. M&S uses the following
recruitment and selection methods - Internal recruitment process: Process in which needs are accomplished from within the
organisation refers to internal recruitment process. In respect of HR manager of M&S,
the method they use to recruit the applicants is promotion of the existing staff , which can
be done by meeting their skills and by analysing their quality of work and also their
working performance.
Strength Weaknesses
4

This method of recruitment motivates the staff
as they get promoted in the company only.
This method saves lot of time and money of
the firm as they are not required to spend too
much money in the recruitment procedure.
This increases expectancy of the employees
from HR manager. Promotion of one employee
may demotivate other employees as well. By
having promotion in the company itself, create
disputes and conflict among other members and
this will directly impact on their performance.
 External recruitment process: In external recruitment process fresh candidates are
brought within the organisation. HR manager of M&S uses online recruitment method to
grab the attention for the recruitment process.
Strength Weaknesses
This method is cost-effective and can speed up
the recruitment cycle and streamline
administration.
It could be seen to be discriminatory where
candidates are not computer literate. This
seems to be the weakness of this method.
Methods of selection in M&S Company : M&S is using the method of interview for selecting
highly skilled applicants which are suitable for the job profile. The strength and weaknesses of of
this method is mentioned below -
Strength Weaknesses
The strength of this method is that is any
misunderstanding or mistake occur during the
process of selecting candidates then it can be
rectified easily in an interview, as both the
interviewee and interviewer are physically
present in the interview process.
According to some people, this method is a
type of incomplete process to select a suitable
candidate, as the interview method is not
enough for selecting the applicants. So, for this
the written test also should be conducted.
HR manager of Marks and Spencer can also use Application form method for selecting
best suitable employees among shortlisted candidate.
Strength Weaknesses
5

 Ease of comparison for employers.
 Standardized format
 Complete details of candidate can be
gathered without any misses.
 This method is time consuming.
 Personal details can be fall into the
wrong hands.
 Details of candidates can be untrue.
The different methods are used by HRM practices as in them one is recruitment and
selection practices, this practice includes methods like personality tests and interviews. M&S
should carefully analyse its need for candidates and selects the recruitment process accordingly.
On the other hand, selection method used by M&S for candidates is generally done by written
test and conducting interviews by the senior manager. This method will be effective for M&S, as
they consumes their time by selecting the appropriate candidate for their profile, and can help the
M&S to attain their goals and set of objectives.
3. Different methods used in HR practice with reference to case study
It has been analysed that Marks and Spencer is facing issues related to increasing
employee turnover in company. While investigating, it has been realised that employees are not
satisfied due to many issues like inefficient salary, lack of training, no motivation, job security
etc. It can be said that all of these are main issues which have demotivated employees and
affected their performance a lot. As a result, it has influenced employees to change job. In order
to overcome this issue HR manager of Marks and Spencer has adopted certain ways by which
employee turnover can be reduced. Some of the HRM practices are defined as below: Work design and Job security : This practice of HRM include staff security method, in
which HR manager of Marks and Spencer is focusing on providing positive and safe
working environment to employees for making them comfortable at work place. Along
with this, they have also provided job security to permanent employees that they will not
be fired without any major mistake. This will motivate employee to work with Marks and
Spencer for longer period of time. This practice is beneficial for the employee as they are
having safe working environment and the security of not been fired from the
organisation. Along with this, the main benefit of this for M&S is, it will help them in
6

making a powerful and experienced work force in their organisation. As job security help
in increasing the number of loyal employees in their organisation, which can work and
can give their best for increasing profitability of M&S. Extensive training : This practice of HRM include on the job and off the job training
methods, in which HR manager of Marks and Spencer will provide regular based training
to its existing as well as new employees for improving their skills so that they could
perform their job responsibility in effective manner. This will ultimately improve work
performance of employee and make them realise that their efforts are contributing in
attaining organisational goals and objectives within less period of time. Training helps in
enhancing their skills and area of expertise of employees in M&S. On the other hand, this
will be beneficial for the employers in employee retention, therefore this can enhance the
productivity of the organisation. This will M&S by improving the skills of their
employees, which will help them in production and selling of different products in very
effective manner. This all increase the turn over of organisation and lean them in gaining
extra profitability.
 Proper compensation : This practice of HRM include reward method, in which HR
manager of Marks and Spencer should focus on providing salary, additional incentive,
compensatory amount, overtime and additional benefits to employees on time in order to
boost up their morale. It can be said that financial motivation is the best way by which
Marks and Spencer could influence interest employees to remain loyal with the company
for longer period of time. This practice is beneficial for the employees as they getting
reward and increment in their incentives. On the other hand, this is also beneficial for the
employers as they can motivate their employees in achieving their targets so that the
profitability and productivity of an organisation can be increased. This also help
employees in getting the most efficient pay for their work which is necessary for them
according to their work. By which, the interest of employees in M&S and working of
them get increased and they start giving their best in different operations. This all lead
M&S in gaining additional profitability.
As per the above specified different HRM practices, it has been analysed that these
function will help Marks and Spencer in overcoming issues related to employees’ turnover.
7

4. The approach to and effectiveness of employee relations and employee engagement.
Employee relations and engagement: a collaborative approach
This approach states that employees’ relations and engagement are essential for the
success of the organization. When the employees are effective in M&S, it results in fewer
conflicts and assist organization in achieving the targets (Lu, Zhu and Bao, 2015). Good
employee relations will lead to engagement of employees as a type of collaborative working and
leads to generation of new ideas which aid M&S to achieve more profits and higher customer
and employee retention towards the company.
Effectiveness of Employee relations and engagement:
1. This helps the M&S in maintaining effective employee relations as well as reduces
conflicts and increases moral of the employees to perform their task effectively.
2. This approach also helps the company in collaborative working which leads to generation
of new ideas and helps to attain goals of the organization.
3. This also help M&S that they explain the roles and responsibilities to employees in
effective manner, so that they can give their best performance.
Flexible organization: The structure of flexible organization can easily be adopted by the
employees to fulfill the customer needs and takes immediate decisions when necessary and
complete their task, in order to achieve the organizational goals. Flexible Working Practices: This is a strategic tool which M&S can use to improve the
productivity and performance of company by providing flexible and compressed working
hours, sharing of work responsibility which assist the employees to engage towards their
work and achieve the targeted goals.
 Employment Security : In this, the job of employees are secured. In this no organization
has the right to fired any employee without any reason. While hiring an employee, there
is a legal document which is to be signed by the employee in order to have an bond with
the organization. This practice can help an organization in respect that the employee
cannot resign before completing that bond and on the other hand, the employees has the
benefits that they have the job security till the bond is completed. This practice can help
in increasing the profitability and productivity of the organization, as by this the company
can retain their employees.
8

Employees are such valuable asset for a company that organisation itself does not want to lose
them as they help in achieving their business goals and objectives. If the organization are having
positive relationship with their employees then that firm is very close to achieve their targeted
goals. The employees of M&S are performing their task effectively and efficiently, so for this, it
is the responsibility of the HR manager of M&S to compensate them with reward. Along with
this, due to positive relations with employees, organisation have the benefit that whatever
decisions HR take is totally acceptable by the employees without any disputes and also this
represent a positive environment at working place. Some of the benefits of employee relations
influencing HRM decision-making are -
 The HR of M&S includes the employees of their organisation in decision making process
as after this, they are only one whose work will be affected most.
 The good and strong relationship with the staff can helps HR manager to understand their
basic needs and requirements. After understanding the need of staff, the HR manager of
M&S can easily take the decisions which are beneficial for the employees as well as for
the organisation too.
 The strong relationship between employees and HR manager can reduce the chances of
disputes and conflicts.
 This also help M&S by increasing the employment engagement in decisions making for
organisation, so that the interest of employees get enhanced.
Thus, this has been observed that HR manager of M&S should focus on building their
positive relationship with their employees in order to take effective decisions for organizational
growth.
HRM practices
Human resource is a function of an organization which deals with recruitment, selection
as well as training of employees in order to motivate them. This function of M&S company is
responsible for achieving goals and objective of organization as well as conduction business
activities in effective and efficient way. There are various HRM practices which will help in
maintaining strong relationship with employees and boasting their morale.
Hiring employees: This practice of human resource management play a crucial role in
accomplishing objectives of organization. Hiring capable and potential employees for conducting
9