Human Resource Management Report: M&S Employee Relations and Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on Mark & Spencer (M&S) as a case study. It begins by defining HRM and its functions, then delves into recruitment and selection approaches, outlining their advantages and disadvantages. The report examines the benefits of HRM practices for both employers and employees, emphasizing productivity, profitability, learning, and flexible working. It further explores the effectiveness of HRM practices in raising organizational profit and productivity, including performance appraisal and training. The importance of employee relations in influencing HRM decision-making is also examined, along with the impact of employment legislation. The report concludes by discussing the application of HRM in a work-related context, using specific examples to illustrate key concepts and practices within M&S.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
P1) Discuss purpose and function of HRM.................................................................................1
P2) Throw-light on advantages and drawbacks of several approaches to recruitment and
selection.......................................................................................................................................2
P3) Discuss the benefits of HRM practices in an organization in context of both employer and
employees....................................................................................................................................4
P4) Examine effectiveness of numerous HRM practices in terms of raising organizational
profit and productivity.................................................................................................................5
P5) Examine the importance of employee relations in respect to influencing HRM decision
making process. ..........................................................................................................................6
P6) Discuss employment legislation and how it impact HRM decision making process. .........7
P7) Discuss the application of HRM in work related context using specific examples.............7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management is defined as formal method devised for the management
of the staff members within company. In an organization human resource manager management
perform several responsibilities such as, hiring, motivating, firing, providing compensation,
training, providing orientation, building strong relation with employee etc. This report is based
on Mark and Spencer which is a successful retail store suited in Westminster, London. The CEO
of the company is Steve Rowe and is listed in London stock Exchange. It includes HRM purpose
and functions applicable to workforce planning. Numerous approaches to recruitment and
selection are studies along with advantages and drawbacks. How employees relation affect
decision making process is studied deeply. Employment legislation impact HRM decision
making process is examined (Analoui, 2018). The HRM practices benefits for both employer
and employees is discussed.
P1) Discuss purpose and function of HRM.
HRM is the process of hiring, recruiting, motiving etc. employees in order to turn them
into valuable assets of the organization. Below are some of the points which are explained as
follows:
Hard and Soft model of HRM: Soft skills are, teamwork, communication skills etc.
M&S employees are holding this skills which aid them to attract targeted customers for longer
time period. Whereas, hard skills are learned by exploring in the external environment or in
working premises. Writing skills, computer programming etc. It can be developed by providing
them proper training as and when needed.
Workforce planning: This is a process of forecasting the needs and priorities of the
company with those of it's workforce so as to meet firm's objectives. M&S adopts this so that
gap between present workforce and future workforce needs can be examined and accordingly
solution can be investigated to achieve mission, goals, plans etc.
Resource of an organization: M&S use several resources to accomplish set standards.
Some of the resources of M&S are, financial, information etc. resources are effectively utilized
so that emerging needs of the clients can be full-filled.
The purpose of HRM is to recruit right people at aright place at right time with with
competencies with hold by the candidate. By doing so best outcomes can attained in intense
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competitive world. M&S scan applicants skills and abilities for the job profile before hiring as it
leads in raising overall workforce efficiency. Which aid in reducing potential staff members turn
out ratio from M&S. By pacing suitable nominee with all capabilities at the right place at right
time assist company to gain competitive advantages against rivalry (Brewster and Hegewisch,
2017).
The main functions of HRM in M&S are as under:
Recruitment: The main function of recruitment in M&S is to hire appropriate candidate
from pool of applicants applied for the vacant post. The HR department is liable to perform this
activity effectively in order to place the deserving participants at post vacant.
Selection: It is another HRM function, from the shortlisted applicants the most alienable,
knowledgeable and experience will be selected. M&S conduct various aptitude test to check the
level of understanding at every stage. This helps to motivate other employees in order to cope up
with new selected nominee.
Training and development: The employees of the M&S are provided timely training
and development sessions in order to enhance their skills. By effectively performing this HRM
function this will help both firm and employees in the long run. Uplifted skills will be beneficial
to workers in their career growth while nourished skills help company to create tough
competition for others.
Motivation: To retain capable workers in the working premises of M&S it is very
essential to motivate them timely. This HRM function is the core element of every company.
Boosting the workers either giving them incentives or benefits push them to work hard day and
night to flourish the business in global village.
P2) Throw-light on advantages and drawbacks of several approaches to recruitment and selection
Person specification: In this it includes working experience, skills, knowledge and other
attributes that should be there in a individual in order to perform the task effectively.
Person Specification
Position: Assistant manger
Department: Sales
Key: This represent that what is need as a verification:
(A): Application form, (I): Interview, (R): Role
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Attributes Essential Desirable
 Qualification &
Experience
 Basic understanding of
sales and marketing is
mandatory.
 Minimum 2 years of
working experience as
manger in sales
department.
 Experience of working
as a assistant manger in
multinational
companies.
 An appropriate catering
or food and beverage
course.
 Skills or knowledge  Impressive personality
carrying knowledge of
sales and marketing.
As well as holding
good communication
and interpersonal skills.
 Understanding of the
behaviour and values
which required to play
this role.
The sources of recruitment are:
Internal and external environment: M&S recruit capable employees by both internal
and external environment. This helps the business associates to place the most deserving
candidate at the right place. Along with this companies time and cost is saved at a large extent
(Brewster, 2017).
Advantages Dis-advantages
 By hiring candidate from internal
environment less legal formality is
needed.
 Recruiting nominee from external
environment assist to boost other
employees to perform better.
 Participant hiring from internal
environment increases rigidity in the
working premises. Due to which
productivity level reduces.
 Huge capital is required to hire
deserving nominee from external
environment.
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Methods of selection: Deserving candidate is selected through psychometric testing,
application CV, interview, aptitude tests etc. M&S is selected the most appropriate participants
from applicant CV. They shortlist the candidate by scanning the desired criteria required for the
vacant position. This approaches to recruitment plays a significant role in an organization.
Advantages Dis-advantages
 It reduces the staff members turn out
ratio at a tremendous scale. Which
ultimately raises goodwill in the eyes of
the employees.
 Lot of time is spend on this process in
M&S due to which business activity is
slowed down to a large extent.
Job description: It is a formal written document which illustrates general tasks , roles
and responsibilities. This approaches to recruitment helps the enterprise to hire nominee who
actually match with the job description and is ill-gable to perform the roles and responsibilities
effectively (Brewster and Farndale, 2018).
Advantages Dis-advantages
 In short time period M&S HR
department is able to recruit the most
deserving candidate for the vacancy
through this approach of recruitment.
 Candidates hired through job
description criteria are not provided
training. As they tend to well aware
about all the task and roles and
responsibilities which leads in low
productivity in open market place.
The approaches of selection are:
The competency approach: In this particular case, HRM is more centred on skills and
talent require to full-fill specific work. It mainly relies not only on technical skills but behaviour
competencies of employees.
Advantages Dis-advantages
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 On priority level wants of the
businesses are accomplished.
 It mainly focus on objectivist approach
to learning.
The contingency approach: The other name of contingency approach is situational
approach. In this approach management effectiveness is contingent between application og
management behaviour and particular situations.
Advantages Dis-advantages
 This approach is flexible in nature and
accordingly adopts to the dynamic
environment.
 In practical term contingency approach
is complex in nature.
P3) Discuss the benefits of HRM practices in an organization in context of both employer and
employees.
HRM practices is explained as a systems, practices and policies which impact staff
members attitudes, performance and behaviour (Chelladurai and Kerwin, 2018). M&S conduct
HRM practices in their working premises as it directly aids to handle compensation issues,
wellness, training etc. In regards of employer and employees the benefits of HRM practices are
discussed as under:
Benefits Employees Employer
Productivity Effectively performing HRM
practices in M&S employees
will be boosted to raise
productivity level at a large
extent.
HRM practices guide
employer to make changes in
their rigid routine so that
productive results can be
attained.
Profitability In M&S HRM practices assist
them to meet the needs and
wants of the customers which
directly raises profit sharing
ratio.
Firm by implementing HRM
practices on continuous basis
and find ways to cut down cut
of production leads in
accumulating huger profits.
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Learning Workers learning new skills
will be benefited in the near
future as it will uplift their
career graph.
Employer by learning things
from external environment will
be advantageous for them as
they will be able to cope with
rivalry.
Development and training
for both employer and
employees
Training and development is
equally important as other
HRM practices This assist
employees to better understand
their job profile role.
Employer will be beneficial
with training and development
HRM practices as it aid the
firm to employees. It raises
goodwill in the market.
Flexible working M&S workers allowed for
flexible working will helps to
work more hard from earlier as
they are satisfied from the
firm.
Flexible working hour turn out
be advantageous as they will
be able to create tough
competition for others.
P4) Examine effectiveness of numerous HRM practices in terms of raising organizational profit
and productivity.
HRM practices refers to a formal method devised for the management of the staff
members within company (Collings and Szamosi, 2018). M&S actively perform HRM practices
in the working premises so that chances of error can be eliminated and smooth working
environment can be build for staff members. It is important to examine HRM practices in order
to raise profit and productivity in intense competitive world. Here, are some of HRM practices
which need to be examined in respect of organisational profit and productivity which are
mentioned as:
Performance appraisal: It is a part of HRM practices this assist in gaining huge profit
for M&S because workers gets satisfied as they are recognized for their hard work. This will
help them to retain capable and skilled staff members for the years. Indirectly efforts will be
made to raise sales ratio which will result in profit.
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Training: Providing proper training aid them to better understand their job profile.
Timely providing training to workers results in productive outcomes which is beneficial for
M&S in global market. It helps to build loyal customers towards the product and services. Lack
of training gradually decreases market value of the firm as unproductive outcome are achieved.
P5) Examine the importance of employee relations in respect to influencing HRM decision
making process.
The various stages of HRM decision making process are explained as follows:
Step 1: Identify the decision
M&S top level management need to understand the issue of the employees before
declaring the result. The decision taken by the manger will directly affect employee either in
positive or negative way (Debroux, 2017. Along with this employees relation need to be
considered as it affect the decision making process of HRM. If decision is in against employees
the turn out ratio raises tremendously which affect the functioning of the business.
Step 2: Gather relevant information
Decision should be taken in context of facts and data so that biassness does not occur. To
push capable workers to come up with innovative idea in global market it is very important to
resolve the issue immediately without blaming anyone. It will create smooth working
environment.
Step 3: Identify the alternatives
Before declaring the final decision it is important to search out alternatives option. It
helps M&S to reduce conflict and raise productivity and profitability at a tremendous scale. This
is a positive mark for the company.
Step 4: Weigh the evidence
M&S weigh the evidence so that manipulation does not take place at any cost (Huemann
and Turner, 2018). This helps to take positive decision for the betterment of both company and
staff members. It helps the co-workers to work day and night to increase productivity and
profitability ratio.
Step 5: Choose among alternatives
From the pool of alternatives it is mandatory to select the most suitable option so that
employees relation does not get affected. By analysing all the viewpoints the moat correct
decision is taken by M&S management team. To gain competitive advantages in the cut throat
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competitive world they encourage workers to meet the desire objectives. Which ultimately raises
productivity and profit maximization ratio.
Step 6: Take action
When management of M&S selected the most appropriate decision for upliftment of staff
members then strategies need to framed in order to effectively implement it. Successfully
execution raises productivity level which aid in full-filling customer demand. That leads in
generating huge revenue from the public.
Step 7: Review decision and it's consequences
when the decision is taken M&S need to figure out the consequence so as to make
improvement in global market (DeCenzo and Verhulst, 2016). HRM practices making process is
affected by employee relation in both positive and negative way. Review is important in order to
make further modification for betterment.
P6) Discuss employment legislation and how it impact HRM decision making process.
The employment legislation is important to perform in order to assure employees that
working in safe and secure environment. Some of the laws adopted by M&S is explained as
follows:
Sex discrimination: In M&S all the workers are treated equally and no discrimination on
the grounds of sex or marital status is done in the working premises. It si concerned with
harassment, education, etc. By effectively adopting this act skilled and capable employees can
be retained back.
Race relation: In this act equally opportunities is provided to the employee despite of
race relation. This act outlawed discrimination on the grounds of national origins, colour, ethics
etc. M&S adopts race relation act properly in the working environment so that set right candidate
can be placed vacant position.
Data protection: This act is followed by M&S so that employees can be assured that
their data are not illegally used in the market. This assurance aid workers to work hard day and
night to meet the desire outcomes in the set time frame.
Employment act: M&S implement this act effectively so that right and deserving
candidates can be employed for the post. In UK Employers need to provide two calendar months
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of starting work with a written statement in which all the terms and conditions are contract are
clearly mentioned. It directly help the business to run smoothly in cut throat competitive world.
Employment tribunal: In this case, the dispute between employees and employer is
solved against employment rights. It covers, discrimination, wages, redundancy payments, unfair
dismissal etc. M&S execute this act in order to assure employees that their quarrier will be
resolved and best solution will be taken for both betterment. It helps to raise overall productivity
of the workers.
Equal Pay: To raise market value of M&S in global market it is important to pay equally
irrespective of any gender. This will bring uniformity in the working and best results is achieved
in short time duration. Moreover, capable staff members can be retained as there is no
discrimination on pay scale working in the same position.
Disability discrimination: M&S look at the ability and capability one holds within
(Helfat, 2017). The same remuneration is provided to the disability staff members like those of
physically fit. Discrimination is not conduct on any level which aid them to gain competitive
advantages against rivalry.
P7) Discuss the application of HRM in work related context using specific examples.
Recruitment and selection practices: The HRM application plays a critical role in
growth and development of the business across the boundaries. recruitment and selection is done
on the basis of candidates abilities and capabilities. In M&S for different post nominee is hired
on different post with distinguished skills. For example: X company is conducting recruiting
and selecting practices for the post of assistant director. The required skills is post graduate in
any stream with effective communication skills. So the candidate selected holds all this aspects
and is suitable for the vacant post.
For Blue collar labour the reward system designed is cash amount, holiday etc. which motivate
them to work more hard every day to meet the set goals and objectives. While for white collar
labour the the reward system designed is appraisal, recognition , gifts etc. which assist them to
work smarty in cut throat competitive world (Guest, 2017).
In M&S the staff members are motivates by providing them monetary incentives. Firm
pay cash amount or cheque to the deserving candidate by evaluating all others performance as
well. It boost other employees to work much better to in the next list of taking cash or cheques as
incentive.
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CONCLUSION
The above discussion summarized HRM plays a critical role in firm's growth and
success. The strengths and weaknesses of distinguished recruitment and selection approaches is
studies in order to make necessary changes for best results. The purpose and function of HRM
applicable in workforce planning is examined so as to meet the desire outcomes. In context of
both employer and employees HRM practices advantages is analysed in order to achieve
common goals. The effectiveness of HRM practices is measured in order to increase profit and
productivity. Employment legislation impacting decision making process is measured in order to
assure employees that their career is secure and safe. Firm frame tactics to build strong relation
with workers so as to retain them for longer time period.
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REFERENCES
Books and Journals
Analoui, F. ed., 2018. Human resource management issues in developing countries. Routledge.
Brewster, C. and Hegewisch, A., 2017. Human resource management in Europe Issues and
opportunities. In Policy and Practice in European Human Resource Management (pp.
1-21). Routledge.
Brewster, C., 2017. Policy and practice in european human resource management: The Price
Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Debroux, P., 2017. Human Resource Management in Japan: Changes and Uncertainties-A New
Human Resource Management System Fitting to the Global Economy: Changes and
Uncertainties-A New Human Resource Management System Fitting to the Global
Economy. Routledge.
DeCenzo, D. A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Helfat, C. E., 2017. Stylized facts regarding the evolution of organizational resources and
capabilities. The SMS Blackwell handbook of organizational capabilities, pp.1-11.
Huemann, M., Keegan, A. and Turner, R., 2018, September. Human resource management in the
project-oriented organization. Project Management Institute.
John, R. and Taylor, B., 2016. Human resource management.
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