Human Resource Management Report: Marks and Spencer Analysis

This report provides a comprehensive analysis of human resource management (HRM) practices within Marks and Spencer (M&S). It begins with an overview of the organization, outlining its purpose and the scope of HRM, including resourcing, talent acquisition, and achieving business objectives. The report evaluates the effectiveness of key HRM elements, such as workforce planning, recruitment and selection, training and development, and performance appraisal. It examines different approaches to workforce planning, recruitment, selection, and training. The report then delves into employee relations and engagement, highlighting their importance for a healthy work environment and increased productivity. Finally, it identifies key areas of employment legislation that organizations like M&S must adhere to, including health and safety laws. The report includes practical examples like job descriptions, CV samples, interview notes, and job offer letters, alongside an evaluation of the recruitment process.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Overview of the organization..................................................................................................1
2.Purpose of human resource management.................................................................................1
Roles and responsibilities of the human resource functions.......................................................2
3.Evaluation of the various approaches......................................................................................3
4.Effectiveness of employee relation and employee engagement ..............................................5
5.Identifies the key areas of employment legislation with in which organization must work....7
TASK 2 ...........................................................................................................................................7
1.Job description and Person specification ................................................................................7
2. CV sample...............................................................................................................................9
3. Interview notes .......................................................................................................................9
4.Job offer letter .......................................................................................................................10
5. Complete process of Recruitment ........................................................................................11
6. Evaluation of the process .....................................................................................................11
Rational for conducting human resource practices ..................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is defined as the process of recruiting, selecting, imparting
training and development, appraising the performance of the employees and maintaining proper
relation with employees and their trade unions. HRM plays an important role in the planning,
developing and administering the policies for the effective utilisation of human resource towards
the accomplishment of the organisational goals(Wilton, 2016). Report will define the purpose
and scope of the human resource management in terms of resourcing an organisation with proper
talent and skills to completing the business objectives. In this we will also evaluate the
effectiveness of the key elements of human resource management in an organisation.
Assignment also present the complete process of the recruitment in the organisation.
TASK 1
1. Overview of the organisation
Marks and Spencer is a major British multinational retailer of the United Kingdom,
established in the 1884 by the Michael Marks and Thomas Spencer. Company operates its
business operation across the world. M&S specializes in selling clothing, home products and
luxury food products and it is also listed in the London Stock Exchange. It has 80,787 number of
employees which provides the goods and services to consumers worldwide.
2.Purpose of human resource management
Human resource management is refers to the part of management which manage the
peoples at work in the organization. It enables the workforce of an organization to contribute
their best possible efforts towards the achievement of the organizational goals and
objective(DeCenzo, Robbins and Verhulst, 2016).
The main purpose of the human resource functions is to provide the Marks and Spencer
with the structure and ability to meet the business need through effective management companies
valuable resources such as human resource. To maintain the numerous need of the employees
from financial to legal matter and helps in maximizing the efficiency in the organization. The
objective of the human resource management functions such as work force planning is to provide
the employees with appropriate skill and knowledge according to the requirement of the Marks
and Spencer company in terms of attaining its business objective. The aim of training and
development functions is to improve the overall performance of the company through developing
the skills and knowledge of the employees(Bondarouk and Brewster, 2016). To maintain the
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better relationship between management and employees or among the employee which helps in
creating the healthy working environment at the work place of the Marks and Spencer. To
increase the effectiveness of the employees work, it provides the performance based rewards to
employees which results in the high productivity of the enterprise.
Roles and responsibilities of the human resource functions
Human resource management includes various functions such as work force planning,
recruitment and selection, training and development and performance management. Each of the
functions plays an important role in the accomplishment of the organizational(Bamber, Bartram
and Stanton, 2017).
Work-force planning
It plays an important role identifying the requirement of man power in the Marks and
Spencer company. Workforce planning is responsible for determining the skills and knowledge
that are needed for a vacant position in the firm.
Recruitment and selection
It is the important function of the human resource department which plays an important
role in resourcing the Marks and Spencer company with the appropriate skill and knowledge to
achieve the desired level of results. This function is responsible for recruiting, screening,
interviewing and selecting the qualified candidate for vacant position in the M&S company.
Training and development
It plays an important role in improving the overall performance of the Marks and Spencer
through creating training programs and conducting training for new employees as well as
existing employees. Training and development function is also responsible for determining the
training need of the employees and monitoring the training budget(Farmer, Van Rooij and Jorna,
2017).
Performance appraisal
It is an important function which effectively manage the employee's performance and
provides the performance based rewards to the employees which encourage them to give their
best possible efforts towards the attainment of the business objective of the Marks and Spencer.
Performance appraisal plays an important role in reducing the employees turnover or retaining
them in the business environment of the M&S.
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3.Evaluation of the various approaches
Approaches to work-force planning
Work load analysis- this approach of manpower planning recruit employees through
determining the current and future operations of the company. Firstly this approach identify the
current and future work load of the firm and then evaluates that how many employees needed for
gaining desired level of results(Sparrow, 2016).
 The strength of this approach, it is an effective tool which provides the employees
according the need of the firm which results in the high productivity of the
enterprise.
 Weakness of this approach, as it is not properly evaluates the operations of the
company which results in the shortage of manpower in the company.
Work force analysis- with the help of this approach human resource department recruit
the employees through analysing the current availability of the employees and with the help of
this also determine the future requirement of the employees in the firm.
 The strength of work force analysis, it allows organization to respond quickly and
more strategically to change because firm identified the emerging challenges in
the work force and business.
 Weakness of this approach some times it results in the less profitability due tom
lack of employee mentoring program.
Approaches to Recruitment
Internal recruitment approach- With the helps of this approach Marks ans Spencer
company full fill the vacant post in the firm from with in organization.
Strength-
 It is quickly and cheaply method of electing employee for required post in the
organization.
 It encourages the effectiveness of employees work towards the accomplishment of
business objective due to promotional opportunities.
Weakness-
 It reduces the chance of getting employees with better and fresh knowledge from
the external world of the enterprise.
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External recruitment- This approach helps the Marks and Spencer company to select
the employees from outside of the enterprise.
Strength-
 It provides the wider pool of employees with high skill and knowledge.
 It helps in improving the overall performance of the company through
implementing the innovative idea of the new employees.
Weakness-
 It consumes more time and cost as compared to internal recruitment.
Approaches of selection
Interview- it is the important tool for selecting the appropriate candidate through
identifying the skill, personality and the level of communication of the job applicant in the marks
and Spencer.
Strength-
 This approach of selection is ensures the right kind of employees at the right job
which helps in increasing the productivity of the firm.
Weakness-
 It is the expensive method because it includes the cost of hiring interviewer for
conducting interview process.
Employment Test- Marks and Spencer company can use this approach for selecting
employees in company through analysing the skills and knowledge by conducting the test of the
job applicant(Coelho, Gomes and Correia, 2015).
Strength-
 It produces the idea of organizational outcome through analysing the capability of
the employees in terms of working.
Weakness-
 It is inappropriate for the jobs where knowledge may be obtained through short
training period.
Approaches to training and development
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On the job training- with the help of this approach Marks and Spencer provides the
training to its employees with performing the actual job in the company(Farmer Van Rooij and
Jorna, 2017).
Strength-
 It results in better performance of the employees because employees trained on
the job which he will be perform in the future.
Weakness-
 The organizational productivity is lower because trainees are taken at the actual
job for training hence, they are in the process of learning.
Off the job training- This approach of training and development occurs when employees
of the Marks and Spencer are taken away from their work place for training.
Strength-
 It helps in obtaining wider range of the skill and knowledge of employees through
learning from outside specialist.
Weakness-
 It results in lost working time and potential output from employees and also it is
an expensive method due to the involvement of the transport and accommodation
facilities.
Approaches to performance appraisal-
360 degree appraisal system- Marks and Spencer company provides reward to
employees by this approach through getting feedback from employees supervisor, subordinates
and their customer about their performance and behaviour.
Strength-
 It offers more comprehensive view about the performance of the employees in the
company.
Weakness-
 It takes lot of time and being complex in administration and it is very hard to
figure out the results.
4.Effectiveness of employee relation and employee engagement
Employee Relation
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It refers to the relationship among employees in an organization. For a healthy working
environment at work place, employee must be comfortable with each other. It is the prime duty
of employer to reduce the chances of conflict in a team and maintain the better relationship
among the employees(Collings, Wood and Szamosi, 2018).
Effectiveness of employee relation
Good employee's relationship between employees and management goes a long way in
motivating the employees and increasing their confidence and morale towards the accomplishing
the business objective of the Marks and Spencer company. Success of every industrial
establishment is largely depends on its employees relationship because a healthy relation among
the employees would ease the work load and increase the productivity of the M&S. Better
employee relation also minimize the conflicts and fights among the employees because they tend
to adjust more and stop finding faults in each other at the work place and they start treating each
other as friend and give their best efforts towards the attainment of the Marks and Spencer's
companies goal.
Employee engagement
It is defined as the condition in which employees are fully involves in their work and are
attached emotionally to their enterprise. Employer can improve the employee engagement
through understanding his employees well and do not assign anything which not related to
employee interest(Sivapragasam and Raya, 2018).
Effectiveness of employee engagement
For maintaining the profitability of the company's profitability and productivity, Marks
and Spencer has to work hard engage employees in the business operations. Better employee
engagement results in the high productivity of the company because in these employees must be
dedicated towards his work and take is as a challenge which ultimately results in the high
profitability of the firm.
Flexible organization and flexible working practices allows employer and employee to
make arrangement about working condition that suit them which the employees to maintain the
work-life balance and it results in the high productivity and efficiency of the enterprise.
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Employer of choice is defined as the employer who offers a fantastic work culture and
provides healthy working environment which increase the productivity of the firm. Employee of
the choice is the favourable term of employees in terms well-being.
Better employee relationship influence the decision making of the human resource
management because it provides the way to employee for participating in the decision making
process which gives opportunity to each employees to voice their opinion and share their
suggestion with their management which encourage a strong sense of team work among
workers(Chen, Leung and Evans, 2016).
5.Identifies the key areas of employment legislation with in which organisation must work
Each and every organization need to work on various laws which protect the employees
as well as employers from certain issue. The Marks and Spencer has to must work on the Health
and safety law which protect the workers from serious harm and injury while operating with in a
work place environment. Marks and Spencer has to must work on the equal employment act
which protects the employees from the illegal discrimination which occurs when peoples who
share a certain characteristic such as age, gender and cast are discriminated against because of
these characteristics.
TASK 2
1.Job description and Person specification
Job description
Job tittle Human Resource Executive
Company Name Marks and Spencer
Roles  Conducting orientation programs
 arranging training session for new
employees
 Maintaining better relation among the
employees and management.
Responsibilities  Developing company program
 Addressing staff complaints
 creating the staff benefits
 Completing the paper work o related to
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employees training and development
and performance management.
Person specification
Desirable Essentials
Qualification
 Bachelor degree in
management.
 Master degree in the
human resource
management
 Diploma in labour law
Yes
Yes
Yes
Experience
 0-2 year experience
working in the human
resource department.
Yes
Yes
Skills
 better communication
skills
 good writing skills
 it skills specialized
knowledge in the Ms-
word and Excel
 ability to work as a
collaboration in a team
Yes
Yes
Yes
Yes
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2. CV sample
John Thomas
[e-mail]
Date of birth- 19-12-1990
Address- 179 NB street, London
Career objective
To enhance my educational and professional skills as human resource executive in a stable and
dynamic work place.
Qualification
Completed Master of Human Resource Management course from Harvard university.
Completed B.com from business management school
Diploma in labour laws
Key skills
better communication skills
familiar with Ms- office and Excel
Work with dedication and determination.
Internship
Completed 6 months internship training in the Human resource department in the JR companies
of wooden.
Hobbies
Playing basket ball, suffering net and reading books.
3. interview notes
Candidate name – John Thomas
Essential Criteria Notes
Educated to degree level or equivalent Yes Mr. John are Educated to degree level
which is required for performing job.
Significant experience in human resource Don't have the experience but the over all
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management activities performance is good.
Advanced numeracy skills and
demonstrated financial ability
Yes candidate can face this situation and
take better decision which can be beneficial
to the company.
Strong interpersonal skills with ability to
lead, manage change & build teams
Meet
Quick analytical mind with the ability to
think laterally and creatively
Through aptitude test it is effectively
identified.
Strong organizational skills with ability to
priorities and delegate work effectively
Meet
Able to communicate well both orally and
in writing to a wide range of people
Through employment test it is find out
Well versed in the use of IT and able to use
a range of software
It is identified through providing task in the
computer to the candidate.
4.Job offer letter
Job offer letter
Date- 25 march 2019
Mr. john Thomas
179 NB Street, London
Dear candidate,
It is my pleasure to offer you the position of Human Resource Executive on the Behalf of the
Marks and Spencer company. Your knowledge, skill and capability of working is good fit for
our HR executive post.
As we discussed, your joining date will be may,1, 2019 and starting salary is $45000 per year
which is paid to you on a weekly basis.
Full family medical coverage will be provided by our companies employee benefit plan which
will be effective from 1st may 2019.
Please let me if you have any question-
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Regards
Director, Human Resource
Marks and Spencer company
5. Complete process of Recruitment
For hiring a job applicant for a job position, marks and Spencer company goes through
step by step process for finding the most qualified candidate to fill the role.
Identifying vacancy
The first step of the recruitment plan is to identify the required vacancy. This step begins
with receiving the requisition for recruitment from different departments of the Marks and
Spencer company. It also analyses the required skill and knowledge of the vacant post.
Recruitment strategy
It is the second step of the recruitment process which defines the strategy for recruiting
potential candidate.
Searching right candidates
It includes various tool for attracting the high skilled employees towards the firm.
Sources of recruitment such as promotion and transfer of employees, advertisement, direct
recruitment and campus recruitment(Noe, Hollenbeck, and Wright, 2017).
Screening and short-listing
This step involves the process of filtering the application of the candidate for further
selection process. It also involves reviewing of resumes and conducting the interview for
identifying the top candidates for required post.
After this all process appropriate candidate should be hired for the vacant post in the
company.
6. Evaluation of the process
Recruitment is the costly process, hence it is important that evaluation of the performance
of the employee is thoroughly evaluated. It includes the salaries to the recruiters and time spent
by the manager and professionals in creating the job description, person specification and
conducting interviews(Wright, 2018).
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Rational for conducting human resource practices
The human resource practices plays an important role in the better working of the
enterprise. The performance of the company has been measured on the basis of sales turnover
and customer behaviour towards the organization. The organization with good HR practices have
satisfied the employees and encourage them to produce the better quality goods and services
which ultimately results in the satisfying consumers.
CONCLUSION
The above study has been summarized with that the human resource function plays an
important role in achieving the organizational goal effectively. It also maintains the better
relationship among the employees which creates the healthy working environment and results in
the high productivity of the firm.
REFERENCES
Books and journal
Wilton, N., 2016. An introduction to human resource management. Sage.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management:
strategy and practice. Cengage AU.
Coelho, J.P., Gomes, J.F. and Correia, A.G., 2015. Strength of the HRM system: The
development of a measure. Journal of Industrial Engineering and Management
(JIEM).8(4). pp.1069-1086.
Bondarouk, T. and Brewster, C., 2016. Conceptualising the future of HRM and technology
research. The International Journal of Human Resource Management.27(21). pp.2652-
2671.
Bamber, G.J., Bartram, T. and Stanton, P., 2017. HRM and workplace innovations: formulating
research questions. Personnel Review. 46(7). pp.1216-1227.
Sivapragasam, P. and Raya, R.P., 2018. HRM and employee engagement link: Mediating role of
employee well-being. Global Business Review. 19(1). pp.147-161.
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Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Chen, J., Leung, W.S. and Evans, K.P., 2016. Are employee-friendly workplaces conducive to
innovation?. Journal of Corporate Finance. 40. pp.61-79.
Hannis Ansah, R and et.al., 2018. Importance of Employer-Employee Relationship towards the
Growth of a Business. Quality-Access to Success, 19(166).
Sparrow, P., 2016. Coordinated workforce approach needed. Australian Ageing Agenda,
(Nov/Dec 2016). p.12.
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.
Farmer, E., Van Rooij, J., Riemersma, J. and Jorna, P., 2017. Handbook of simulator-based
training. Routledge.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Wright, P., 2018. Fundamentals of human resource management. Management. 5. p.27.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
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