Human Resource Management Report: HRM Practices at Marks & Spencer

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on the case of Marks & Spencer. It begins with an introduction to HRM, its functions, and purposes, including staffing and employee relations. The report then delves into key HRM functions such as recruitment, selection, and job analysis. Task 2 explores the benefits of various HRM practices, such as a healthy workplace, performance-linked bonuses, and knowledge sharing, for both employers and employees. It evaluates the effectiveness of these practices in raising organizational profit and productivity. The report further examines the importance of employee relations and the impact of employment legislation on HRM decision-making. Finally, it illustrates the application of HRM practices through specific examples within the context of Marks & Spencer, providing a well-rounded overview of HRM principles and their practical application within a retail environment. The report concludes with a summary of the findings and a list of references.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
TASK 2..........................................................................................................................................12
P3 Explain the benefits of different HRM practices within an organization for both employer
and employee........................................................................................................................12
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity..........................................................................................................13
TASK 3..........................................................................................................................................14
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making..................................................................................................................................14
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making....................................................................................................................15
TASK 4..........................................................................................................................................16
P7 Illustrate the application of HRM practices in a work related context, using specific
examples...............................................................................................................................16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Human resource management is regarded as a set of organisational practices which is
directed to attract, develop as well as maintain an efficacious personnel (Cascio, 2015).
Moreover, this is a series of decisions which impact the relation among employer and staff which
effects various constituencies as well as in well-intentioned to influence efficaciousness of
employer and workers. The main intent of this is to assure the availability of willing as well as
competent personnel to firm. The organisation undertaken for this report is Marks & Spencer,
which is a well known retailer in UK. It specialises in selling standard quality products such as
home, food and clothes as well as having headquarters is in London, United Kingdom. This
report covers, overview of organisation, functions and purpose of HRM, Its key roles and
responsibilities, strengths and weaknesses of several approaches to recruitment and selection,
effectualness and advantage of several HRM practices. Moreover, significance of staff relation
and key elements of employment legislation are explained. Apart from this, application of HRM
practices in a work related context with the help of certain example are also discussed in this
report.
TASK 1
(Covered in PPT)
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Purpose of human resource management Staffing: This is regarded as the one of vital purpose of HRM. This is considered as the
procedures in which organisations hire as well as choose competent talent for
strengthening its human resource effectualness and maximise its performance of
business. With retail sector, efficacious HRM will permit their entities such as Marks &
Spencer for selecting most effectual personnel for its business. It will aids them in
gaining keen position within marketplace and effectual consumer management.
 Staff relationship an legislation: Human resource management also consider the
development of optimistic as well as efficacious conception of company into the eye of
their staff. This will permit Marks & Spencer to formed healthy relationship with its
staff. This involves developing its contacts as well as managing its problems related to
company, their practices or with subordinates. Moreover, this undertakes several
employee legislation within account to assists organisation within retail sector for
creating ethical work structure.
Functions of human resource management Develop efficacious workers relationship: It is associated with developing harmonious
relations at work place in order to reduce conflicts and allowed open conversation
between workers. The vital purpose of Marks & Spencer HR manager is to decrease
conflicts and enable staff to accomplish its work with full efforts towards attainment of
its goals. Also, by this they can feel comfy as well as work their for long duration.
 Human resource planning: Within this function of human resource management, the
types as well as number of staff required to attain the firms objective which is
ascertained. Moreover, research is an essential part of this particular function,
information is accumulated as well as examined for identifying recent and futuristic
requirements of human and to predict modifying attitudes, behaviours and values of staff
and its effects upon firm. So, by performing this function Marks & Spencer manager can
able to know about their personnel requirements and its changing behaviours.
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 Internal and external recruitment- Internal recruitment refers to the method of recruiting
the employees from within the organisation whereas when recruitment is done from
outside the company premises, it is referred to as external recruitment. External
recruitment can be costly whereas internal recruitment can prove to be a limitation for
more productive people getting hired. Job analysis- Job analysis refers to a method that is used for the collection of information
relating to the roles and responsibilities, skills needed to carry out various activities. It
involves a lot of time and a lot of human effort to be put into it.
 Job description- A written account of all the tasks, responsibilities and duties that will be
required to perform the job is referred to as a JD. A job description is majorly based on
the findings of a job analysis. There can be cases when the structure of the JD is too rigid
and outdated.
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 Application forms and CVs - The first step in the selection process is of filling up of the
application form. Although very lengthy to fill up earlier, now the forms are tailored in
such a manner so as to only address the most important details of candidates and same
information is gained from all the candidates Interviews- They are basically formal conversations between an employer and a
candidate who aspires to get a job from the employer and has the relevant experience.
Interviews provide a judgement for the behaviour of the candidate whether it is verbal or
non verbal. Interviews can be conducted for a particular sample size. Aptitude tests- Both ability and aptitude tests help in knowing about the general
intelligence, spatial and numerical ability of the candidates etc. Besides having various
strengths, the aptitude tests are costly to develop and involve a lot of time and effort.
 Presentations- Presentations are also used as a part of selection process, mainly when
selecting candidates for senior positions. The candidate is generally provided with a topic
and a time-frame in which he/ she has to deliver the presentation. Presentations help in
evaluating the communication as well as various other skills of the candidate. The
evaluation process involves a lot of time.
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