HRM Report: Functions, Practices, and Employment Law Analysis

This report delves into the core functions of Human Resource Management (HRM), exploring its purpose within organizations, particularly using Marks & Spencer as a case study. It examines workforce planning, recruitment and selection processes, and training and development initiatives. The report analyzes the strengths and weaknesses of various recruitment methods, including internal and external approaches, and selection techniques like interviews and ability tests. Furthermore, it evaluates the benefits of HRM practices for both employees and employers, focusing on how these practices enhance organizational income and productivity. The report also addresses the significance of employee relations and employment legislation in shaping HRM decision-making, illustrating these concepts with practical examples like job descriptions and offer letters. Finally, it offers an evaluation of employee relations management and employment legislation's impact on HRM within the context of a business enterprise.

UNIT 3
HUMAN RESOURCE
MANAGEMENT

Contents
INTRODUCTION...........................................................................................................................................3
Section 1: Purpose of HRM..........................................................................................................................3
1. Several functions and purpose of HRM applicable under workforce planning and resourcing of an
organisation.............................................................................................................................................3
1.1 Recruitment and Selection.................................................................................................................4
1.2 Training and development.................................................................................................................4
2. In what ways functions of HRM can offers talents and skills for attaining organizations goals...........4
3. strengths and weaknesses of various formulation to recruitment and selection utilised within
company..................................................................................................................................................5
3.1 Internal recruitment..........................................................................................................................6
3.2 Company website for internal applicants only...................................................................................6
3.3 Referral system through line managers.............................................................................................6
3.4 External approach .............................................................................................................................6
Conclusion...............................................................................................................................................8
Section 2- How HRM Benefits employees and employers ..........................................................................8
1. Evaluate effectiveness of various HRM practices in terms of raising organizational income and
productivity.............................................................................................................................................8
2. & 3. Explain goodness of different HRM practices within organization for both employer and
employee.................................................................................................................................................9
Section 3- Employment Law and Recruitment and Selection process ......................................................10
1.Employee relations and the application of HRM practices that inform and determinant decision-
making in an organisational context......................................................................................................10
2. Grandness to employee relations in influencing HRM decision making ...........................................10
3. Key elements of employment legislation and consequence it upon HRM decision making..............12
4. Illustrate application of HRM Practices in work related context using specific example...................12
4.1 Job description ................................................................................................................................13
4.2 Person specification.......................................................................................................................13
4.3 Job Offer letter ................................................................................................................................14
5. Evaluation of employee relations management and employment legislation that affect HRM
decision-making.....................................................................................................................................15
CONLUSION...............................................................................................................................................15
REFERENCES ..............................................................................................................................................16

INTRODUCTION
Human resource management is a strategic framework that shows the effective results
within the organisation by properly manage the workforce that helps the business enterprise to
attain the competitive benefit. The primary purpose of the human resource is to achieve the
success through the people within the business enterprise. This study is supported on the Marks
& Spencer that is multinational retailer in the UK. It was founded in 1884 by the Michael Marks
and Thomas Spencer that was headquartered in England but deals in all over the globe. This
study is mainly focus on the purpose and function of the HRM that are applied within the
organisation for gaining higher market. Further it involves the approaches of recruitment and
selection process. It also involves the benefits of HRM practices that are followed by the
company in gaining the relation of both employer and employee. Further their effectiveness can
be shows more productivity and proficiency in regarding the organisation. In this employee
relation and employee legislation helps the organisation to take the decisions that will crate more
profits and revenues with the longer survival of the firm. At last specific example can be
screened in the practical application of various HRM practices related to the context of company
work(Stewart and Brown, 2019).
Section 1: Purpose of HRM
1. Several functions and purpose of HRM applicable under workforce planning and resourcing of
an organisation
Human resource management is a concept that is essential to recruiting, selecting,
appraising, encouraging the working workforce of the organisation. In this department of HRM
is the only responsible to putting their efforts and policies in governing the manpower within the
business enterprise. In context of Marks & Spencer there are several functions and purpose of the
HRM in relation to the organisation so that accomplishing the task would be easy(Macke and
Genari, 2019).

1.1 Recruitment and Selection
Both the terms defines as the crucial functions of human resource department. For
recruiting employees, company invite application online to gather a pool of talented candidates
within the firm. From this, the best suitable candidate is hired within the organisation who is able
to accomplish organisational goals. Most appropriate individuals are selected within the
company by the human resource manager of Marks and Spencer.
1.2 Training and development
Training and development defines the educational activities that is provided by the
company to their employees so that the knowledge and skills can be developed and workers can
done their effectively and efficiently. In context of Marks & Spencer,manager can offers the
training session to their employees so that their skills can be improvised and objectives can be
achieved on time. In this company can work on developing their employees skills and knowledge
by offering training sessions according to capabilities and abilities. This helps in enhancing their
overall knowledge due to this they can accomplished the project on a specified period of
time(Boon, Den Hartog and Lepak, 2019).
Workforce planning
This term defines as a process in which human resource department is forecast, plan and
analyse the workforce assets of the organisation and determine their talent and skills so that
offering and rewarding them according to their capabilities and abilities of performing a
particular task. Due to this goals can be accomplished in a proficient manner within the
organisation so that it can be survive for a longer time period. in terms of Marks & Spencer,
human resource manager can manage and organize all their staff manner in an effective manner
by placing them on the right position so that they can achieves the goals in an effective and
efficient manner. It shows the various functions and purpose of HRM within the business venture
that can be elaborated below(Yong and et. al., 2019).
2. In what ways functions of HRM can offers talents and skills for attaining organizations goals
Functions of HRM
 Managerial function- This is an essential function of the human resource management
that is followed by the HR department of Marks & Spencer in which various roles are

taken place for achieving the targets and objectives. in this they can perform the planning,
organizing, directing and controlling function so that all the workforce are work
systematically and company can gain higher profits and revenues.
o Purpose- The major aim of the managerial function of human resource
management department in the M&S is that it helps in fulfilling the needs and
requirement of the workforce. In this it is properly planning, organizing and
directing the actual performance of the employees so that company can achieves
the long term objectives.
 Operative function – It is other major use of the human resource management in the
Marks and Spencer because it is related with the development of workforce and
organizing them in an effective manner so that they would retain with the company for a
longer period of time. In this function of HR, administrator can designing the job,
recruitment and selection , performance appraisal, making a labor relation, personal
record so that work can be done systematically.
o Purpose- The major purpose of the operative function in context of Marks &
Spencer is that it is directly linked with the employees and different activities of
the organization. in this manager of the company are working for retaining the
employees and keep an effective relation with the worker so that they work
effectively for gaining proficient results(Holm and Haahr, 2019).
3. strengths and weaknesses of various formulation to recruitment and selection utilised within
company
Recruitment- It defines to that procedure in which organisastion can attracts the number of
applicants for the vacant position who fulfills the recruitment requirement of the company. It is
the activity of making a pool of applicants who are showing their interest in the vacant position
of the enterprise. in context of Marks and Spencer this term includes the approaches such as job
analysis and competency framework that can be shown below(Albert, 2019).
Approaches to recruitment

3.1 Internal recruitment
This is the process of assembling and examine the data about the content that is related
with the human requirement of the particular job position within the business enterprise. In case
of Marks & Spencer this term helps the manager to identify the information related to filling the
specific job position. it includes some pros and cons that can be shown below .
Strength- The essential part of this approach is that it helps in providing the direct job
related information to the people so that they can apply according to their interest and capability.
It also shows the effective hiring methods that gives the efficient results in recruiting.
Weakness- The major con of job analysis approach is that in this company can gain the
only small source of data related to the applicant and also consumes more time(Brewster and
Hegewisch, 2017).
3.2 Company website for internal applicants only
Marks & Spencer use its own website to hire applicants internally. The website of the
company is https://jobs.marksandspencer.com/
3.3 Referral system through line managers
It refers to that approach in which company can communicate the values, behavior,
recognized and rewarded for the specific job role. In case of Marks & Spencer, manager can
ensures that every staff members have the proper understanding of the organisation values so that
they perform their task according to the set standards and behavior.
o Strength- The major strength of this type of approach of recruitment is that it
helps the organisation to measurable and standardized process can be done within
the boundaries of the firm (Singh and El-Kassar, 2019).
o Weakness- Due to the competency framework business firm can focus on the
past information and facts rather than present due to this adoption of the current
business environment would be difficult.
3.4 External approach
In this method of recruitment, company hire employees from outside with the help of
websites, social media, job boards, consultancy firms etc. The main strength of this type of

recruitment method is that it helps in bringing fresh talent in the organisation. However, the cost
of recruiting employees externally is very high and it is a very time consuming process.
Selection- This term defines the framework in which human resource manager of the
organisation can select the best candidate out of number of applicant who is applied for a job that
was vacant inside the business firm. In context of Marks & Spencer manager can hire a potential
candidate according to the demand of the job role that was vacant within the company by
examine their capability and ability to perform a particular task on that job. Selection also
includes some approaches that can be shown below.
Approaches to selection
 Interview - It refers to a common and appropriate approach of the selection that is used
by the manager to select the appropriate candidate in relation to the specific job role. In
this interviewer ask question to the applicant and select the best one out. In case of Marks
& Spencer manager can use this term to hire the applicant so that company can earn
higher profits(Manuti and Giancaspro, 2019).
o Strength- The leading strength of this approach is that it helps the company to
provide the exact information about the candidates so that hiring would be easy.
This also helps in gaining the profits in their long term survival.
o Weakness – The main drawback of this type of approach in Marks & Spencer is
that it is very costly that affects the overall operating cost. it also consumes more
time due to this focusing on other essential task cannot be done properly.
 Ability Test – In case of Marks & Spencer it is that procedure which is conducted for
assessing the performance of an individual employee according to their ability, skills and
knowledge in the particular situation and work related emergencies. it also includes
strength and weakness that can be shown below (Haak-Saheem and Festing, 2020).
o Strength- The main strength of this approach of selection is that it helps the
Marks & Spencer manager to examine the capability, skill and knowledge to
solve the particular situation in an effective and efficient way.

o Weakness- It main drawback is that using this approach is very time and cost
consuming that affects the overall hiring process.
Conclusion
As per the above discussion this is to be concluded that, the main purpose of human resource
management is to hire skilled and competent employees within the organisation who all are able
to perform their roles and responsibilities effectively. Recruitment and selection, training and
development all the crucial functions of human resource department which helps in ensuring
competent employees within the company. Internal and external recruitment methods help in
recruiting talented workforce within the firm.
Section 2- How HRM Benefits employees and employers
1. Evaluate effectiveness of various HRM practices in terms of raising organizational income and
productivity
Human resource management is considered as a most crucial framework in the growth of
the business enterprise. In this manager of the organization can focus on the behavior and efforts
of the workforce that they show in completing their task so that firm will earn higher profits and
revenues. In case of Marks & Spencer HRM practices shows the high proficiency and
productivity got the organisation so that it will prolong for a longer period of time. As Marks &
Spencer manager can follow the HRM practices on the regular basis for safeguarding the interest
of the manpower so the goals can be achieved in an effective and efficient way. These practices
have a direct linked with the profitability and profitability of the company that can be elaborated
below(Roca‐Puig and et. al., 2019).
 Training and development- It refers to that session which is organized by the HR
manager of the Marks & Spencer so that employee’s skills and knowledge can be
maximized and due to this overall performance of the company would be enhanced. In
this manager of the firm can supply proper guidance to their worker so that they can
effectively understand the market condition and captures the opportunities which is
beneficial for the business firm in an appropriate manner. Due to these employees
personal and professional career is developed. in the current situation needs of the

customers are very dynamic and providing proper training to the workers by the company
aid in attracting the large base of customers due to this image of the brand is enhanced.
 Reward management- This term is evaluated the effectiveness that was present due to
reward management function. It helps the organisation to keeping their employees
engaged within the task completion with full efforts and passion so that they get high
rewards in terms of monetary and non monetary value. in case of the Marks & Spencer
this term is very effective because in this human resource manager can provide the
reward to their employees who are working effectively and efficiently so that they get
high encouragement in front of the organisation inner manpower. This also helps in
raising the productivity and proficiency of the company. By following this in the Marks
& Spencer it shows the healthy and friendly culture within the entity .
2. & 3. Explain goodness of different HRM practices within organization for both employer and
employee
HRM Practices defines the policies and practices that are helpful in the day to day functions of
the human resource in the company such as recruiting, training and development, performance
management, compensation management etc. in case of Marks & Spencer this term helps in
encouraging the employees for effectively working because in this manager can effectively focus
on the employee benefits. It also presents the employer benefits that can be shown below
(Battistelli and et. al., 2019).
HRM practices Employee benefits Employer benefits
Training and development Training and development is
helpful and beneficial for the
workers of the Marks &
Spencer in case of developing
and increasing their skills and
knowledge that is beneficial
for their future career
development.
It is also beneficial for the
Employer of the Marks &
Spencer because it assist in
raising the performance of the
organisation that results in the
high productivity. Due to this
image of the brand would be
enhanced and enterprise may
earn higher profits.
Reward management The major benefits of this
practice for employees of
Marks & Spencer is that it
gives the extra monetary
values to the employees that
would helps in enhancing their
The major benefits of reward
management for the employers
of Marks & Spencer is that it
helps in enhancing the
employees morale due to
which they gives productive

living standards and also helps
in satisfied their secondary
needs.
results to the company and
firm will earn higher profits
and revenues.
It is to be evaluated that both the HRM practices i.e. training and development and reward
management are effective in their own way as training and development helps in enhancing
the overall skills and knowledge of the employees so that employers get the high and
beneficial results on time. But at the same time it involves more time and cost due to which
company operating cost may be affected. On the other hand reward management is the HRM
practices that helps in motivating the employees for do their best so that they get highly
appreciated in front of other employees. It also helps in retaining the employees due to this
recruitment cost is also saved. For Marks & Spencer it is evaluated that company should
choose the reward management aspects because it helps in encouraging employees for do the
best and helps the firm to gain competitive advantage in the marketplace.
Section 3- Employment Law and Recruitment and Selection process
1.Employee relations and the application of HRM practices that inform and determinant
decision-making in an organisational context
Employee relations
This term is related with the efforts and initiative that was showcasing by the manager to
manage and keep the strong the relation with the employees and employers so that work can be
achieved within specific period of time. in this manager of the Marks & Spencer can effectively
work on maintaining the relations of the employer and employee so that it would be positively
affect the decision making of the firm. In this human resource manager can provides the
attractive ideas that help in solving the issues between superior and subordinates that show the
managed and organized work in the working environment. This context of useful for boosting
the morale of the workers so that they present the profitable results and it also helps in enhancing
the performance of individual employees. Due to this organisational overall performance would
be enhanced(Meng and et. al., 2019) .
2. Grandness to employee relations in influencing HRM decision making
In an organisation employee relation helps in influencing the positive decision making of
the human resource management in the business organisation. In case of Marks & Spencer,

manager can place the employee relation activity on the top priority so that reaching the set
target on time would be done effectively and efficiently without facing any conflicts and issues.
This is possible to take the effective decisions by organizing and maintaining the employee
relation in an appropriate way by providing the healthy environment in working place. Offers
them rewards for their good work, etc. all this terms helps in sustainability of the company.
Several major benefits of the employee relation that influence decision making can be shown
below.
 Increasing communication – The main benefit of employee relation is effective
communication in which information is circulated in the various departments so that
essential and appropriate information is delivered to the employees that gives the
proficient and productive outcome to the organisation in their longer survival. In terms of
Marks & Spencer, manager of human resource department is majorly focused on the
employee relation that gives the positive results in effective decision making so that
business entity may earn higher profits and revenues by achieving the goals and
objectives.
 Employment empowerment- It is the leading benefit of the employee relation that helps
in positive decision making of the company. In this manager of the Marks & Spencer can
provide the right to their employees to take participates in the decision making process
that is related to achieving short term goals. This helps in gaining the employee trust and
making the employee relation better. This term is majorly influenced the decision making
of HRM. Due to this company can gain high market share and reducing the employee
turnover in the company(Yu and et. al., 2019).
 Employee satisfaction – It is one of the effective importances of the employee relation
that helps the HRM decision making. Due to positive and effective relation between the
employee and employer workers are engaged in their work effectively that provides the
efficient result in the competing market place. In case of Marks & Spencer manager can
do major preference on satisfying the basic necessity of the employees so that they feel
satisfied at their work on their position. Due to this HR manager can positively influence
their decision that gives the good outcome to the company and also helps in gaining
higher profits and revenues.

3. Key elements of employment legislation and consequence it upon HRM decision making
Employment legislation- It refers to that legal rules and policies that is imposed by the political
party i.e. government of the country for the welfare of the employees such as their equal pay and
benefits, labor relation, wages and hours of works, health and safety laws etc. It is very necessary
for the manager of Marks & Spencer to appropriately focus on the laws that was designed for the
employees so that they are satisfied on their job position and helps the company to maximize
their profits margin. It includes the various terms like safety related to workplace, employee
relation act etc. that will impact the decision making which is shown below.
Elements of employment legislation and their impact on decision making
There are several laws and obligation of the human resource manager of the Marks &
Spencer that shows the major emphasis on the decision making of HR department(Yong, J.Y.
and et. al., 2019). Effective use of these laws helps in adopting the best decision for the business
venture that can be shown below.
 Safety laws – It defines that law which is affiliated to the safety of the employees within
the business firm. In case of Marks & Spencer this tool helps in taking the effective
decision by providing the safety techniques at work place so that they work effectively.
Due to this decision making positively affects the company profits and revenues. if the
safety and health laws cannot be adopted successfully than it will negatively influence the
decision making and also their financial resource.
 Employee relation act – It is one of the successful employment legislation that is
adopted by the manager of the company for their productivity and proficiency. In this
manager of the Marks & Spencer can create a proper discipline rules so that relations can
be maintained positively. in this they appreciated the good work and punish the
misbehavior and abusive person so that taking decisions would be easy for gaining higher
profits. This also helps in reducing the unhealthy competition between the employees due
to this firm will take decisions for solving the issues so that company will enjoy the long
term sustainability.
4. Illustrate application of HRM Practices in work related context using specific example
Job advert