HRM Report: Recruitment, Employee Relations, and Legislation Analysis

This report provides a comprehensive overview of Human Resource Management (HRM) practices, focusing on workforce planning, recruitment, employee relations, and employment legislation. It begins by defining HRM and its core functions, emphasizing its role in workforce planning and resourcing within an organization, using Marks and Spencer as a case study. The report then explores different recruitment and selection approaches, evaluating their strengths and weaknesses. It further examines the benefits of various HRM practices, such as training and development and motivation, for both employers and employees, and assesses their impact on organizational profit and productivity. The importance of employee relations in influencing HRM decision-making is analyzed, followed by an identification of key elements of employment legislation and their impact. The report concludes with practical examples of HRM applications in a work-related context. This report is a valuable resource for students studying human resource management.

Human Resource
Management

Contents
INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
TASK 1.................................................................................................................................................3
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing
an organisation..................................................................................................................................3
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection........4
TASK 2.................................................................................................................................................6
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee.....................................................................................................................................6
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.................................................................................................................................7
TASK 3.................................................................................................................................................8
P5 Analyze the importance of employee relations in respect to influencing HRM decision making. 8
P6 Identify the key elements of employment legislation and the impact it has upon HRM decision
making...............................................................................................................................................8
TASK 4.................................................................................................................................................9
P7 Illustrate the application of HRM practices in a work-related context, using specific examples.. 9
CONCLUSION...................................................................................................................................11
REFERENCES....................................................................................................................................12

INTRODUCTION
Human resource management refers to managing the human resources say personnel’s
into an organization. The human resource is considered as an important part of any
organization as they take it to the very next level (Albrech, 2011). The task of human
resource organization is to hire the talented candidates for organization and also placing them
at the right place so that the objectives for both, organization and employee, should get
complete. For reference purpose this report has taken an example of a company, Marks and
Spencer. Marks and Spencer is a British retail company which is specializes in high quality
clothing, home products and food products. The company was founded in the year 1884 and
has successfully opened 1463 stores at various locations serving worldwide.
This report discusses about the roles and function played by HRM department into an
organization along with the strength and weaknesses of different approaches to recruitment
and selection process. Apart from it the report also includes the importance of employee
relation in respect to influencing HRM decision- making.
MAIN BODY
TASK 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning
and resourcing an organisation.
Human resource management can be describe as the process of organisation which
helps in hiring employees, training, managing performance as well as providing right
compensation. This is one of the crucial process of organisation as this helps in conducting
business task and activities in more accurate and effective manner. Human resource
management will support in managing all employees and workforce of respective company in
such as manner that it will lead to achieve set goals and objectives (Armstrong and Taylor,
2014). Human resource management process is developed with the purpose of conducting
effective workforce plan as well as managing resources of Marks and Spencer company in
more accurate manner. Workforce planning refers as the planning done by company in order
to meet with the human resource needs of company as well as have accurate number of
employees working to achieve common goal of business.

Purpose of human resource management
Human resource management of Marks and Spencer company is working in order to
achive several purpose. Main purpose of HRM function are mention below in detail.
Meet with staffing needs – This is the essential purpose of human resource management to
full will the staffing requirement of Marks and Spencer company. This function is responsible
to hiring and selecting most suitable candidate at right place. HRM department purpose is to
develop effective workforce plan to attain objectives.
Provide appropriate compensation – Human resource management of respective company is
developed with the purpose of offering right and correct compensation to employees
(Campbell, Coff and Kryscynski, 2012). There are number of staff member working with
their full potential and skills in order to attain set goals of business. So Marks and Spencer
organisation HRM department will provide compensation and other benefits to its employees.
Functions of human resource management
There are different functions of human resource management that is supportive in enhancing
productivity and performance of organisation. Various functions of HRM department are
describe below.
Recruitment and selection – This function of organisation is responsible to finding and
hiring highly capable employees that is able to conduct business activities in effective
manner. Human resource management department of respective company focus on hiring and
selecting employee with right skill set and place them in right job role.
Maintaining good working environment – Human resource department function is to create
and develop positive working environment for employees. This will help in conducting
business activities smoothly as well as resolving organisation conflict issues.
P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection.
Recruitment and selection are crucial activities of organisation and it is very important
for human resource management team to conduct these activities in better and effective
manner (Collings and Mellahi, 2011). There are different approaches through which
recruitment and selection activities can be smoothly perform. Strength and weakness of
recruitment and selection approaches are mention below in detail.

Recruitment – This is one of the crucial process of organisation in which company will find
and stimuli correct and capable employees. Recruitment process is supportive in attracting
and influencing large number of candidate to full fill the vacant position of organisation.
Marks and Spencer company needs to perform recruitment process in more effective and
accurate manner. There are different approaches that could be use by human resource
management to recruit employees.
Approaches of recruitment – Recruitment approaches are classified into two categories
such as internal and external approaches.
Internal approaches – This type of approaches is helpful in finding and hiring employees
with in the organisation (Guest, 2011). Internal recruitment approach includes promotion,
transfer, employee referral, demotion and so on.
 Strength – Internal recruitment approach is very cost effective method of hiring
employees. It strength it is it will save time of training employees and worker is
already aware about rules and regulation of organisation.
 Weakness – Recruitment employees from internal sources will not allow new or fresh
idea with in organisation.
External approaches – It consist attracting candidate from outside the organisation. External
approaches of recruitment consist of third party recruitment, placement, consultancy, online
portal, official website of organisation and so on.
 Strength – External approaches will lead to find and hire new and fresh talent with
company. This will help in increasing innovation and creativity.
 Weakness – Recruiting candidate from consultancy will require huge cost to Marks
and Spencer company. This is cost and time consuming approach.
Selection – This can be define as process of organisation which will support in identifying
and selecting the most appropriate and accurate employee in order to conduct business
activities (Huselid and Becker, 2011). Selection is considered as negative process as in this
human resource management team will eliminate less capable employee from organisation.
Approaches of selection – There are several approaches that will support in effective and
efficient selection process. Interview approach and screen of application approach is mention
below with its strength and weakness.

Interview approach – In this approach of selection process interviewer will take interview
of candidate. This is helpful in gaining in depth understanding of capability in order to
identify their capabilities and skills.
 Strength – Interview will help in determining capabilities and potential of candidate.
This approaches helps in taking better decision.
 Weakness – This is very complex process and it is important that interviewer have
right skills to analyse candidate.
Screening of application approach – In this selection approach CV and job application of
candidate is determined in order to take decision (Jiang and et. al., 2012). All those
application which is not appropriate as per requirement of business is rejected by human
resource management team.
 Strength - This approach is helpful in determining and comparing interest candidate
CV and application with the requirement of Marks and Spencer company job role.
 Weakness – Screen of application may lead to reject highly capable candidate on the
basis of their CV or application
TASK 2
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.
There are different types of HRM practices that is followed by organisation. These
HRM practices are supportive in effective and efficient performance of organisation. It is
important for Marks and Spencer company to perform different HRM practices as it is
beneficial for both employees and employee.
Training and development – This is important process of organisation as in this company
will provide training to employees (Ployhart and Moliterno, 2011). This human resource
management practice includes identification of training need of employees as well as
developing proper plan in order to increase skills and capabilities of employees.
 Benefit to employees – Training and development practice of HRM will help in
enhancing skills and potential of employees. This will increase their capabilities to
perform task.

 Benefit to employer – By improving skills of employees overall performance and
productively of company will be enhanced. Trained employee is able to work in
effective manner.
Motivation – This refers as the way of inspiring and encouraging employees to conduct
business task in better manner. Motivation is crucial process as this will lead to meet with the
needs of employees and organisation.
 Benefit to employees – Motivation will lead to boast moral of employees and enhance
their potential.
 Benefit to employer – This is supportive in meeting with the needs and requirements
of organisation as well as accomplishing desired goals.
P4 Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity.
Human resource practices are very effective in order to raise profits and productivity
of company (Renwick, Redman and Maguire, 2013). There are different functions of human
resource management that will support in motivating employees and as well as improve their
potential to achieve set goals of business.
Performance management - This is one of the essential human resource
management practice that is supportive in identifying the actual performance of employees.
Through this practice human resource department of Marks and Spencer company can
compare employees performance with set standards. Performance management practice will
help in analysing those employees who are not able to meet with set targets. By taking right
and appropriate measures organisational productivity will be improve and Marks and Spencer
organisation will be able to enhance profits.
Positive working employment – It is responsibility of human resource management
to create healthy and positive working environment with in organisation. This is very helpful
in raising Marks and Spencer profits and productivity. This company should provide
rewards and other benefits to employee for successful completion of business task. Rewards
will inprove the overall performance of employees and lead to rise in productivity.

TASK 3
P5 Analyze the importance of employee relations in respect to influencing HRM
decision making.
The employee relation into an organization is very much necessary as it does
influence the HRM decisions in the following ways:
In recruitment purpose: By maintaining the relation with other departments or
working close with other departments, HR department gets the actual number of people or
employees are needing at current or in the near future by the departments. The departments
give the number of employees along with the skills and knowledge that employees should
employee. In regard with this the HR department makes their decisions and performs their
recruitment and selection process (Schalk, Timmerman and Van den, 2013). For example:
the finance department of company marks and Spencer needs two employee and they should
posses the knowledge of finance and accounts so the HR department will send the invitation
to the people who have the required knowledge.
In motivating the employees: The HR department at the time of interview only asks
the candidates about their future career goals and then they acknowledge the employee about
how this organization can help them in achieving so. When an employee is placed at a job
which is liked by the employee then automatically the employee would feel motivated in
performing the job and also contributes to the best.
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making.
Non- discrimination environment: Discrimination refers to the parity among
employees on the basis of sex, religion, nationality, age, disability and many more. It is the
duty of HRM to make sure that no employee should get discriminated on the above
followings. The task of HRM is to take care to employee and resolve any issue if the
employees may face into the workplace.
Basic Pay: Every organization is liable to pay a basic pay to the employee so that
they can live a basic life at least and so it is also a case in Marks and Spencer. It is the duty of
HRM department to check and handle the pay scale for employees (Vaiman, Scullion and
Collings, 2012). It is their task to educate the employees about their pay and other allowances
to employees.

TASK 4
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.
There are different types of practices that is essential for effective performance of
human resource management. It is crucial for Marks and Spencer company to analyse job
specification, CV and various interview documents.
Job specification
Job specification
Job Role – Marketing Manager
Company – Marks and Spencer company
Roles and responsibility –
 Marketing manager needs to manage marketing team and improve their performance.
 Develop marketing strategies and execute in market area.
 Manage distribution channels of company
Requirements –
 Marketing manager should have masters degree in marketing department
 Effective communication skills
 Leadership capabilities
CV
CV
Name - Mr. Z
E- mail ID - [e-mail]
Address - London, UK

Objective –
To enhance skills and capabilities by working in marketing field and accomplish business
objectives.
Education and qualification –
 Bachelor’s degree in Business Administration
 Masters degree in Marketing management
 Digital marketing course
Skills and hobbies
 Excellent communication skills
 Time management skills
 Leadership skills
Working experience
 Assistant marketing manager in H&M company – 2017 to 2018
 Marketing manager in H&M company – 2018 to present
Interview documentation
There are different types of documentation required in order to conduct interview
activities in more effective and appropriate manner. Marks and Spencer company needs to
analyse interview schedule, interview questions and selection criteria in order to perform
interview process effectively.
Interview schedule
This refers to the set of questions that is structured in appropriate manner in order to
determine skills and other competencies of candidate. Marks and Spencer company is using
rate score in order to identify and analyse most suitable candidate for organisation.
Interview questions
 What do you understand by Marketing?

 What is the role of marketing manager?
 How do you handle critical problems in organisation?
 Why should we hire you?
Selection criteria
 Marketing knowledge – Selected candidate should at least score 9 out of 10 in this
criteria in order to get selected at Marketing manager.
 Communication skills –This is essential for marketing manager and candidate should
have effective communication. It is important to score at least 8 out of 10 in this
criteria.
 Leadership skills – Candidate should have leadership skills and its most score 9 out
of 10 in this selection criteria.
How selection process will be inform decision making in organisation.
Selection process of Marks and Spencer company will inform organisation though
proper document and report (Wright and McMahan, 2011). Selected candidates detail and
information will be provided to senior management in order to take business decisions.
CONCLUSION
From the above report it can be concluded that human resource management is
essential part of business It is very important for organisation to use correct and appropriate
approaches of human resource function as per the requirement. Human resource management
function work with the purpose of meeting needs and requirement of company as well as
employees. There are different laws and legislation developed by government which needs to
be followed by organisation.

REFERENCES
Books and Journal
Albrech, S. L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest. 19(7).
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Campbell, B. A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive
advantage from human capital. Academy of Management Review. 37(3). pp.376-395.
Collings. D. G. and Mellahi. K., 2011. Strategic talent management: A review and research
agenda. Human Resource Management Review. 19(4). pp.304-313.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Huselid, M. A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K., and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy
of management Journal. 55(6). pp.1264-1294.
Oechsler, W. A., 2011. Personal und Arbeit: Grundlagen des Human Resource Management
und der Arbeitgeber-Arbeitnehmer-Beziehungen. Walter de Gruyter.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of Management Review. 36(1). pp.127-150.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.