HRM Report on Marks and Spencer: Employee Relations and Legislation

This report provides a comprehensive overview of Human Resource Management (HRM) principles, focusing on recruitment, employee relations, and HRM practices within the context of Marks and Spencer (M&S). It explores the functions and purpose of HRM, the strengths and weaknesses of internal and external recruitment approaches, and the significance of employee relations in influencing HRM decision-making. The report also examines the benefits of various HRM practices for both employees and employers, including fostering a positive work environment, improving employee performance, and maximizing employee satisfaction. Furthermore, it discusses the effectiveness of HRM practices in raising organizational profits, emphasizing the importance of training and development, rewards systems, and maintaining a healthy workplace atmosphere. Finally, the report identifies key components of employment legislation and applies human resource practices in a work-related context, offering valuable insights into effective HRM strategies for organizational success.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Functions and purpose of HRM............................................................................................1
P2. Strengths and weaknesses of selection and recruitment.......................................................2
TASK 2............................................................................................................................................4
P3. Benefits of various human practices for employee and employer........................................4
P4. Effectiveness of various HRM practices in terms of raising profits of organisation............5
TASK 3............................................................................................................................................6
P5. Significance of employee relations in order to influencing HRM decision-making............6
P6. Identification of key components of employment legislations.............................................7
TASK 4............................................................................................................................................8
P7. Application of human resource practices in a work related context.....................................8
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................9

INTRODUCTION
Human Resource Management is important part of an organisation whose main roles and
responsibilities is to develop overall performance of human resource as well as also liable to
manage and control business activities through formulating an effective plans and strategies that
will bring positive result to company. Marks and Spencer, a UK company which is engaged in
providing luxurious clothing, food and home products is selected for preparing this report. The
project is all about the importance the HRM in success and growth of an organisation. Along
with this, various approaches and theories which are helpful in selection and recruitment process
are also discussed under this report (Allen and et. al., 2011). There are various HRM practices
which are also brings benefits in the profitability of company are summarised under this report.
Employment legislation which protects the rights and benefits of employees are also covered
under this report.
TASK 1
P1. Functions and purpose of HRM
Human Resource management is essentially required in every organisation in order to
develop the performance of employees who are working with a motive of achieving desired
goals and objectives (Sarkis, Gonzalez-Torre and Adenso-Diaz, 2010). For this, it is important
for HRM to formulate an effective plans and policies which guide and direct the employees to
perform in right direction so as to bring positive result to company. The main objective of HRM
is to recruit right candidate for the right job at the right time so that an organisation can achieve
its objectives within pre-determined period of time with the help of their maximum contribution.
The managers of company provides an opportunities to its members to get involved in decision
making process so as to provide them motivation and bring self-confidence among them. It is
also important for HR manager of Marks and Spencer to analyse the performance of its
employees on regular basis which helps in identifying the efficient and skilled employees so that
they can promote to higher position and accordingly assign them roles and responsibilities which
results in bringing benefits to company. Thus the managers of Marks and Spencer are liable to
consider all facts which restricts the employees to perform better (Armstrong and Taylor, 2014).
Important functions of HRM:
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Recruitment: It refers to the process of choosing right candidate for right job at right time
after considering their skills and knowledge required for job position offered by company.
Manager is responsible to publish advertisement in newspaper, pamphlets etc. due to which they
can inform about the vacancy available in company. Through this, the company can attract large
number of eligible candidates to apply for the given job. Among lots of options, the manager can
easily recruit best candidate for the company which help company in getting skills and
knowledgeable employees in order to achieve desired objectives.
Relation with employees: The employees working in Marks and Spencer are from
different culture and background due to which they may find difficulties in adjusting in working
environment. Therefore it is responsibility of Manager to create a communication channel for
them through which they can communicate with their workers and also collect feedbacks and
issues they are facing at workplace. This will help manager in maintaining healthy relation with
their employees which indirectly maximise the level of satisfaction of employees as well (Boxall
and Purcell, 2011).
Training and development: More skilled and knowledgable employees are definitely
contribution more efforts in achieving company's desired goals and objectives. Therefore it is
important for HR manager to conduct training sessions and development programs for their
employees so as to enhance their skills and abilities so that they can complete their allotted work
in prescribed time period.
Compliance: There are different HR policies and strategies formulated by HR managers
need to be applied in an organisation which help in maintain healthy atmosphere ta workplace.
Adopting such policies allows manager to support employees and also gives right to take legal
action against them if any misconduct activities are found.
P2. Strengths and weaknesses of selection and recruitment
Recruitment is the process of choosing right candidate for right job at right time and after
that selecting them after identifying and analysing their skills and knowledge required by
company. It is considered as an important function of HRM which help company in getting
skilled and qualified employees to perform in better way in order to achieve organisational goals.
As there are different approaches of recruitment through which the HR manager has options to
choose right candidate for the vacant job (Pierre, 2016).
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Internal approach of recruitment: Under this approach, HR manager provides an
opportunity to existing employees of organisation to apply for the vacant job. It can help
manager to recruit among existing employees as they are aware of their skills and knowledge due
to which they can easily recruit best employees for the vacant job (Carter and Liane Easton,
2011).
Strengths:
The main advantage of recruiting among existing employees is that the employees are are
about the working environment so that they can easily adjust without facing any problems and
contribute their maximum efforts in achieving organisational objectives. Recruiting or promoting
employees for higher position will improve motivation level and bringing self-confidence among
them. Publishing advertisements and Conducting training programs are also not required as the
recruiting candidates are among existing ones. This will help company in increasing productivity
and profitability as well.
Weaknesses:
The main drawback of recruiting among existing employees is that it restricts the entry of
new talent and innovation in an organisation due to which the company may lose its position
among its competitors. It also brings negative impact on the employees who do not get any
promotion which results decreasing morale and satisfaction level (Pfeffer, 2010).
External approach of recruitment: Under this approach, HR manager has inviting
eligible candidate among public through publishing advertisements in newspapers, company's
website etc. along with the skills and qualification required to apply for job. After that manager
need to identify their skills and knowledge through conducting interview sessions group
discussion etc. which help company in getting right candidate for their right position.
Strengths:
It help company in getting new talent, ideas and innovation so as to compete with their
rivals in more effective and efficient manner. Employment opportunities are also created due top
which the standard of living of pole improves. As choosiness best candidate among lots of
options are easy for HR manager to recruit for company (Davis and Adam Cobb, 2010).
Weaknesses:
Recruiting from outside of the organisation takes lots of time and money which affects
the profitability of company as well. Ignoring existing employees and gives an opportunity to
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new candidate will bring dissatisfaction and decease morale of existing employees as well.
Recruited employees are from different backgrounds and culture due to which they may find
difficulties in adjusting in working environment and also may cause conflicts which affects the
performance of company (McWilliams and Siegel, 2011).
Selection: After inviting and clearing all stage of recruitment process, HR manager need
to select appropriate and eligible candidate for the vacant job. Main approaches of selection are
as follows:
Systematic approach: In this, manager follows sequence to select candidate on the basis
of their skills and capabilities which eliminates the biased situation in the process of selection.
Unsystematic approach: In this approach, HR manager select candidates on random
basis and make comparison on the basis of their skills and capabilities (Human resource
management, 2016).
TASK 2
P3. Benefits of various human practices for employee and employer
HRM practices helps both employee and employer in performing their roles and
responsibilities in an effective and efficient manner. Adopting various HRM practices within an
organisation help both manager and employee in improving their performance which also helps
in maintaining good atmosphere at workplace due to which they both perform their roles and
responsibilities in an effective and efficient manner. Such benefits includes:
Benefits to employer:
Creative positive work environment: It help manager in maintaining healthy environment
at workplace through implementing an effective policies and strategies which help in directing
and guiding their employees to perform in right direction.
Helping manager in making an effective decision: HRM is held responsible to analyse
and evaluate employee's activities which help them in identifying the deviation or problems
which restrict their employees ton perform well and accordingly implement an effective decision
in order to overcome such issues (Ernst Kossek, Lewis and Hammer, 2010).
Helps in assigning roles and responsibilities: Through HRM practices the employer can
easily identify the skills and abilities which help them in assigning roles and responsibilities in
such an effective manner that will bring positive result to company.
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Benefits to employees:
Improve employees performances: HRM practices create healthy environment which
increase the motivation level of employees as well. Conducting training sessions and
development programs help in improving the skills of employees so that they can contribute
more efforts in achieving organisational objectives.
Understand various needs of employees: Through HRM practices help manager in
identifying the needs and requirements of employees according to which all policies and
strategies are formulated to maximizes their satisfaction level as well (Glover and et. al., 2011).
Maximises interest level: Providing rewards, incentives etc. to employees helps in
maximising the level of satisfaction through which they can show their maximum interest level
in contributing maximum efforts in achieving desired goals and objectives.
P4. Effectiveness of various HRM practices in terms of raising profits of organisation
Every organisation has main objective to earn profit and It can be possible only when the
manager of company need to focus on implementing various HRM practices that will bring some
benefits to company (Functions of HRM, 2017). Therefore M&S should also need to adopt HRM
practice in order to survive in competitive environment for longer duration. HRM practices
includes training and development programs, rewards system etc. which motivates employees to
perform better in order to achieve desired goals and objectives. Conducting on-the-job training
help employees in understanding the ways of completing allotted task in an effective and
efficient manner. If the company wants to provide good quality products and services to their
targeted customers then it must required to have good knowledge and skills of utilising
company's resources in an optimum manner and it can be acquire through proper guidance and
direction by managers (Song and et. al., 2010). Adopting rewarding system also help in
encouraging staff members to perform well which make directly make positive impact on the
productivity and profitability of company. Therefore an organisation can capture large market
share in competitive market world when the managers put their maximum efforts in adopting
various HRM practices and provide sufficient knowledge regrading them to their employees
working in an organisation.
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TASK 3
P5. Significance of employee relations in order to influencing HRM decision-making
Employee is considered as an asset of company which contributes their maximum efforts
with the help of their skills and knowledge in achieving desired goals and objectives thus it is
important for manager of M&S to maintain healthy relation with their employees so that they
feel motivated and contribute more. If the level of satisfaction of employees decreases then it
will make bad impact on the performance of company. Therefore the manager need to focus on
implementing various ways in order to maintain good relation with them (Surroca, Tribó, and
Waddock, 2010). Providing rewards, bonus salary etc. after analysing and evaluating their
performance will help in improving motivation and interest level and fulfil all commitments
given to an organisation. It is also necessary for manager to provide an opportunity to their
members to get participated in decision making process (Yates and Paquette, 2011). Along with
this healthy environment are create only when there is good relationship among employers and
employees. Following are the some ways which help in improving the employee relations:
Better communication: To main a good relation with employees, the manager is required
to create a platform where they can communicate their employees on regular basis and collect
feedbacks and suggestions from them which will be helpful in making an effective decisions. HR
policies formulated by managers is also required to inform their members about them which help
in giving guidance and motivation to complete allotted task in an effective and efficient manner
(Teece, 2012).
Share vision: M&Shave their own mission and vision which need to be achieved within
limited period of time and it can be achieved only when the manager share them all with their
employees and inviting them to take part in meeting so as to bring new and innovative ideas to
achieved desired mission as soon as possible.
Employee engagement activities: In order to maximise the satisfaction level and making
them happy, the manager need to conduct some refreshment activities such as games and
entertainment programs for their employees so that it can help in boosting energy and interest
level through which they can put maximum efforts in achieving desired goals and objectives of
an organisation.
These all ways need to be implemented by M&S in order to maintain good relation with
their employees.
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P6. Identification of key components of employment legislations
An organisation can achieve growth and success only when their employees contributes
their maximum efforts with the help of their skills and knowledge so that desired goals and
objectives can be achieved within pre-determine period of time. Therefore the performance of
employees make direct impact on the performance of company as well (Yamamoto, 2011). So it
is essentially required for manager of Marks and Spencer to protect their rights and interest
through implementing various employment legislation made by government. This will be helpful
in encouraging and maximising satisfaction level of employees which results in improving the
performance of employees as well as an organisation. Such employment legislation which
influences the decision of managers relating to their employees are as follows:
Equality act, 2010: This act states that the employers should required to treat their all
employees equally so as to maximises their satisfaction level. As the employees comes from
different backgrounds and culture due to which they may face discrimination from their
employers on the basis of their characteristics, gender, religion etc. This act eliminates all such
discriminations in an organisation (Halbesleben, 2010).
Data protection Act: This act states that the management of company is required to
protect the data and information of employees as well as customers so that no one can use it in
illegal way, The information must be confidential and should protect from any kind of
corruption, loss etc.
Health and safety Act: This act provides the safety to workers while performing their
roles and responsibilities in working environment. As the employees are an asset of company
due to which the manager need to focus on providing them safe and healthy working
environment to employees.
Working time directive Act: This act states that if en employee wants to get legal
existence of employment then they need to complete at least 48 hours in a week in an
organisation. Therefore the manager is held responsible to record working hours in order to
provide them employability.
Minimum wage Act: This Act indicated the minimum wage that the employer liable to
pay to their workers on the services they get from them. Therefore the manager of Marks and
Spencer need to implement this Act for the benefits of employees which builds self-confidence
among them (Hobfoll, 2011).
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Employee relation Act: According to this act, the employer must put their efforts in
maintaining healthy relationship with their employees which minimises the chances of conflicts
within an organisation. This can be possible by providing them remuneration and healthy
working environment.
Therefore, all above government legislation must required to be implemented by Marks
and Spencer in order to achieve growth and success more successful.
TASK 4
P7. Application of human resource practices in a work related context
Marks and Spencer Ltd., a UK company which is engaged in providing multiple products
through the world. It is essentially required to for HR manager to adopt various HRM practices
so that they can easily achieve desired goals and objectives. Such HRM practices are mentioned
as below:
Manpower planning: The human resource is an important part of an organisation which
contribute their maximum efforts in achieving organisational goals. Therefore it is important for
management of Marks and Spencer to identify their skills and capabilities so that they can assign
roles and responsibilities in such an effective manner that will bring maximum output to
company.
Training and development: It is important for manager of Marks and Spencer to conduct
training sessions and development programs so as to improve skills and capabilities of
employees working in an organisation through which they make maximum contribution to the
organisational goals (Luthans and et. al., 2010).
Create vision and mission: It is required for manager of Marks and Spencer to clearly
specify the vision and mission of company towards their members so that they are motivated to
perform allotted work in right direction so that company's vision and mission are achieved within
limited period of time.
Maintain quality of products: The manager of Marks and Spencer need to conduct on-
the-job training for their employees so that they can able to utilise advanced technology used in
production process which will help in producing good quality products. This will help company
in attracting large number of customers and capture large market share in competitive business
world.
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CONCLUSION
It has been summarised from the above project report that Human Resource Management
is an essential part of an organisation which contributed their maximum efforts in achieving
desired goals and objectives. HR manager is also liable to recruit skilled and knowledgable
candidate fro their company so as to make maximum contribution to company. Various
approaches and theories are essentially required to be apply in order to run business more
smoothly. There are also various government legislation which need to be implemented in order
to protect employee's right and interest at workplace so they feel motivated and confident.
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