Human Resource Management Report: HRM Practices and Impact Analysis

This report delves into the core functions and purpose of Human Resource Management (HRM), focusing on workforce planning and resourcing within the context of Marks and Spenser. It analyzes different recruitment and selection approaches, evaluating their strengths and weaknesses. The report explores the benefits of various HRM practices for both employers and employees, assessing their effectiveness in raising organizational profit and productivity. It also examines the significance of employee relations in influencing HRM decision-making, identifying key elements of employment legislation and their impact. The report illustrates the application of HRM practices through specific examples, offering a comprehensive overview of HRM's role in organizational success. The report covers important aspects like employee training, fair evaluation systems, and rewards. The report also covers the internal and external recruitment methods. The report also covers the benefits of HRM practices to employees and employers.

HUMAN RESOURCE
MANAGEMENT
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Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................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.
.....................................................................................................................................................5
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: Analyse 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..........................................................................................................................................10
P7: Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14
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INTRODUCTION
In the present report HR manager of Marks and Spenser is considered to look into various
aspects of project. The report comprises of functions and purpose performed by HR manager in
an organisation. The strengths and weaknesses of various recruitment and selection approaches,
several benefits and effectiveness of HRM practices in terms of employer as well as employee is
being discussed. Further in the same report certain important points that influence decision
making, elements of employment legislation and application of HRM practices in context to
work is mentioned.
TASK
P1: Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
The term Human Resource Management or commonly known as HRM is a core function
of each company that is responsible for recruiting, managing and retaining right candidate for
right job in an organisation. HRM guides proper direction to employees for their efficient and
effective working for the success of company (Baporikar, 2020). Human Resource Manager
supplies required technology, methods or tools that are necessary for achieving set targets along
with a proper training and knowledge to them. Human resource manager is required to assure
company's growth and success via dispersion of roles or responsibilities to each employee.
Human resource management is a approach of strategic management that maintains
effectiveness in organisation's employees who contributes their efforts for attaining competitive
advantage in industry. The main role of HR manager is to hire, place and retain competent
personal in their organisation.
Overview of Company:
Marks and Spenser is a multinational retail organisation that is founded in year 1884 by
Michael Marks and Thomas Spencer in UK. Company has its operations in more than 1,463
locations having workforce larger than 78,000 in its business. Marks and Spenser offers its
products in line of home appliances, clothing or food offered across globe.
Functions of Human Resource Management
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Human Resource Management performs various functions in an organisation that helps
business firm to manage its work and achieve success in terms of growth (Boardman,
Ponomariov and Shen, 2020). The different functions of Marks and Spenser HR manager are
mentioned below:
 Selection and Recruitment: The core function of HR manager is to manage, select and
recruit different personal who are fir to fill vacant job position in company. This requires
following proper process of staffing which starts from screening of candidates and ends
at final recruitment in a form of company's employees (Collins and McNulty, 2020).
HRM functions assists HR manager of Marks and Spencer to experience an effective
working condition along with appropriate skills, experience that all are required to
perform task in very well manner. Hence, it is the priority of HR manager to conduct
hiring and selecting process so to have appropriate manpower in business.
 Training and Development : Providing adequate training and development sessions
that are structured by HR department of a company in order to enhance the employee's
productivity covering all aspects (Darwish and Fattaah, 2020). Furnishing adequate skills,
knowledge and expertise that are associated with each activity in Marks and Spenser, the
manager of HR department assists company's workforce to develop their task with
greater efficiency that enhances company's performance.
 Employees Relationship Management: Employees of company are treated as crucial
assets of each organisation (Dhiraj, Joshi and Kumar, 2020). By implementing a policy of
each employee is respected in organisation, the HR manager at Marks and Spenser is
very successful in maintaining positive and friendly relations among each personal which
brings efficiency, healthy working environment, peace, and feeling of belongingness for
the company.
Purpose of HRM at Marks and Spenser:
Each department in organisation is setup for some purpose and being a core functional
department HRM is also setup for fulfilling some purpose that is mentioned below:
 The core purpose of HRM is directing a company's workforce in a manner that becomes
efficient and supports businesses to have flawless function.
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 HR manager of marks and Spenser has clarified certain tasks and activities that are need
to be done with a clear vision of their individual roles and responsibilities in an
organisation.
 The next purpose of HR department in each organisation is to develop efficient planning.
This comprises of arranging and maintaining a healthy and friendly relation among
employees of such organisation by providing them appropriate salary. This practice by
Marks and Spenser's HR manager helps to achieve organisational goals.
Workforce Planning and Resourcing:
The term workforce planning refers to a practice of Human Resource Management under
which a HR manager assumes present as well as future supply and demand (Gadi and Kee,
2020). Manager also looks for various sources that can be used in filing vacant position of
employment in an organisation. There is a presence of two different forms of market for labour
in context of Marks and Spenser that is internal and second one is external market of labour. HR
manager of Marks and Spenser should pay his focus on external market of labour to acquire
highly competent, skilled and innovated employee for company.
P2: Explain the strengths and weaknesses of different approaches to recruitment and selection.
The core primary function of HR manager of marks and Spenser is to select and recruit
right personal for vacant job position in organisation.
Recruitment Process:
recruitment refers to hiring of right candidate for right job in company based upon their
educational and professional qualification. There are two types of recruitment that is internal and
external form of recruitment (Jasim, 2020).
Internal recruitment refers to a process of hiring people from company's internal
employees via promoting them for higher position. HR manager of Marks and Spenser can do
this by transferring or promoting an existing candidate in company.
The strength and weakness or internal recruitment is mentioned below:
Strength Weakness
 Recruiting employees internally saves
Marks and Spenser cost and time to advertise
 Internal recruitment does not
allows HR manager of Marks and
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and take interview of new candidates. Spenser to hire fresh talent which
can bring knowledge of latest
innovations or approaches.
The term external recruitment refers to a process of hiring candidates from outside the
boundaries of business. HR manager of Marks and Spenser can hire right personal through
campus selection or via getting contracted with some employment agency.
The strength and weakness of external recruitment is mentioned below:
Strength Weakness
 External form of recruitment brings
new and fresh talent for company.
 External recruitment takes long time for
hiring a candidate and also costs for the
company.
Selection process:
selection refers to a process of acquiring deserved candidate for a specific post in an
organisation backed by high skills and experience (Karman, 2020). There are various selection
approach that HR manager of Marks and Spenser can adopt for selecting a suitable candidate that
is through online test or having interview. The strength and weakness of selection process is
mentioned below:
Strength Weakness
 Straight forward communication with
interviewee helps Marks and Spenser to
analyse candidates cognitive skills.
 During selection company can face bias
responses from candidate which does
not help Marks and Spenser to select
proper talent for company.
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TASK 2
P3: Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
Human Resource management concerns with maintaining employees within an
organisation that brings efficiency and effectiveness in workings (Kellner, 2020). Marks and
Spenser human resource practices are surrounded by its employees which is advantageous for
company in accomplishing various strategical targets. A good HR practices in company brings
various benefits to company as well as its employees.
Practices by HRM Benefit to employee Benefit to employer
Selection and recruitment Through selection there opens
an opportunity for employees
to get future promotion and
achieve highest rewards in
company. Increment brings a
feeling of high job satisfaction
that contributes in
development of Marks and
Spenser.
Through Recruitment and
selection company is able to
hire required candidate for
black position in their
organisation. Marks and
Spenser can fill empty job
position in order to have high
skilled and talented workforce.
Training and Development Training and development
encourages employees to work
with updated knowledge and
greater skills. HR manager
should train and develop their
skills on regular basis so that
employees can be retained for
long term.
Proper training provided by
Marks and Spenser will
motivate bring greater
efficiency in organisation that
will bring more profitability
for company.
The various HRM practices through with which a manger can bring certain benefits such
as fair evaluation system and providing rewards. These practices are discussed below in detail:
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 Fair evaluation System: A manager plays a very important role in evaluating each
employees performance on fair and justifiable manner so that every employee feels
satisfied and encouraged. Fair evaluation system done by manager helps business in
knowing accurate potential of Marks and Spenser workforce so can utilise his
competency in best possible manner.
 Rewards: It is the best practice by a manger to provide deserved rewards or recognition
to potential candidate who has given his or her hard work to company in order to attain
success and successful achievement of goals. Rewards or recognition can be made in any
form such as through incentives, promotion or any other that motivates employees to put
more of their skills and competencies for the benefit of Marks and Spenser.
P4: Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
It is found that marks and Spenser HR practices has supported profitability and
productivity by enhancing employees performance that is discussed below:
Generating higher profitability with greater productivity is a main motive of each
company to fulfil its purpose of existence (Kim and Torneo, 2021). Selecting and recruiting right
candidate by HR manager of Marks and Spenser allows company to have talented employees
which brings highest level of productivity in organisation. It is a responsibility of HR manger to
motivate and enhance employees productivity which leads company to generate high profits in
market. Marks and Spenser HR manager should provide adequate incentives to those who
contributes more for business success and growth. HR manager is also responsible for retaining
employees for longer period of time to have less turnover ratio that can bring high profits for the
company. HR manager can bring high profitability along with productivity through proper
motivation and training company's employees who actually performs the task.
HR can motivate or help its staff members to increase company's profit or money through
implementation of following techniques: Regular Training: This means imparting of training related to specific concept or
achievement of objective within business. This encourages employees to work with
greater belongingness and high skills. On the other hand it helps company in having
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highly skilled employee who can indulge his trained skills or knowledge in achieving
higher productivity in outputs.
 Healthy environment: Maintenance of healthy environment is very crucial to have in an
organisation as this brings a healthy and positive environment among employees and
other staff members. Following rigid restrictions develops a situation of stress under
which no employee can perform to their best. Maintenance of healthy environment
increases productivity that leads company to experience high profits through its large
sales that is possible due to productivity of employees.
TASK 3
P5: Analyse the importance of employee relations in respect to influencing HRM decision-
making.
To maintain a proper operation environment in working conditions within a business.
Company's employers makes a regular effort on developing friendly relations to have this with
workers or colleagues (López-Gamero and et. al., 2020). Healthy and positive relation
strengthens company's overall performance.
The various strategies that can create an impact on decision making by Human Resource
Management which are mentioned below:
Employees engagement:
This is concerned with active contribution of company's workforce in having decision
and various other related issues in company's management Marks and Spenser motivates its
employees in sharing their ideas, advice, or views that raises engagement of employees and ads
values from their views.
Flexibility in Business Organisation:
It is concern with positive and friendly relationships between all teams within
organisation in Marks and Spenser that supports company's HR manager in formulating certain
policies that in respect of flexibility during working to offer highest level of job satisfaction to
organisation's employees.
Opportunity in developing Career:
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Every employee in an organisation wishes to have development opportunity by
possessing some knowledge and skills with the help of training to face upcoming hurdles
(Pariona‐Cabrera, Cavanagh and Bartram, 2020). It is a responsibility of HRM department to
guide their employees who really needs. Providing proper training an development by HR
manager of Marks and Spenser will help company to maintain healthy relations in organisation.
P6: Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
Legislations related to employment refers to a pre-determined regulations or rules that are
made in respect of safeguarding employees working in Marks and Spenser to keep them away
from any kind of exploitation or discrimination within office (Pombo and Gomes, 2020). To
have a sustainable organisational achievement it is mandatory for Marks and Spenser to have
certain decision in favour of employees by keeping employment regulation or legislation into
consideration. United Kingdom government has formulated several laws under the category of
employment legislation in regards to safeguard employees interest from several aspects. If in any
situation a business organisation neglects or ignores any of the prescribed law then the firm will
be penalised with some actions according to law. So in order to reduce such kind of happenings
HR manager of marks and Spenser is required to formulate company's policies as prescribed by
legislation of employment.
The key elements in respect of Marks and Spenser for legislation of employment are
mentioned below:
Employment Act:
The employment act was initiated in year 2008 by government in order to deliver a fair
treatment to company's employees from the eyes of law (Sokolov and Zavyalova, 2020). It
comprises of act such as full reimbursement to employee in case of any type of less payment or
non fair payment for his efforts made in organisation. The act also mentions certain clause for
minimum wage system that is required to provide to company's workers who all are contributing
for company's success. Thus, it is an important responsibility of company's Human Resource
manager to take care of all the clauses mentioned in employment act while drawing any kind of
decision in process of off-boarding. HR manager is required to take some decisions that are in
regards to employees compensation.
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Equal Pay Act
Equal Pay Act is most important law mentioned in legislation of employment law that is
being forced by UK parliament to implement in each company in order to save organisation's
employee from paying less or minimum wages to them (Wagner, 2020). In the act Marks and
Spenser is obliged to pay same wages in company who all are posted at equal designation or
level in hierarchy. This equal pay act influences HR manager to take decisions which fulfils the
requirement of equal pay act through proper planning. It is a most important duty of company's
Human Resource manager to provide equal and fair wages to employees who deserves same
irrespective of not on the basis of gender and demographics.
TASK 4
P7: Illustrate the application of HRM practices in a work-related context, using specific
examples.
After scanning current requirements of company Marks and Spencer there is a need to fill
the post of marketing manager in company. Following are some steps that are need to be
followed by company in order to recruit manager along with a description of job.
JOB DESCRIPTION
Title of Job- Marketing Manager
Whom to report: Chief of Marketing Department
Summary of the job: At Marks and Spenser, Manager of Marketing department is required to
have some new approaches that can be innovative to encourage firm's offerings into market.
Marketing manager is required to manage market as well as store along with developing certain
tactical or strategical plans in order to present its stores in attractive manner.
Responsibility of a Marketing Manager:
 To bring success for company in a form of higher revenue from promotion of company's
products. .
 To develop and maintain proper coordination with other department such as sales.
 To conduct efficient planning and proper market research.
 To formulate and conduct effective campaigning related to market that can bring
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success.
 To develop healthy relations with different partners, vendors or stakeholders.
Required qualification:
 A Bachelors Degree comprising of specialization in market.
 Any Master Degree will carry advantage if achieved in marketing field.
 Any additional certificate or diploma course in the field of digital marketing will be
priority.
SPECIFICATION OF CANDIDATE
Mandatory Skills and abilities:
 Minimum experience of 5 years as a marketing manager especially in retail sector.
 Good communication skills that can be used in interaction with various professionals.
 Must have problem solving and analytical skills.
 Possessing branding past experience.
Preferring skills:
 Ready to travel for business purpose
 Adequate knowledge about marketing via social media platform for integrated campaign
in marketing.
 Enough financially literate along with aware about commercial terms.
Preparatory hints for interview:
Interview is something which is very vital in examining certain capabilities and
competency of interviewee. HR manager of Marks and Spenser is required to fill vacant position
of a marketing manager has drafted certain questions that can be asked at the time of interview
from shortlisted candidate are mentioned below:
Q.1 How much you know target market for any business?
Q. 2 Tell me few of your latest marketing tactics which you have implied at latest?
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Q. 3 Elaborate your latest marked product from your previous organisation along with
form of management style you suggest for people form marketing?
If the interviewee gets selected in interview round then he is provided with a offer letter
that is mentioned below:
OFFER LETTER
Marks and Spenser
February 27, 2021
London, UK
Dear RAS,
We are feeling great and joyful to share you that you are selected for the post of marketing
manager in our firm Marks and Spenser by analysing your extraordinary performance in
interview and we are happy to have you for the post.
As per our conversation, Marks and Spenser hopes to see you in company by March 04, 2021.
If you are interested to join us, kindly revert back on mentioned email address of the company.
Also please enclose your experience as well as academic certificates in continuation to revert
mail and kindly brings hard copy of all documents for physical cross verification at office.
If you find any issue please feel comfortable to contact HR Marks and Spenser.
Thanks and Regards,
HR Manager
Marks and Spenser
ARS
Process Evaluation:
The hiring and selection process is applied in good enough manner by Marks and Spenser
in order to fill position of marketing manager in company. It is being analysed that all the steps
in process are perfect to reduce expenses along with time for recruiting process. However,
interview posses some biasnees due to improper information or revert provided by the candidate
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during his interview. From the analysis it is advised to Marks and Spenser HR manager to bring
more effectiveness in online test screening by implementing game of simulation. This will assist
HR manager of Marks and Spenser to gather marketing as well as rational knowledge through
including certain conditional Multiple Choice Questions in that online screening.
CONCLUSION
From the present report, it can be concluded that it becomes tough for any Business
company to contribute for effective organisational working having a professional team in the
absence of Human Resource Department of a company. The concept of HRM is very important
for every business firm to attain strategical and sustainable organisational targets by increasing
performance of company's employees. It can also be said that there is a presence of some
legitimisation for employees during maintaining human resource in an organisation like
Employment Act 2008, Equal pay act, Civil Rights, etc. which acts as an influencer while
coming up on certain decisions.
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23(1). pp.33-51.
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López-Gamero and et. al., 2020. Human resource management as an internal antecedent of
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