Human Resource Management Analysis: Marks & Spencer Case Study

This report provides an overview of Human Resource Management (HRM) practices within Marks & Spencer. It begins with an introduction to HRM, defining its purpose and functions, and then delves into the company's context. The report examines workforce planning, the purpose of HRM including staffing, and the legal aspects. It also differentiates between soft and hard HRM models, analyzing their application within Marks & Spencer. Furthermore, the report explores the strengths and weaknesses of recruitment and selection processes, covering internal and external recruitment, job analysis, job descriptions, application forms, interviews, and aptitude tests. The conclusion emphasizes the crucial role of HRM in organizational success and employee development. The report references academic sources to support its findings, offering a comprehensive analysis of HRM strategies at Marks & Spencer. The report is a useful resource for students seeking to understand HRM principles and their practical application.

Human Resource
Management

Table of Content
 Introduction
 Purpose and the functions of HRM
 Strengths and weaknesses of recruitments and selection
 Conclusion
 References

Introduction
Human resource management is regarded as a set of organisational practices which is
directed to attract, develop as well as maintain an efficacious personnel. Moreover, this is a
series of decisions which impact the relation among employer and staff which effects
various constituencies as well as in well-intentioned to influence efficaciousness of
employer and workers. The main intent of this is to assure the availability of willing as well
as competent personnel to firm. The organisation undertaken for this presentation is Marks
& Spencer, which is a well known retailer in UK.

Purpose and the functions of HRM
Overview of company
Marks & Spencer is renowned British retailer having headquarters is in Westminster,
London. It is specialises in selling standard quality food products, home products and
clothing. Moreover, it is listed under London stock exchange as well as operates in about
57 countries and having around 1463 stores (About M&S, 2019).

Cont.…
Definition of HRM
According to Dale Yoder, human resource management is defined as the provision of
direction as well as leadership of individuals into its working or employment relation
(Definition of Human Resource Management, 2019). A renowned company like Marks &
Spencer consider their employees as a lifeblood of organisation and manage them
effectively and efficaciously.

Cont.…
Workforce planning
Workforce planning is regraded as the continuous procedures that is utilised aligning
the requirement as well as priorities of company with those of their personnel for assuring
that they can able to meet their regulatory, legislative and production needs and objectives
of company. Moreover, it determine the experiences, knowledge and skills to place the
right employees at right place.

Cont.…
Purpose of human resource management:
 Staffing
 Staff relationship an legislation
Function of human resource management
 Develop efficacious workers relationship
 Human resource planning

Cont.…
 Soft HRM model: As per this model, staff are treated as the most valued resource
within firm. Its main intent of this model is to satisfy the requirements of organisation's
individuals in respect of motivation, rewards and others. Moreover, it focuses upon
long term planning of personnel within Marks & Spencer.
 Hard HRM model: Within this model, staff are treated as resources such as
machineries. In Marks & Spencer, it emphasis upon personnel demand of entities as
well as human resource management consequently. It focuses upon short term planning.

Strengths and weaknesses of recruitments
and selection
Recruitment- There are various sources and approaches to recruit and select candidates.
Some of the approaches are described below –
 Internal and external recruitment-
 Job analysis
 Job description

Cont.…
Selection- It refers to the procedure of first selecting and then short listing the candidates
that are best suited for a job and have the required qualifications and experience.
Approaches to selection are described below-
 Application forms and CVs
 Interviews
 Aptitude tests
 Presentations

Conclusion
As per the above report, it can be concluded that human resource management plays vital
role in any organization as it is helps in maintaining the employees in their overall
improvement and increasing their productivity as well as performance. There are various
ways and approaches that can be implemented in order to build and maintain the brand's
image and that the company works in favour of the employees and vice versa.

References
● Thunnissen, M., and et.al., 2013. A review of talent management:‘infancy
or adolescence?’.The international journal of human resource
management. 24(9). pp.1744-1761..
● Thunnissen, M., and et.al., 2013. Talent management and the relevance of
context: Towards a pluralistic approach. Human Resource
Management Review. 23(4). pp.326-336.