Human Resource Management Report: M&S Practices and Employee Impact

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Mark and Spencer (M&S), a multinational retailer. It defines HRM, its functions, and the 'best fit' versus 'best practice' approaches, as well as hard and soft HRM models. The report delves into the strengths and weaknesses of M&S's recruitment and selection processes, differentiating between internal and external recruitment methods. It examines the benefits of HRM practices, such as training and development, for both employees and the organization, including increased morale, performance, and innovative thinking. The report further explores the impact of efficient HRM on profitability and productivity, discussing incentives, rewards, and employee relations' influence on HRM decision-making. It also covers relevant rules and regulations, and practical aspects of HRM like job advertisements, interview questions, and selection processes. The report concludes by highlighting the importance of effective HRM in achieving business objectives and fostering employee satisfaction.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
P1:Define Human Resource Management its Functions............................................................1
P2: Describe Strengths and Weaknesses of Recruitment and Selection Process........................2
P3 Describe benefits of HRM practices for employees and organization..................................4
P4 Impact of efficient HRM practice for Profit and Productivity-.............................................5
P5 Describe how the relationship of employees influences decision-making of HRM..............6
P6 Explain the rules and regulation that need to obey for HRM decision-making.....................7
P7 Preparation of Job Advertisement, Interview Question, Process of short-listing Applicant,
and practices for selection-..........................................................................................................8
CONLUSION................................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is the practice that is used by the organization to achieve
the better performance of the business. The chosen firm of the report is Mark and Spencer
multinational retailer which is situated in London. The study will explain the scope and purpose
of human resource management that is used by the organization to fulfil their business objectives
in terms of talent and skills. Further it will present the key elements of human resource
management in the Mark and Spencer. The study will also discuss the external and internal
factors that affect the human resource management decision-making that also includes
employment legislation. Lastly it will evaluate the human resource management in terms of
work related context.
MAIN BODY
P1:Define Human Resource Management its Functions
Human Resource Management(HRM)- This is very important function of an
organization in which Planning for human resource are made (Boon, Den Hartog and Lepak
2019). HRM is responsible for recruiting, selecting, training, assessing and motivating
employees in the organization.
Best Fit vs Best Practice approach in HRM
Best fit approach is the one that providing result for company on the other best practices
are those which is universally accepted and applicable for all. For en example one company in
UK start employing fresh graduates and part-timers and train them to get work. As the outcome
cost for employment will decrease with same production capacity (Sekhri and Cheema, 2019).
On the other hand best practices in which recruitment for best person for right job is done that
will be not cost-efficient for them as best fit.
Hard and Soft Model of HRM
Hard HRM- In that employees are just a normal person who is performing duties for
remuneration. In this type of model employees retention ratio is very low, lower level of
opportunities to growth, less empowerment for employees. The Best benefit of this that owner
will get better control.
Soft System- In this model employees are the essential recourse for company and give
feel as part of organization. HRM always think for carrier progression and value creation it
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focuses on long term, employee empowerment, system for training and opportunities for
appraisal.
Functions of HRM-
Recruitment and Selection- This is the primary and most critical function of HR it that
new employees for organization is selected. This is difficult task to perform because selecting a
right person for right job title to fulfill organization requirement.
Training and Development- Another function of HR is to find the need of training to
under-perform employees and prepare training model to get optimum use and lead to developed
their professional carrier growth.
Performance Management- It can be manual of software based system to analysis the
performance to start train them. Make change according to get improvement in production and
finding the best performances for appraisal are main duties that perform.
Remuneration and Appraisal- In this HRM need to focus on compensation and carrier
growth. Employees are working for remuneration and it is the main point of motivation for them
so this function is very important. In this increment in salary and position is provided to them on
the basis of are need to be assigned.
P2: Describe Strengths and Weaknesses of Recruitment and Selection Process
There are mainly Two type of Recruitment that a Mark and Spencer(M&P) Plc can follow-
Internal Recruitment- In these employees are selected from the organization itself
mainly three types of sources
1. Transfer- employees are transfer from one department to another one it is an easy
process and require less time and money (Mira, Choong and Thim, 2019). Mark &
Spencer is big company that have 78000 employees working in it this method will be
good for them.
2. Promotion- In these employees and organization both are benefit, employee get
promotion and company will need to search for other talent from outside. The selected
company always provide yearly based promotion. However, need accrue in middle time
they also provide promotion.
3. Re-employment- company always have data base of former employees, so if need of
accrue for then former employees can be rehired. Company has good retention ratio but
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some employees leave the M&P Plc over the year they have maintained data base for
future rehiring.
Merits Demerits
Time and cost effective
Employee Engagement
short on-board process
Create conflict between peers
Vacant existing post
Limit applicant
External Recruitment- in these vacant post are fulfilled from outside of side of the
organization. These sources are
1. Advertisement- In this method company advertised for job and want fresh and
experience employees from outside the organization. Mark & Spencer is a big firm and
have vision for growth every year and for that they need to make regular hiring.
2. Employment Agencies- this make work of HR easy and more effective, in this employer
will not directly connect to employees. Rather, they take help from Agencies to for hiring
that are special made for these purpose. Most of the employees for M &P is hired from
this mode.
3. Educational Institutions- In this company hire fresh talent directly through the colleges
and institution. These help them to acquire new and dynamic personality which can be
good for future success. Company is less interest in this recruitment process because it
need extra time, efforts, lots of traveling and money.
Merits Demerits
Capturing fresh talent
Better competition
New creative ideas for growth
Time ans cost consuming
Agency not provide talent all the time
Legal risk
Chances of failure
Selection process– Selection is directly related to recruiting function, in these short-listed
candidate are selected for the vacant post. There are process that need to be followed for that
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Application and CV reviewing- All the application for post are reviewed for short
listing candidate. M&P use computerized method for it to shortlist them and become easy for
company as well.
Interviewing- After short listing the next process is to conduct interview with the HR
panel/manager has done. In this company look to examine the abilities of all the candidate of the
post.
Ability Test- In some cases it is difficult to find right person, at that time HR will
conduct a test for checking metal and personality test.
Making offer- At last of the selection process selected candidate will be offered for job
position, it can be via E-mail or formal offer letter. In this all the duties and responsibilities that
need to perform, compensation, working time and other details are mention.
Advantages Disadvantages
Proper assessment
Selection of best candidate
Reduces employees turnover ratio
Uniformity in selection
Some-time unreliable
Fear of exposure
P3 Describe benefits of HRM practices for employees and organization
Benefits of training and development to employees of Mark and Spencer
Morale and Satisfaction- Company which is having more the 75000 employee base,
low employee turnover ratio. It is just because of proper training and development program, this
HR practice has provided satisfaction to employee that organization is thinking about them. It
will boost their morale for company as well.
Performance- Employees learn new method of working and increase their knowledge of
them that directly lead to impact in their performance and skill development.
Innovative thinking- In many organizations, where Training and development program
are held very rarely in that employees will be more focused on day to day task achievement
(Rodrigues da Costa. and Maria Correia Loureiro, 2019). They will not think out of box for
improvement on the other hand in company like Mark and Spencer which make these program
on regular basis then they are able to get innovative ideas.
Benefits to the Organization-
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Achieved Higher Productive- This type to practices will lead to make production
function more stable productive however, employees are satisfied and more comfortable them
will work with full efficiency.
Lower Employees Turnover Ratio- Training and development the process that will
satisfied employees and give them chances for higher growth in the organization. It will crate
more workaholic environment where employees want to stretch their carrier it improved the
retention ratio.
Build Image- every organization want to make own image where people want to work
and need not change job for growth (Hansen, Güttel and Swart, 2019). It makes a special brand
image that will attract fresh and new employees. Like Mark and Spencer where newly college
and institute pass out want to work and become a part of it.
Another HRM function that will give benefit to both organization and employees performance
appraisal. Benefits to the employees are-
 For any employees' appraisal lead to make its professional carrier strong and more
effective for growth.
 It increases efficiency in working for the organization and always courage other for
better work for next appraisal.
 It makes employees understand about what should be key ares that need to address to
become successful.
 It provides financial reward also that increase standard of living and financial stability in
their social life.
Benefits to the Organization-
 It provides more satisfaction and motivation to employees towards working.
 It also makes them to learn what kind of reward and financial benefits can make
employee workaholic.
 Better way to achieved mission of organization with employees collaboration.
P4 Impact of efficient HRM practice for Profit and Productivity-
HRM function are directly related to man-power in the organization that will work for in
favor of company. Good HR practices always lead to increase in the production function that
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make positive impact on profitability. Positive impact of HRM practice on productivity and
profit-
Cost-effective- As discuses above this lead to make employees more attached with the
organization and make them more comfortable. This will make effective working and higher
production with less time and make company more profitability. It also saves money that need to
be invested if recruitment take place. Example of Mark and Spencer that have more profitability
due to lower employees turnover.
Incentive and Rewards- The best way to increase productivity is to announce incentive
and reward for the work done at or prior the time without losing efficiency (Min and et.al.,
2019). It will motivate employees to work harder to get themselves rewarded. Mark and Spencer
Plc are also followed these practice when they have higher demand in market want to make
maximum profitability.
Increment- Another practice that make positive impact of production and profitability is
providing time to time increment in the remuneration. This will make employees happy and
motivated all the time and will put extra effort for maximum productivity level and make
product available all the time to customer for consumption. These create opportunities for higher
sales and more profitability.
Bonus- This is the financial benefit that Mark and Spencer is providing to its employees
after the achievement of the desired profit level. Company with more than 75000 employees are
look increase profitability continuously. For the bonus or extra earning working will increase
their working speed and increase no. of unit for product for better in market and target
achievement.
P5 Describe how the relationship of employees influences decision-making of HRM
Employees relation with the HR play a vital role in the decision-making of HRM
functions and improving overall performance of company. Good organization always want
better relationship with employees this enables HRM to take decision that focuses on
development of employees carrier growth rather on despite management. These have influence
on decision-making for future planning for man-power (Chang, Son, and Pak, 2020). It makes
HR to decided about improvement in the existing employees because they are ready to
comfortable and productive for company. There are several ways to get positive relationship
like- creating healthy workplace environment, providing some sort of decision-making power to
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them. Also, appreciating and recolonization for work are some practices that will engage
employees with organization.
Benefit of these are employees will less attractive towards offer form other organization that will
enable HR to think about their professional carrier development and need not to focuses on new
recruiting. It helps HR to take decision about the appraisal and recognition and in some cases
HR will neglect the under-performance due to the relationship (Oki, 2020.). Employees
relationship has great influence on working easy and more collaborative that will make work
better and no need to hire new employees for existing work.
In company like Mark and Spencer Plc where they are more focus toward their
employees and always give create to its employees for success. They always need to get support
from employees and make effort to achieved it, company has introducing seminars, meeting,
more importance to the team work, want collaboration between department. These all are the
HRM practices that make more engagement of employees and reduces HR's work. From this HR
are more productive on making policy towards the functioning rather than improving
relationship. That is one the reasons for more stable, more productive and profitable.
P6 Explain the rules and regulation that need to obey for HRM decision-making
Company which have business in the UK where legal laws are more in favor to
employees to maintain safety of them (Ayoola, 2019). Some basic legislation that need to follow
are factory Act, labor Act, contract Act, industrial Act etc in that many rules applicable. Some
important are as follows-
Wages and Remuneration- there are certain laws that are applicable on the company to
maintain minimum level of wages (James, and et.al., 2019). In country like UK where 8.21 euro
per hour is minimum wages for company to pay the worker and need not allow paying less than
it.
Trade Union- In company where more than 21 employees are working trade union laws
are applicable. These will create a commit and leader is appointed who will work in favor of
works. Leader will be derided on the basis of the highest votes. For better functioning company
need to value trade union and give consideration to these.
Working time regulation- there are many laws that HR need to follow and one of the
important is about to decided for working hour. It is specified that total working hour for a
particular worker can't exceed 48 hours in a week.
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Working environment- Many rules that has been made by factory Act to maintain the
environment for working. It should have proper ventilation facilities, proper facilities for water,
eating place. That are the basis guideline but there are many of them that need to be followed for
working environment.
Equal Employment opportunities- This is the regulation that make healthy competition
and provide equal opportunities to all for employment and growth. There will be no biaseness
for men and women same level opportunities need to be provided. Providing business activities
in 21 century there is no need to guide any company about these.
Welfare, Safety and Health- these laws are to provide safety for job and health for the
employees. Company need to make proper safety measure for fire, accident and other incident
that can harm the employees. There are also some health safety measure are also need to be
followed.
P7 Preparation of Job Advertisement, Interview Question, Process of short-listing Applicant, and
practices for selection-
Job Specification for the post of financial Accountant-
Job Title: Human Resource Manager
Education: Master in Business Administration (HR)
Experience- 3 to 5 years in respective field
Knowledge & skills
Required-
Managerial skill
Effective command on interpretation of financial figures.
Good communication skill.
Good knowledge of HR practices and function
Responsibilities- Taking care of recruitment and selection function
Manage legal portion related to HRM
Format of CV-
John Morrison Address
377/47 church street London
Connected Details
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M. No. 1234567890
[e-mail]
Educational Details
Masters in Business Administration (HR) with 7.4 CGPA in 2014
From Columbia University
Work Experience
HR - 05/2014 to 10/2016 in Sainbury company at London
HR- 11/2016 to 12/2019 in Tesco multinational company at Manchester.
Language known-
UK English
Spanish
Russian
This is the simple for good CV that can be follow and only that information that
company required should be maintained.
Relevant question that need to be asked for the specified job Role-
job is related to finance background so the most of the question will be related to finance
and some will be for personality.
Q1. Tell me Something about your self?
Q2. Where do you be yourself after 5 year?
Q3. Describe the HRM and its function ?
Q4. What are the impact of HRM strategies on overall performance of organization?
Q5. Define importance of employees relation to profitability and productivity?
These are some basic question that are relevant to the job and help to find candidate who
best suit for the job (Harahap, 2020). Further interviewer may take assessment that can examine
candidate in this combination of question of mental ability, HRM knowledge and future goals
etc.
The last process of selection in the selected candidate to offer the job title and job role and
benefits that he will get are mention in this.
Offer Letter
Mark and Spencer Plc
date- 20/3/2121
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Name of candidate- John Morrison
Selected for the Post - Human Resource Management
these I the reference to the interview for the above position, we are pleased to informed
to that you are selected. We are offering you the following-
Salary- 2500 euros per month
timing and working hours- timing will be 9.30 to 6.30 from Monday to Friday (saturday
and Sunday will be week-of ).
Responsibilities- Taking care of recruitment and selection function
Manage legal portion related to HRM
signature of candidate
These are the basic details that are mention in the offer letter of the firm (Roberts, 2020). There
many other that are also mentioned like separation policy, notice period, leave policy etc. that
are also mentioned in these.
CONLUSION
By summing up the above report it has been concluded that Human resource management is the
practice that is used by the organization to achieve the better performance of the business. The
above studies have reflected the functions of human resource management that are Recruitment
and Selection-Training & Development and Performance Management. With the assistance of
above report Strengths that are Time and cost effective, Employee Engagement and Weaknesses
Create conflict between peers and Vacant existing post of Recruitment and Selection Process.
By evaluation of above report benefits and impact of efficient HRM practice for Profit and
Productivity of the organization are explained. By analysis of above studies rules and regulation
that need Wages and Remuneration, Trade Union, Working time regulation that are used for
HRM decision-making. Lastly Preparation of Job Advertisement, Interview Question, Process of
short-listing Applicant, and practices for selection.
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