Report: HRM Functions, Recruitment, and Practices in an Organization

This report delves into the core functions of Human Resource Management (HRM), emphasizing their significance within an organization. It defines HRM and outlines its purpose, highlighting its role in aligning employee needs with company objectives, using Marks & Spencer (M&S) as a case study. The report identifies key HRM functions such as planning, recruitment and selection, training and development, and job analysis, providing detailed explanations of each. It explores both internal and external approaches to recruitment and selection, detailing the strengths and weaknesses of each method, including transfer, promotions, advertisements, and employment exchanges. Furthermore, the report identifies essential HRM practices like employment security, reward & recognition, and extensive training, explaining the benefits of these practices for both employees and employers. It concludes by demonstrating how effective HRM practices can enhance an organization's profit and productivity, emphasizing the importance of employee satisfaction and a positive work environment. The report uses M&S as a relevant example throughout the analysis.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
1. Define HRM and explains their purpose in an organisation..............................................1
2. Identify the list various functions of HRM in an organisation...........................................1
3. Explain the functions of HRM in details. .........................................................................1
4. identifying the various approaches of recruitment and selection.......................................2
5. Explains the above given approaches of recruitment & Selection.....................................2
6. Identify the HRM practices................................................................................................5
7. Explaining the benefits of HRM practices for both employer or employee.......................5
8. Explains how HRM practice will benefit your organisation in terms of profit and
productivity.............................................................................................................................6
CONCLUSION ...............................................................................................................................6
REFERENCES ...............................................................................................................................7

INTRODUCTION
Human resource management is the essential function within an organisation that
responsible for recruitment of management and provide best talent to the company who
effectively accomplish the company set standards. Present report will going to explains HRM
functions and purpose to perform a task. Therefore, approaches of HR manager to recruit or
select the employees accordingly. However, study also will explaining the HR practices and their
role in within the company success. For that, report will be taking M&S to conduct the further
whole study. It is the leading multinational retail company in UK.
TASK 1
1. Define HRM and explains their purpose in an organisation.
HRM Purpose
Human resource management is the coordination of an company people with the aim to
accomplish the aims and objectives of M&S. Purpose of HRM is to full fill employee needs,
maintain employee satisfaction & motivation which possible by using several planning,
technologies and people (Wright, 2018). HRM is the precious role in the company which
develops more specific way to get business success.
2. Identify the list various functions of HRM in an organisation.
 Planning
 Recruitment & Selection
 Training and development
 Job Analysis
3. Explain the functions of HRM in details.
Planning : it is the foremost function for every department or the process that decides
what actually needs to do or how. Human resource planning consists to measure correct number
of employees at correct place. This planning process helps to accomplish company aims and
objectives to make productive team of employees. In other words, planning is the central
function for all the other department as well.
Recruitment : it is the significant function for HR manager to recruit right employee for
the right role. The main purpose of this function is to accomplish the employment needs and fill
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the employee requirement with productive candidate. Recruitment is the basic function for HR
manager to perform, where HR manager recruit candidates on the basis of set criteria such as
employee skills, capabilities and qualification framework (Bratton and Gold, 2017).
Training and Development : Training & Development is the foremost function which
perform essential function which employees full fill the better performing task and goals. T&D is
the most essential function that helps to make the effective and learning growth. The main
purpose of T&D is to develop the employee per according to effective management task and
build proper effective maintenance proper formation as well.
Job Analysis : it is the another function for the company to full fill the effective
management task. It analysis in two necessary documents such as the job description and job
specification. The main purpose of this function is to collect candidate data or sources to used to
perform job analysis.
4. identifying the various approaches of recruitment and selection.
Internal Approaches
 Transfer
 Promotions Present Employees
External Approaches
 Advertisements
 Employment Exchange
 Casual Callers
Selection
 Interview test
 Screening
 Behavioural test
 Physical test
5. Explains the above given approaches of recruitment & Selection
In order to search for suitable candidates HR adopts several internal or external
approaches to make recruitment and selection process more successful.
(A) Internal Recruitment sources
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Internal process or strategies to recruit right candidate for the right place. Internal
approach is more convenient for HR manager to select candidate within the company atmosphere
(Chelladurai and Kerwin, 2017). There are given some methods of internal approach to recruit
employees.
Transfer : Transfer method of recruitment is the process where HR manager of M&S
recruit right candidates and shifts person from one level to another level within the same
company. The roles and responsibilities of person does not change as well.
Strength
 It helps employee to explore new environment and place to get some more opportunities.
 It requires less expensive and put less efforts on searching candidates.
Weaknesses
 Sometimes employees not satisfied with the new place.
Promotions : Promotion method refer the new upgrade position for the employee which
is beneficial for them to get new opportunity. This method increases the employee role,
responsibilities and more pay (Brewster and Hegewisch, eds., 2017).
Strength
 Employee fully satisfied with their personal and professional needs.
 It helps company to get more experienced staff for better quality performance.
Weaknesses
 It may create miss understanding between other employees.
 Lack of inconsistency in the process.
Present Employees : In this approach existing employee recommend vacant position to
their known member.
Strength
 This process helps company to encourage greater employment brand value.
 Improvise the quality of hire.
Weaknesses
 Lack of surety of good performance by employee.
 It might be create tension for HR, if they fail to get the job role.
(B)External Recruitment Sources
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Advertisements : This is the most common method of recruitment sources which is used
to hire skilled or highly qualified staff (Sparrow and Otaye-Ebede, 2017). Advertisements can be
given in newspaper or in professional journals. Attractive job specification and advertisements
can helpful for the company to attract talent or fresh candidates.
Strength
 It helps to select recruited candidates list via internet that helps employer to select right
candidate.
 It helps to get overwhelming response from the candidates.
Weaknesses
 It involves high chances of fake candidates or insecurity.
 It might be creating conflict among existence employees.
Employment Exchange : This approach is run by government specially for workers,
semi-skilled employees, for clerical posts (Marchington and et.al., 2016). It is is obligatory for
businesses to informed vacant job to employment exchange.
Strength
 It uses employee strength or skills to perform a task.
 This process helps to get potential employees for the particular position.
Weaknesses
 It consist less educated staff.
Casual callers : this is the another approach in external recruitment, it is one of the most
less expensive recruitment method for companies, where person casually come to the company
for job and considered for the vacant job (Sarvaiya, Eweje and Arrowsmith, 2018).
Strength
 it require less expense for the company
 No need to required any specific method.
Weaknesses
 Lack of accuracy involves.
Effective Approaches for selection
Once HR manager recruit candidate through different methods, next process is to select
for making final decision (Patterson, Griffin and Hanson, 2018). Recruited employees need to
give some test to pass the selection process such as given below:
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 Recruiter conduct behavioural test to analyse person behaviour towards job role.
 HR manager also conduct a administrative skills test to match the company needs as per
the set skills for which company looking for.
 Personality test is the another way to select or analyse individual level.
6. Identify the HRM practices
Employment Security : This is the foremost practice of HRM that make sure the safety
precautions of employees. HR should make sure that employee satisfied with their personal or
professional needs. Also, HR responsible to abide all employment law in order to protect
employee health and safety.
Reward & Recognition : It is the foremost practices of HRM that motivate employees
towards professional interest. To make employees more confident and productive, HR should
needs to recognise employees with gifts and rewards as per their hard work.
Extensive Training : HR best practice states that companies should need to invest
heavily in training time and budget for its employees. This practices makes employees work
productivity more stronger.
7. Explaining the benefits of HRM practices for both employer or employee.
Benefits for Employee
HRM practices helps employees and employers in different ways. Such as by conducting
training and development session employee get more confident and energetic that helps them to
not get involved in any other ineffective zone. This practices of HR manager of M&S can help
employee to keep employee morale up.
Another benefit for M&S employees is promoting positive behaviour by given good
appreciation and reward to potential employees (Kang and Shen, 2017). Rewarding employees is
the another most significant practice for HR to perform.
HR practice to adopt fair policies and procedures is benefited for employees to feel safe
and secure within working environment. This is the another benefit for employee that adopted by
Marks & Spencer.
Benefits for Employer
HR manager or employer get several benefits from HR practices and from their results as
well. By acquiring good practices employer get good organisation culture environment where
employees satisfied and happily work with the company (6 benefits of studying human resource
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management, 2017). HR practices also helps employer to adopt new planning or change within
the business at a very fast rate because satisfied and energetic employees are more fast to adopt
new changes. Another benefit to employer is free from management conflicts through which
work environment get disturbed (Ingram and et.al., 2015).
8. Explains how HRM practice will benefit your organisation in terms of profit and productivity.
M&S conduct weekly session for employees to know their good or bad experience. This
HR practices can help company to make correction action action and create positive working
environment for employees (Iwu, 2016). By adopting good and fair HR practices, it helps to
create company brand value in the market. Nowadays, each highly qualified individual wants to
work with those companies who adopted excellent HR policies and Practices. By attracting
qualified employees, it beneficial for the company to enhance quality of work which directly
reflects to the company profit revenue. M&S conduct excellent employee orientation session for
new candidates which represent the working culture of the company. In reality, HR play a most
crucial role in the company earning (Karabasevic and et.al., 2015). It improves company bottom
line in several ways.
A better on boarding process or given adequate training programme to employees make
employees work more productive and efficient to meet the company set standard. By acquiring
effective HR practices, M&S can reduced employee turnover and retain their potential
employees. This process automatically reflect and gain company profit and brand growth.
CONCLUSION
As per the above report it described about the HRM essential functions and practices to
accomplish the company set objectives. Report explained different internal or external
recruitment and selection methods. Therefore, it also described the importance of HRM in within
the company success.
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REFERENCES
Books & Journals
Wright, P., 2018. Fundamentals of human resource management. Management, 5, p.27.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Marchington, M. and et.al., 2016. Human resource management at work. Kogan Page
Publishers.
Patterson, F., Griffin, B. and Hanson, M., 2018. Closing Editorial: New insights and reflections
on the science of selection and recruitment. MedEdPublish, 7.
Kang, H. and Shen, J., 2017. International Recruitment and Selection Policies and Practices.
In International Human Resource Management in South Korean Multinational
Enterprises (pp. 51-84). Springer, Singapore.
Ingram, T. N. and et.al., 2015. Acquiring Sales Talent: Recruitment and Selection. In Sales
Management (pp. 155-190). Routledge.
Karabasevic, D. and et.al., 2015. Selection of candidates in the mining industry based on the
application of the SWARA and the MULTIMOORA methods. Acta Montanistica
Slovaca. 20(2).
Iwu, C. G., 2016. Effects of the use of electronic human resource management (E-HRM) within
human resource management (HRM) functions at universities. Acta Universitatis
Danubius. Administratio. 8(1).
Sarvaiya, H., Eweje, G. and Arrowsmith, J., 2018. The roles of HRM in CSR: strategic
partnership or operational support?. Journal of Business Ethics. 153(3). pp.825-837.
Sparrow, P. and Otaye-Ebede, L., 2017. 10 HRM and productivity. A Research Agenda for
Human Resource Management, p.163.
Online
6 benefits of studying human resource management. 2017. [Online]. Available
through :<https://www.studentbrands.co.za/employment/career-guidance/6-benefits-
studying-human-resource-management/>.
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