A Detailed Report on Human Resource Management at Marks & Spencer

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Marks & Spencer (M&S). It begins by outlining the purpose and functions of HRM applicable to workforce planning, highlighting the importance of employee recruitment and selection processes. The report then delves into the strengths and weaknesses of different recruitment and selection methods employed by M&S, followed by a description of various HRM practices and their benefits for employees, such as health insurance and training. Furthermore, the report examines how HRM practices contribute to profitability and growth, focusing on key areas like hiring, planning, training, and communication. The significance of employee relations is also explored, emphasizing the importance of positive employer-employee interactions. Finally, the report discusses the main elements of employment legislation relevant to M&S and their impact on HRM decision-making, concluding with an overview of HRM activities in the context of the company's operations.

HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions of HRM that applicable to workforce planning in Marks and
Spencer...................................................................................................................................1
P2 Strength and weaknesses of different recruitment and selection in the chosen business .2
P3 Description on differed human resource practices and their benefits to employees. .......4
P4 Description on differed human resource management practices to having expansion in
profitability and growth. ........................................................................................................5
P5 Description on significance on employee relation in enterprise. .....................................6
P6 The main elements of employment legislation in M&S and its impact on the decision
making of the human resource management. ........................................................................6
P7 Application of Human resource management activities in context of work at M&S ......7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
The human resource manager are assets to the organization, without their key function
the firm is not able to process business function in effective and efficient manner. They are
working as tonic to entity in order to bring satisfaction of customers. The activities of human
resource manager are as to have effective planning, directing and coordinating overall function
of business enterprise. The human resource manager plays expertise role in order to manage,
create, supervise policies and regulations so that things can be implemented effectively. With the
help of having right information the Human resource manager can work in relation to achieve the
desire satisfaction of customers. The present assignment is giving its major focus over the
activities of M&S. The M&S is the global leading brand and distributing its services as food and
clothing sector. It is one of the top most retail brand in UK. The human resource manager are
taking various initiative in order to hire those employees who are capable in manner to providing
quality service to their customers. In addition to this the present assignment has covered things
such are as benefits, functions purpose of human resource management activities. Furthermore, it
is also inclusive of the approaches to recruitment and selection so that human resource manager
are able to hire most competent employees to firm.
TASK 1
P1 Purpose and functions of HRM that applicable to workforce planning in Marks and Spencer
Human resource management play important role in the success of business. In Marks
and Spencer, there are several tasks exist in which effective functioning is needed to perform
different activities. High turnover of employees create major impact on the business goals and
objectives (Clark, Van Noordwijk and McNie, 2016). Therefore, the company had a purpose to
make workforce planning in the business. Following are different purposes exist which help to
impact positively: Encourage several people to recruit new members: In order to create workforce
planning main aim of Marks and Spencer is to motivate new employees to take part in
recruitment and selection. With this regard, candidates can easily apply for the particular
job as per their interest areas and skills as well. Furthermore, short list candidates work
with interview program of the chosen business (Kavanagh and Johnson, 2017). It will
assist to employer to encourage people towards particular job.
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 Assessment of skills to fill vacant job: In this regard, manager need to fill vacant job with
assessment of skills and ability. In this regard, recruitment of the candidates increasing
effectiveness in the business environment.
 Reduction in unemployment issues: Along with this, manager of the chosen business
need to reduce issue of unemployment through provide maximum opportunities to each
candidate. Main aim of Marks and Spencer behind this is created systematic activities as
per the business targets and goals.
 HR manager role of Marks and Spencer: HR manager of the selected enterprise has
greater role to recruit and select the candidates as per their requirements. In this
consideration, reducing turnover help to enhance efficiencies of staff members to develop
creative performances (Gerpott, 2015). On the basis of CV, vacancies has been fulfilled.
In this consideration, selection of the candidates need to implement useful techniques for
effective work performances.
In addition to this, there are several functions also operating by Marks and Spencer which
deliver effectiveness in the business. With this regard, implementation of the action plans also
help to maintain proper contribution for staff members to the business purposes. HRM functions
also help to meet with effective results at workplace: Managerial functions: In order to develop creativity, managerial functions of Marks and
Spencer determines as planning, organising, directing and controlling. In this way,
enterprise analysis considered and operate several activities in HR department. Therefore,
manager also able to recognised and make plan to attain desired aims and objectives. In
addition to this, the chosen business need to implement target and useful operations
(Fredericksen, Witt and Lovrich, 2015).
 Operational functions: In this kind of functions, HR department has responsibilities to
implement recruitment, selection, etc. With these functions, efficiencies of the staff
members increasing through wages, salary, etc.
P2 Strength and weaknesses of different recruitment and selection in the chosen business
In the selected business, recruitment and selection process is important consideration
which implemented to develop creativity (Kavanagh and Johnson, 2017). In this regard, HR
manager of Marks and Spencer need to focus on the issues and problems that impact negatively
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on the enterprise. Action plan need to be completed which enhance workers performance in the
business.
Recruitment: Recruitment process completing with internal source so that it assists to
skilled employees in systematic manner. It contains following strength and weaknesses:
Strengths:
 In order to implement internal recruitment process, new candidates will be placed who
have effective skills and energetic efforts to meet with aims and objectives.
 Marks and Spencer need to apply less cost to recruit the new member in the business.
 Proper support of staff members will be implemented in the business easily (Clark, Van
Noordwijk and McNie, 2016).
Weaknesses:
 Recruitment from the internal resources considered disadvantage that is Marks and
Spencer cannot implement fresh candidates in the company.
 Lack of discipline and maintenance.
 Lack of proper coordination among several people.
Selection: In respect to implement selection process, it is essential to fill the vacant job in
the business. In this regard, Marks and Spencer need to select candidates that can be fulfil
business needs and requirement. With the help of sufficient skills and quality of members, well
performance will be implement at chosen enterprise. Therefore, following strength and
weaknesses considered:
Strength
 In respect to take candidates from external environment, it enhances large pool of the
candidates.
 External selection method assists to implement fresh candidates in the business
environment.
 Several opportunities exist to develop more specific results (Gerpott, 2015).
Weaknesses
 In the business, external selection create more cost which is the disadvantage for the
business.
 It also creates difficulty to understand the candidates and their performances.
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P3 Description on differed human resource practices and their benefits to employees.
The human resource manager plays the crucial role in order to monitoring the overall
activities of employees and direct them in order to achieve desire success in firm. By tracking
each individual performance and giving rewards to him can encourage them to perform their best
in organization (De Massis and et.al., 2018. ). There are various kinds of benefits to employees
under differed human resources practices such are as-
1. The each employee's is beneficial in relation to have advantage in various manner are like
health, insurance benefits and others. This kind of function are helpful for them in order
to motivated them so that they are able to perform business function in effective and
efficient manner.
2. The human resource manager work as to motivating the employees so that they are able
to perform effective in the business enterprise. With the help of encouraging themselves
in order to achieve the desire success they can ensure the maximum percentage of
employee retention of firm.
3. The human resource manager is responsible in order to providing the healthy working
condition to employees so that they are able to perform their role in expertise mode. This
kind of activities are helpful in order to achieve the desire success.
4. The human resource manager need to make effective process of recruitment and section.
With the help of this they are able or hire the best employees. On this activity the major
consideration is need to be given so that the talented employees can able to contribute
maximum to business enterprise (Renwick, 2018).
5. The human resource manager of M&S is taking various kind of initiative in order to meet
the desire expectation of customer so that the business enterprise can have expansion in
large manner.
6. The human resource manager need to bring technology advancement so that they are able
to produce innovative product. This kind of function are very helpful in order to attract
the larger number of customer in market.
7. The effective training is need to provide to all employees so that they are able to
contribute maximum to the business enterprise.
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8. The human resource manager should focus over relation between the employers and
employees so that each person can able to perform their work in coordination so that
larger profitability can be achieved.
P4 Description on differed human resource management practices to having expansion in
profitability and growth.
The profitability of business enterprise is largely dependent over performance of human
resource manager. With the help of effectiveness and efficiencies they are able to enlarging the
business activities in large manner. By keeping eyes on the performance of each individual they
are able to have maximization in profitability of business enterprise. The M&S is able to have
expansion in growth of firm in large manner with the help of following activities such are as-
Hiring- The human resource manager need to set standards so that they are able to most
competent employees in firm. The talented and skilled employees are able to contribute
maximum to organization (Gutierrez-Gutierrez, Barrales-Molina and Kaynak, 2018). With the
help of competent employees they are to bring competitive advantage. This kind of activity is
also helpful in order to have positive working environment.
Planning- In this the activities are need to be planned in priority manner. The planning defines
the gap between what is to be one and how it is to be done. This is helpful in order to measuring
the success of person. The HRM of M&S is responsible in order to plan everything in effective
manner so that they are able to conduct the activities effectively and efficiently.
Training and development- The M&S is working towards having technological advancement.
Due to this the employees need to provide effective training facility. With the help of this the
employees of firm can feel motivated and able to achieve the desire success.
Rewards and performance appraisal- In this the performance of M&S is need to be tracked so
that they are able so on the basis of activities the feedback can be given. This kind of activity are
helpful in order to enhance appraisal in relation to performance and reward is need to be given.
This kind of activities are helpful in manner to motivate them so that they can work in more
efficient manner (De Massis and et.al., 2018. ).
Communication- The communication factors plays the vital role in order to get success in
market. The employees of M&D need to improvise the communication this kind of activities are
helpful in order to achieve the desire profitability. With the help of good communication there
can be better coordination among employees.
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P5 Description on significance on employee relation in enterprise.
The employer and employee relation is the major activities and this is need to be effective
so that each function can be perform in well coordinated manner. The organisation is bale to get
the desire success only if there is proper flow of communication between the employees and
employers. If there is any kind of conflict between employer and employee than it can affect the
performance of business enterprise in large manner. The workers are the main part of firm who
are responsible to carry business function in effective manner.
The M&S need to have positive working environment which will helpful in order to perform
function of enterprise in effective manner. By enhancing the motivation level of employees they
are able to earn the large amount of revenue as well productivity (Cascio, 2018.). This kind of
activities are helpful in order to attends the desire profitability. This will also helpful in relation
to sustain the barn image of firm in market for longer period. With the help of healthy relation
between the worker there can be sharing of ideas which will helpful in order to expand the
growth of business enterprise.
In organisation there are various kinds of departments but activities of each units are interrelated
to others. With the help of effective coordination of each employee of department they are able
to have proper functioning. The M&S need to ensure about maintain the good relation between
the workers so that there can be larger amount of profitably. The success of the firm is largely
dependent over the performance of worker in business enterprise. In this manner it can be true to
said that the employees are treated to as assets to the business enterprise. Without their well
support firm is not able to operate business function in expertise manner.
P6 The main elements of employment legislation in M&S and its impact on the decision making
of the human resource management.
Each and every employee working in M&S should get equal power and rights on the
basis of the employee legislation of the nation. A written document or contract is provided to the
employees at the time of recruitment which includes the various rights and power he or she needs
to consider, it also includes the laws and policies of the organisation. M&S focus on fulfilling all
the legislation and monitor the employees to avoid the breaching of the contract. The company
ensures that there is no discrimination among the employees on the basis of culture, religion, age,
disabilities etc. There are various policies or legislation developed by the legal authorities in
respect to the employment which areas described below -
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 Discrimination act 1975 – This act was developed in order to remove the discrimination
practices within the working environment or organization. M&S provides equal
opportunities and rights to each and every employee without any discrimination. The act
ensures that the employees working in any organization are not discriminated on the basis
of culture, religion, nationality, age, sex, gender etc. The Human resource management in
M&S is highly influenced by this act as they need to develop equal benefits and plans for
each and every employee.(Brewster and Morely,2015).
 The Employment rights act 1996 – The Employment rights act states that employees
should be provided various rights by the organizations. The HRM in M&S manage and
maintain the benefits of the employees with respect to the employment rights such as
leaves, salary and other rights.
 The race relations act 1976 – This act was developed and implemented in order to
decrease the discrimination on the basis of an individual's origin. The race relations act is
strongly against the nationality and race of the employees. M&S introduced this act
within their organisation to avoid any discrimination on the basis of origin or race of the
employees. The company never promote job on the basis of colour, religion or other
elements that symbolize any specific race or origin. The Human resource management
follows this legislation while recruiting, promoting or managing the employees in M&S,
 The Disability discrimination act 1995 – This act is offer equal rights to the disabled
people or employees in the organisation(Dabic andMartinez,2016). This law enforces the
HRM to treat all the employees or individual equally without any discrimination on the
basis of any disability. The decision such as recruitment, promotion act are influenced by
the disability act the HRM can not discriminate any individual due to some physical
disability.
P7 Application of Human resource management activities in context of work at M&S
The main application of the HRM practices in a business or organisation are as described below -
Planning – The Human resource management of M&S has effective strategies for the various
functions of the organization. Various managerial methods for the enhancing the organization's
performance, effective allocation of work and resources. The main aim of M&S is to lead the
clothing industry by offering wide range of products with effective prices to the customers. The
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HRM team focus on recruiting skilled and talented employees in there organisation to improve
the business performance and achieve their goals.
Organizing – Organizing means the allocation of human resources within the organisation such
as M&S. The HRM effectively practice this activity in order for optimum utilization of the
human resources which is very useful for the businesses to improve the business functions and
achieve the organizational goals effectively and efficiently(Baum,2015).
Growth of the employees – The HRM plays an important role in development and growth of the
employees, human resource management develops and conduct effective training programs for
the employees to enable their growth and development. These training programs consist of
various techniques of improving the skills and knowledge of the employees. The major role
played by the HRM in the training programs is to identify the needs of the employees and help
employees to improve their performance in the organisation such as M&S.
Budgeting function – Another major function within M&S is to prepare the budget for the
organisation, it also includes the contribution of the HRM practices. The HRM recruits
employees on the basis of the requirement related to the human resources. They decide the pay
scale of a new employee and also the monthly salary paid to the employees is managed by the
HRM. Therefore, HRM plays a vital role in planning the budget and maintaining it for effective
planning of the financial resources(Dann,2016).
CONCLUSION
The above report concluded that the Human resource management is very essential for
each and every organisation. In context M&S, the report concluded that HRM focus on
developing and maintaining effective workforce for the organisation which helps in improving
the overall performance of the company. The report determined the purpose and function of
HRM in M&S with respect to the business activities. The report also identified effectiveness of
Human resource management for achieving various benefits. Furthermore, the report determined
the different employee legislation applied within a workplace or organization in UK.
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REFERENCES
Books and Journals
Gerpott, F.H., 2015. The right strategy? Examining the business partner model's functionality for
resolving Human Resource Management tensions and discussing alternative directions.
German Journal of Human Resource Management, 29(3-4), pp.214-234.
Clark, W.C. Van Noordwijk, M. and McNie, E., 2016. Boundary work for sustainable
development: Natural resource management at the Consultative Group on International
Agricultural Research (CGIAR). Proceedings of the National Academy of Sciences,
113(17), pp.4615-4622.
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Fredericksen, E.D., Witt, S.L. and Lovrich, N.P., 2015. Human resource management: The
public service perspective. Routledge.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Gutierrez-Gutierrez, L.J., Barrales-Molina, V. and Kaynak, H., 2018. The role of human
resource-related quality management practices in new product development: A dynamic
capability perspective. International Journal of Operations & Production Management.
38(1). pp.43-66.
Renwick, D., 2018. Green Human Resource Management: Towards Environmental
Sustainability in Action?. Routledge.
De Massis, A and et.al., 2018. Innovation with limited resources: Management lessons from the
German Mittelstand. Journal of Product Innovation Management. 35(1). pp.125-146.
Baum, T., (2015). Human resource management in tourism:a small island perspective.
International Journal of Culture, Tourism and Hospitality. 6(2). pp.420 - 421.
Brewster, C. and Morely, M., (2015). Human resource management in Central and Eastern
Europe. Baltic Journal of Management. 5(2). ). pp.101 - 112.
Dabic, M. and Martinez. R. M., (2016). Human resource management in entrepreneurial firms: a
literature review. International Journal of Manpower. 32(1). pp.420 - 421.
Dann, R., (2016). Promoting Assessment as Learning: Improving the Learning Process.
Routledge.
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