Human Resource Management Report: Marks and Spencer HRM Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Marks and Spencer. It begins with an overview of the organization, followed by an examination of the purpose and key responsibilities of the HR function, including staffing, employee relations, and organizational culture. The report then assesses various workforce approaches such as workforce planning, recruitment and selection, training and development, performance management, and reward systems, evaluating their respective strengths and weaknesses. Furthermore, it analyzes the importance of employee relations in influencing HRM decision-making, highlighting the benefits for both employers and employees. The report also identifies key areas of employment legislation relevant to the organization. Part 2 of the report includes the design of a job specification, a curriculum vitae, interview preparation notes, a job offer letter, and a detailed explanation of the recruitment process. Finally, the report evaluates this process and outlines principles for implementing effective HRM practices, culminating in a conclusion summarizing the key findings and recommendations.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
1) An overview of the organisation........................................................................................3
2) Explanation and assessment on the purpose of the HR function and the key roles and
responsibilities of the HR function. .......................................................................................4
3) Explain, assess and critically evaluate the approaches to workforce aspects. Also explain
and evaluate the strengths and weaknesses of these approaches. ..........................................5
4)Analyse and evaluate the importance of employees’ relations in respect to influencing HRM
decision-making. ...................................................................................................................7
5) Identify the key areas of employment legislation within which the organisation must work.
................................................................................................................................................7
PART 2 ...........................................................................................................................................9
1)The design of a job specification for one of a number of given positions in the organization.
................................................................................................................................................9
2) Curriculum vitae-1...........................................................................................................10
3) Preparation notes for interview........................................................................................12
4) Job offer Letter.................................................................................................................13
5) Document and explain complete process of recruitment...................................................1
6) Evaluation of this process and principle for implementing HRM practices......................2
CONCLUSION................................................................................................................................2
REFERENCES................................................................................................................................3

INTRODUCTION
Human resource management is basically an approach for effective management in an
organisation in order to attain target goals and objectives. It is developed for enhancing the
performance of employees so that strategic objectives of he employees could be achieved. It is
basically a process of selecting, recruiting, providing assistance, praising the performance of
employees and maintain a healthy relationship with employees (Noe and et.al., 2017). The
following report is based on Marks and Spenser which is a multinational retailing organisation
situated in London. It was founded by Michael Marks and Thomas Spencer in the year 1884.It is
a fast fashion retailing organisation that supplies high quality of clothing, home and food
products. The following report is going to cover number of aspects of human resource
management in an organisation. Purpose and responsibilities of HR function will be covered.
Strengths and weaknesses of different approaches to recruitment and selection will be discussed.
Furthermore, internal and external factors that affect Human Resource Management decision-
making, including employment legislation will be covered. At last, Human Resource
Management practices in a work-related context will be implemented.
PART 1
1) An overview of the organisation.
Marks and Spenser is a multinational organisation in London which was established by
Michael Marks and Thomas Spencer in the year 1884. The organisation is specialised in
supplying high quality of clothes, food products and home products. It has a global business with
around 977 stores across different locations in UK (About Marks and Spenser, 2019). Out of
which 615 stores are exclusive only for selling food products. It is one of the most leading
retailer in United Kingdom. Through constant creativity and innovation they make their products
unique from the other retailing organisation and delight their customers in different parts of the
world. They work with their suppliers in a close manner in order to bring innovations in their
products. The core purpose of the Marks and Spenser is to connect large number of customers
with them and expand the business at a large extent. The brand has been developed by
considering the core values of service, quality, trust and innovation. Aim of the organisation is
to develop a sustainable business by the means of constant and profitable growth and to meet the
criteria and demands of their service users.

2) Explanation and assessment on the purpose of the HR function and the key roles and
responsibilities of the HR function.
Human resource management is a approach to selecting, recruitment and managing
stakeholders and staff members in a particular organisation. Respective department has the key
responsibility of bringing right candidates in the organisation, provide them assistance and
training, mange performance and solving issues and conflicts of employees (Mondy and
Martocchio, 2016). Core function of the HRM is to deliver the information about policies and
rules to the staff members and motivate them to work efficiently with their overall potential in
order to achieve target goals and objectives. It helps in enhancing overall development and
success of organisation and to develop a positive and healthy culture for the employees. HRM
plays a major role in Marks and Spenser by encouraging and motivating employees to achieve
target goals and objectives.
Purpose of HRM
Desired purpose of human resource management is discussed here.
 Staffing: The main purpose of Human resource management is to recruit and selected
skilled and talented employees within the organisation which is to provide best of the
employees in order to achieve target goals and objectives. Respective department conduct
screening of applications of different candidates and then select one right candidate from
that pool.
 Relationship with employees: Purpose of HRM is to develop and mange a healthy
relationship with the employees (Bratton and Gold, 2017). They conduct number of
activities in order to build communication with the employees and to fulfil their
requirements.
 Organisational culture:HRM department of Marks and Spenser have a purpose of
creating and developing a healthy environment an culture. It is responsible for creating a
friendly business environment by solving issues and conflicts of the employees.
Roles and Responsibilities:
 Recruitment and training: The key responsibility of the HR function is to recruit and
train new employees within the organisation. This particular function generally involves
promoting vacancies, hiring and interviewing candidates and keeping the time aside
which is require to train the employees.

 Total rewards: It is the responsibility of he HR department to provide rewards and
benefits to the new employees. It can include dental or medical insurance, a competitive
range of salary, some other life insurance and many more methods.
 Formation of policy: Human resource management keep aside new employees and
candidate from the organisational policies (DeCenzo and et.al., 2016). It can be consist of
distributing employees handbook, guidelines for performance appraisals and code of
conduct.
 Risk management: Human resource risk management team is responsible for identifying
and detecting various risk factors that could be a threat to organisational functions. HR is
supposed to provide a training for safety and must distribute handbooks to the candidates
in order to educate them regarding handling of risks.
3) Explain, assess and critically evaluate the approaches to workforce aspects. Also explain and
evaluate the strengths and weaknesses of these approaches.
Different approaches has been consider in an organisation in order to delver best quality
of products and to attain desired goals and objectives. Some of the them are discussed here.
 Workforce planning: In Marks and Spenser, workforce planning is basically a constant
process which is use to match priorities and needs of the company with its workforce in
order to meet target goals and objectives along with requires in products and services.
 Recruitment and selection: It is basically a process of identifying and hiring new
candidates in the organisation who are skilled, knowledgeable and talented (Chelladurai
and Kerwin, 2018). It is one of the most important function of human resource
management as it makes to appoint skilled and new employees for expanding the
business. Marks and Spenser has a systematic way for conducting recruitment and
selection process which is dependent on organisational human resource strategy.
 Training and development: The main function of human resource management is to
provide training and development to all new candidates in order to enhance their existing
skills and to build some new skills in them. There are number of methods for providing
training and development to the staff members. Marks and Spenser give training to their
employees in order to provide best quality of services.
 Performance management: It is a process of ensuring that all sort of tasks and activities
are clearly meeting the target objectives in an effective manner (Anderson and et.al.,

2019). It focus on the performance of operations, organisation, department or employees.
Marks and Spenser use this strategy for enhancing performance of their employees and to
meet target goals and objectives.
 Reward systems: Benefits and achievements which has been received by the employees
for their performance is termed as reward system. As reward, Marks and Spenser provide
incentive to their employees on the basis of their annual performance. They provide up to
20% discount to their employees in all the stores and online purchasing. A minimum of
28 days holidays per year has been provided. Along with that bonus, life insurance,
health and well-being products has provided in the name of rewards.
However, all these approaches have their own strength and weaknesses which are discussed here.
Strength Weakness
 Planning: It helps to gain long term
success and in maximizing profit.
 Recruitment and selection: It helps to
open new opportunities for the
employees as well as organisation.
 Training and development: It
enhance the skills of new candidates
and make them learn some new skills.
 Performance management: It helps to
analyse the overall performance of the
employees so that their skills can be
enhance.
 Reward systems: It helps in to boost
up the self esteem of individuals and
results in improved outcomes.
 Sometimes it results in high turnover
and cause less teamwork and
collaboration within the organisation.
 It is a complex and a long process also
requires a large amount of investment
in attracting candidates in organisation.
 It takes a lot of time and mostly don
during working hours which results in
overall low productivity.
 If it is based on unfair results,
employees could quit the organisation.
Morale of some candidates can drop by
praising other candidates and not them.
 Giving rewards to employees could
result in increased business costs.
Sometimes there is inequality between
employees.

4)Analyse and evaluate the importance of employees’ relations in respect to influencing HRM
decision-making.
It is the responsibility of HRM department to create a healthy and positive organisational
culture. It is important to maintain a positive relation with the employees as they are the base of
an organisation. Thus, it is very much needed for the supervisors of HRM to fulfil all the
requirements and demands of the employees and to solve their particular problems. It is a key for
attaining organisational success. Strong and healthy relationship with employees are necessary
for enhancing productivity and human satisfaction (Stewart and Brown, 2019). Employees
relations mostly tackle with solving and avoiding issues that may be occur due to work scenario.
Employee relation influence the decision making process of HRM as bad relations can
make the employees to not follow any of the organisational policies an guideline department of
Marks and Spenser build number of strategies in making a healthy relationship with their
employees and try to involve them in decision making processes where their opinions are
required. Involvement of employees in decision making process give them an opportunity to
raise their voice in the organisation and enhance knowledge sharing. It also enhance the
relationship of mangers and employees and encourage a spirit of team work among employees. It
brings transparency in operations of organisations and help the organisation to gain employees
trusts. Relationship of benefits of employees and employer is mentioned here.
Employer: Creating and maintaining a healthy relationship with employees, employers
can achieve target goals and objectives. It is important that employees do agree in any decision
making process because execution for the decision is totally dependent on them.
Employees: marks and Spenser is looking for maintain a healthy relationship with their
employees. It will help them to solve number of conflicts within the organisation and thus
develop a healthy environment.
5) Identify the key areas of employment legislation within which the organisation must work.
Employment legislation can be refer to as different rules and guidelines which has been
set by the government for protection of staff members in an organisation. There are number of
legislations and laws which are need to be followed by organisation (Brewster and et.al., 2016).
Marks and Spenser also consider laws and guidelines provided by the government so that all the
major operations and different functions can be done effectively. The main motive of employer
legislation is to provide equal and fair rights to all the staff members of the organisation. It has a

huge impact on organisational operations and overall business. Some of the legislation and key
elements of employer legislation are discussed here.
Minimum Wages Act, 1998
The act was created for providing minimum wages to the employees in the organisation.
Government has set some fixed amount of pay to all the workforce for getting the work done by
them (Berman and et.al., 2019). It is the responsibility of human resource management for
keeping this law in mind before making any important decision. It is totally depend on the
government that if they are increasing the pay it will directly put impact on organisation
productivity. Human resource management is need to divert their current strategies and must run
the organisation according to the guidelines set by government.
Equal Pay Act, 1970
It is an act set by the parliament of UK for prohibiting any discrimination or less
favourable treatment between women and men in terms of conditions and pay of employment.
According to this act, there must be no discrimination in context to pay. The main objective of
this act is to close the wage gap between men and women in an organisation. This particular act
bring equalities in an organisation and it is mandatory that all the stakeholders and supervisors of
the organisation must stick to this law. It will result in increase employment of women and thus
enhance the overall productivity of whole country as women occupy half of the population of the
country.
Health and Safety Act, 2004
This act ensures safety and wellness at a workplace. It allows all the employees as well as
employers to tackle with health and safety at their organisation by means of discussion and team
work. Discussion between employers and employees within an organisation is very crucial. The
act encourages consultation through representatives of employees health and safety (Reiche and
et.al., 2016). Under this particular act, each and every individual of the organisation has a duty of
occupational health and safety.
PART 2
1)The design of a job specification for one of a number of given positions in the organization.
Human resource team of Marks and Spenser organization is developing person's
specifications, and job description for HR executive.

Job descriptions
Job description of HR executive
We are looking for a candidate who has required skills and capabilities for performing
organisational task in an effective way. Being a multinational organisation, Marks and Spenser
need a deserving HR executive who could take the business to a high extent and is able to
perform all the given tasks with hi/her full potential.
HR executive responsibilities
 To direct and conduct all training and hiring procedures for new candidates.
 Analyse the progress of employees and to make sure that organisational culture remain
healthy and positive.
 Adhere to all legislations and laws.
HR executive requirements
 Must have an experience of more than three year.
 Bachelors degree in human resource management or some related field.
 Must have proper knowledge of MS office suite.
Job specifications
Job specifications of HR executive
HR executive of Marks and Spencer must be able to mange all the tasks and activities of human
resource department effectively. Candidates must have all required skills and capacities.
Experience
 Candidates must have atleast four years of experience in HR department.
 Proven experience must be there for working in human resource mangment.
Education
 Masters of business administration.
 Bachelors Degree

 Proper knowledge about skills of human resource management.
Required skills and knowledge
 Good leadership skills.
 Strong communication.
 Decision making capabilities.
 Public speaking skills.
 Management skills.
 Hiring and recruiting skills.
 Monitoring of profiles.
2) Curriculum vitae-1
John Torver
Address : 650, Dover street, London
Phone no.: 153749852
Email id: [e-mail]
Objectives
To work within the well manner and organised form to gain huge experience by which I can use
my overall working capability within entire field of Human resource management. So that I am
searching for a good opportunity towards human assistant within the HR position within your
reputed organization.
Work Experience
 Internship in HR in motivational concepts, London.
 2 years experience as Human resource assistant within Trans centre and Atlantics,
London, 2015-2017
Qualifications
 Certificate of leadership.
 Certification of Microsoft training centre and MS office.
 Master's degree in Human resource.
 Bachelor degree in HR.

Certificates
 MS office software certificate.
 Behavioural leadership certificate.
Personal information
Status- Single
Date of birth- 26 July 1994
Hobbies- Court game, graphic art, football.
Curriculum Vitae-2
Selena Anderson
Address- 32, North road,London,United Kingdom.
Phone no.-4563521
Email- [e-mail]
Professional Summary
A experienced, reliable and knowledgeable HR profession with positive attitude along with full
of confidence. Providing a better knowledge towards employee requirements and regulatory
laws. Now a days found for a job to work in the position of HR assistant in famous organisation.
Professional qualifications
 Commissioned educator in geographic point for Wellness & safety along with training
courses.
 CIPD level 6 precocious credential, HR- Herefordshire college, 2013.
Key skills
 Able to manage any difficulties in every situation.
 Having great communication skills.
Experience
 HR assistant, Marks and Spencer, London.
 Maintain and control overall administration record of an organisation.
 Handle illness and absence.
 HR assistant officer.
 Liverpool, coordinator of HR.

 Selection process participating.
 Supply entire training presentation and able to conduct development programmes.
Academic Qualifications
 Manchester university- Business and management 2010-2013.
 Moreton college- Bsc. (Hons) 2009-2011.
 Oswestry high school 2005-2008.
Personal Information
Date of birth- 8 July 1991
Hobbies- Reading books and Polo
Status- Single.
3) Preparation notes for interview
An effective Interview preparative notes given below:-
1)Applicant name: Panel member:
2)Essential criteria for selection:-
Criteria Notes
Grade level
Powerful social skills
Good communication and interpersonal skills
Knowledge of IT software
3)Desirable criteria:-
Criteria Notes
Experience within MNC
Personnel management experience
and; Full knowledge of current research within
HRM.
Interview questions:-
1.Why you wanna join Marks and Spencer company?

2. What is your expectation from this position of job?
3. How will you act motivated while performing similar task?
4. Which management style you like the most in company?
5. How will you manage stress in M&S?
4) Job offer Letter
Michael Mars and Thomas Spencer
Marks and Spencer, London.
Dear, John Torver
We are glad to inform you that you have selected for the job role of HR assistant within the our
HR department in M&S.
Job responsibilities:
 Develop report of employees performance quarterly.
 Along with provide appropriate and accurate information to employees.
Reporting- HR superior.
Basic salary- $ 30000 per month.
Working hours- 9 A.M To 6 A.M.
Compensation and other benefits- This will be include insurance, health care benefits,
security, conveyance and so on. Whereas, compensation will include overall performance of
employees.
Sincerely,
Michael Mars and Thomas Spencer

5) Document and explain complete process of recruitment.
Recruitment refers to the searching and attracting the suitable and desired resources or
people for filling the vacant job positions within an organisation (Wilton, 2016). It is mainly
based on the individual's attributes and capabilities that are essential for accomplishing the goals
and objectives of a company. Within the context of Marks & Spencer, HR manager of company
use recruitment process that helps in ensuring that skills of persons match with the job
requirements, make sure the effective as well as efficient hiring, ensures legal compliances with
the laws and policies and so on. The process of recruitment which is used by the manager of
M&S that can be discussed as follows: Identifying the needs of hiring: The process of recruitment starts with the identification
of vacancies which are occur in an organisation that needed to be fill up by the desired
candidate. So the company Marks & Spencer focus on the determining the requirement
by figure out the gap of existing and required persons. Accordance to that prepare a list of
required skills, knowledge and qualifications that are needed for the vacant job positions. Preparing job description: After identifying the needs in a proper manner a company
Marks & Spencer design a job description which contains job title, skills, location, duties
and responsibilities as well as compensation. It is related to that what a company actually
needed that will assist in understanding the candidate's potentiality for fulfilling the
organisation demand. Talent search: At that level, a company focus on searching and attracting the skilled as
well as desired talent. It should be done by two sources internally as well as externally.
As internal source helps in generating referrals and provide motivation to the existing
employees as it considered transfer, promotion, previous applicants and so on (John and
Taylo, 201). Whereas, external recruitment includes advertisements, job portals, sites,
platforms, campus placement as well as job fair that helps in selecting qualified
candidates and reduce the chances of partiality. Screening and short listing: After searching the appropriate talent efficiently shortlist
and screen candidates as at that level the recruitment process gets challenging and more
difficult. So the manager of Marks & Spencer can perform this step easily by sorting
applicants on the basis of their minimum qualifications or many other ways.

 Interviewing: After short listing in an efficient way next the manager of M&S moves
towards the interview procedure before receiving the offer latter or a rejection mail or
message. This process is totally depends on the size of recruiting teams, organisational
requirements and so on as well as interview questions may be varied for all candidates
(Brewster and Söderström, 2017). It includes video interviewing, face to face interview
as well as telephonic screening also.
 Evaluation: After proceeding all steps the next and final step is to evaluate and provide
employment. As the company needs to be followed all steps of recruitment process in
order to get right candidate for a right job and that is the finalisation of hiring.
6) Evaluation of this process and principle for implementing HRM practices
Selection and recruitment practices always implied by human resource within the M&S.
With the help of this they can easily hire knowledgeable and high skilled employees for their
betterment of future.
CONCLUSION
From the above study, it can be concluded hat human resource management plays a vital
role in overall success and productivity of an organization as it is responsible for bringing new
candidates who have enough skills and talent for performing the tasks effectively. The main
purpose of human resource management is to provide men power to the organization with
required talents and skills for achieving desirable goals and objectives. Strength and weaknesses
of different approaches of HRM such as workforce planning, recruitment and selection, training
and development, reward system has been analyzed. Employment legislation such as equal pay
act, minimum wage act, health and safety act are need to be considered by all the organizations
for the protection of their employees.
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REFERENCES
Books and journals
Noe, R.A., and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Mondy, R. and Martocchio, J.J., 2016. Human resource management. Pearson.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
DeCenzo, D.A., and et.al., 2016. Fundamentals of Human Resource Management, Binder Ready
Version. John Wiley & Sons.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Anderson, V., and et.al., 2019. Research methods in human resource management: investigating
a business issue. Kogan Page Publishers.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. Wiley.
Brewster, C.,and et.al., 2016. International human resource management. Kogan Page
Publishers.
Berman, E.M., and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Reiche, B.S., and et.al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Wilton, N., 2016. An introduction to human resource management. Sage.
John, R. and Taylor, B., 2016. Human resource management.
Brewster, C. and Söderström, M., 2017. Human resources and line management 1. In Policy and
practice in European human resource management. (pp. 51-67). Routledge.
Online:
About Marks and Spenser. 2019. [Online]. Available
through:<https://global.marksandspencer.com/about-ms/>.
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