Human Resource Management Report: Marks & Spencer, HRM Practices

This report provides a comprehensive analysis of human resource management (HRM) practices at Marks & Spencer (M&S). It begins with an introduction to HRM, outlining its purpose and functions within an organization, particularly focusing on planning and resourcing. The report examines the recruitment and selection processes, comparing internal and external recruitment methods, and evaluating the strengths and weaknesses of different selection techniques. It then delves into the benefits of various HRM practices, such as performance management, training and development, and reward management, for both employers and employees, assessing their effectiveness in raising organizational profit and productivity. The report further analyzes the importance of employee relations in HRM decision-making, discussing the impact of employee engagement and legislation. It concludes by applying HRM practices to a work-related context, providing a detailed examination of M&S's HRM strategies.

Human resource
management

Contents
Introduction...............................................................................................................................................3
LO1.............................................................................................................................................................3
P1- Purpose and function of human resource management in planning and resourcing of organisation..3
P2- strength and weaknesses of different approaches of recruitment and selection.................................4
M1- Functions of the hrmcan provide talent and skills...........................................................................6
M2- Strength and weakness of different approaches of recruitment and selection..................................6
LO2.............................................................................................................................................................6
P3- Benefits of different human resource management practises for both employer and employees.......6
P4- Effectiveness of the different human resource practises in term of rising organisation profit and
productivity.............................................................................................................................................8
M3- Methods used in HRM practises With example...............................................................................9
LO5- Analyse the importance of employee relation in respect to influence in hrm decision-making......9
M4- Key aspect of employees relation management an employees legislation not affect HRM decision
making...................................................................................................................................................10
P 6 The key elements of employment legislation and the impact it has upon HRM decision making.. .10
LO 4..........................................................................................................................................................11
P 7 Applications of human resource management practices in work related context............................11
CV.............................................................................................................................................................12
M 5 Key aspect of employees relation management an employees legislation......................................14
Conclusion................................................................................................................................................14
References................................................................................................................................................15

Introduction
Human resource management is top Department off an organisation, it is responsible to
run practises of managing employees to achieve the better performance. they recruit talented and

skilful employees who can give their best and help to achieve goals and objectives. Human
resource management is also responsible too plan, develop, organise monitor and control of
workforce within company.
This report will cover case study of Marks & Spencer Which is British multinational
brand who are selling varieties of product to their customers. Their products include home
appliances, clothing and food.
This report will discuss about purpose and scope of human resource management. it will
also evaluate the effectiveness of key elements of HRM within the company. this report will
analyse the internal and external environmental factors that affect this is an making of human
resource management including their employment legislation. in the end of this report will apply
HRM practises and work related context.
LO1
P1- Purpose and function of human resource management in planning and resourcing of
organisation
Human resource management is the coordination of employees within the organisation to
achieve specific business goals and objectives, maintain employee satisfaction and satisfy the
needs (Noe and et.al., 2017). The main purpose of the hrmIs too plain and resource the
workplace related to the workforce. Without having skilful implies Marks & Spencer cannot
reach success in their business. HR manager it’s responsible to plan and resource the workplace
and help company to achieve their success.
Functions of hrm
Human resource management plays various functions within the workplace of M&S.
Here are some function that helps to plan and resource the organisation and it is also most useful
and helpful function for the company to achieve their business objectives.
selection and recruitment
selection and recruitment is top function of the human resource manager, where they
select the specific job profile and recruit employees among them on the basis of their skills and
knowledge. they identify the potential within the candidates according to the job profile,

candidates have to go through various tests that help HR manager to Identify if candidate is
perfect for the job or not. Recruitment and selection is also part of planning and resourcing.
Training and development
Training and development is common function for the human resource management and
it is also a part of there organisational planning and resourcing. In this function they provide skill
based training to their employees so they develop new skills and it also helps to motivate them to
give their best in the task.
Employee engagement
Human resource management is also responsible to manage the human relations Within
the workplace of Marks & Spencer (Zehirand et.al., 2016). they run various practises that help
them to create a good relationship between the employees and employees work together to
achieve common goals.
P2- strength and weaknesses of different approaches of recruitment and selection
Recruitment is the process that helps to identify the job vacancies for the candidates,
analyse the job recruitments, screening an reviewing to select the right candidates.
Internal recruitment
Internal recruitment is the process which is done within the organisation. this process
Rare company give promotion, transfer it is to the own employees on the higher post.
Promotion
Promotion is the internal recruitment process where employees get promotion on the
higher position within the organisation.
Transfer
Transfer is another internal recruitment method where employees transfer to be another
branch of the company without affecting their salaries.
Strength
 Save higher cost

 Managers are aware of skilful employees
Weakness
 Restrict entry of the new candidates
External recruitment
In this process candidates hired from the various external sources as it enables within
entering of new talent at the workplace of Marks & Spencer (Curado., 2018). It also contains
more time to recruit individual and huge costs from such source. HR manager of the company
post jobs on the ads, newspapers and social media platforms to Recruit employees.
Strength
 New and creative talent
 Increasing diversity of workforce
Weakness
 It’s take time because HR manager Have to analyse each and every CV.
 They need to provide training and development to does implies.
selection method
Selection means choosing the best candidates from the pool of application and offering
them a job. Selection includes various methods Like interview, aptitude test etc.
Interview
Interviews the form of selection method where hr manager of the Marks & Spencer Invite
the candidate for interview where they ask oral questions related to job and personal life. it helps
to identify the communication skills and confidence in candidates.
Aptitude test
Aptitude test helps to identify the knowledge and Way of thinking wouldn’t the candidate.
Strength
 Young talent take place within the organisation with creative mind

 Helps in diversify workplace
Weakness
 Time consuming process
 It may lead to favouritism
M1- Functions of the hrmcan provide talent and skills
Human resource management of the company please various role within the organisation
that helps them to provide talent and skills at their workplace. Recruiting and selection process
helps to identify the potential candidates who are perfect for the job roles with various skills and
talent. some of the other functions like training and development, group practises also can
improve these skills and make employees talented.
M2- Strength and weakness of different approaches of recruitment and selection
Recruitment and selection have some approaches like interview, job posting, aptitude
skills reference, promotions etc that Help company to plan there human force and provide
competitive advantages to the company. weakness of the recruitment and selection is that it's
takes time to complete whole process and strength of this approach are It helped to provide
skilful and talented employees to the company.
LO2
P3- Benefits of different human resource management practises for both employer and
employees
There are various practises run by the human resource management of Marks & Spencer
which include training and development, reward management, performance management etc.
Performance management
Performance management is the continuous process that company to improve the
performance of employees and employees always get motivated (Lorincová, and et.al., 2018).
HR manager Create working environment and set the goals that helps too manage their
performance and many other activities are included.
For employees

It is beneficial for the employees becausr they get chance to improve their skills and also
can take promotion within the organisation.
For employer
Performance management is helpful for the employer because It helped them to create a
pool of skilful employees Who can helpMarks & Spencer to be successful within the market.
Training and development
Training and development is effective practise is run by the human resource management
of the Marks & Spencer. HR manager provide training to the employees related to their work and
Additionally to provide new skills within the employees. it helped them to motivate their
employees and workers give their best to achieve goals and objectives.
For employees
It is beneficial for employees because skilful training and development can help them too
achieve success in their career development.
For employer
Employer get motivated employees who trust their leaders and also help to improve the
productivity and profitability of the company.
Reward management
Rewards are extra benefits that employees get for their target achievement and it is
important for motivation of employees.
For employees
It is beneficial for the employees because they get extra bonus that can be used to satisfy
their personal needs and demand.
For employer
For employer it is beneficial because Employers are the leader of the company and if
their employees are motivated and satisfy then they are more productive and help company to
achieve success and also increased probability (Marchington And et.al., 2016).

P4- Effectiveness of the different human resource practises in term of rising organisation profit
and productivity
Human resource management of the Marks & Spencer, is not only responsible to recruit
and select employees but they are also helpful in terms to raise the probability of the company.
there are various practises that are run by the human resource management Department enhance
companies profitability through their practises. here are some practises that helps too rise
organisational profit and productivity.
Reward
Reward practises our run by the HR manager Of the company, the main motive of the
companies to make more effective and productive to the employees because, When employees
get additional reward for their work then they work more effectively and help Marks & Spencer
to enhance their productivity and profitability both
Training and development
Training and development also helps to enhance productivity and profitability of the
organisation becauseTraining and development programmes helps to develop new skills within
the employees and also improve the performance of the workers that affect on their work and
enhance productivity and profitability of the Marks & Spencer (Presbitero., 2017).
Flexible working hours
Flexible working hours is work related practises by the human resource management. In
this practises employees can leave the office after their completion of work, it makes more
productive to the employees because They work more effectively and more faster that helped
company work according the commit with clients. It affects the profitability of the company
because more clients means more profit.
M3- Methods used in HRM practises With example
There are various methods and practises run by the human resource management of the
company that include, reward management, flexible are working, performance management,
group activities, training and development programmes etc. This all methods are used by human
resource management of the Marks & Spencer. For example- Training and development also

helps to enhance productivity and profitability of the organisation because Training and
development programmes helps to develop new skills within the employees and also improve the
performance of the workers that affect on their work and enhance productivity and profitability
of the Marks & Spencer.
LO3
P 5 Analyse the importance of employee relation in respect to influence in hrm decision-making
Employees relations are most important part of the Marks & Spencer cause it directly
influence on the decision-making of the company (Ogbonnaya, and Messersmith., 2019). it is
necessary for the human resource management Department to create engagement between the
employees so they can be helpful for the company to achieve their goals and objectives and help
them to achieve success within the market.
Improvisation have some benefits like-
 Good relation between the employees create diverse workplace environment and
employees come up with the new ideas an innovation that is helpful to take decision’s.
 Employee engagement help company to take decision , It is necessary for the hr manager
of the company To invite employees to take participate in decision-making of the
company that will make them more effective and confident within their work. it will also
help to create a good relation an engagement between the lower level employeesand top
superiors of the company.
 Having a good engagement and relation within the implies can help to enhance the flow
of communication within organisation which is necessary to make company successful.
without having a good flow of communication at the workplace of company, Marks &
SpencerCannot achieve success. it is necessary for the human resource management to
create a good relation to Increase flow of communication within the workplace ofMarks
& Spencer.
M4- Key aspect of employees relation management an employees legislation not affect HRM
decision making
Employees relation management is necessary practises of the human resource
development becausr good relation between the employees can help company to achieve higher

growth within the market (Barrena-Martínez, López-FernándezAnd Romero-Fernández., 2019).
on the other side employment legislation is necessary to provide the rights of the employees
within the organisation and it also influence on the decision-making of human resource
management where HR manager have to implement policies related to the employment
legislation.
P 6 The key elements of employment legislation and the impact it has upon HRM decision
making.
The base of operations for Marks & Spencer is in UK and the company has established
their market pretty well. But in order to do that they had to face many obstacles and comply with
the laws set up the government of the country. This was done by the management of the
company so there is less level of interference in their operations by the government and they can
maintain smooth flow of operation without any disruption. The laws have protected the
employees from many of the things where they had to deal with the cases related to sexual
harassment, difference which is considered among employees as per their religion, race etc.
which leads to taking biased decision by management which affects the growth of the employees
as well as the company because they loose employees with potential over this. But after the
introduction of different Act by the government there have been less of these cases observed.
This is because employers are aware of the outcome of actions related to these.
Health and Safety Act 1974-
Employees are protected from the hazards or accidents that can happen in the premises
and injure them. Managers of Marks & Spencer has looked after it and they have complied with
every necessary tool that is required in order to avoid these circumstances. They have maintained
the decorum of their offices and stores as per the guided standards to them. This has helped them
to keep issues related to it down and work under the guidelines given by the law (Delery and
Roumpi, 2017).
Employee Protection Act 1978-
Many of the employees were not used to be protected by mutual contract or agreement
but after the introduction of this act companies such as Marks & Spencer had to change their
methods as now they had to give a prior notice to the employees. This law also applies for the
employee as any of them had to give a prior notice to the company so that they have sufficient

time to find their replacements and keep their flow of orders running. No employees are hired in
Marks & Spencer without doing a background check and meet with all the legal aspects so that
they are able to meet their goals.
Equality Act-
The main focus of this act is to deal with those cases which are giving issues to the
employees on the basis of difference in race, religion, sex, caste etc. proper evaluation is done
by the HR and top level of management in Marks & Spencer so that they have an insight about
the issues that are faced by the employees. They make sure that none of the employee have to go
through this because they know what there one complain can do to their reputation in the market.
This has helped employees in many of the countries a lot as now they work with more
confidence and feel secure.
There are different laws pertaining to this aspect which is concerned with not going after
the privacy of employees and form policies for the rules and regulations of the company so that
every employee maintains the code of conduct and there is no misbehaviour by the management
of the company (Boon, Den Hartog and Lepak, 2019).
LO 4
P 7 Applications of human resource management practices in work related context
Opportunity for Job-
This is to notify that a position for the field of manager in the department of research and
development has been open up in the London office. For further details please see below.
Title for the Job-
Manager of research and development
Qualifications-
Have done bachelors from University of London.
Experience in Work-
1 year as manager in an MNC

Age
25-28 years
Role of the job
Need to analyze the needs and wants of people and their taste and preferences so that company
can work on those designs and offer them that.
Need to figure out the change in the behaviour of customers.
Interact with them or take sessions with them online.
Attributes-
Company will chose those who are familiar with Spanish as well as English.
Profile of the job-
To look for the activities of the members in the team.
Guide them to the right path.
Work on finding the new patterns and approach for the company.
Application can be submitted to HR of the company on the mail.
CV
Name- Nathan
Email ID- Nathannth@yahoo,.com
Mobile #- 96328133243
Qualifications-
Qualified University Grade Year
Bachelor in Finance
and diploma in sector
of R&D
UK 2007 7
Strength-
Skills in leadership

Skills in Management
Skills in following the protocols.
Skills in coming up with new approaches.
Skills in marinating the interaction with clients.
Personal Details-
Not married
Nationality-
Citizen of British
Job Offer letter-
Date- 12/10/2020
Dear Nathan,
After reviewing your profile the company has come to the decision of finalizing you
as a suitable candidate for this position. This is to inform you that you can begin from
12/15/2020. The timings will be clear to you when you have completed your first week until then
its 9:00 AM to 5:00 PM. All the policies and documents will be explained to you by HR on your
first day. If you are ready to work with us please let us know by mailing a respond back to HR.
Yours Sincerely Candidate Signature
HR Manager ( )
Marks & Spencer
Interview Questions-
Describe yourself?
Perks of having you in the company?

Give us strong situation where you will benefit us.
Qualities that you possess and believe are different from others.
M 5 Key aspect of employees relation management an employees legislation
Maintaining the relationship with employees is most important as it allows the
management to know about their interests and style of working. This helps them to put them
under the field of their interest and then hope for better results from them. Also this helps the
management of Marks & Spencer to maintain the level of positivity in culture and reduce the
level of complaints (John and Taylor, 2016).
Conclusion
As per the report has beendiscussed about purpose and scope of human resource
management. Italso has been evaluated the effectiveness of key elements of HRM within the
company. this report has been analysed the internal and external environmental factors that affect
this is an making of human resource management including their employment legislation. in the
end of this report has been applied HRM practises and work related context.
References
Books and journals
Barrena-Martínez, J., López-Fernández, M. and Romero-Fernández, P. M., 2019. Towards a
configuration of socially responsible human resource management policies and practices:
Findings from an academic consensus. The International Journal of Human Resource
Management. 30(17). pp.2544-2580.
Boon, C., Den Hartog, D.N. and Lepak, D.P., 2019. A systematic review of human resource
management systems and their measurement. Journal of management, 45(6), pp.2498-2537.

Curado, C., 2018. Human resource management contribution to innovation in small and medium‐
sized enterprises: A mixed methods approach. Creativity and Innovation
Management. 27(1). pp.79-90.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management Journal,
27(1), pp.1-21.
John, R. and Taylor, B., 2016. Human resource management.
Lorincová, S., and et.al., 2018. Strategic instrument for sustainability of human resource
management in small and medium-sized enterprises using management data. Sustainability.
10(10). p.3687.
Marchington, M. And et.al., 2016. Human resource management at work. Kogan Page
Publishers.
Noe, R. A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Ogbonnaya, C. and Messersmith, J., 2019. Employee performance, well‐being, and differential
effects of human resource management subdimensions: Mutual gains or conflicting
outcomes?. Human Resource Management Journal. 29(3). pp.509-526.
Presbitero, A., 2017. How do changes in human resource management practices influence
employee engagement? A longitudinal study in a hotel chain in the Philippines. Journal of
Human Resources in Hospitality & Tourism. 16(1). pp.56-70.
Zehir, C., and et.al., 2016. Strategic human resource management and firm performance: the
mediating role of entrepreneurial orientation. Procedia-Social and Behavioral Sciences. 235.
pp.372-381.