HRM Report: Evaluating Human Resource Management at Marks & Spencer

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Marks & Spencer (M&S). The study begins with an overview of the organization, its structure, and the purpose of its HRM function, including key roles and responsibilities such as recruitment and selection, orientation, compensation and benefits, and training and development. It then explores the benefits of various HRM practices for both the employer and employees, focusing on organizational culture, planning for change, conflict management, and health and safety. The report also delves into different approaches to workforce planning, recruitment and selection, training and development (T&D), performance management, and reward systems. Furthermore, the report includes practical elements such as job specifications, a sample CV, interview notes, and a job offer, concluding with a discussion of the processes and rationale for conducting appropriate HR practices. The research aims to evaluate the HRM department's role in achieving the company's objectives, providing insights into employee relations and the legal aspects of employment within M&S.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Overview of the organization......................................................................................................3
Explanation on the purpose of the HR function and key roles and responsibilities of the HR
functions......................................................................................................................................3
Explaining the benefits of different HRM practices within an organization for both the
employer and employees.............................................................................................................4
\Approaches to workforce planning, recruitment and selection, T&D, performance
management and reward system.................................................................................................6
Explaining the approaches of effectiveness of employee relation and employee.......................9
Identifying the key areas of employment legislation within which the organisation exist.......10
PART 2..........................................................................................................................................12
Designing the job specification.................................................................................................12
CV for the position of HR Assistant.........................................................................................13
Interview Notes.........................................................................................................................14
Job offer....................................................................................................................................14
Process and the rationale for conducting appropriate HR practices.........................................14
CONCLUSION .............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management is the department of an organization that handles the
employee relations, staff management and hiring the employees. The main purpose of HRM is to
focus on the people within the business that ensure best work practices are in place at all times.
Present study has been based on HRM that will be presenting the report on Marks & Spencer. It
is a British multinational supermarket in UK that also provides the bundle of services or products
to the consumer. The main purpose of the study is to evaluate the HRM department and their
roles and functions in order to meet out the company's aims and objectives.
Further, in the study will discuss about the purpose of HRM and their key functions
within the company. Besides, it also explains the benefits of different HRM practices that are
conducted by the business. Moreover, this study segment will explain about the employer and
employee relation which is the most essential activity of HRM. Further, the study also point out
the job specification, CV, job offer letter and the process for conducting appropriate HR
practices.
PART 1
Overview of the organization
Marks & Spencer is a multinational super market chain situated across the world. It has
overall 1380 stores. The company operates two segments; first is UK and second is International.
The company is selling its own branded products and services such as good, clothing and home
products in its stores and online both in the United Kingdom and internationally (Aguenza and
Som, 2018). The company is also selling women clothing such as women swear, lingerie,
menswear or kids wear. Overall, it helps to generate good amount of profit and results. Besides,
in terms of employees relation, M&S hires very talented and educates employees who well
manage the customer queries and maintain the customer satisfaction. For that, company also
provides the different benefits to employees for their own development.
Explanation on the purpose of the HR function and key roles and responsibilities of the HR
functions
HRM Purpose
HRM is the most essential department and function of every organisation. In other words,
to maintain the employee relation and their interest is very much necessary so as to perform the
productive work. For that, HR manager is the person who take this opportunity and responsibility

to sustain the employee satisfaction, so this is the main purpose of human resource management
in order to accomplish the overall business objectives and goals.
Key roles and responsibilities of HRM function:-
Recruitment & Selection : This is the foremost function of HRM to captivating,
recruiting, screening, evaluate the person potential based on the selection criteria and the
requirement from specific job role (Wallace and et.al., 2016). It is the role of HR manager to
prepare all these activities to make an effective team within the M&S. Besides, in this function
HR is fully responsible for selecting best candidate for the company performance.
Orientation : Orientation is the process that is conducted for an employee at the first day
of working (Albrecht and et. al., 2015). Besides, this programme is specially conducted for new
employees where HR manager is to communicate all company policies, code of conduct and job
roles to all employees. Besides, in order to attract employee interest, they also share some
company achievements and employee benefits as well. In this manager perform a role in order to
organize the plans for employees and guidelines as well.
Compensation Benefits : compensation is the essential and necessary term for each and
every employee, labour who are working for the company. This is the main function of HR
where they are responsible for managing the compensation details of employees. Besides, along
with this setting compensation structures and evaluating competitive pay practices is the part of
this function as well. HR manager is responsible to manage employee payroll, employee
benefits etc.
Training & Development : Employee must have needed training as they are freshers
and not familiar with the practical knowledge. So in this function HR role is to let them know
about the working criteria of M&S and lead all employees into correct direction. Professional
development is the part of training that helps employees to learn more about the working.
Explaining the benefits of different HRM practices within an organization for both the employer
and employees
HRM practices is one of the most effective term that used by the HR manager. In within
the organization HR manager has been used different kinds of HR practices such as training and
development, recruitment and selection, performance management etc. M&S uses all these HR
practices in order to enhance the employee skills and productive performance (Human Resource
best practices, 2018). All such practices of HR such as Training and development, recruitment

and selection, compensation, legal implications etc. all such practices helps organisation to
maintained the ethical environment within the business.
Benefits to Employer
Organizational Culture : HR manager at M&S provides training and Development to
employees for their personal development and growth. However, such practices develop the
professional culture at workplace. The foremost benefit that gains from HRM practices are to
have the positive work culture that motivate employee motivation and healthy working growth.
Employer get better results and productive team performance within the company (Benn, Teo
and Martin, 2015). HRM practices plays a most crucial role of influencing the company culture
within the company. Besides, employer also get working standards, procedures and guidelines
which allows the employees to know and learn different things.
Planning for change : By motivating employees and confidence company benefited to
adopt new change within the organisation. Another benefit that employer get is get time to think
about new changes. The reason behind new change is employee satisfaction and good confidence
that bring from HRM practices. Planning for change must required a good opportunity for the
company that makes big difference in between the world. Besides, it also helps to gin the new
working challenges that helps to bring some new opportunities and growth.
Management of conflicts : By conducting good HRM practices such as employee
benefits, professional growth, reward & recognition, T&D all these practices makes employees
motivated and confident (Cascio, 2015). Besides that, there are many movements that arise
conflict among employees and employers. However, HR resource manage all those conflicts by
different techniques. HR practices also manage and control the conflicts and issues it helps to
control the overall activities and manage the goals and opportunities.
Healthy & Safety : Health & Safety of employees is must for an employer. For that, HR
manager is the responsible person to make sure the employee safety by fixing some
precautionary things. So that, this practice make employee beneficial to get better results and
outcomes. By applying the all Legal requirement and implication such practices of HRM secure
the workplace safety within M&S.
Benefits to Employee
Professional development : Every hard-working employee wants personal or
professional development by working in the company. HRM is the function who manage all

those employee needs and organise different training & development programmes to satisfy
employees. So overall, by providing good knowledge scope, professional growth employee will
definitely satisfy and contribute their hundred percent.
Increased job satisfaction and morale among employees : employee moral and their
job satisfaction is very important thing within the company that handled by HR manager. By
providing reward and recognition, compensation, employee benefits. They automatically fulfilled
the needs of employees that helps to gain their job satisfaction and commitments towards the
company growth (Collings, Wood and Szamosi, 2018).
Overall, HRM practices is the most essential and effective in order to enhance the
company profit outcomes. This will encourage employees towards the company growth and
potential outcomes. HRM practices also helpful to maintained the working culture environment
as well.
\Approaches to workforce planning, recruitment and selection, T&D, performance management
and reward system.
Approaches to workforce planning
 In order to perform work effectively, employee requires using Workforce approach. This
is the most productive approach to perform the work on time. For that, employee requires
setting the work priorities. This approach is useful to reduce the burden of work.
 Before performing any task plan for that, Workload approach is the best approach to start
the work and accomplish within time period. Planning helps to let team members know
what exactly want to achieve, how it is going to be achieved.
 Incremental planning approach is the another approach through company get all the
things and management effective results. Apart from that, this is the best way to fulfil the
employee needs and wants. By the help of incremental planning approach it helps to meet
out the company wants and effective learning outcomes.
 Various approaches to building programs and makes the best growing performance and
development opportunity goals. Another approach that can used by company is
Competency approach in which due to high competition employees create its own
identity by making good impact on the overall performance.
Approaches to recruitment and selection

 Equality and diversity approach of recruitment & selection is the best approach that helps
to give the good impact on the candidates (Guerci, Longoni and Luzzini, 2016). This
approach develops a good image or reputation of the company in front of the candidates.
This approach helps to assure that all the new candidates will be considered on the same
scale without any discrimination.
 Attracting the right candidates is the another approach that adopted by the HR in which
they attract the correct candidates by giving them good job description, person
specification, reward packages and along with clear details. This approach enable
company to select correct candidate for the vacant job.
 Skills inventory is must have required the best idea and development result in order to
fulfil. This is the best way to promote the enlarging result outcomes that makes the good
impression on the development areas.
On the basis of above approaches M&S should need to be focus on attracting skill full
and potential candidates for the staff selection process. this is the best approach that company
could adopt.
Approaches of T&D
 On the job method is the best way to conduct employee development that helps them to
learn more knowledge along with their routine work. This approach or method helps to
both employer and employee.
 Understudy is the another approach that can be used by the M&S in which employees
learns from their seniors, supervisors and bosses during the working.
 Job Rotation is the another way that company could adopt in which they learn by shifting
of an employee from one job to another on regular intervals (Kerzner and Kerzner, 2017).
This helps employees to learn different things to perform all works.
 Training & Development of employees can be increased the potential and competency
level among employees. Work on special projects is the kind of opportunity that company
provides to some employees who are capable to perform those tasks.

 Experiences is the another approach that company can adopt this is one of the oldest
method of on the job training. This is the most effective method that helps me to develop
the long lasting decision making approach in order to meet out the best outcome results.
 Commitment assignment trainee become members of a committee that develop the
training and development targets in order to meet out the long lasting efforts.
 Coaching is the another method that develop the best target and results in order to meet
out the best outcomes and goals.
 Brainstorming is the another beneficial approach that company could adopt. It helps
people to solve problems in a new and different way (Kuegler Smolnik and Kane, 2015).
Role playing is the best way to contribute the best possible way to enhance the employee
motivation level and growth. Role playing is the best target through employee get more
knowledge for development.
Approaches to performance management
 360 degree is the most common and useful approach that company could adapt to
measure the employee performance on every aspects. This is also very time consuming
process which takes huge information and resources to perform the task.
 Measure the employee performance on the basis of Qualitative and Quantitative
approach. In which employee go through from the process in which HR manger measure
the individual contribution, behaviour, commitments towards the company all things has
to be measure.
 By taking feedback of employees in order to evaluate the result target and goals. This is
the again most effective target opportunity and task in order to select the best employee
for the company.
Approaches to reward system
 HR manager can use Equity Theory in order to reward people. This approach helps to
make sure that equal pay is provided for work of equal worth.
 On the basis of working performance can be the another approach that company could
adapt to give reward to all employees (Liu and et.al., 2017). This is the another most

affective and challenging form of situation that affect the new challenging way of make
this effective situational goals.
 Get reviews of motivational challenges and goals affect the overall position and goals
that develop the new opportunity and goals.
 Reward and people according to the value they create and also affecting the most
effective situational challenges that makes the long lasting effective results and goals.
 This affect the overall situation of the company acquiring the new challenges and growth
results. That also helps to determine the new working targets and opportunities and bring
long lasting goals.
 Total reward is the another approach that can adopted by the company.
 Result approach is the another way to accomplish the company aims and objectives.
Besides, this approach focuses on the product or the outcomes of one effort (Meijerink
Bondarouk and Lepak, 2016). Besides, it seeks to identify and evaluate what has been
accomplished by an employee subject to appraisals.
 Besides, it also helps to determine the leafing developing targets to get the best approach
to analyse the result and growth.
Explaining the approaches of effectiveness of employee relation and employee.
Employee relation is the primary term for every organisation in order to maintain the
standardize work culture. In other words, this term can also be explains by different manner such
it is the efforts to manage the kinship between employees and employers. An organization with
excellent employee relations programs provides the fair and consistent treatment to all
employees (Panaccio and et.al., 2015). In order to build an effective relation between employer
and employee company can adopt some following approaches from below: this brings the new
working styles and new opportunity task in order to meet out the best developing results and
growth.
Employee engagement is the process to engage employees into the productive activities
and goals in order to meet out the business aims and objectives. Employee engagement is the
best practices by the company that helps to maintained the standard company environment.
Collaborative Approach

Different organization have their own format of employee engagement. The relation or
the effectiveness of employer and employee is very much essential in order to get the best results
and outcomes for the future business targets. It helps to define the best advantage and goals in
order to build out the best outcome and results in order to full filled the business objectives. Such
as M&S committed to driving a sustainable business and socially responsible. This includes
employee relations with safe and healthy environment, promotes diversity, work as a team.
Psychological Approach
This is the another approach which is helpfully to maintained the effectiveness of
employer and employee relation. As per this approach oh human resource it defines the
difference of individual thoughts either of employee or employer. Due to which it creates
misperception and conflicts in the relation of employer and employee. This is the human nature
that thinks are different (Utrilla, Grande and Lorenzo, 2015). In order to get overcome from these
conflicts. Each person can appreciate each other thought and ideas that helps to reduce the
differences among others.
Sociological Approach
This is the another approach which refers to the society and its community in which
different kinds of human beings has been present. Each individual have their own values and
customs. In order to reduce that, HR can apply the policies and human resource management is
the another best way to create equality and good relation with overall it brings lots of effective
learning styles and build the faith among employees and employers. By applying all legal terms
and conditions within company environment is helpful to run the business functions in smother
manner.
Company should need to require employee engagement strategies in order to maintained
the employee relation. Such as M&S can adopt any of the above practices into their business
functions to get the bet outcome results and goals.
Identifying the key areas of employment legislation within which the organisation exist.
Employment laws and compliance plays a most crucial role within the organisation. It
secures and safe the company management from the government punishments. Employers must
adhere all the employment legislation policies and procedures in order to maintained the good
relation with employees.

Health and safety Act 1974 : Employers face different kinds of duties and responsibility
against the employee safety. According to Health & Safety act 1974 of UK M&S must have
obliged all the obligations in order to remove the all chances of human loss. Employer must
ensure that there is not any kind of development growth that makes the different opportunity and
growth in order to meet out the goals and objectives. Company should maintained the adequate
welfare provisions for staff at work.
Data Protection 2018: Data protection act is the most challenging and ineffectiveness
which brings uncertainties among the departmental goals (Wallace and et.al., 2016). The health
and safety at work act explained the British safety council this is the another thing that company
needs to talk. The implementation of these regulations does not have to be daunting, time
consuming or costly affair. Company should maintained the data of employees in order to
maintained the good relation with them. Besides, it also very helpful to get the effective
management task and results.
Equal Pay 2010 : Equal pay act is the another regulatory legislation that company should
need to adopt into their business practices. The equality act 2010 gives both women and men the
right to equal for equal work. With women and men being legally entailed to be paid. This is the
right of every employee to get the equal pay from the company as per the position and outcomes.
Here it helps to grow the business growth in terms of making high impact on the business level.