Human Resource Management Report: M&S Case Study and HRM Practices

This report provides a comprehensive overview of Human Resource Management (HRM) practices, using Marks & Spencer (M&S) as a case study. It delves into the purpose and functions of HRM, exploring key roles such as recruitment and selection, talent management, performance management, and training and development. The report analyzes the strengths and weaknesses of different HRM practices, including internal and external recruitment and selection processes. It further examines various HRM practices like flexible working, performance appraisals, and their impact on both employers and employees. The report also discusses the significance of employee relations and the influence of employment legislation on HRM decision-making. Finally, it presents practical applications of HRM practices, including a sample job description, CV, and job offer letter, concluding with an analysis of how these practices affect the productivity and profitability of M&S. The report highlights the importance of effective HRM in achieving organizational goals and maintaining a competitive edge in the retail sector.

Human Resource Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Purpose and function of HRM................................................................................................3
P2 Strength and Weakness of different HRM practices..............................................................5
LO2..................................................................................................................................................6
P3 Different HRM practices........................................................................................................6
P4 Effectiveness of different HRM practices..............................................................................7
LO3..................................................................................................................................................9
P5 Significance of employees relations.......................................................................................9
P6 Key elements of employment legislation and it’s impact on decision-making process of
HRM............................................................................................................................................9
LO4................................................................................................................................................10
P7 Application of HRM practice...............................................................................................10
Job Description..........................................................................................................................10
CV (Curriculum Vitae)..............................................................................................................11
JOB OFFER Letter....................................................................................................................12
CONLCUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
INTRODUCTION

Human resource management is the procedure of managing number of people in the
particular place i.e. company and influences them to work on common aim of the business so
that effective outcomes can be gained (Managerial Functions of HR Manager, 2019). It is an effective
approach that is practiced by all companies in order to gain profitable results in the company.
The main objective of the HRM is to make such working environment that automatically
encourages individuals to give productivity in their working through which company is able to
earn more benefits. There is an example of Marks & Spencer that will support to understand
significance of human resource management. It is a British multinational retailer company which
is headquartered in UK. It operates into multiple countries and offers products and services to the
customer across the world. In this report will discuss over purpose of HR functions and their key
roles and responsibility which they performed in the business. It will cover different HRM
practices and different employment legislations.
LO1
P1 Purpose and function of HRM
HRM in the company always plays essential role in order to gain effective workforce as
well as for other purposes. No company can get success without practicing different practice of
HRM. There are various key roles and responsibilities of HR of the M&S plc which have been
discussed below:
 Recruitment and selection
It is one of the major functions of the human resource management that perform by managers in
the different companies (Belizon, Morley and Gunnigle, 2016). Human resource managers at the
M&S plc always seeks for new talents as per the requirements so that they create some creativity
in the workplace through which company gains benefits. Whenever company is lacking behind
employee’s productivity or scarcity of talents then HR managers perform this function as
responsible manager and resolves issues promptly. Currently, M&S have highly talented and
diversified workforce in the workplace. The main goal of the management with the function is to
resolve high employee turnover issues so that organization can gain high growth in the business.
 Talent Management

There are various issues that often face by individuals in the company such as salary,
employment contract, discrimination, bully etc. which leads demotivation in them so they seek
for such working environment whereas they get value from others. Management of M&S plc is
proactive to deal with all existing issues in the workplace which faces by individuals. Thus, HR
management always try to keep working environment healthy and creative by implementing
different strategies.
 Performance Management
It is one of the key functions of the human resource management that they practice in the
company to retain talented staff. As know effective relationship between employer and
employees leads mutual benefits in the business and makes company highly successful in it’s
sector. For example, when employees have good relation with upper management that
automatically encourages them to give honest performance and make them highly dedicated to
work on organization’s projected goals and objectives (Bos-Nehles and Meijerink, 2018).
Managers of M&S puts high efforts to maintain relation between employer and employees that is
one of the major factors of employee’s satisfaction rate in the company. Existing managers and
leaders works together in the M&S in order to take best decision so that expected outcomes can
be received by business in efficient manner.
 Training and Development
From past few years, most of the companies conducts different training and development
program for the specific time period in their business so that they can make their workforce
highly productive and active in the workplace. This training session supports individuals to
improve their working performance and overcome their weak areas as well as company gets such
workforce which helps to gain all long-term and short-term goals. Thus, M&S enables to make
it’s staff highly career-oriented.
From the above discussion can be analyzed that human resource managers at the M&S
plc perform all key functions of HRM that have mentioned above through which upper
management has gained lots of advantage.

P2 Strength and Weakness of different HRM practices
There are numerous strengths and weaknesses of HRM practices such hiring and
selection process. Recruitment is one of the prime practices of HRM that they perform in the
company. With this key function, company always maintain productivity of employees in the
workplace.
Internal recruitment
It is key method of recruitment and selection process that is performed by HR managers
(Hassan, 2016). In this approach, managers take various steps while hiring and selecting number
of employees from internally. Thus, company selects right talent from existing workforce.
Strengths of internal recruitment
 Improve productivity of company’s functions.
 Reduce high labor turnover rate of the business.
 In the motivation, employees perform more productive business operations in the
workplace.
Weakness of internal recruitment
 It motivates internal politics in company.
 Do not promote any new talent or skill.
External recruitment
It is another approach of recruitment process that is performed by human resources for
recruiting best candidates from the external business environment.
Strengths of external recruitment
 Promote level of creativity, innovation and skills.
 Brings highly talented candidates who posses’ wider range of new talent and experience.
 Increases large number of opportunities of employment that can bring positive impact on
organization’s goodwill in the business market.
Weaknesses of recruitment process

 Increases internal conflicts between new joiners and existing staff.
 Have to invest more time and funds to make new joiners compatible and active for the
designated posts.
Strength and weakness of selection process
Selection is the process of choosing right candidates from those who have already applied
for the job. Tesco follows three criteria for selecting right candidate for the specific post such as
aptitude test, GD and personal interview session.
Strengths of selection
 It supports to eliminate those candidates who are lacking behind knowledge, skills and
proficiency.
 Supports to neglect biasing while hiring right candidates.
Weaknesses of selection process
 It is time-consuming process.
 Requires good HR expertise and experience for identifying right talent for the specified
job roles.
LO2
P3 Different HRM practices
Human resource at the M&S plc performs various functions i.e. planning, organizing,
coordinating and controlling. Key practices of HR help company to gain framed objectives
within timeframe (Larasati and Martono, 2020).
Employer
Recruitment and selection is one of the major practices of HRM that they perform at
M&S plc in order to maintain employee’s productivity in the business. Whenever any functional
units like financial department, marketing department etc. requires employees in their
department they directly communicate with human resource managers in order to recruit such

employees who enables to stand on their expectation and helps them to gain projected goals of
the company. Whereas managers at the M&S plc includes some attractive incentives and facility
in the employment policy in order to attract best talent. Thus, HR maintains employee’s turnover
in the business.
Employees
Flexible working practices is the HRM practice that practices by various companies for
maintaining individual’s wellbeing in the workplace. Lots of human resource managers at
different companies i.e. M&S have practiced this HRM practice so that each employee gets time
to spend with their family that encourages them to give outstanding performance in the
workplace (Li, Rees and Branine, 2019). Leaders at the M&S are quite flexible with time that
feels individual stress free in the workplace and they perform more effectively in the company.
Performance appraisal is another approach of HRM that leads satisfaction in individuals for the
job. HR managers of the M&S plc practices this HRM practice for keeping individuals motivated
and encourages them to give high standard performance in the job place. Company provides
rewards to such employees who puts more efforts to make business successful. Thus, M&S stay
motivated individuals in the company.
Benefits of HRM practices in the context of employer and employees
Key HRM practices bring lots of benefits for the individuals and company for example
appraisal system encourages individuals to give high performance and earn more financial
benefits except salary while managers enable to gain company’s short-term and long-term goals
on time (Manzoor and et.al., 2019). Flexible working hours leads advanced benefits for the staff
because they get more time to deal with tasks more effectively. While managers get high quality
in individuals working. Thus, different HRM practices bring mutual benefits for the employees
and managers.
P4 Effectiveness of different HRM practices
To recruit right talent for the right place is one of the prime responsibilities of the HRM
through which company enables to have better functioning in the glocal market. Retailing sector
has become economical stimulant sector as compared others so, most of the companies invests
huge capital in this sector in order to uplift their revenue scale. M&S plc operates in retailing

sector and offers it’s product services worldwide But last few years, it is facing price war in the
UK’s market due to some potential competitors i.e. Tesco, Asda, Primark etc. that offers similar
product and services like M&S (Marescaux, De Winne and Forrier, 2019). Due to them,
company often has to sell it’s product at lower cost that directly impact on it’s profit margin. So,
in this state, organization needs to have better functioning so that, it can meet customer’s
requirements and preferences which in return enhance profit margin of product and services.
Recruitment and selection
This HRM practice supports company to achieve high profitability and develops
innovative working environment. Managers at M&S plc recruits’ right talents for the designated
posts so that organization does not have to do compromise quality. With this HRM practice,
human resource deals with different issues related to company and employees i.e. high
employees’ turnover, scarcity of talented employees, resistance of employees etc. and develops
productive workforce in the company. This HRM practice also improves commitment of M&S
plc through which it builds good brand image in the business market. In addition, it gets other
benefits from the HRM practices such as gets innovative working environment, high level
customer satisfaction, improves goodwill of the company in the retail sector and high
productivity of talented and skilled staff (Meena and Vanka, 2017).
Training and development
Human resource management plays effective role in this scenario for example managers
personally evaluates individual’s performance in the workplace through tasks achievements and
understand needs of company then they conduct training session in respect of fulfilling employer
and employee’s needs.
Performance management
Performance management has led positive impact on individuals performance through
which company has received it’s all framed objectives and goals within timeframe.
Talent Management

It is another key HRM practice that helps individuals to maintain their wellbeing in the
workplace. For example, every person wants that wherever they work or offer their services that
place must be fully secured. Management at M&S plc offers different type securities to the staff
such as employee compensation security, health and safety policy individuals belonging safety
and others. Such securities lead satisfaction in employees and encourages them to put 100%
efforts in the workplace while dealing with different tasks without concerning about security
issues (Nankervis and et.al., 2019). Even organization gets profitable outcomes from this HRM
practice such as gains short-term and long-term goals because individuals gives their additional
hours to complete their targets in peak periods. Thus, company enables to stand over
commitment in the UK’s market.
Affect productivity and profitability of M&S plc
It has been analyzed from the above discussion that HRM practices are majorly
responsible for company’s success. For example, recruit right talent in the company is one of the
prime practices of HRM that helps M&S plc to maintain productivity of employees in the
workplace and increases demands of existing products in the business market. While employee’s
security affects goodwill of the company positively in the business market (Obedgiu, 2017).
Overall, key HRM practices support Marks & Spencer to build good brand image in the domestic
and international market.
LO3
P5 Significance of employees relations
Positive culture
Employees relation is crucial for the company’s success because when organization have
effective professional and personal working relation with employees then it can gain more
benefits in the business. For example, when organization has good relation with staff then it can
influence them to adapt emerging changes continuously through which company can gain
competitive advantage and achieve all projected goals on time.
Reduction conflicts

As know, employees are considered one of the major valuable resource among others in the
company because they help business to stay competitive and long run in it’s business sector
(Otoo, 2019). So, it is important for the human resource managers to have knowledge about
everything related to business activity and employee’s crisis. There are numerous changes have
faced by employees and customers in the M&S plc which have to be adopted in gaining
competitive advantage.
Employee consultation
It is important for the HR professionals to understand employees’ issues and resolve them
minimum period because it became a reason of employee’s dissatisfaction. HR managers often
act as employee’s consultant and allows individuals to share their issues to HR team. Such
initiative will support HR manager to build strong employee relation with upper management.
Quality Circle
HR teams is responsible to create such working environment that encourages individuals
to give high quality in their working while dealing with different tasks. So, they must use
performance monitoring system that will support to manager to develop a quality circle in the
workplace for the employees that ultimately improves level of performance of the business in the
market. With this initiative HR managers can lead sustainability in relation of employer and
employees.
Decrease in rate of absenteeism
Managers creates different objectives accordingly projected goals so that individuals
follow them and achieves projected goals effectively. In this state, leaders of M&S supports
employee by guiding them properly and motivates them to give their best performance in the
workplace. Thus, managers enable to decrease in rate of employee’s absenteeism. Such support
of leaders helps HR managers to gain all framed objectives and goals within timeframe. So,
employees’ relation is considered stimulant factor in the context of decision-making process of
HRM.

The major drawback of employee relation is that it needs effective HRM practice and talented
management then organization can get benefits from the employee relation (Shantz, Alfes and
Arevshatian, 2016).
P6 Key elements of employment legislation and it’s impact on decision-making process of HRM
Marks and Spencer is a British multinational retailer company which is operated in
multiple countries across the world and offers it’s products and services to the customer. To
maintain diversified workforce in the workplace and stay competent have adopted different
employment legislation and policies by the M&S.
Anti-discrimination policy
Management of the M&S has adopted anti-discrimination policy and involved in
employment policy (Shin, Jeong and Bae, 2018). According to this policy, no employees will be
discriminated by any employees or senior authority or in a case if any employee feels that they
are discriminated at the workplace then they can directly communicate with upper management
without involving third person and upper management will take strict action over it. This
legislation brings positive impact on organization’s performance such as it enables to maintain
wellbeing of diversified workforce and gets innovative ideas in the workplace.
Health and safety policy
M&S has provided health and safety policy as well in the employment policy so that each
employee and their family get satisfaction from the job. Health and safety policy stated that if
any employee suffers from health issues in that case organization will pay whole medical charges
on the behalf of employees and they get 50% off on prescribed medicine through chemist stores.
This policy leads positive impact on organization’s performance for example individuals usually
spends additional working hours during peak period to complete their targets which delegated by
leaders through which company enables to gain competitive advantage.
GDPR Act
GDPR Act is also followed in M&S while hiring candidates for the workplace.
According to the Act, no confidential information related to employees will be disclosed to
someone by company’s staff. Such policies and act encourage new talents to apply for the job

and retains existing staff in the company for long time (Vanhala and Ritala, 2016). Due to these
policies, M&S has successfully managed diversified workforce in the workplace and achieves
number of benefits like improves level of customer’s satisfaction, gains higher competitive
advantage and others. However, Marks and Spencer have faced financial loss as well to adapt
different employment legislations.
LO4
P7 Application of HRM practice
Job Description
Job Description
Job title: Production Manager
Company – Marks & Spencer plc
Job location: United Kingdom
Core responsibilities
 Planning and drawing up a production schedule.
 Problem solving ability and the flexibility of working under pressure.
 To ensure level of quality standards in offered products.
 Deeply and effectively analysing different production goals and objectives in the
context of product.
 Have ability to select appropriate equipment and takes responsibility for it’s
maintenance.
 Ensures health and safety guidelines are followed by individuals at all time or not
(Huang and et.al., 2016).
 Monitors and motivates a team of workers for giving outstanding performance in the
workplace.
 Takes reviews from workers on regular basis and determines training needs.
 Supports management to implement the organization’s policy and goals.
Accountable to: He needs to report his supervisor in the assigned to the team of maintenance
workers with details about the functioning of marketing. He is expected to work with good
technical knowledge and function out the duties of keeping the college campus in well-