HRM Report: Recruitment, Employee Relations, and Law

This report provides a comprehensive overview of Human Resource Management (HRM) practices within an organization, specifically referencing Marks and Spencer. It begins by defining HRM and outlining its core functions, including workforce planning and resourcing. The report then delves into recruitment and selection methods, comparing the strengths and weaknesses of internal and external approaches. It examines the benefits of various HRM practices for both employers and employees, emphasizing conflict resolution and labor law compliance. Furthermore, the report analyzes employee relations, emphasizing the importance of fostering positive relationships and the impact of employment law on HRM decisions. The report concludes by highlighting the practical application of specific HRM practices and their rationale, providing a well-rounded understanding of the subject matter.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................3
P1 Purpose and functions of human resource management, applicable to workforce planning
and resourcing in an enterprise...............................................................................................3
M1 Assessing the way functions of human resource management can provide talent and skills
appropriate to fulfil business objectives.................................................................................5
P2 Explaining the strength and weaknesses of different approaches to recruitment and
selection .................................................................................................................................5
M2 Strengths and weaknesses of different approaches to recruitment..................................7
TASK 2............................................................................................................................................8
P3 Benefits of different human resource management practices within an enterprise for both
employer and employee..........................................................................................................8
P4 Evaluating the effectiveness of different human resource management practices in context
of raising business profit and productivity.............................................................................9
M3 Exploring the different methods used in human resource practices .............................10
TASK 3..........................................................................................................................................11
P5 Analysing the importance of employee’s relation in context of influencing decision made
by human resource manager.................................................................................................11
P6 Identifying the fundamental components of employment law .......................................13
M4 Evaluating the important prospect of employee relations management and employment
law which might affect decision making by human resource manager...............................13
TASK 4..........................................................................................................................................14
P7 Illustrating the applicability of practices performed by human resource manager ........14
M5 Providing reason for the application of specific human resource management practice17
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18
2

INTRODUCTION
Human resource management is important business function. In present scenario, activities
performed by people has direct as well as significant effect on organizational performance.
Human resource management can be defined as the formal system which is designed for
managing people in an enterprise. Main function of human resource manager in a company is to
hire capable and highly talented workforce which is very much important for driving firm
towards achievement of business goals and objectives. Success and growth of company is
dependent on performance of human resource manager. There are various factors which
influence decision of human resource manager which will be discussed in the report. Report have
focus on explaining the purpose as well as function of human resource management in context of
Marks and Spencer. It will emphasize on determining the strengths as well as weakness of
different approaches to recruitment and selection. The purpose of human resource management
is to support an organisation in developing team of skilled and talented workforce.
TASK 1
P1 Purpose and functions of human resource management, applicable to workforce planning and
resourcing in an enterprise
Workforce planning can be defined as continuous procedure which is generally utilised to
align organization with those of its workforce to ensure it can meet its legislative, regulatory,
service and production requirements and organizational objectives. Human resource manager in
an organisation has important as well as different roles to play. Function of human resource
manager in Marks and Spencer is to recruit or higher talented as well as skilled candidates.
Other role of human resource manager includes directing and controlling the activities of other
people at workplace. Other functions of human resource manager in Marks and Spencer are:
Recruitment and selection: It is considered to be as an important function of human
resource manager. Main function and primary function of human resource manager in Marks and
Spencer is to identify the need of human resources and address the job vacancy in the company.
Role of human resource manager is to make plan related to the attracting and hiring talented as
well as skilled candidates. It is the duty of human resource manager to post the job vacancy. Role
of human resource manager is to make strategy or policies for recruiting candidates. The purpose
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of this function is to assist an organization in developing a team of highly talented and skilled
workforce (Reiche, Harzing and Tenzer, 2018).
Orientations: This is an important function of human resource manager in Marks and
Spencer to make new candidates familiar with the polices, rules and regulation of the
organization. The main purpose of this specific function performed by human resource manager
in an enterprise to help new employees in adjusting into environment.
Training: Main function of human resource manager in a company is to monitor the
worker’s performance and identify the training needs by employees. It is the duty of human
resource manager to provide people training related to the activities or tasks required to be
performed by them. The main purpose of this function is to developed high performance working
culture within M&S (Guest, 2017).
Managing relationship between employees: It is the duty of human resource manager in
Marks and Spencer to listen the problem faced by workers and provide them with an appropriate
solution. The main purpose of this function is to avoid workplace conflicts and help firm in
smooth functioning.
Labor law compliance: It is considered to be as a key function of human resource
manager to comply with all laws formed by government. Main purpose of this function is to
prevent Marks and Spencer from legal obligations.
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Figure 1: Workforce planning : Human resource management function
(Source: Human resource management, 2018)
M1 Assessing the way functions of human resource management can provide talent and skills
appropriate to fulfil business objectives
Main function of human resource manager in Marks and Spencer is to make recruitment
strategies for hiring the candidates. Human resource manager in an organization is responsible to
conduct the systematic procedure of recruitment for hiring employees. The recruitment or
selection procedure executed by human resource manager allows them to identify the skills or
capabilities of an individual as this will assist them in making suitable decisions. Recruitment
and selection enables human resource manager of M&S to judge the capabilities of an individual
to support firm in achievement of business goals or objectives (Bratton and Gold, 2017). The
complete recruitment and selection procedure executed by human resource manager in enterprise
has assisted Marks and Spencer in developing a team of highly skilled and talented workforce
which is very much crucial for accomplishing desired business objectives. The human resource
manager in marks and Spencer provide training to employees in order to make capable of
performing the specific tasks for accomplishing desired objectives. In addition to this, human
resource management team in an enterprise develop various policies and incentive schemes for
motivating employees to make their contribution in driving organisation towards success.
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P2 Explaining the strength and weaknesses of different approaches to recruitment and selection
Recruitment is defined as procedure executed for searching for pool of talented and skilled
candidates with desired experience, knowledge and skills. Selection can be referred to as a
process which involves selected the few candidates those who are suitable for performing
specific job within an organization. There are various approaches of recruitment and selection
which can be adopted by human resource manager in Marks and Spencer these are:
Internal recruitment: This method is used by human resource manager in Marks and
Spencer or recruiting candidates. Human resource manager in Marks and Spencer recruit people
internally. This is considered to be the best approach of recruitment, as it enables the
management to provide motivation to people and help them in encouraging people to give best
results. It also provides workers an opportunity to apply for job opening. Human resource
management in M & S is required to make fair decisions in order to keep the process positive.
Advantages of internal recruitment approach are:
Management in an organization have knowledge about the skills and capabilities of workers
those who are applying for the job. Employees get an opportunity of career development which
enables them to get high level of satisfaction from their job. Major advantage of this recruitment
approach is that it is less cost as well as time consuming (Johnson and Szamosi, 2018).
Disadvantages of internal recruitment approach is that it may lead to the demotivation
in employees if they do not get selected.
Methods of internal recruitment are:
Employee referral: In this approach, management in an enterprise encourage workers to
recommend the potential candidates from their network. As this recruitment approach is adopted
by Marks and Spencer it is very much crucial for human resource manager to give equal
respects to all referrals and follow up in timely.
 Advantage of this recruitment method is that candidates recruited using this approach
has some knowledge about an organization and work. It involves less time, cost and
efforts.
 Major disadvantage of this method is that trusting on referrals provided by employees
might not provide a big scope of prospective candidates.
Promotions: It is considered to be the best of internal recruitment. In this method, company
on the basis of performance and output promote the employees.
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 Pros of promotion as recruitment approach is that it enables management to
encourage other workers to improve their performance at workplace. Drawback of promotion as method of recruitment is that there are high chances of
favouritism at within an organisation.
External recruitment: In this method, an enterprise selects as well as recruit candidates
from external sources. The major Pros of external recruitment method is that firm get a chance
to select talented and skilled workers from big pool of candidates. The drawback of external
recruitment is that it involves high cost and involves lengthy procedure.
Advertisement: In this method, human resource manager advertises job vacancy using print
media such as newspaper, bulletins etc.
 The advantage of this method is that by utilizing this recruitment approach, company can
reach wide number of candidates.
 Major drawback of this method is that this method involves high cost (Johnson and
Szamosi, 2018).
Figure 2: Internal sources of recruitment
(Source: Internal source of recruitment, 2018)
M2 Strengths and weaknesses of different approaches to recruitment
The weakness of external recruitment approach is that it is lengthy procedure. In addition to
this, another weakness of external recruitment is that this method consumes lot of time and
involves high costs. Weakness of employee referral as external recruitment method is that there
are high chances of fraud. For instance, Candidate may fake or lie to make him or her look
suitable for the job. Strength of external recruitment method is that company get a pool of
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candidates for selections. For instance, Placement agency: In this firm contacts with placement
agencies, university or college’s.
 Big advantage of this approach is that an organization get a chance to hire fresh talent.
Major drawback of this recruitment approach is that non experienced candidates might
require greater supervision.
Weakness of internal recruitment method is that other people may feel discriminated and
dissatisfied. Strength of this method is that people who are promoted feel motivate and they work
for benefit of organization. For example : Job posting: In this method, human resource manager
posts the job vacancy on portal or companies website. Employees within an organization are
informed about the job vacancy through email or notice (Collings, Wood and Szamosi, 2018).
 Big drawback is that this reduces the opportunity in context of increasing diversity
within an enterprise.
Main advantage is that it is less costly as compared to other recruitment method
TASK 2
P3 Benefits of different human resource management practices within an enterprise for both
employer and employee
The various functions performed by human resource manager provides benefit to employer
as well as employees in an organization. It is the responsibility of human resource manager in
Marks and Spencer to protect the rights as well as interest of both employees and employers. In
context of employer, human resource manager manages the relationship between workers which
is very much important for minimizing labour cost. In context of employees, they support
workers in resolving their problems. In addition to this, human resource manager in Marks and
Spencer ensure that all employees are working within the scope of employment as well as labor
law which is very much crucial in relation to preventing employer from legal obligations.
Conflict resolution: Human resource manager in Marks and Spencer helps in mediating
disputes between employees which is very much crucial in context of smooth functioning of
business. Human resource manager in Marks and Spencer has set clear goals and policies in
order to avoid disputes. This function has enabled both employees as well as employer in Marks
and Spencer to concentrate on core activities (Mankin and Garavan, 2018). It has helped workers
in getting the high level of job satisfaction.
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Training and development: It is responsibility of human resource manager to provide
training and development opportunities to employees. This function has helped Marks and
Spencer in increasing productivity as well as working efficiency. It has enabled employer to
ensure all the activities are executed according to the prescribed standards. Training and
development function of human resource manager has allowed human resource manager to
ensure effective as well as efficient utilization of business resources. This role performed by
human resource manager has provided workers a chance to develop the skills and capabilities
which are very much important for their personal as well as professional growth. Training and
development practices has provided employer an ease in developing team of highly talented and
skilled worker force.
Employees relations: Role of human resource manager in an enterprise is to provide
support those workers who thinks that their rights are being violated. Human resource manager
plays important role in mediating disagreement between management and employees in order to
avoid legal obligations. The benefit to employer is that if their will be peaceful environment in
the company employer can concentrate on main activities. Effective relationship between
employees supports employer in expanding business. The benefit to employee is that they can
seek continues guidance and feedback from employer.
P4 Evaluating the effectiveness of different human resource management practices in context of
raising business profit and productivity.
The various activities performed by human resource manager in Marks and Spencer can
be effective in several ways:
Development of workers: This practice of human resource manager can be effective in
context of increasing working efficiency as well as productivity of firm. Training and
development opportunities provided by human resource manager in an organisation enabling
work to develop the skills and capabilities which are required for executing specific task. It also
allows employees to improve their performance at workplace. Training and development of
employees is very much important in context of delivering the professional as well as quality
services to customers (Boon, Lepak and Boselie, 2018). Well trained and skilled workforce
supports business entity in facilitating the innovation for attracting new clients, hence help in
increasing sales and profitability.
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Conflict resolutions: Conflicts at workplace has direct as well as significant effect on
business performance. Human resource manager develops clear policies and communicate
objectives to workers so that misunderstanding or confusions can be avoided. This practice of
human resource manager helps in increasing coordination and harmony among employees which
is very much important for maintaining or improving the productivity and increasing working
efficiency.
Employees relations: human resource manager helps both management and employees
in strengthening relationship between them. Strong relationship between management and
workers is very much important in context of ensuring high level of commitment from workers.
This practice of human resource manager enables them to provide high satisfaction to workers
and encourage them to increase their working efficiency and improve their performance at
workplace.
Effectiveness of performance management: Monitoring and reviewing performance of
workers is an importance practice executed by human resource manager in an enterprise. It helps
management that all the activities are facilitated according to the standards. Performance
management practices executed by human resource manager in an enterprise enables employees
to identify performance gap. It also enables workers to receive feedback from their seniors which
is very much important for improving performance. This practice provides management a chance
to address the issues which is affecting workers’ performance at workplace. An effective
performance management practices supports manager in identifying the alternative technique or
method for increasing profitability as well productivity.
In addition to above benefits, an effective human resource practices assist employer in
delivering high level of satisfaction. It has helped Marks and Spencer in reducing staff turnover
rate as this issue can have negative effect on business performance.
The framework Atkinson flexible firm model can be utilised by manager in marks and
Spencer. As Atkinson flexible firm hypothesis is a technique which can be utilised by human
resource manager in marks and Spencer for optimising the allocation of human resource in
accordance with market instability and workforce flexibility. According to this framework,
manager in an organisation can categorised employees into two group based ion their skills nad
knowledge.
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M3 Exploring the different methods used in human resource practices
Human resource management in an organisation have to perform various task for which they
use different methods, procedures or techniques. The unique methods which are utilized by
human resource manager in Marks and Spencer for performing different activities are:
Activities Methods or procedures
Determining the need
of human resource
Internal analysis: This technique is by human resource manager in
Marks and Spencer for identifying ore addressing the job vacancy.
Analysis of job: This technique is utilized by manager in Marks and
Spencer for determining the skills, knowledge and experience required
for performing specific job role.
Critical incident method
Instantaneous observation: This is technique is used by human resource
manager when company wants to fill job vacancy utilizing internal
method of recruitment (Rees and Smith, 2017).
Recruitment and
selection process
Interview
Test
Questionnaire
Training and
development
Workplace apprenticeship – This is considered to be as an effective
technique for encouraging people to learn while working. These
technique has been utilized by human resource manager for providing
employees an opportunity to develop skills or core competencies which
are required for executing specific task at workplace. Instead of
utilising this method, human resource manager can develop creative
environment which will assist them in encouraging people to develop
more skills.
Performance
measurement
360 degrees as well as feedback method is presently used by human
resource management team in Marks and Spencer for measuring
employees and business performance. Human resource manager in an
enterprise can use management by objective method. As this method or
performance management technique will assist management in
motivating employees to make their significant contribution in
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achievement of business goals or objectives. Other method such as
balance score card approach can be utilised by manager in marks and
spencer for measuring the performance of employees.
For instance, Internal analysis is conducted by the human resource management in marks
and Spencer for identifying the vacant position in the company. The limitation of internal
analysis is that it is quite time consuming activity. Instead of utilising the internal analysis
manager in an an organisation can use personal observation technique for identifying the vacant
position. In addition to this, systematic as well as short procedure can be establish for addressing
the vacant position.
TASK 3
P5 Analysing the importance of employee’s relation in context of influencing decision made by
human resource manager.
Employees relation is considered to be as important key which has driven Marks and
Spencer towards success. Relationship between employees has direct as well as significant
influence on organizational performance, profitability and productivity. It is very much
important for human resource manager in Marks and Spencer to ensure strong and an effective
relationship between employees. If in case, human resource management in Marks and Spencer
fails to manage the relationship between employees, this might have negative effect on
organizational performance (Analoui, 2017). Employee relationship also have direct as well as
significant impact on the brand image of firm. It has great influence on decision made by human
resource manager. An effective relationship as well as coordination between workers is also
important in context of smooth functioning of business. In context of this, human resource
manager in Marks and Spencer considering the relationship between employees needs to develop
policies and rules.
In addition to this, conflicts between workers can create barriers in implementation of
strategies. Then in such case, human resource manager in Marks and Spencer has formed strict
rules and they have taken strict against those who are creating obstacles in execution of
strategies. Considering the rise in conflicts at workplace, human resource manager in M&S has
taken decision to promote team work and provide workers open communication channel. As
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through open communication channel, misunderstanding and confusion can be easily avoided, an
effective relationship management by human resource manager has helped Marks and Spencer in
achieving desired business objectives. It has helped an organization in expanding business
operations (Liu, Gong and Huang, 2017). Strong relationship between employees is important in
context of facilitating innovation and bringing positive change at workplace.
In addition to above, there are various other activities such as inappropriate behaviour of
workers, poor performance, absenteeism has direct and great influence on decisions made by
human resource manager. High level of work stress can create pressure on employees which
might further effect their relationship with other people, this factor also has great influence on
human resource management decisions. As in such situation manager in Marks and Spencer need
to take decisions related to application of techniques for reducing workload on employees. It is
required by human resource manager in Marks and Spencer to address the factors which are
highly influencing relationship between workers and they need to take quick action for
eliminating such variables. The trade union works with employer for resolving the different
issues faced by the employees at workplace. The important role of trade union is to act as an
intermediary at the time of dispute between employer and employees. Other role of trade union is
to save employer time through collective bargaining.
P6 Identifying the fundamental components of employment law
There are various Employment legislations are formulated by UK government in order to
protect the employees from getting exploited by employer. Changes in the employment law has
direct as well as significant influence on human resource decision making and practices. Some of
employment related norms are:
Equality Act, 2010: According to this law, it is the duty of employer to treat all employees
equally. Human resource manager in Marks and Spencer need to ensure that there are no
discrimination practices is taking place. As per this act, human resource manager in Marks and
Spencer should ensure that all employees are provided equal opportunities to thrive and prosper.
If in case, company fails to comply with norms then in such situation business entity might have
to face legal obligations. (Kianto, Sáenz and Aramburu, 2017). As due to inconsistent
recruitment policy, existing employees working in Marks and Spencer might feel discriminated
due to which company might have to face legal issues. The main purpose of equality act is to
prevent people from being discriminated at workplace.
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Employment protection Act1973: As per this norms, it is necessary for companies to set
proper salaries structure and formulate the clear policies related to the pension, working hours
etc. Human resource manager in Marks and Spencer need to bring change in salary structure.
According to this legislation human resource manager in an enterprise should confirm that all
employees are provided with fair salaries or wages. The purpose of the employment protection
is to protect the workers from unfair dismissal.
Health and safety act at workplace 1974: According to this law, it is important
responsibility of leader to provide healthy and safe working conditions to workers. As per this
act function of employer is to provide clear instruction as well as training to those workers who
are involved in dangerous operations or handling hazardous equipment’s. The purpose of health
and safety act is to ensure that all reasonable practices related to the health and safety of workers
are being executed by orgnaisation.
M4 Evaluating the important prospect of employee relations management and employment law
which might affect decision making by human resource manager
Labour law is the norm which regulates or governs relationship between employees,
employer and trade unions. This act provides employees a right to get various benefits from a
charter of rights provided by employment law. Under the labour law, workers have right to
request flexible working patterns, right to get minimum wage, paid holidays etc. This factor has
direct as well as significant influence on the human practices and policies formed by them.
I(Paauwe and Boon, 2018). Implementing the changes or modifying the policies is crucial as this
strategy will assist management in developing as well as maintaining good relationship with
employees. It is the employment laws which governs the relationship between employers as
well as employees. Employer in order to develop the good relationship with employees need to
follow all legation. It has been argued by other authors that relationship between employer as
well as highly influenced by behaviour of leaders or managers.
TASK 4
P7 Illustrating the applicability of practices performed by human resource manager
The practices of human resource manager is needed to be demonstrated by M&S in order
to achieve business objectives. A portfolio as trainee in human resource department in Marks and
Spencer for the post of assistant human resource manager is:
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Specification of Job:
This is a document all the details related to jobs are included such information about
knowledge, skills, core competencies, and experience required for performing specific job role.
The job description is prepared by human resource manager in an organization with the purpose
of attracting talented candidates.
Job specification
Human resource manager:
Marks and Spencer
Purpose of the JOb
To assist human resource management team in delivering an effective result. Other purpose is to
provide assistance to senior human resource manager in maintaining as well as updating the
record of employees. In addition to this, main objective is to support human resource
management team in implementing the business plan and human resource strategy so that
organizational objectives can be achieved.
Roles and responsibilities
 To act as the liaison between HR managers and employees,
 To ensure smooth and an effective communication between management and workers.
 Post a job advertisement
 Conducting interviews and contacting candidates,
 Keep track of workers’ information
Education:
 BBA or master’s in business administration in Human resource management
Qualities and skills
 Energetic
 Effective communication skills
 Leadership qualities
 Deep or detailed knowledge about human resource management
 Effective interpersonal skills
 Basic computer knowledge
 Knowledge about use of HRM software
Experience
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 Minimum two years’ experience of working in same field
Resume
Curriculum vitae
Name:
Address:
Contact details:
I have two years of experience working with tesco as an assistant human resource manager. I
have certain qualities which is required for performing this specific job role these are
determination, hard-working and I can also bear high level of work pressure. I have good
influencing power too. This quality of mine will help company in developing. I will use my
skills for supporting firm in fostering growth.
Qualification
 BBA
 MBA in human resource management
Experience
 Two years of experience working with XYZ organization as assistant human resource
manager
IT skills
 Digital marketing skills
 Knowledge about the use of SPSS and other software’s
Personal details
DOB:
Religion:
Nationality:
Language Known:
Hobbies: Reading books and magazines, travelling etc.
References
Person specification
Qualification : Masters in Human resource management
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Experience: Min 3 years of experience in particular field.
Skills and Knowledge
 An effective communication skills
 Self motivation
 Knowledge about the laws related to HRM.
 Leadership quality
 Management skills
 Problem solving skills .
Criteria for interview and selection
Candidates those who have applied for this position will be judge on the basis of their
experience, knowledge about human resource management, communication and other skills. The
human resource manager in Marks and Spencer should follow this criteria, as this will assist
business entity in attracting talented candidates (Rothenberg, Hull and Tang, 2017).
Assistant Human resource manager: Excellent learning opportunities
Come and work as HR assistant at growing company which offers great benefits with an
opportunity to learn.
The company :
Marks and Spencer has combined experience of operating business in retail sector.
Business entity offers mentoring programs for HR assistants.
Company is on the cutting edge of technology , an individual will be working with the best
equipments and software.
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The position:
Company is looking for fulltime HR assistant with experience in same field. Salary is 40000 $
per year.
Very competitive benefit package
Bonus program
Location :
UK
Why should individual apply ?
Top benefits
Excellent development and learning opportunities
M5 Providing reason for the application of specific human resource management practice
The reason for applying the recruitment and selection practice by human resource manager
in Marks and Spencer organization is to support an enterprise in developing a team of talented
and skilled workforce. Another reason is to support firm in reducing the employee turnover rate
in an enterprise. If human resource manager will select employees on the basis of skills and
knowledge which is important for providing high level of satisfaction to workers which is very
important in context of reducing staff turnover rate. The recruitment practices assist an enterprise
in development of team of highly skilled workforce. Appropriate procedure adopted for the
selection of candidates such as interview, tests etc. assists in ensuring that employees selected
has capability to perform the task.
CONCLUSION
It has been concluded from the assignment that human resource management has made
significant contribution in increasing profit and reducing employee turnover rate in an
organization. Study has concluded that there some employments laws such has wage act, health
and safety at workplace norm have direct influence on decision made by human resource
manager. In addition to this, decisions made by human resources manager might get effected by
employee’s performance and their relationship with other people at workplace. It has been
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concluded that different functions performed by human resource manager in an organization has
benefited both employees and employer. There are several methods and techniques has been
recommended which can be utilized by human resource manager for facilitating different
activities. It has been suggested that human resources manager should make changes in policies
and practices as per the norms, as this tactic will assist in eliminating legal issues.
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REFERENCES
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Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
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Mankin, D. and Garavan, T., 2018. Strategic human resource management. Oxford University
Press.
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Reiche, B. S., Harzing, A. W. and Tenzer, H. eds., 2018. International human resource
management. SAGE Publications Limited.
Rothenberg, S., Hull, C. E. and Tang, Z., 2017. The impact of human resource management on
corporate social performance strengths and concerns. Business & Society. 56(3). pp.391-418.
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