Human Resource Management Report: M&S Case Study Analysis

This report provides a comprehensive overview of Human Resource Management (HRM) principles and practices. It begins with an introduction to HRM, highlighting its purpose and functions, particularly in workforce planning and resourcing. The report then delves into the strengths and weaknes...Read More

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing an
organisation............................................................................................................................3
P2 Strengths and weaknesses of different approaches to recruitment and selection..............4
LO 2.................................................................................................................................................6
P3 Benefits of different HRM practices within an organisation for both the employer and
employee.................................................................................................................................6
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.............................................................................................................................7
LO 3.................................................................................................................................................8
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making....................................................................................................................................8
P6 Key elements of employment legislation and the impact it has upon HRM decision
making....................................................................................................................................9
LO 4...............................................................................................................................................10
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples...............................................................................................................................10
Evaluating the techniques, resources and platforms considered in recruitment procedure..13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is an approach which is used in the organisation to make
process smoothly. It helps the organisation to gain profitability. Main work of human resource
management is recruitment and selection of the best people for the required post. Their selection
is based on the requirement of management. Marks & Spencer is the one of the biggest retail
chain industry in UK. It sells the products such as home and kitchen appliances, clothing
products, electronic items and many more products. This file will discuss the purpose and role of
HRM, strength and weaknesses of different approaches to HRM. Further discussion about
effectiveness of key elements of HRM, internal and external factors effect the decision making
by human resource management etc.(Bailey and et.al., 2018).
LO 1
P1 Purpose and the functions of HRM, applicable to workforce planning and resourcing an
organisation
Human resource management is the systematic approach used in the organisation to develop the
overall work efficiency. It is the process of recruiting and selecting new employees for the empty
post. Its purpose it to create competitive advantage for the organisation in effective way(HRM
functions, 2018).
Functions of HRM
Planning- Planning is the central function of the organisation which is ensured the
manager to reduce the uncertainty in the organisation. Planning helps to prepare the management
for future risk. Human resource management has to ensured that the planning which made by
them meets with the demand of people in the organisation. Planning for effective work of the
employees in organisation which will help to achieve the goal in the future. Planning considers
following steps such as -
 Objectives of planning
 Current human resource inventory
 Demand forecasting
 Requirements of job
 Plan for employment
 Training and development program

Recruitment- It is the core function of human resource management. They are
responsible for the recruitment of new employees in the organisation. They hired the employees
who are suitable for the posts and who are fulfilled the needs of employment. In the Marks &
Spencer organisational previously the recruitment decisions based on the current employees.
They know that what are the efficiency needed to work in the organisation and human resource
department recruit the employees by considering the views of existing employees(Reiche and
et.al., 2018).
Training and development- After recruitment of the suitable employees it comes to
training and development which is also the core function of human resource management. They
provide training to the employees according to the post. The main reason of providing training to
the employees is to develop their skills with making opportunities for them. Experts of human
resource find the best ways to providing training to the employees. Training is also provided to
existing employees for increase their efficiency.
Performance management- It is also the function of human resource. It is tool which is
used to measure performance of employees at the workplace. It is the process which through
managers work together to note the employee efficiency. On the bases of measuring performance
the HR management understand about the performance of employees and decide the appraisals
on the basis of it.
These all functions of human resource helps to develop the overall performance of the employees
and if the employees performed well for the organisation than it directly impact on the
profitability of the organisation.
P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment is the process of attracting the people towards the job and hiring them with
required skills and knowledge. Selection is the process of choosing someone or something for
the job.
Approaches of recruitment and selection
Internal sources- It is one of the major source of recruiting where the organisation
recruit the employees who are already exist in the organisation. At the time of recruitment the
priority is given to the employees who are existed in the organisation. The organisation uses
different sources for internal recruitment such as transfer, promotion, recruiting former

employees etc. Promotion is bases on the performance of the employees. If the employees
perform well in the organisation than the organisation promote them with a senior post. Other
source is transfer, It is refers as shifting the employees from one department to another
department. In this the post of employees are not charged but the place is changed(anfield, Kay
and Royles, 2018).
Strength
 It is simple process with low cost and it saves time as well.
 There is no need to train the employees because they are already trained.
 It develops employee loyalty for the organisation.
Weakness
 Organisation is least capable to develop itself just because of working with old
employees.
 It has limited scope because all vacant post can not be filled.
 Situation of conflict arrives due to the promotions of some employees.
For example if there is time to recruitment in Marks & Spencer organisation and the organisation
recruit some employees through promotion and some employees are not promoted in the
organisation than this thing creates negative environment in the organisation.
External recruitment- It is the other source of recruitment which considers recruitment
of the employees from outside the organisation. It is the normal source which is applied by every
organisation. The employees who are seeking for the job are innovative and fresh employees so
that this good for the organisation to recruit the new employees from external sources. The
external sources consider recruitment through direct recruitment, employee exchange etc. In
direct recruitment the recruiters notice about the job through notice board in the organisation it is
also called factory gate recruitment. Other source is employment agencies which is work for
providing jobs to the job seekers(Gutierrez-Gutierrez, Barrales-Molina and Kaynak, 2018).
Strength
 It creates opportunities for the job seekers
 Organisation also promotes itself with using branding strategy
 There is no situation arrives with conflicts
 Broad scope for the organisation to select the candidates.

Weakness
 It consumes more time and cost, the process of selection is too lengthy in it.
 In comparison to internal sources it is too costly.
 External candidates' comes with various demands and it is not easy to fulfil their demand.
For example if the chosen organisation uses external source to recruit than there is opportunity
for the organisation to recruit the extra ordinary or multi talented employees which can increase
the work efficiency. It is more expensive for the organisation because it has to do expenses on
advertisement.
LO 2
P3 Benefits of different HRM practices within an organisation for both the employer and
employee.
Motivation is the process of push employees indirectly to do the work with efficiency. It
is the major thing which has to do to the organisation because if the organisation motivates the
employees than they work in the organisation with putting their all knowledge and skills and it
will help the organisation to increase its credibility. The employees in the organisation motivated
through reward or incentive system because the financial term motivate the employees too much.
It is all about the evaluation of employees on the bases of their performance in the
organisation. The senior employees or leaders evaluate the performance of their co workers and
evaluate need to training for them. Through performance evaluation the managers can know the
strength and weakness of the employees which can help them to develop their abilities and used
these abilities to well performance in the organisation(Analoui, 2018).
Through positive feedbacks employees identifies the area of improvement
Employees develop their qualities
360 degree appraisal system- It is the approach in which the employees get feedback
from the other workers of the organisation. There is a feedback form which filled by the
employees who know the other employee too closely. They give feedback towards their work
performance and fill that particular form. The employee whose form is filled by the other
employees, is also got the self assessment form which through they can know about themselves
that what are the things which are needed to develop in them and what things have developed.

Benefits of HRM practices for employees
 HRM practices provide benefits to the employees in term of positive behaviour. If the
employees gets compensation or incentives then they find positive environment in the
organisation.
 It is useful for the development of the employees. They can develop themselves with
using 360 degree performance appraisals.
 This thing motivates the employees and employee motivation at the workplace is too
good for the employee to work with efficiency.
 Increase in productivity
 Lower level of absence of people at workplace
 Improvement in relationships
 Reduce employee turnover
Benefits of HRM to the employer
 Less need of training and development to the employees
 Improve relationship with employees
 Reduce in conflicts
 Positive flow of information helps the organisation to develop the productivity.
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity
There is no doubt that HRM practices is beneficial for the organisation. Human resource
department use this practices for well being of the employees and organisation. It is the way of
implementing innovation as a tool to operate the organisation in efficient way. HRM practices
directly make impact on the behaviour, attitude, skills and performance of the employees. It can
help the organisation to make competitive advantage in the market (Kidwell, Eddleston and
Kellermanns, 2018).
HRM practice like motivation plays an important role in the organisation. They motivate
the employees in effective way and the result comes as profitability of the organisation. They can
motivate the employees through financial terms or non financial terms but both are useful for the
employees. The things such as incentives, bonus motivates the employees for work well in the

organisation. If the employees know that organisation helps them for gain achievement than the
employees also helps the organisation to achieve the goals. Employees are the lifeblood of the
organisation and it is important to satisfying them. Human resource department likely take the
actions which are associated with the organisations goals and target.
HRM practices help the employees in their skill and knowledge development. If
employees are satisfying in the organisation than they put their all efforts to work well in the
organisation. Their performance helps the organisation in term of productivity and profitability.
LO 3
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.
Employees relationship in the organisation affected to the organisation too much. At
every place communication matters and if the employees have good relationship among them
than it helps to develop overall productivity of the organisation. It also makes impact on the
decision making process of human resource management. Human resource department make
policies and guidelines for the employees inside the organisation and the whole organisation
have to follow the rules and responsibilities. If there is positive environment in the organisation
and the employees behave well with other employees than it is easy to take decision for the
human resource. The employees who are developed relations among the people, responsible for
positive environment in the organisation. Through effective communication the employees can
know about the problems of each and every employees in the organisation and it can help to
reduce the problem of other employees to the human resource management (Ayentimi, Burgess
and Brown, 2018).
The need of training and development is also related to the human resource department
because if the employees have good retranslation with the other employees than they can help
them to provide feedback on the basis of their performance and this is called 360 degree
feedback. It can help the human resource department to understand the strength and weakness of
the employees and on the basis of it they can provide training session to the employee which
through they can develop their skills and knowledge. On the other hand if the relations among
employees are not good than the situation of conflict arrives among the employee and it is the
bad situation ever which make impact on the overall productivity of the organisation. If human

resource department want to provide performance appraisal to the employees' then and
employees faced situation of conflict in the organisation than it is not easy to provide
performance appraisal for the human resource department.
Employees relationship with the other employees, manager, HR department and other
one can help the overall organisation in term of productivity and profitability. Employees
relationship also make impact on the group activities. All employees exist in the organisation
with different ideas and thoughts and it might be useful for them or useless for them it all
depends on the relationship of employees. Making good relationship helps to do the task with
team in proper manner and if the relations among employees are not good than it make impact on
the project or task badly and indirectly it ruined the process of work.
Good relation among employees and human resource department encourage the HR
department for invest in the employees and this thing motivate the employees. If the employees
one get motivated than it is easy to do work for them. It can help to avoid politics in the
organisation so that they can work with efficiency and this thing help to increase profitability of
the organisation. Relationship also helps to avoid partiality and through this the human resource
department can easily take decisions on the bases of it (Adjibolosoo, 2018).
P6 Key elements of employment legislation and the impact it has upon HRM decision making
Employment right act 1996- It is the act of parliament of United Kingdom. It is made
for the employees who works in the organisation. It is the first part of law in which the contract
given to the employees within some weeks and on start date. This document satisfies the
employees about their security and they confirm that they are the part of organisation. This act
helps the employees to work with satisfaction in the organisation.
Equity act 2010- This act is made for behave equally to the employees both men or
women. This act gives a right to equal pay between both of them for equal work. This act
reduces the pay difference between different gender. The workers who do the same job at
workplace have right to demand for equal pay.
Working hours act- According to this act the working hours of the company can not be
accede than 8 hours a day and 40 hours a week. It made for the satisfaction needs of the
employees. All employees have equal right to demand for flexible working hours.

The Disability Discrimination Act 1995- This act is made for the employees who are
disabled. This law made for promote the disables people so that they ensure that they do not
suffer discrimination because of their disability.
Minimum wages act- This act decided the minimum wages for the employees and
according to it there is a fix criteria of provide wages. The current minimum wages is $7.25 in
United Kingdom.
Employment law regulations affecting the policies such as labour relation, employee criminal
record. Human resource department have to understand these all laws which considers in
employment law, so that they can fulfil the satisfaction of employees and make decision on the
bases of it.
Minimum wages act also impact on decision making. They have to ensure that they should
continuous verify the quality of amount paid to employees.
When employees are on leave than they feel fear to loss the job so the human resource
department have to take action regarding this and make ensure to employees that they are safe.
LO 4
P7 Illustrate the application of HRM practices in a work-related context, using specific examples
There are different practices of HRM and they are following
Training and development- The human resource department mainly works for provide
training to the employees. They are responsible for provide training to the employees. Through
performance evaluation the supervisor can understand the strength and weakness of the
employees and they also know the need of training to them. They convey with the human
resource department and provide training to them so they can work effectively.
Job satisfaction and employee turnover- It is not easy to satisfied the employees in the
organisation. Sometimes the situation of negotiation comes in the organisation when the
employees demand for more and the organisation can not fulfil their demand. Job satisfaction is
important for both the employee and employer in the chosen organisation. Employee turnover
also depends on satisfaction and it is the responsibility of human resource department to reduce
the turnover and it is all upon them that how to they do this(Nieves and Quintana, 2018).

Safety and security- It is also the concern of human resource department that they have
to provide safety to the employees. Employees satisfaction is also depends on the safety and
security and once the organisation ensure to employees that they are safe than it is good for the
profitability of organisation. For safety they provide offer latter or agreement which shows that
they are the part of organisation.
In accordance with the post of junior accountant in Marks & Spencer on which there have
been various elements which are required to be considered in relation with the recruitment
procedure such as:
Job description for junior accountant:
Junior accountant job description in Marks and Spencer
Marks and Spencer have been hiring the junior accountant with an analytical mind and
having effective organisational skills. There are expected to be detail oriented which would have
strong problem- solving skills, tendency to work comfortably in the pressured situation.
However, there have been various roles and responsibilities which are required to be performed
by an accountant.
Junior Accountant responsibilities:
 Tendency to analyse the financial information and preparing statement of financial
position
 Must have coordination tendency which must be relevant with the staff and management
in preparing budgets.
 Must have talent in resolving the accounts payable and receivable issues or queries.
 Journal ledger preparation as well as determining the financial records, tax audits as well
as defining the adequate income tax returns that would be effective for corporate
reporting
Person specification (1 candidate):
Junior accountant
Personal details:
Peter Wilson
Contact number: +44****565
Address: ___ London, UK

Qualification:
 Completed MBA in Finance and HR practices with A- grade
 Awarded with the BBA under graduation as B+ grade
 Have experience of 2 years working in a accounting firm.
Technical ability:
 Well versed with the ERP software, Excel and tally
Person specification (2 candidate):
Junior accountant
Personal details:
Jane DaCosta
Contact number: +44****925
Address: ___ London, UK
Qualification:
 Awarded with MBA in Finance and HR practices with A+ grade
 Have experience of 3 years working under a charted accountant
 Have done internship of 6 months in an accounting firm
Technical ability:
 Well versed with the ERP software, Excel, tally, SPSS, STATA, Minitab, R-software and
E-views
Job related questions:
 What approaches you to become a better junior accountant?
 How does this post will fit in your career goals?
 How would you minimise the errors in your work?
 How many accounting software you are well versed with?
Job offer later:
To: Jane DaCosta
From: Human resource manager
Marks and Spencer
Subject: Job offer later for the post of Junior accountant

Dear Jane,
I would like to inform you that you have been selected on the post of junior accountant in
Marks and Spencer. It has been notifying that your journey with organisation will starts from
date___.
You have been notified with all the terms and conditions which are required to be
followed and amended to have adequate outcomes. Moreover, there will be 3 months of training
session on which you would be trained with the internal software and workflow of the
organisation.
Evaluating the techniques, resources and platforms considered in recruitment procedure
In relation with recruiting the highly talented and effective candidate to perform the business
operations on which information have been gathered through online and social platform which
have positive influences in making reliable operational ascertainment.
CONCLUSION
From the above study it has been summarised that human resource department was
responsible for smooth process in the organisation. The main thing in the organisation was
employee satisfaction and it was all depends on the HR department which way they used to
retain employees. Human resource department also had to take care of needs and wants of
employees so that their satisfaction will impact on the organisations' productivity. Employment
laws which made for the employees, which through they can survive in the organisation.

REFERENCES
Books and Journals
Bailey and et.al., 2018. Strategic human resource management. Oxford University Press.
Reiche and et.al., 2018. International human resource management. SAGE Publications Limited.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford
University Press.
Gutierrez-Gutierrez, L.J., Barrales-Molina, V. and Kaynak, H., 2018. The role of human
resource-related quality management practices in new product development: A dynamic
capability perspective. International Journal of Operations & Production
Management.38(1). pp.43-66.
Analoui, F. ed., 2018. Human resource management issues in developing countries. Routledge.
Kidwell, R.E., Eddleston, K.A. and Kellermanns, F.W., 2018. Learning bad habits across
generations: How negative imprints affect human resource management in the family
firm. Human Resource Management Review.28(1). pp.5-17.
Ayentimi, D.T., Burgess, J. and Brown, K., 2018. A conceptual framework for international
human resource management research in developing economies. Asia Pacific Journal of
Human Resources.56(2). pp.216-237.
Adjibolosoo, S., 2018. A Human Factor Approach to Human Resource Management and
Organizational Development. In The Human Factor Approach to Managerial and
Organizational Efficiency and Effectiveness (pp. 75-96). Palgrave Macmillan, Cham.
Nieves, J. and Quintana, A., 2018. Human resource practices and innovation in the hotel
industry: The mediating role of human capital. Tourism and Hospitality Research.18(1).
pp.72-83.
Glaister and et.al., 2018. HRM and performance—The role of talent management as a
transmission mechanism in an emerging market context. Human Resource Management
Journal.28(1). pp.148-166.
Online
HRM functions.2018. [Online]. Available through: <https://medium.com/@swaticbindia/human-
resource-management-its-core-functions-managerial-operative-fc0335ef616a>