HRM Report: Analysis of Marks and Spencer's Human Resources

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Marks and Spencer. It begins with an introduction to HRM, followed by an overview of the organization, including its global presence and retail operations. The report delves into the purpose of HRM, outlining key roles and responsibilities such as recruitment, training, talent management, and resource management. It examines various approaches used by the HRM department, including workforce planning, recruitment and selection strategies, employee development and training programs, and performance management systems. The report also assesses the effectiveness of employee relations and highlights key areas of employee legislation that the organization must adhere to, such as the Equality Act. Furthermore, the report includes examples of HRM practices, such as job specifications, offer letters, shortlisting processes, and interviewing best practices. The conclusion summarizes the key findings and emphasizes the importance of effective HRM for the company's success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
Organisation overview.......................................................................................................................3
Purpose of HRM and roles and responsibility of HRM.....................................................................3
Approaches of human resource department.......................................................................................5
Effectiveness of employee relation....................................................................................................7
Key areas of employee legislation organisation must work...............................................................8
Part 2.....................................................................................................................................................9
Job Specification...............................................................................................................................9
Offer Letter......................................................................................................................................10
Short listed process..........................................................................................................................10
Interviewing preparation and best practices.....................................................................................10
Selecting best practices....................................................................................................................11
CONCLUSION...................................................................................................................................11
REFERENCES....................................................................................................................................12
INTRODUCTION
Human resource management is defined as managing the human resources associated
with the organisation. It involve meeting all requirements of organisation associated with its
human resources. This report is based on the case study of Marks and Spencer Company in
respect to management of its human resources at the organisation. Company was established
in the year 1884 by the founders Michael Marks and Thomas Spencer. Company is operating
its business at the global level in retail market. More than 14000 locations are associated with

the business scale of the company which indicate about the huge scale of business operations
of Marks and Spencer Company. This project would assesses different aspects related to the
human resource management at the organisation. Henceforth, report will emphasis on
purpose and key roles or responsibilities associated with the human resource operations will
demonstrate in this project. Different approaches conducted by the human resource
management will be identify and evaluate in this project. Effectiveness of employee relation
in context to the organisation would demonstrate in this project. Key areas of employee
legislation would also project in this report. Furthermore, report will emphasis on human
resource practices in form of job description, interview note, cv and different other aspects.
MAIN BODY
Organisation overview
Marks and Spencer Company is among the top brand associated with the retail sector.
Organisation is operating its business operations at more than 14000 locations at the global
level which denote the huge dominance of company in retail market. Company has been
engaged selling high quality clothing, home products and food products. Organisation is
currently associated with the London stock exchange where company get to issue its shares
and securities to hold the public offering. Marks and Spacer Company is currently been
involved selling its products over stores and on the e-commerce mode or platform to sale the
products of company.
Purpose of HRM and roles and responsibility of HRM
Human resource management is all about managing the requirements of company in
respect to the human resources. This involve identifying the demand of organisation in
context to the human resources and cope up with such needs and demands of company.
Purpose of HRM
Human resource management are entertained at the organisation with the aim of
following purposes that can be demonstrated in the following points.
Hire best potential employees: Human resource management purpose is to hire the best
level of employees contain the maximum potential to achieve the business outcomes. This is
among the key purpose part of the human resource management operation at the Marks and

Spence Company. Department channelizes precise recruitment and selection campaign with
the support of recruiting the best potential employees to meet the business outcomes.
Improve growth of company: Purpose of the human resource management operations is to
enhance and boost the growth rate of the company. This is the purpose of the organisation to
deliver the best level of human resource management practices that can meet the objectives of
company (Ahammad, 2017). Human resources are among the key resources associated with
the organisation so it is become the core purpose of the organisation to achieve the best
growth potential by delivering the quality human resources at various designated position role
in company.
The above mentioned points are the key purposes associated with the management of
human resources part of the organisation.
Roles and responsibilities of HRM
Human resource management function is associated with the following role and
responsibilities that can be demonstrated in the following points.
Channelizes recruitment drive: Human resource department channelizes the best level of
recruitment drive that can cater the needs and requirements of company related to the human
resources at the organisation. At various colleges and institutions company conducts its
recruitment drives that can recruit the best potential employees to meet the various designated
position requirements of company.
Training and employee development: Training and employee development is among the
key role and responsibilities associated with the human resource department part of the
organisation. This is a key aspect associated with the operations at the organisation.
Channelizing best level of training campaign that can meet all types of operational
requirements of company (Collings, Wood and Szamosi, 2018). Employee development
involve the improvement in the skills of employees to enhance the overall growth of the
organisation along with the human resources part of the company.
Talent management: Talent management is among the key role and responsibilities
associated with the human resource department. This involve conducting the talent
management program to polish and improve the human resources associated with the
organisation.

Resource management: Resource management is another key operational area that needed
to cover by the human resource department to achieve all its different roles and
responsibilities associated with the organisation. This involve assessing the resource related
requirement of company and drive the campaign to meet such resource requirements of
company. This is a clinical role associated with the human resource department at the Marks
and Spencer Company.
The above mentioned roles and responsibilities associated with te human resource
department of company.
Approaches of human resource department
Human resource department at the Marks and Spencer Company is associated with
various roles and responsibilities in order to fulfil the requirements related to the designated
position role in company. Following are the approaches department use to deliver the
objectives in the best way possible.
Workforce planning
Workforce planning is the key functional area part of the human resource department
operational hierarchy. This involve on the basis of the needs and requirements of Marks and
Spencer Company and the organisation hierarchy entire planning is conducted related to the
work force of the organisation. Workforce planning involve designating the hierarchy of the
company in such manner that all different functional areas associated with the organisation
can be managed and control by company (Hassan, 2016). Workforce planning is a critical
task and functional area part of the human resource department roles and involve various
aproaces that can support the company in achieving all its business objectives.
Strength of workforce planning: Workforce planning done at the Marks and Spencer
Company allow the organisation to clearly overview the hierarchy of the company. This
allow the company to evaluate the functional capabilities of the organisation on the basis of
the workforce capabilities of the company. This also support the company in dealing with all
different issues and challenges part of the organisation.
Weakness of workforce planning: Many times this approach result into the cut of different
designated position which look irrelevant in the shirt spam of time but they are the key long
term requirement of company. This can make the losses to the company related to the
functional area of company.

Recruitment and selection
Human resource department at the Marks and Spencer Company channelizes
approaches like internal and external recruitment approaches to achieve the best level of
human resource outcomes of organisation. This is a key part of the approaches entertained by
the human resource department in order to recruit the best possible talent in the organisation.
Internal recruitment approach allow the company to promote at higher designated roles in the
company and also to motivate the employees to perform more effective operations in the best
of their capacity (Noe and et.al., 2017). External recruitment allow the company to introduce
new and fresh talent at various designated position role in company.
Strength of recruitment and selection approach: Recruitment and selection approaes like
internal and external recruitment allow company to manage the human resource requirements
of organisation in the best way possible. This is an effective management of human resources
at the organisation. These approaches also support the company to motivate the employees in
company.
Weakness of recruitment and selection approaches: Many times this approach has
promoted internal politics that leads to poor and promotions of ineffective and less capable
employees at higher designated position role in the company. Political influence entertained
effectively in this approach which has harmed the overall outcomes of this approach.
Employee development and training
Employee development and training involve approaches like conducting training
programs, events, conducting sporting events and many other approaches to achieve the best
level of functional outcomes in company. Training involve skill development training,
personality development and various other trainings to improve the overall capabilities of
employees part of the Marks and Spencer Company (Noe and et.al., 2018). Training and
employee development approach make the employees and human resources part of the Marks
and Spencer Company more compatible and effective to meet the roles and responsibilities.
Strength of employee development and training: Employee development campaign makes
human resources more effective and capable to deliver the business objectives. This is the
best approach to grow human resources in the company.

Weakness of employee development and training: This approach requires constantly up
gradation of the approaches used to deliver the training to employees than only this approach
is effective enough.
Performance management and reward
Performance management practice is all about managing the performance of human
resources part of the organisation. This makes the employee more capable and it allow the
organisation to motivate the employees. Approaches like reward management, performance
analysis and other such approaches are used.
Strength of performance management and reward: This improve the efficiencies of the
human resources part of the organisation.
Weaknesses of performance management and reward: This also influenced with the
internal politics of company.
Effectiveness of employee relation
Employee relations play the key role in context to the organisation to achieve the
better growth opportunities for the organisation. Its crucial for the Marks and Spencer
Company to establish the positive and better relations with the employees part of the
organisation. This is a critical functional area part of the organisation that make the growth
rate more effective in favour of the organisation. Better and positive relationship between
management and workforce allow company to improve the employee involvement in various
functional areas of company. Employees are among the key assets part of the organisation
and to motivate the human resources to put extra efforts to achieve more effective working
capabilities to deliver the better and more effective outcomes in favour of the organisation
(Otoo, 2019). This make the services of company more effective in favour of the
organisation. If the management and employee in Marks and Spencer Company share
positive relations that also motivate the employees to perform more effective operations to
achieve better operational efficiencies against the practices underpin by management. If the
company share better and positive relations with employees which allow the employee to
convey about all the issues employees are facing in the organisation to department. As the
human resource department carry responsibility to manage the human resources of the
company. If the employee share the issues they are facing which make it more easier for the
organisation to perform the duties and assigned functional areas of company.

Key areas of employee legislation organisation must work
Legislations are the mandatory requirements which organisation needed to cope up in
any circumstances to achieve the working objectives. In against to the operational practices it
is essential for the company to deal with all these legislations. Marks and Spencer Company
need to follow the guidelines of these legislations to achieve the overall objectives of the
organisation.
Equality act: In United Kingdom equality act is among the key employee legislation that
needed to implement by the company to achieve the overall working objectives. This act
promote the equal treatment at the work place with all employees part of the Marks and
Spencer Company irrespective of the individual gender of the employees (Stewart and
Brown, 2019). This is the key employment legislation applicable over the Marks and Spencer
Company in against to the management of human resources in the organisation.
Anti discrimination act: Anti discrimination law is another employment legislation that is
applicable over the Marks and Spencer Company. Many times discrimination over the work
place has been registered with employees belong to different cultural and social background.
To deal with such issues at work place anti dissemination act is applicable over the Marks
and Spencer Company. This has effectively cope up with the discrimination issue with the
employees part of the organisation.
Minimum wage payment act: Minimum wage payment act is among the key employment
legislation applicable over the Marks and Spencer Company. This act guide the company to
pay the minimum amount of salaries to employee against the employment opportunities cater
at the organisation. Minimum wage payment is the mandatory requirement which in any case
needed to deal by the Marks and Spencer Company to channelize the business operations.
Irrespective to any designated position role of employee in company this is the minimum
amount of salary which employee need to pay to company (Taamneh, Alsaad and Elrehail,
2018). This has improved the scale of operations of organisation. Minimum amount of salary
payment is mandatory in favour of the organisation to achieve the overall objectives of the
business operations of company.
Data protection act: Data protection act is among the key employment legislation part of the
organisation. This act ensure the protection of the personality information of employees. At
the time of the recruitment drive conducted by the human resource department of Marks and
Spencer Company it takes various personal and professional information of candidate to

assess the personal background of candidate (Sostrin, 2017). It becomes the responsibility of
the human resource department and company to protect this personal information of
employees part of the organisation. In case of breach of this legislation company becomes
liable to bear the legal obligation.
The above mentioned legislations are the key employment legislation implemented in
the company. It is the responsibility of the organisation to deal with all these employment
legislation that can support the operations of organisation.
Part 2
Job Specification
Job Description Marketing Manager
Marketing manager must be capable of controlling the marketing and promotions of
company. Managing and controlling of different marketing and promotion campaigns of
company is the sole responsibility of the marketing manager.
Roles and responsibilities
 Must be able to deliver the best level of marketing and promotional campaigns for
company.
 Role of marketing manager is to control campaigns in such manner that company get top
derive the best level of sales outcomes.
 Marketing manager must be capable to control the day to day marketing operations of
company.
 Marketing manager should control the marketing team in order to achieve the best level
of employee proficiency.
 Marketing Manager must be keen with using different analytical tools such as Google
Analytics and different other to entertain the success of marketing campaigns drive by
Marks and Spencer Company.
Offer Letter
Name: Steven Smith
Address: 13 street park, London, United Kingdom
Position Role: Marketing Manager

Dear, Mr. Steven Smith congratulations for getting selected at a designated position role
of Marketing Manager in Marks and Spencer Company. We are wishing you all the luck to have
the best level of career opportunity in Sainsbury Company. Your date of joining is supposed to
be 15th of October, 2020. In case you have any query regarding joining and with regard to any
other issue contact at [e-mail].
Short listed process
Company will short list the candidate based on the interview round, group discussion
round and many other rounds. Performance of candidates is measured over these platform in
the entire interview process. On the basis of the performance of candidate in all these various
interview rounds candidate get short listed by the interviewer (Huang and et.al., 2016). The
performance of candidate in the interview round put a huge impact over the selection process
of interview. Only the candidate that best fit in the requirements of the designated position
role get the selection. Human resource department at the Marks and Spacer Company monitor
the candidate performance in the interview round to recruit them.
Interviewing preparation and best practices
Candidate can prepare the interview with the support of personal guidance and self
evaluation basis. On the basis of different approach candidate can prepare for the interview
round. The human resource department take interview in different rounds candidate can self
prepare on the basis of the needs and requirements of the individual process part of the
interview (Ross, 2018). This is the best way to prepare for the interview. Candidate can take
the guidance of experts to prepare for the interview. Experts can best guide the candidate for
the interview process.
Selecting best practices
Company has designed its human resource team that select the best performed
candidate for the job role in the interview process. This involve scoring every single stage of
interview process. Marking is the criteria behind short listing candidate in interview. This
provide support to the company for delegating best potential employee over every single
position role in organisation.

CONCLUSION
Human resource management is all about managing the human resource related
requirement of organisation. This involves different roles and responsibilities associated with
the organisation. It also comprises with various aspect like delivering the best level of
practices that can support the overall need and requirement of organisation to deliver the best
quality of human resources at the organisation.

REFERENCES
Books and Journals
Ahammad, T., 2017. Personnel Management to Human Resource Management (HRM): How
HRM Functions. Journal of Modern Accounting and Auditing.13(9). pp.412-420.
Collings, D.G., Wood, G.T. and Szamosi, L.T. eds., 2018. Human resource management: A
critical approach. Routledge.
Hassan, S., 2016. Impact of HRM practices on employee’s performance. International
Journal of Academic Research in Accounting, Finance and Management
Sciences. 6(1).pp.15-22.
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Noe, R.A. and et.al., 2018. Fundamentals of human resource management. McGraw-Hill.
Otoo, F.N.K., 2019. Human resource management (HRM) practices and organizational
performance. Employee Relations: The International Journal.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Taamneh, A., Alsaad, A.K. and Elrehail, H., 2018. HRM practices and the multifaceted
nature of organization performance. EuroMed Journal of Business.
Sostrin, J., 2017. Beyond the job description: How managers and employees can navigate the
true demands of the job. Springer.
Huang, L.C and et.al., 2016. High performance work systems, employee well-being, and job
involvement: An empirical study. Personnel Review.
Ross, F.J., 2018, January. From municipal feminism to the Equality Act–Legislation and
gender equality work in UK local government 1980-2010. In Women's Studies
International Forum (Vol. 66, pp. 1-8). Pergamon.