Human Resource Management Report: M&S Workforce Planning Analysis

This report provides a detailed analysis of Human Resource Management (HRM) practices within Marks and Spencer (M&S). The introduction defines HRM and its core functions, including recruitment, selection, and employee orientation, emphasizing its role in maximizing employee performance and aligning with strategic objectives. The report explores the fundamental purpose of HRM, specifically workforce planning at M&S, highlighting the importance of job analysis, training and development, and performance management. It then evaluates the strengths and weaknesses of internal and external recruitment methods. Furthermore, the report identifies key HRM practices implemented by M&S, such as performance management, training and development, reward management, and flexible work options, assessing their effectiveness in enhancing employee productivity and contributing to the company's success. The significance of employee relations in influencing HRM decisions and the key elements of employment legislation are also discussed. Finally, the report includes a job description, person specification, and job advert for a teacher role, providing a practical application of HRM principles. The conclusion summarizes the key findings and their implications for effective HRM within the context of M&S and other organizations.

Human Resource Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
P1 Fundamental purpose of human resource management with workforce planning based in
Marks and Spencer.................................................................................................................1
P2) Strength and weakness of different approaches to recruitment and selection.................2
P3 Identification of HR practices which Marks and Spencer has implemented within the
company.................................................................................................................................4
P4 Effectiveness of human resource practices.......................................................................5
P5 Importance of employee relations influencing HRM decision making............................6
P6 Key elements of employment legislation .........................................................................7
P7 Job description and person specification for the role of a teacher ...................................8
Job description........................................................................................................................8
Person specification..............................................................................................................10
Job advert..............................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is considered as a process that is designed to maximize the
performance of the employees in response to the strategic objectives of an employee. The
management of human resources includes various processes such as selection, recruitment and
then providing proper orientation to the employee. First, the employees are being selected, then
the ones who are qualifying the criteria for a specific post are being recruited (Bratton and Gold,
2012). After these two processes, proper orientation and induction is being given to them in
order to make them aware of all the roles and responsibilities, they have to work with. The report
is about understanding the purpose and scope of human resource management. Also, it includes
the advantages of HRM practices of M&S along with the concerns of employee relations and
various legislation factors as well. Marks and Spencer is a retail corporation which deal with
customers product, home ware product and luxury food products. The major objective of the
cited venture is to deliver high quality of services and attract large numbers of customers.
P1 Fundamental purpose of human resource management with workforce planning based in
Marks and Spencer
Human resource management is a discipline of management and it majors focus on to inc
rease the efficiency and performance of employee. It also focuses on recruitment and selection.
Job analysis: it is required that HR. manager of Marks and Spencer
company must conduct the HR planning so that they can able to get information about the vacanc
ies in the organisation. Job analysis is a processor through which Hr. manager determines the dut
ies, responsibilities and finally decide the qualification, experience to be required for an employe
e. HRM. Deals with personal management, development and talent management. In the
workforce planning, HRM plays a very significant role as only HR manager have right to design
such strategies and tactics for recruitment and selection within the company. In order to recruit
the personnels, HR department is responsible to conduct the interview and carry out all activities
toward it.
Training and development: it is required to offer training and development opportunities to the
employee so that can perform well and can also work as per the standard of Marks and Spencer
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Company. Training and development activities improve the performance and skill of employee.
Marks and Spencer
provides training to their employee to improve the performance and to achieve the goal of succes
s. These activities certainly motivates the employee (Booth and van Ours, 2013). Employee lear
n to work together they learn to work in group, because they get a common task in training. By t
hese types of training employee can share their ideas and knowledge with each other, and team w
ork is very important for the success of Marks and Spencer company.
Performance management: Performance management of mentioned company focus in every fi
eld such as performance of organisation, a department and employee. To ensuring the productivit
y a performance management system is often used in Marks and Spencer organisation.
With the help of these functions the mentioned company can able to gain high amount of benefits
, in term of high productivity. By the development and training “Employee relation” can establis
h. Employee relation is very important for organisation that helps in gaining the high amount of s
upport from employee. Employer's support is so much needed in any organisation to get success.
By offering the effectual services to customers, company will able to attain their objectives and g
oals.
P2) Strength and weakness of different approaches to recruitment and selection
Recruitment and selection is one of the key purpose of HR as employee are required by
Marks and Spencer
organisation. To manage their operation in desire manner the mentioned company conducts both
the internal and external recruitment.
Internal Recruitment: international recruitment means when organisation fill the vacancy from
within its existing workforce. In internal recruitment the job and opportunity is offer to someone
who already works for the company. In order to conduct the internal recruitment, manager of
company can use various approaches such as performance appraisal, promotion, increment,
present employees.
Advantageous of international recruitment:
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1) Employee knows the business: If an organisation hires existing employee, the employee
already understand how the organisation operates. Existing employee have the experience
of work culture of organisation (Stone and et.al., 2015). They know their co-workers pers
onally and professionally so they can achieve the new task very quickly and easily.
2) Cheaper and quicker to recruit: In internal recruitment there is no need of any advertisi
ng so its benefits for organisation.
3) Hiring manager knows the employee: A good relation between the management and em
ployee is a key of success of any organisation. Hiring authorities already have a good rela
tion with existing employee. There is no need to start a new relationship when a position i
s filled.
4) Employee grow within a business: if any employee feels that they are not getting opportu
nities in organisation they are likely to find the job elsewhere. International recruitment gi
ves the opportunities to existing employee and they will motivate.
Disadvantage of interactional recruitment: the most disadvantage of international recruitment
is that organisation cannot find the new ideas for product. It may cause the misunderstanding and
resentment among the employee (Rowold, 2015). In this recruitment, company do not have
opportunity to hire extra talented and skilled staff member in the company.
External Recruitment: When organisation looks outside the business to fill the vacancy for app
licant post.
Advantageous of external recruitment: People bring the new idea, new ideas are very useful fo
r new product launch in Marks and
Spencerorganisation. External recruitment provides opportunities to the fresher. By the external r
ecruitment the mentioned organisation can gain the new perspectives. External recruitment incre
ase the branding of organisation.
Disadvantageous of external recruitment: external recruitment is a long process. In this proces
s advertising is required which increases the cost. Most expensive process. To reveal the best can
didate selection process may not be effective enough.
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P3 Identification of HR practices which Marks and Spencer has implemented within the
company
In the company, human resource practices is one of the major aspect by which personnels
can carry out their working in an effective manner. With help of HR practices, human resource
can improve their ability and working criteria within the company. Following are some HR
practices which assist to personnels can enhance their working ability-
Performace management- This is best strategy to manage the performance of employees at the
workplace. By this practices, management can measure the performance of employees and
enhnace their facilities.
Training and Development:-With the help of training and development the employee of Marks
and Spencer
are able to perform at high level. Performance of employee is increase and essentially helps to in
crease number of customers (Ledford, Benson and Lawler, 2016). By the help of training and de
velopment the employee can get interested field of work, he can able to learn the new techniques
and he can improve his or her performance day by day.
Reward Management: HR of Marks and
Spencercompany offer reward and recognition to employees so that can feel motivated (Kim and
et.al., 2016). Manager offers reward to employee on his or her performance basis and on extra eff
ort.When employee gets motivated than he will give his hundred percent to the task.
Flexible work option: Management should try to give flexible work option to employees. Man
agement can provide work from home schemes for employees. In this scheme if employee is una
ble to come office due to some emergency that time management should work from home schem
e to employee (Jenter and Kanaan, 2015). Manager can provide flexible work time to employee, i
f employee is happy with his work time he will never get bore with his work and he will perform
best at his level. It improves the employee performance in many ways. By flexible working
practices, employees can easily manage the personal as well as professional life at the
workplace.Thye can easily carry out their wor at home by this flexible working practices.
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Benefits of training and development, flexible work option and reward management for employe
r are as follows:
With the help of training and development, reward management, flexible work option the Marks
and
Spencercompany is able to gain high benefits. It improves the market reputation in the industry.
Performance level of employee increase and its result is the number of customer increases.
Another contribution of these approaches are that it reduces attrition rest in the company.
P4 Effectiveness of human resource practices
To increase the productivity and profitability HR. management of Marks and Spencer
company focus on training and development, reward management, flexible work option. These
techniques are very useful to increase the productivity of mentioned organisation (Hofstetter and
Harpaz, 2015). By training and development employees skills like frank and pleasant behaviour,
good command on dressing sense and presentation, power to remain calm at time of conflict are i
ncreases. These skills of employee increase the productivity of Marks and
Spencercompany. Customer gets satisfy with the services so the benefits' ratio also increases. Th
e reputation and brand name growing day by day. By using these techniques employee working a
t his best level and he is doing work hard to achieve his goal. By the work from home technique
employee complete his or her work from home and it increases the productivity of Marks and
Spencer company. With help of human resource practices, employees can effectively carry out
their working in an organisation and attain the objective. However, it is very important for
management to design such impressive working practices of HRM through which employees can
carry out their working. Any wrong practices can affect the objective and outcome.
As per the above discussion it has been analysed that with help of several practices of HRM
such as training and development, reward management, flexible working etc Marks and Spencer
can easily attain its objective and outcome within specific time. Following are evaluation of
different HR practices which is used by Marks and Spencer-
 Training and development- This is the best HR practice that helps to Mark and Spencer in
improve the talent among workforce. The major advantage of training and development
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is that it helps in improve knowledge, skill, ability of workforce so as they can
effectively attain the objective of business. However, main disadvantage is that training
and development required cost as well as time.
 Flexible working- This is another effective working practice of HR that helps M& S in
improving quality of work. The major advantage of flexible working is that
It improves the employee performance in many ways. By flexible working practices,
employees can easily manage the personal as well as professional life at the workplace.
This practices helps to organisation in improving quality of work. However, some time
many of the employees adopt casual attitude toward company by this flexibility.
 Reward management- This practices helps to organisation in improving the performance
of employees. By this practice, management provides rewards either it is monetary and
non monetary to its employees according to their performance. By these employees
motivate and give the best contribution within business for gain effective outcome. The
major disadvantage of reward management is that company's cost and expenditure will
increase if they reward and increase incentive of employees.
P5 Importance of employee relations influencing HRM decision making
The relations within employees are very important and also has some impact on the
operations and activities of the organisation. Employee relations is very important as when there
is a better bonding between the employees, it is obvious enough that every one will help each
other. Position does not matter as when there are better relations between the employees, every
one is ready to help each other and provide support as they can. Also, when the company does
not provide proper funds to the employees, all the employees can stand together for competing
with the company and will fight for their rights.The impact may be negative as well as positive
according to the level of interaction between the co workers.
Adversarial relationships
Adversarial relationships are considered as relationships that is between two people or
businesses who are opposing each other (Boxall and Purcell, 2011). In M&S, when people will
be opposing each other, it is difficult for them to sit along, specially in the decision making
process. The two are opposing each other because of the fact that their thoughts may not be
matching. When the thoughts of the person does not match, their decisions cannot match as well.
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So, M&S should focus on maintaining this to prevent any conflicts in the decision making
process because it is a very important part of the organisation. It is because by maintaining this,
the employees can be able to set an effective decision making with each other.
Partnership relationships
M&S focuses on maintaining an efficient partnership with all the people. It is because in
an organisation, it is hard to stay without any interactions and relationships with people. So,
M&S focuses on maintaining partnership with each other so that it can help them in the decision
making process. Also, M&S focuses on discussing the ideas and issues so that if they have any
grievances, that can be solved by the organisation as soon as possible because the company never
wants their employees or partners to suffer. It will result in a better decision making process in
the company.
Power sharing
The power sharing in M&S helps in reducing the possibility of the conflicts that may
happen between social groups. This can help M&S a lot as the conflicts can further lead to
violence and some more complex issues. Also, it provides a sort of democracy (Berman and
et.al, 2012). So, every employee of M&S are free to speak up their ideas and issues in the
decision making process of the company. The employees are being treated in a way that they are
able to speak anything they want and what is in their mind. This can result in a better and
efficient decision making process.
P6 Key elements of employment legislation
The human resource management along with selection, recruiting and training, provides
the employees, a safe and secure environment so that they can stay protected and can have their
focus on work. Some essential laws of the human resource management are discussed under :
Equality Act 2010
The equality Act 2010 says that there should be no sort of discrimination in the
workplace. Every employee of the organisation is equally important, so there must be no racism
or discrimination with anyone, whether it is on the basis of colour, sex, race etc., it is not at all
allowed. In M&S as well, the organisation does not support any sort of discrimination as they
have maintained the culture of the organisation so happier and healthier that people interact with
each other, involves some relaxation activities along with work, motivates each other., so they
have focused that there must not be any sort of racism in the workplace. The government has
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also produced a range of penalties that the involved people have to give (Beardwell and
Thompson, 2014). So, according to the government, if any one found involved in the
discrimination, they have to pay a huge amount of penalty and also, they can be suspended as
well from the organisation for a longer time. So, it is better for M&S to focus on maintaining the
prevention of any sort of racism and discrimination. When the organisation will be able to
maintain a healthier and happier environment, then they can be able to focus on a better decision
making as well. It is because in a relaxed environment, they can be able to even think and
understand the situation more efficiently.
Data protection act 1998
The data protection act 1998 focuses on protecting the data and information of the
employees and staff members of M&S. It is very essential to maintain as no employee wants that
their personal information to be leaked to any other member or staff of the organisation. So,
according to the Data Protection Act, standard measures have been taken by M&S for protecting
the data and information of the employees. When all the data and information of M&S will stay
protected, there will be fewer chances of any conflicts in the company, thus M&S will be able to
focus on decisions more effectively.
Health and Safety Act 1974
The Health and Safety Act 1974 states that it is the responsibility of the organisation to
take proper care of the employees and provide specialised service in case if required. With the
help of this act, the employees also can stay confident of the fact that in case of any trouble or
issue, M&S will support them and help as well in providing them proper care and support. As it
is the responsibility of the organisation to protect and secure all the employees of the
organisation from any sickness by providing them proper treatment. So, this can also encourage
the company in a better decision making so that all the employees of M&S will be able to
interact with each other in an efficient way and can decide upon the decisions.
P7 Job description and person specification for the role of a teacher
The job description and person specification is discussed as under :
Job description
Title
Teacher
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CLASSIFICATION
Southwood college
DIVISION
Education
Job Title
Teacher
JOB description:
 The role of a teacher at South wood college will be teaching and guiding students that has
been provided by the National curriculum framework along with the help and support of
competent education authority.
Salary
Between 46,000 – 56,000
Working days
Monday - Saturday
Skills required:
A well developed personality, efficient communication skills, well interactive skills, understandable
enough.
Responsibilities of a teacher
 Along with the academics, it is the responsibility of the teacher that if any student is not well
or depressed because of any reason, they should confirm it with the student and discuss it so
that the issue can be resolved because sometimes children do not share the troubles with
anyone and keeps thinking about them alone. But it can be very fatal as well because
depression can make children take any major step such as suicides etc. So it should be
managed as well from the teacher's end. So, the students at Southwood college can share
anything with the teacher, whether it is about the issues or any general ideas as well.
 All these processes helps in making the professional development of a person and along with
it, it focuses on the lifelong learning of the students.
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Educational Qualification
The person should be well qualified and must have done masters as well. Also, should be capable
enough of dealing with students. Enough leadership skills should be there.
Interested candidates can e mail us at [e-mail] or contact on 2345097612.
Person specification
Title Teacher
CLASSIFICATION Southwood college
DIVISION Education
Job Title: Teacher
JOB description:  The role of a teacher at South wood college will be
teaching and guiding students that has been provided by
the National curriculum framework along with the help
and support of competent education authority.
Salary Between 46,000 – 56,000
Working hours Monday - Saturday
Skills required: A well developed personality, efficient communication skills,
well interactive skills, understandable enough.
Person specification  Planning the lessons they have to teach in the classroom,
after planning going through it once and then delivering
it to the students of the Southwood college.
 Guiding the students according to the educational needs
and in a way such that it can help them further in
achieving all the targets and goals.
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