Human Resource Management Report: Marks & Spencer HRM Analysis

This report provides a comprehensive analysis of human resource management (HRM) practices at Marks & Spencer (M&S). It begins with an overview of the organization, its history, and its business operations. The report then delves into the purpose, roles, and responsibilities of the HR function at M&...Read More

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................2
PART 1............................................................................................................................................2
1. Overview of the organization..................................................................................................2
2. Explanation and assessment on purpose of HR function and roles and responsibilities of the
HR function.................................................................................................................................2
3. Assessment of the approach to workforce planning, recruitment and selection, development
and training, performance management and reward systems by evaluating strengths and
weaknesses of these approaches..................................................................................................3
4.Effectiveness of employee relations and employees engagement and adoption of flexible
organization and working practice and employer of choice. Evaluating importance of
employees relations influencing HRM decision-making............................................................5
5. Identification of the key areas of employment legislation within which the organization
must work....................................................................................................................................8
Part 2................................................................................................................................................9
1. Designing job for different available position in organisation................................................9
CV-2 for Junior Human Resource Manager.........................................................................13
3. Interview question for candidates and process......................................................................16
4. Job offers to the deserving candidate.....................................................................................17
5. Documents and Process of Recruitment................................................................................18
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20
1

INTRODUCTION
Human resource include people who work in the organization to achieve its objectives. They
form the workforce of the company. Human resource management means management of human
in the organization. Marks & Spenser is a multinational retailer having its headquarters in
London. Founded by Michael Marks and Thomas Spenser in 1884. Company sells food items,
clothing and home related products. This report will discuss overview of the organization and
assessment on the purpose of HR function and also its roles and responsibilities. Further it will
evaluate approaches to workforce planning, recruitment and selection, development and training,
performance management and reward system. This study will also explain the effectiveness of
employee relations and employee engagement and adopt flexible working practice and employer
of choice. Identification of employment legislation which is used by the organization.
PART 1
1. Overview of the organization
Marks & Spenser is a British multinational company having its headquarters in London,
England. Founded in 1884 by Michael Marks and Thomas Spenser. It deals in food items, home
décor products and clothing. It is also listed on London Stock exchange. They provide services
related to online food delivery (Zhang and et.al., 2019).
2. Explanation and assessment on purpose of HR function and roles and responsibilities of the
HR function.
Purposes of HR functions-
Mentioned below are the main purpose of HR functions of Marks & Spenser:
Staffing needs: HR department are mainly concerned with the recruiting of employees. They
identify the jobs and fulfil the requirement of the position. Marks & Spenser HR makes sure that
right position is filled by right individual.
Conflict resolving: Marks & Spenser plays a vital role in resolving conflicts of the company.
Associated with employees. Relation between operation team and marketing team are also
managed by HR team.
Performance appraisal: HR evaluate the performance of the employee. Marks & Spenser HR
are responsible in making performance appraisal process. This happens annually in the
organization. Appraisals are done on the basis of promotion or retention.
2

Maintaining employee relation: Employees expect incentives in terms of return and
organization expect performance and productivity by the employees. HR team of Marks &
Spenser give proper training and timely reward them so that good relations with employees are
maintained.
Roles and responsibilities of HR function-
Roles and responsibilities of Marks & Spenser are
Human resource planning: This is the most important role if HR to know the human needs of
the organization. Marks & Spenser HR team focus on the growth of the organization and what it
requires in the future to be successful.
Recruitment and selection: Marks & Spenser attract people towards the company and select
best candidates within (Tuan and et.al., 2020). They have good brand image so it is easy to
attract more people.
Learning and development: HR helps employees so that they can develop their skills.
Company provide training to the employees so that they become skilled before work is provided
to them.
Health and safety: Health and safety regulations are created by HR. Marks & Spenser make
sure that they are providing safe environment to the employees to work.
3. Assessment of the approach to workforce planning, recruitment and selection, development
and training, performance management and reward systems by evaluating strengths and
weaknesses of these approaches.
Workforce planning:
HR team of Marks & Spenser plan structure and strategies of the company. Strategic plan and
operational plan are include in workforce planning to meet the objectives of the organization.
Strategic planning- It focuses on planning vision and mission of the company. Long term and
short term goals of performance are formed by HR to fulfil the objectives. Strength of Marks &
Spenser are their teams are planning to take competitive advantage.
Operational planning- Activities of operations are made by HR team of Marks & Spenser. This
includes performance maintaining and recording. Weakness is timely performance reporting are
not done resulting delay in achieving targets (DeCenzo, Robbins and Verhulst, 2016).
Recruitment:
3

It is process of finding the employee needs in the organization and providing potential employees
and offering jobs to the candidates. By this manner right individual got selected for the right
position. This is done by two ways by company:
Internal recruitment: It is the process in which hiring is done by within the organization only.
Strengths are it is done fast and is cost-effective as well. Company believes that it reduce the
recruitment of creative workforce.
External recruitment: It is process in which employees are hired from outside of the company.
Strength is that it will hire innovative workforces. Weaknesses are it is long and costly process.
Selection:
Selection is the process in which candidates are analysed in a proper way and then they are
selected. HR of Marks & Spenser identity the needs of the company and fulfil the position. This
process has two ways (Hughes, 2018).
Interview: In this HR communicate with the candidates to check their capabilities. Strength is for
choosing the right skill it is the effective process. Biasness is the weakness of this.
Role-play: In this candidates are given some task, and they perform them. Strength is more
appropriately candidates are assessed. Weakness is this process is expensive.
Training:
Training is the process in which skills of the employees are enhanced. HR of Marks & Spenser
do this by two methods.
On the job training: While doing their job employees are provided training to make them learn
new techniques. Strength is, it make employee more skilled.
Off the job training: Employees are trained in this providing special attention by the company.
Weakness is this it is time-consuming (Boon and et.al., 2018).
Development:
To increase the productivity it is adopted by the company. New skills are provided to the
employees. It is done by-
Performance management: It is the process that assess the failure or success of the individual
and then modification of the performance is done according to the organization needs. The
purpose of the company is productivity maintenance. Methods of performance management
Total quality management: In Marks & Spenser TQM is achieved by reducing waste and
managing time properly, so that employees productivity can increase.
4

Kaizen: It says that employees performance have no limit. In Marks & Spenser employees
performance are monitored timely to receive the competitive advantage.
360 degrees: It means that monitoring should be done with every angle or dimensions. Company
use this method to guide employee at the right time.
Just-In-time inventory: It means that implementation of the creative ideas should be fast.
Company believes that immediately after planning process it should be implemented.
Reward system:
It boosts the performance of the employees which involve incentives, bonus, rewards etc given to
the employees for the efforts. Two types of rewards are given by Marks & Spenser
Financial rewards: In this reward monetary prizes are given to employees. Company as a reward
offer medical benefits, bonus, salary, insurance, commissions etc. Employees get attracted
towards these rewards.
Non-financial rewards: It do not include monetary prizes but include appreciation which is the
non-financial recognition. It includes appraisals, appreciation, honor rewards etc.
4.Effectiveness of employee relations and employees engagement and adoption of flexible
organization and working practice and employer of choice. Evaluating importance of
employees relations influencing HRM decision-making.
Appropriate communication system should be adopted by the employees. Approaches to
employee relations are-
Interaction: Proper interaction between managers and employees reduces the barriers in
communication and bring innovation. Therefore, managers of Marks & Spenser make sure that
they proper interact with their employees.
Appraisals: Rewards and appraisals plays vital role in the organization. It increases motivation
among the employees. So company give timely rewards to the workforce to increase their
productivity (John and Taylor, 2016).
Planning: HR managers should do clear planning which help in building employee relations.
Roles of the employees are properly made and communicate to them.
Hygienic and safety: Proper hygienic and safe office environment is provided to every employee.
Company managers assures that safely is maintained and is the priority of them.
5

Communication: Communication is the process of sharing ideas and knowledge in an appropriate
manner which are understood. Communication is very important to build the employee relations.
HR of Marks & Spenser give timely feedback to their workforce.
Employee engagement:
Engagement of the employees in the company should be their and is very important. This build a
nice relationship between the managers and employees. To ensure this company include
employees in the decision-making process. To increase the engagement of the employees timely
feedback are also collected from HR teams. It motivates the employees. Employee started
trusting managers and feel that they are valued by the organization and company also guide their
employees to improve the performance so that they can increase their productivity.
Effectiveness of employee relations and employees engagement
Resolve conflicts: If managers have good relation with the employees than conflict resolving will
become easy task. HR managers of Marks & Spenser helps to resolve conflicts in the
organization.
Increase productivity: Employees productivity is increased because they are motivated and given
appropriate training. To increase the productivity, Marks & Spenser provide complete
knowledge of the project before starting (Delery and Roumpi, 2017).
Build loyalty: When employees are valued, they feel that they are the part of the organization
and their rate of loyalty increase. Thus employees of Marks & Spenser do not leave the
organization in short span of time.
Motivation: Engagement of the employees increase the motivation and participate in the healthy
competition.
Flexible organization:
Flexible organization system means when the organization give authority to the managers to
make the demanding changes which can be related to the external needs or the internal needs of
the company. Marks & Spenser is the flexible organization which give authority to HR for
making basic changes in the organization.
Flexible working practice:
Flexible working practice means which facilitate the managers to make changes in the
organizational culture which is required by the organization. More workers are attracted towards
6

the organization due to the flexible working practice. It is also called as the flexitime. It is the
modern method which include personal needs of the employees etc.
Effectiveness of the flexible organization and flexible working:
Productivity: Productivity of the employees can be increased by providing flexible working time
to them which also increases job satisfaction. Training should also provide to the employees to
increase the productivity.
Sustainable improvement: Flexible working organization will increase its sustainability which
help the organization to achieve the organizational goals and objectives. That is why timely
sustainable improvement takes place in Marks & Spenser.
Cost efficiency: Cost of the workers are depended on the working hours in the organization by
them. That is why labour cost decrease in the off-season. Managers of the company hire or fire
the workforce according to the need.
Improve teamwork: Teamwork enhanced because working hours are managed by the employees
as a team. The team work of the company is very good because it is the flexible organization.
Reduce employee turnover: Flexible working practice will reduce employee turnover by
increasing job satisfaction. Employee loyalty will also reduce this. As a result employee did not
leave the company. Marks & Spenser employees are also impressed by the flexible working
practice and do not leave the organization.
Drawbacks of the flexible organization and flexible working:
If the organization demand additional working hours then that will make employees uncertain.
Marks & Spenser faces the differences in the organization within the employees because for
everyone flexible working practices are different. Sometimes overtime demotivate the
employees.
Employer of choice
Employer of choice means in which organization search for the candidates who are in search of
job. Organization provides good working environment and culture to the employees.
Importance of the employer of choice-
Every organization want to be employer of choice rather it the priority of the organization
(Kianto, Sáenz and Aramburu, 2017). For Marks & Spenser, to be employer of choice is
important as it helps to the company to hire right candidate. This help the company in creating
the culture in the organization which help them to achieve the competitive advantage. If the
7

employee's performance is good then it will increase the productivity of the organization.
Company attract employees towards the organization by making them believe that their personal
goals are also taken care by them. This helps in reducing the recruitment costs as the employee
turnover reduced.
5. Identification of the key areas of employment legislation within which the organization must
work.
Importance of employment legislations
In the UK, the enforcement of the employment legislations help to prevent unfair, unethical and
discriminatory practices among the organization. Employment legislations covers all the aspects
of employee relations so that the rights of the employees can be secured and fair practices are
there within the organization. Employment legislations helps the organization in developing such
culture in the company which makes them employer of choice. By merging with employment
legislations company send a message in job market that their organization is safe, follow all the
laws and avoid unfair practices. Employment legislations also provide employees the workplace
which is safe and secure because it has safety and security laws. Office condition should be
according to the guidance provided by the employment legislations where proper care of
employees life should be the priority by the company. Every employee should be treated equally
and division of work should be done in such a way that it avoids discrimination which ensures
that rights of the employees are protected. Employee personal information should also be
protected. Without their permission their personal information should not be shared by anyone
(Ahammad, Glaister and Gomes, 2020).
Key areas of employment legislation of Marks & Spenser are
Equality: Company believes that every employee should be treated equal in the organization
irrespective of their religion, colour, gender etc. Company give equal opportunities to every of its
employee. Employees are given salary on the basis of their performance, position and
qualifications.
Social responsibilities: Marks & Spenser believes that it is very important to carry out the social
responsibilities. As serving the society will make the positive image of the organization in the
eyes of public.
Dismissal: Company do not follow the practice of dismissal. Before firing any employee now
company need to give proper reasons and evidence to them. Without the reason they can't fire
8

any employee. If any wrong practices are done by the employees then they should give warning
not directly firing (Michael, 2019).
Health and safety: Marks & Spenser take care of the health and safety of their employees. Proper
hygienic working environment is provided by the company and employees life safety are also
taken care by the company. They also provide health insurance to their employees.
Data protection: This act protects the personal information or data of the employees and restricts
the company for sharing their personal information without their permission. Data of the
employees are kept confidential. Such softwares are installed by the company so that the data do
not get hacked easily.
Part 2
1. Designing job for different available position in organisation
Application of Human Resource Management practices
Human Resource manager of firm recruit employees from different places such as Job
sites, LinkedIn, campus and walk in interview. After selection evaluation of profile of candidate
has done by HR team so that right candidate will be hired. HRM check CV as well as other
provide certificate from software so that correct information can be analysed (Khan and et.al.,
2019). Selection and recruitment planning also careful design by workers and hence organisation
able to achieved higher target by talented and skilled employees.
Job specification for different position
Job Specification
Vacancy: Junior Human Resource Manager, Senior HR Analyst, Recruiter
Last date for Applying: 1st-December-2019
Job responsibilities
 Performance assessment of employees in the firm
 Presenting details relating to Training & development as well as performance of
workforce to senior management.
 HRM has to organise various types of events and cultural festival so that cultural
diversity can be supported in firm and hence support growth of firm.
 Scheduling task related to work for employees so that organisation able to completed
project on time and work will align with goals.
9

 Recruited HR also has to track improvement in efficiency, quality and productivity of
work.
 Providing awards, rewards, incentives, increment, promotion etc. to employees according
their performance and hence focusing on personal growth of workers (Brewster and
Hegewisch, 2017).
 Building employees relation so that chances of migration of workforce can be reduced.
 Taking Suggestion, opinion and feedback related to work so that proper policy and
changes can be implemented on time (Brewster, 2017).
 Providing safety and security of employees at workplace so that they feel part of
organisation.
 Introducing training and development programs according to changing business so that
firm will able to gain competitive advantage.
 Including key legislation in contract so that employees right can be protected and hence
remain loyal towards firm.
 Construct powerful communication channels between workforce and senior authority.
 Tracking illegal activities at workplace and inform leaders regarding it, so that timely
changes can be done.
 Person has ability to communicate effectively with Union of labour and hence resolve
their problem quickly and on time. Able to decreases chances of strikes which can impact
on growth of firm.
Job Requirement
1. Organisation is looking for young people whose age between 24- 35 years and which
have visionary approach for work and can support growth by introducing new ideas.
2. Candidate has a power to deal any difficult situation without coming under pressure and
remain energetic throughout work so that employees can also motivate by him.
3. Applying person must have experience of 3 years in different retail sector and priority
will be given to person which have worked out of United Kingdom for more than 2 year
and have knowledge of diversifying culture.
4. Organisation want employees that graduate from B+ business school in United Kingdom
in Bachelor of Human Resource management with at least B grade and Post graduation
from A+ business schools. Oxford and Cambridge student will be given priority in job.
10

5. Candidate requires knowledge different training and development programs which can
improves efficiency, quality and productivity of work and hence can prepare for globalize
business (Macke and Genari, 2019).
6. Person must able to communicate effectively with stakeholder and have knowledge of
understanding of globalizing business so that can ready employees for changes.
7. Software knowledge needed in person so that employees can recruited from pool of
workers as well as asses their performance with the help of it.
Skill Requirement
1. Communication skill must be strong so that can easily understand problem and opinion
of stakeholder and can suggest senior leaders. Priority will be give to person which have
multiple language knowledge apart from English so that support diversifies work culture
in firm.
2. There are large numbers of work issue in firm and applying candidate must have strong
problem solving skills so that issues can quickly resolved and workers remain motivated
towards goals.
3. Planning and organising skills must be effective so everything remain schedule and
according to plan.
4. Applying candidate must have different advance technology software knowledge which
can be implement in firm and support performance and decrease unnecessary time.
5. Person must have effective time management skills so that all work can be done on right
time. It also able to completed and submitted different task timely. Giving suggestion and
opinion, Feedback on workers to seniors on time and hence able to solve their problems
quickly with right decision.
6. Effective leadership skills required for this job which help in improving work with
innovation and creativity as well as person able to inspire other at work-station. Priority
will be given to person who effectively uses transformative and democratic leadership
style at workplace and able to generate higher output from workforce on time.
7. Persona must have strong Interpersonal skills so that can easily interact with employees
and identify special characteristics that can support growth of firm.
8. Administrative management skills candidate must be good so that leave, absence,
absence files, the in- and outflow of employees, payroll and other topics can easily be
handled on time.
11

9. Innovative and creativity skills must be available in person that new ideas can support
growth of firm and hence workers also influence from it.
10. Training and development skill also required in applying candidate so that he will be
able delivered different types of programs on time with good quality and it can easily be
understand by workers easily.
11. Person must have knowledge of legal knowledge so that different types of laws introduce
in work culture and can provided safety and security of employees which impact on
gaining their loyalty (Baum, 2018)
.
12. Management skills needed for the job role as firm has large number of workers with
different background and hence proper monitor and control ability required in the person.
12

CV-1 for Junior Human Resource Analyst
CV-2 for Junior Human Resource Manager
Name: Adam Smith
13
Johm Carlo [phone]
Junior Human Resource Manager John,carlo @gmail.com
London, United Kingdom
Education:
1. MBA in Human Resource Management from Oxford University in the year 2014-2016
and score A+ grade in all Semester.
2. Bachelor in Business Administration from Wolverhampton university and achieve B+
grade in the year 2011-2014.
3. 12th from Lord Mountbatten School in Edinburg and score A- Grade in the year 2010-
2011
4. 10th from Price of Wales School and achieve A+ grade.
Experience:
 Junior Human Resource Recruiter in Tesco from 2016-2018.
Work as recruiter and help firm in hiring talented and skilled workforce from different
platform such as LinkedIn, Monster etc. Increase internal recruitment and promotion which
impact on personal growth of workers. Also support external recruitment which is necessary
for maintain diverse workforce in time of globalization.
 Human Resource Analyst in Sainsbury from 2018-2019
Analyse performance of workers and according to suggest senior management for
award, reward, incentives and hence right candidate will be given opportunity and increment.
Feedback taken from workers and help in resolving various types of problems in
organisation.
Skills: Communication, Problem-solving, Planning and Organising, Technology, Self-
management, Leadership skills and Interpersonal skills
Awards: Human Resource analyst of the year award in 2017, Best Employee of Asda year in
the year 2019.

Address: 438, London Rd, Sutton 9HW
Mobile: [phone]
Email: [e-mail]
Date of Birth: 03-01-1987
Career Objective
Focus on developing innovation and creativity skills and building professional quality that
impact on growth. Working in reputed company achieving highest post of Human Resource
Management and able to develop network building skills.
Professional Experience
Company Duration Description
Wallmart, United State of
America
March 2017 to December
2019
Firm in Wallmart as HR
manager and perform various
types of duties such as
performance assessment of
workers and giving
opportunity and increment to
right Candidate. Introduce
various types of training and
development programs which
increase efficiency, quality
and productivity of work
which is necessary for
changing business.
Asda. UK February 2015 to January to
2017
I have worked as HR Junior
Manager in Asda and
supported firm maintain
strong relation with
employees. Also help
organisation with hiring and
developing Talented and
skilled workforce which
increase overall performance
organisation.
Training Programmes
Taken training in Sainsbury for more than 8 months in end year of Master in Business
Administration
Education
Degree Name Institution Passing year Grade
14

Master in Business
Administration in
HRM
London Business
school
2015 4.56
Bachelors in Human
Resource Managemnt
University of Oxford 2013 4.00
Higher Secondary
School
Princess Diana School 2010 4.90
Secondary School Queen’s School 2007 4.00
Skills: Good communication skills, Observation and Analytical skills, Leadership skills,
Effective communication skills and Software Knowledge.
Award: - Best worker award in Asda 218, HR of the year in Wallmart in 2019
I confirm that above given information is correct.
Adam Smith Date-14-01-2020,
Signature
CV-3 For recruiter
John Spencer [phone]
Recruiter [e-mail]
London, Britain
Education:
1. Completed Master in Business Administration from London business School in the year
2018
2. Bachelors in Human Resource Management from Hertfordshire University in the year 2017.
3. Higher Secondary from Lady Spencer School in London and score 4.56 CGPA in the year
2014
4. Secondary completed from price of Wales School in the year 2012.
Experience:
 Junior Recruiter in Sainsbury from 2016-2018.
I work hard to find right candidate for different jobs from various online as well as offline
platform such as Monster, LinkedIn, and Walk in interview and campus drive. Checked
background and qualification and person which worked in diverse culture given priority by me
so that diversify work culture implemented in firm. Used modern software for checking person’s
certificate so that right person can be employees and fake profile can be ignored.
15

 Senior Recruiter in Asda from 2018-2019
Introduce various types of advance software for analysing profile and short listing right
candidate. Focused on internal as well as external recruitment so right workers can be hired for
job. Impact on personal growth of existing employees by hiring for company and hence deserve
candidate can get right opportunity on time. Maintain diversified culture by recruitment of
workforce from different places.
Awards: Recruiter of the year in Sainsbury award in 2017, Best Employee award of Asda in
2018.
Skills: Leadership, Time management, Communication, Organising and Planning, Modern
software knowledge, Research and Finding, Problem solving etc.
I accept that above information is mine and accurate.
John Spencer Date-13-02-2020,
Signature
3. Interview question for candidates and process
Time of interview: 14th March 2020
Interview Questions
 What’s your name and explain about yourself in brief?
 Where you find about vacancy in our firm?
 Is there any known of your working in the organisation?
 Tell me the reason you will be best for the job role?
 How can you benefit organisation by your skills?
 What achievement you have accomplished in past companies?
 Why you left last Job (Richards and Sang, 2019)?.
 What is your salary expectation?
 Do you think you deserve this job?
Criteria of selection
Excellent Good Fair Poor Notes
Leadership
skill
Yes
Time
Management
Yes
16

quality
Resourcing
capability
Yes
Personality Yes
Professional
Attitude
Yes
Aptitude Yes
Passion Yes
Recommendation:
John Spencer deserves the job as per the criteria.
4. Job offers to the deserving candidate
Hi John Spencer,
Welcoming you on the behalf of Mark and Spencer!!
After analyzing your profile, we find you the right candidate for the job. We welcome
you to participate in training session that conducted by Human Resource Team. This session will
be continuing for more than 3 month. HR focuses on analyzing your skills and explains you the
way in which it can be approved. After 3month you can start direct working in company. In case
you unable to meet expectation during progression period the organization have right to fire.
A short synopsis of our conversation is underneath; this will also be entailed in the offer letter.
1. Date of Joining: 31st December
2. Designation : Business associate
3. Work Location: Waterside House, 35 N Wharf Rd, Paddington, London W2 1NW, United
Kingdom.
4. Reporting Time : 11:00 AM
5. Working Days in week: 5 days working
6. Salary
17

CTC £18000
Gross £17500
In-Hand £16800
Security Deduction £4100*3
PF Deduction Yes
ESIC deduction Yes
Please reach us back in case of any problem. Happy to help!
Thanks & Regards
HR Manager
(Mark Carlo)
5. Documents and Process of Recruitment
Recruitment and Selection process:
Human resource Manager of mark and Spencer identify need of employees for the job
role and collect all necessary requirement of department (al Habibi, 2019). After this
specification and need converted into Template of job and posted on various types of online
platform such as monster, LinkedIn. After evaluation of profile of various candidate, few of them
shortlisted and call for interview.
Interview Process
Interview is schedule by analysing profile and asks various types of question from past
work experience and skills area analyse by Human resource tea (Omoikhudu, 2017).
Organisation checks various aptitude and knowledge of applied candidate and according to it
selected final round. In the end stage senior authority asks for salary and explains roles and
responsibility.
Training and development
After employees hired given different types of training which are require and hence
enhance skill of worker which is needed at work station. Performance of candidate is analysed
and explain the way in which it can be improved. Organisation can also conduct e-training which
decrease cost and time.
6. Evaluation and Rationale
` There are number of ways which Human Resource department used for selection of
candidate to hire for job such as recruitment & selection, job posting and training as well as
18

development. In this more than 600 candidate profile checked by team and 10 call for interview
while only 1 selected for the job (Taylor and Woodhams, 2016).
Rationale
 It is become important for HR to use effective strategy in building employees
relationship.
 Hire right candidate for job by various method such as skill evaluation, profile check etc.
 Organisation use different types of strategy to build strong team which support growth of
firm in changing business.
 Correct strategy will help leaders as well as employees and hence create effective diverse
work environment in firm.
CONCLUSION
It can be analyse from the report Human resource Team plays significant role in hiring to
developing talented and skilled workforce in firm. Mark and Spencer HR use various types of
strategy related to workforce recruitment which increase efficiency, quality and productivity of
work and hence increase profit share of firm. Report explains about function and purpose of HR
such as selection of workers comes under operational function. Also discusses roles and
responsibility for example: HRM are responsible for effective employee’s relationship. It also
discusses various types of legislation that are use by HR such as act related to employment,
wages etc. In the end describe application of Human resource management for example
shortlisted candidate and taking interview.
19

REFERENCES
Books and journals
Ahammad, M.F., Glaister, K.W. and Gomes, E., 2020. Strategic agility and human resource
management. Human Resource Management Review. 30(1). p.100700.
Boon, C. and et.al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management. 29(1). pp.34-
67.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Hughes, C., 2018. Ethical and legal issues in human resource development: Evolving roles and
emerging trends. Springer.
John, R. and Taylor, B., 2016. Human resource management.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research. 81. pp.11-20.
Michael, A., 2019. A handbook of human resource management practice.
Tuan, L.T. and et.al., 2020. Fostering Well-Being Among Public Employees With Disabilities:
The Roles of Disability-Inclusive Human Resource Practices, Job Resources, and Public
Service Motivation. Review of Public Personnel Administration. p.0734371X19897753.
Zhang, H. and et.al., 2019. Human resource practices and migrant workers' turnover intentions: T
he roles of post‐migration place identity and justice perceptions. Human Resource
Management Journal. 29(2). pp.254-269.
Khan, Z and et.al., 2019. Human resource management in Chinese multinationals in the United
Kingdom: The interplay of institutions, culture, and strategic choice. Human Resource
Management.58.(5).pp.473-487.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in european human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
Policy and practice in European human resource management, pp.22-35.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production.208.pp.806-815.
Baum, T., 2018. Sustainable human resource management as a driver in tourism policy and
planning: a serious sin of omission?. Journal of Sustainable Tourism.26.(6).pp.873-889.
Richards, J. and Sang, K., 2019. Socially ir responsible human resource management?
Conceptualising HRM practice and philosophy in relation to in-work poverty in the UK.
The International Journal of Human Resource Management.pp.1-28.
al Habibi, B., 2019. HR practices of Marks & Spencer, Selfridges, Primark, and Sainsbury’s
(Doctoral dissertation, University of Science & Technology).
Omoikhudu, J., 2017. The Impact of Training and Development on Employee Retention in the
Retail Sector, an Examination of the Role of Coaching in a Leading Retailer in Dublin,
Republic of Ireland. A Case Study of Mark and Spencer’s Store Dublin (Doctoral
dissertation, Dublin, National College of Ireland).
20

Taylor, S. and Woodhams, C. eds., 2016. Human resource management: People and
organisations. Kogan Page Publishers.
21