HRM Report: Analysis of Marks and Spencer's HR Practices

This report provides an overview of the human resource management (HRM) practices at Marks and Spencer. It begins with an introduction to the company and its operations, followed by an examination of the purpose and key responsibilities of the HR department. The report then delves into specific HRM functions, including workforce planning, recruitment and selection, and employee development and training. It assesses the approaches used by Marks and Spencer, highlighting their impact on the organization's objectives. The report concludes with an analysis of the company's HRM strategies, drawing on relevant literature and providing insights into the effectiveness of its practices. The report covers various aspects of HRM, such as performance management, talent management, and employee issue resolution, providing a comprehensive understanding of the company's approach to managing its workforce. The report also includes references to support the analysis.

UNIT 3 - HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
Part 1................................................................................................................................................3
Organisation overview.................................................................................................................3
Purpose and key roles or responsibilities of the human resource department.............................4
Assessment of approaches...........................................................................................................5
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management is about to manage the needs and requirements associated
with the employees in organisation. This report is based on the case study of the Marks and
Spencer Company in respect of its human resource management related practices. Company was
established in the year 1884 by the founders Michael Marks and Thomas Spencer. Company is
currently operating its practices in retail sector. Headquarter of the organisation is established in
London, United Kingdom. Company is currently operating its operations at approximately 15000
business locations at a global level. This report will emphasis over the human resource
management practices of the company. Henceforth, report will emphasis over the purpose and
functions related to the human resource management practices undertaken by the organisation.
Approaches related to work force planning, recruitment and selection will also demonstrate in
this project. Various methods of human resource management will also demonstrate in this
project. Furthermore, report will emphasis over job description, person specification, offer letter
and evaluation of process and rationale over human resource practices.
Part 1
Organisation overview
Marks and Spencer Company was established in the year 1884 by the founders Michael
Marks and Thomas Spencer. Company is currently operating its practices in retail sector.
Headquarter of the organisation is established in London, United Kingdom. Company is
currently operating its operations at approximately 15000 business locations at a global level
(Banfield, Kay and Royles, 2018). The organisation is engaged selling home products, food
products and essentials. Company is currently catering its services over both the mediums online
and offline mode of trading to achieve the overall objectives behind the business operations
entertained by the organisation. Company has taken human resource management operation as a
prominent practice associated with the business entity.
Purpose and key roles or responsibilities of the human resource department
Human resource management is about to meet the needs and demands of the employees
part of the company. Following are the points demonstrate the purpose and roles or
responsibilities attached with the human resource in the company.
Recruit employees over different designated position role in company

Human resource department play huge role in recruiting and appointing employees over
different designated positions in company. This is considered as the major functional
responsibility part of the human resource team at the company. This involve based on the
designated position need and requirements select the best potential candidate to meet the
positional requirements in organisation.
Channelising employee training and development campaign
Human resource department function the employee training and development practices at
the organisation. This involve based on the needs and requirements of different designated
position role channelise the best level of professional training campaign of employee in company
(Berman and et.al., 2019). This is also among the major area of practice part of the human
resource team at the organisation.
Performance management
Performance management is another crucial area of responsibility attached with the
human resources in organisation. This involve practices like 360 degree performance
management concept use by the Marks and Spencer Company. This further involve monitoring
and valuating the performance of individual employee appointed over different designated
position role in company.
Solve issues of employees
Human resource department at the Marks and Spencer Company also engaged under
solving issues of the employees part of organisation. This is among the prominent functional area
associated with the human resource department at the organisation. This also contribute in
improving employee satisfaction rate at the organisation.
Talent management functions
Talent management is about to manage the talent acquired by the organisation. This
involves cherishing the potential ability of capabilities hold by the human resource department at
the organisation. Talent management function play huge role for the company top mitigate the
overall objectives behind the business operations entertained by the Marks and Spencer
Company.
The above mentioned roles and responsibilities are the sole purpose behind the functions
human resource department incorporate at the organisation.

Assessment of approaches
Human resource department at the Marks and Spencer Company following different
practices. These policies and practices empower the department to achieve the organisation
objectives in the best way possible. These approaches empower the human resource team to
achieve the objectives of company in the best way possible.
Work force planning
Workforce planning is about to plan the supply chain of the company in context to the
human resources. This involves based on the current and future expected need and demand of the
organisation plan the work force of the Marks and Spencer Company. This function use by the
department involve process of recruiting candidates at different designated position roles and
also the process to select the employees over different designated position role in company
(Brewster and Hegewisch, 2017). Workforce planning always empower the organisation to
achieve growth and success as it empower the organisation in context to appoint or select the
best potential candidate at different designated position role in company. Workforce planning
also involve expansion of organisation hierarchy that can cater to more growth and employee
development opportunities to employees part of organisation.
Recruitment and selection
Recruitment and selection is also a major function part of the human resource department
at the organisation. Currently the human resource team of company practice both internal and
external approach of recruitment and selection of employees at different designated position role
in company. Internal recruitment is about to appoint the existing employees over different
position role in company. External recruitment involve hiring new work force over different
designations in organisation (Brewster, Mayrhofer and Farndale, 2018). Selection of candidate
is always based on two elements one is the need of the position role and the other one is the
performance of candidate in interview round. Recruitment and selection of candidate favour the
organisation to achieve the best level of growth perspective so that company can meet all its
objectives. Recruitment and selection is among the prominent practice human resource
department follow at the organisation. Recruitment and selection process also allow the Marks
and Spencer Company to manage its operations and work at the organisation level.
Employee development and training

Employee development and training are the two primary activities associated with the
human resource department at the organisation. This involves formulating programs and
campaigns to develop the potential and ability of the work force at the organisation level.
Training is another key area of practice part of the human resource department at the company.
(Farh, 2017). Human resource team develop different policies like personalized learning
software for employees, employee assistance policy and many other to provide the best potential
scope for the human resources to develop and grow in the company. Training involves both skill
development and personality development aspects that can support the work force to achieve the
best level of skill and ability to achieve higher growth opportunities in organisation. Human
resource team also follow the practice of solving immediate issues of company under the
grievance section. This practice has allowed the company to boost up the level of employee
satisfaction at the organisation.

REFERENCES
Books and Journals
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Berman, E. M. and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in european human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Farh, J. L. L., 2017. Human resource management in Taiwan, the Republic of China. In Human
resource management on the Pacific Rim (pp. 265-294). de Gruyter.