Marks & Spencer HRM Report: Strategies, Employee Relations & Impact

This report provides a detailed analysis of Human Resource Management (HRM) practices at Marks and Spencer (M&S), a British multinational retailer. It examines the purpose and key roles of the HR function, highlighting its significance in talent acquisition to meet business objectives. The report assesses M&S's approach to workforce planning, recruitment and selection, development and training, performance management, and reward systems, incorporating case study examples to illustrate different methods used in HR practices. It also evaluates the effectiveness of employee relations and engagement, including flexible working practices and the concept of 'employer of choice,' while considering key aspects of employment legislation. Furthermore, the report explores how employee relations and employment legislation inform decision-making and meet business objectives, illustrating the application of HRM practices in a work-related context with job descriptions, person specifications, and job offer letters. Finally, it evaluates the use of technology and online resources in improving the recruitment and selection process.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1. An explanation of the purpose of the HR function and the key roles and responsibilities of
the HR function, highlighting the significance that HR plays in acquiring talent to meet
business objectives.................................................................................................................3
2. An assessment of the approach to workforce planning, recruitment and selection,
development and training, performance management and reward systems...........................6
3. Inclusion of case study examples to examine the different methods used in HR practices.8
4. The approach to and effectiveness of employee relations and employee engagement, with
mention of the flexible organisation and flexible working practices and ‘employer of choice’.
..............................................................................................................................................10
5. Key aspects of employment legislation within which the organisation must work.........11
Employee relations and engagement : a collaborative approach.........................................11
6. An evaluation of how employee relations and employment legislation inform decision
making and meets business objectives.................................................................................12
TASK 2 .........................................................................................................................................13
7. Illustrate the application of HRM practices in a work-related context, using specific
examples from the chosen organisation. For any job role in your chosen organisation, prepare
a Job description and Person Specification. Prepare a job offer letter assuming that you are
offering the job to one of the interviewed candidates..........................................................13
8. Evaluate the use of technology, online resources, digital platforms and social networking
on improving the recruitment and selection process............................................................16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Human resource management refers to an activity which is used by organisations for
managing the relations between employees and managing them in proper way. For doing this it is
necessary for them to look after them, in relation to their performance management, appraisal,
proper training etc. This is the term which is used in management of the resources in context to
human who are working in the organization. The main function of HRM is to improve the
productivity of employees by optimizing their resources (Banfield, Kay and Royles, 2018). For
this report Marks and Spencer has been chosen, it is a British Multinational company which deal
in relating of clothings, and they were founded in 1884 by Michael Marks and Thomas Spencer.
The company offers luxury food products, clothing and home products. The present report is
going to be discussed on purpose and function of HRM practices for workforce planning. The
strength and weakness of different approaches of recruitment and selection are also going to be
discussed. Also, the importance and benefits of activities performed under HRM for employees
and employers will get discussed. Along with this, why employee relationship is important in
HRM will also come in study. In the last, effect of employee's rules and legislations on HRM
practices will get covered.
TASK 1
1. An explanation of the purpose of the HR function and the key roles and responsibilities of the
HR function, highlighting the significance that HR plays in acquiring talent to meet
business objectives.
HRM is the activity of maintaining employees in an organisation and this includes hiring,
training, staffing, motivating the employees. HRM has the best example of hiring new peoples
and then trained them in such a way, that they can help to achieve set of goals and can help in
enhancing the growth of organisation. HR manager of Marks and Spencer are required to study
about the needs of their staff members related to business. It is required by them to provide
proper training and development sessions for their employees, so they can can grow and improve
their skills (Bratton and Gold, 2017) . HRM practices use to help organisation in enhancing their
productivity, so that their profitability can get increased. Some of these activities are described
beneath :-
Functions of HRM-

 Training and Development - Training and development is an activity which is used by
organisations for improving the skills of their employees. In this, special sessions are
provided to employees, so that they can get chance to improve their practical skills and
their performance also. This all help organisation in achieving their goals and objectives
in effective manner. For M&S it is required to provide proper training and development
sessions to their employees on a regular time interval (Brewster, 2017) .
 Recruitment and Selection - It is very important for an organisation to have proper
recruitment and selection methods, as this help them in hiring new employees which have
which are needed for them. This help organisation to make work force, which is capable
and aware about the job roles and responsibilities which they have to perform. It is very
important for manager of M&S to hire employees with proper set of skills, so that they
can help in achieving their goals and objectives in effective manner (Brewster, Brookes
and Gollan, 2015).
Purpose of HRM functions along with their roles and responsibilities Maintaining effective employee relations – The main purpose of HRM functions is to
maintain effective relations among the employee in order to reduces conflicts as well as
aid the employees to work more efficiently. It major roles and responsibilities includes
engaging employee in its decision making which increases their morale and makes them
feel as a valuable asset for the organisation. For an example: Major conflicts among
employees at M&S is basically gets resolved by HR department through conducting
meetings or seminars where staff could directly share their issues and may reach to a
conclusion. Training and development – The main purpose is to trained the employees so that they
can work more effectively and efficiently. The major roles and responsibilities is to
render the on job and off job training to the employees and resolve their issues and
conflicts and makes them effective in performing their task. For an example: At the time
of company makes alterations at workplace related to technology, employee basically
becomes unaware and may fill with fear. For this, HR department stays responsible to
offer them proper training sessions so that they could easily adopt changes.
Approaches of HRM

The main aim of HRM is to enhance the working capability of the employees in order to
achieve business goals and objectives. Though it is the responsibility of the manager of M&S to
create a positive relationship among superiors and subordinates to attain the productivity of the
company. The positive working environment is also helpful in enhancing the growth of the
company (Friedman, 2017). The HR manager of M&S puts all the possible methods to hold the
employees of their company for longer period of time. HRM functions are effectively carried out
within organisation by usage of two approaches which are discussed below- Soft approach – In this approach of HRM, employees are treated as first resource within
business organisation and are considered as important source to gain competitive
advantage. The employees of organisation are treated as individuals and their needs are
planned accordingly (Harrison and Lock, 2017). They focus on enhancing their skills and
make efficient plans and programmes so that employees can enhance their development
skills. They also concentrate on the needs of employees. In context with M&S, they treat
their employees as individuals and plans. They focus on planning long term strategies and
conduct two-way communication between employer and employee (Lu, Zhu and Bao,
2015).
 Hard approach – In this approach of HRM, Employees are treated as resources within
business organisation like machinery and building. Employees are controlled in a way
that they work as per their potential and desired goal is achieved. In this, there is strong
link with corporate business planning just like what resources are required, how to get
that resources and how much will they cost. The concentration of HRM is to identify
workforce needs of the business and recruit and manage accordingly. M&S do not use
this approach as for them their employees are very important assets or resources.
Soft approach can be used by HR of M&S, so that bridge can be build between employee and
employer in terms of effective communication. This will help manager of M&S to solve any kind
of disputes occurring within organisation (Marchington and et. al., 2016).
Significance of HR in acquiring Talent
HR helps in acquiring talent in the respective organisation by proper recruitment and
selection of employees, who have greater ability to perform work and meet company goals and
objectives. HR selects the appropriate candidate and provide them training facilities which would

help them to perform effectively. This provide the advantage of attaining higher profitability and
productivity.
2. An assessment of the approach to workforce planning, recruitment and selection, development
and training, performance management and reward systems.
Approaches to work force planning
Situational workforce planning- This approach is similar to traditional work force planning
which analysis the variances between the actual and needed headcount. This is only once a time
to address a specific business challenge in M&S.
Approaches to training and developments
On the job training – This training is provided to the employees when they are on the job , and
they are trained in such a way that they can effectively perform their task.
Approaches to reward system
Total reward approach – This provide the employee to perform their task effectively to attain
more rewards. As the reward are provided for the better performance in the form of pat,
pension,as well as flexible working environment.
Approach to Performance management
Total quality approach – This is based on the quality of work within the employees by properly
managing and monitoring the employees performance which ensure them to do high quality
work and attain the business goals and objectives.
HR manager has selected the candidates who are having the ability to enhance the growth
of company through recruitment and selection method. In context to M&S, the company uses
both internal and external recruitment method has they have huge amount of option among the
candidates (Mosakowski, 2017) . So the candidates who clear the recruitment process, then they
are shortlisted for the
selection process as in order to get the best candidates among them. M&S uses the following
recruitment and selection methods - Internal recruitment process: Process in which needs are accomplished from within the
organisation refers to internal recruitment process. This process helps in raising morale
and decreasing expensive budget which will help organisation to increase their work with
high efficiency. In context to HR manager of M&S, they can give promotion to the

existing staff only by meeting their skills and ability with the desired position in the
company.
Strength Weaknesses
This method use to encourage employees as
they gets promoted in the company only
(Moutinho and Vargas-Sanchez, 2018) .
Internal recruitment increases expectancy of the
staff. And it is not easy for organisation as well
as for manager to promote every one.
It is also time and cost saving process of the
organisation, as it is not required for them to
spend money for preparing new employees.
Promotion of one employee may demotivate
other employees as well. This may also create
conflict among them which will directly impact
over the performance of their job responsibility
(Alfes and et. al., 2013) .
 External recruitment process: The process in which fresh candidates are brought within
the organisation this is referred to as external recruitment process. New ideas and
innovations can lead organisation to success and accomplishment of the goals. This
method is used to grab more attention from the applicants towards the organisation
(Budhwar and Debrah, 2013) . HR manager of M&S uses online recruitment method to
grab the attention for the recruitment process. The strength and weaknesses of online
recruitment methods are as follows :-
Strength Weaknesses
This method is cost-effective and can speed up
the recruitment cycle and streamline
administration.
It could be seen to be discriminatory where
candidates are not computer literate. This
seems to be the weakness of this method.

This method handles high-volumes of
applications in a consistent way and records
volume of response easily to feedback which
phrases and job advertisements work best.
There are many inappropriate applicants who
upload their data wrong which waste the time
of company, so the company has to take care
before appointing the individual for job.
Methods of selection in M&S : There are various methods that can be used the HR
manager to select appliacnats and candidates. They are as following:
Interview: Manager of HR department in M&S are using interview for hiring new and best
suitable employees for their organisation. This methods help them in selecting employees from
internal and external sources of recruitment (Chelladurai and Kerwin, 2017) . This help
interviewer to analyse and evaluate the interviewee in face to face communication, this also help
them in making the evaluation easier and also reduce the chance of fraud. This method of
selection have some strengths and weaknesses which are as follow :-
Strength Weaknesses
It is very easy to identify the frauds and
mistake in interview as, both parties are
presented in a face to face communication.
As it is not easy for any interviewer to select
proper and accurate and suitable employees by
just interview, therefore alone it is known as
incomplete process.
Application form: This method can also be used by the manger of HR department in M&S, as
this will help them in selecting suitable employees for the shortlisted one. This will help them in
selecting candidates from internal as well as from external sources of selection. Strength and
weaknesses of this method is as follow :-
Strength Weaknesses
 Have specific format.
 Easy to make comparison between
different applicants.
 This method is also helpful for HR
manager to select the best out of all.
 Huge and time consuming process.
 It is possible that personal information
can go in wrong hands.
 Cost of this method stays high which
impacts upon overall profit margins.

The different methods are used by HRM practices as in them one is recruitment and
selection practices, this practice includes methods like personality tests and interviews. M&S
should carefully analyse its need for candidates and selects the recruitment process accordingly.
On the other hand, selection method used by M&S for candidates is generally done by written
test and conducting interviews by the senior manager.
3. Inclusion of case study examples to examine the different methods used in HR practices.
HRM practices are those which help people to manage and work effectively in enhancing
their performance. HRM is said to be one of the most important practice for an organisation in
modern business (Ganopoulos and et. al., 2013). It helps an organisation in improving relations
between employee and employer. There are various HRM practices that considered by managers
of M& S which have been stated as under: Training and Development – The company should invest their most wages opn the
training and development session, so that the employees can easily be able to use the
modern technologies and can enhance their practical knowledge and skills. Training and
development are almost two sides of the same coin. It involves providing orientation
sessions to newly joined employees, keeping training seminars for skill development etc.
Development on the other side is a broader aspect and focuses on overall personality
development of employees in M&S.
 Recruitment and selection - Recruitment is the process of finding and hiring the best-
qualified candidate for a job opening, in a timely and cost effective manner. In case of
Marks and Spencer, their recruitment and selection practices are usually a part of their
workplace culture. Managers of M&S follow a quite structured process for recruitment
and selection as they believe employing right candidates for right job profile.
Benefits to employees Benefits to employers
1. Training and development helps in raising
skill level and area of expertise of employees
in M&S.
2. HRM practices are essential for employees
as they provide a healthy discrimination free
1. In case of employers, training and
development is helpful in employee retention
hence increasing productivity of their
organisation.
2. Selecting right kind of candidates helps

environment to employees. For an example: managers and owners in achieving
organisational goals within specified time
frame. For an example: An employee is having
good knowledge related to marketing strategy
that M&S has adopted, and the individual here
could assist others at marketing department so
that overall desires could be attained right on
time(Guest, Paauwe and Wright, 2012).
4. The approach to and effectiveness of employee relations and employee engagement, with
mention of the flexible organisation and flexible working practices and ‘employer of
choice’.
HRM plays an crucial role in management, which manage the employees and trained
them to gain the profit of the company (Gheiratmand and et. al., 2015). There are several
practices involved by HRM like hiring a suitable candidate for job, trained them to enhance their
skills so that they can achieve goals and objectives, provide the positive working environment to
the employees, so that they can give their best results in achieving and enhancing the growth of
the company. Some of the HRM practices which help M&S to enhance their profitability are as
follows : Sharing Information – Sharing information is very crucial for an organisation success.
This practice of HRM helps employees to know the pattern followed by them and helps
to gain knowledge about the work they have to done (Gomes and et. al., 2012) . Marks &
Spencer can adopt this HRM practice for their organisation as this will help them to make
a good flow of information in the organisation and also decreases the status difference
between employees. Sharing information assists employees to adopt skills and knowledge
from others and complete their target and objectives in more effective manner which will
automatically leads towards high productivity and profitability. In the organisation, if the
management share information with the employees then they have proper information
about the about the polices and rules of the firm and properly aware with all the activities
of the company.
 Performance Management System - The process of reviewing employees performance
during the previous year and ascertain that how far they are from their desired goals. The

leaders are creating evolution plans that support employees business goals, career
interests and potential for the organization's goal. For the betterment of the company, this
process provide the training and feedback. If the leaders and managers work in
collaboration then they can easily attain the goals and objectives of the organization.
If it is talked about effectiveness HRM practices like HR manager of M&S has given a
range of benefits like flexible working hours which helps them in motivating employees at
workplace. This directly put positive impact on both productivity and profitability of M&S.
On the other hand, ineffectiveness of HRM practices can be seen through a good example
where conflicts among employees within M&S impacted negatively on overall performance of
both employees and of organisation as well. This took place because, there was no policy was
built by HR manager to resolve issues in specific time frame.
5. Key aspects of employment legislation within which the organisation must work.
Employee relations and engagement : a collaborative approach
This approach states that employees relations and engagement are essential for the
success of the organization. When the employees are effective in M&S, it results in fewer
conflicts and assist organisation in achieving the targets. Good employee relations will leads to
engagement of employees as a type of collaborative working and leads to generation of new
ideas which aid M&S to achieve more profits and higher customer and employee retention
towards the company.
Effective of this approach :
1. This helps the M&S in maintaining effective employee relations as well as reduces
conflicts and increases moral of the employees to perform their task effectively.
2. This approach also helps the company in collaborative working which leads to generation
of new ideas and helps to attain goals of the organisation.
The meaning of an employee in an organization is simply, the efforts an organization
make to build a strong relationship between employee and employer. Employees are such
valuable asset for a company that the firm itself does not want to loose them as they help in
attaining their goals and objectives. If the organization are having positive relationship with their
employees then that firm is every close to achieve their business goals (Guest, Paauwe and
Wright, 2012) . The employees of M&S are performing their task effectively and efficiently, so
for this, it is the responsibility of the HR manager of M&S to compensate them with reward.

Along with this, due to positive relations with employees, organisation have the benefit that
whatever decisions HR take is totally acceptable by the employees without any disputes and also
this represent a positive environment at working place. If the employees and employer both have
good relation with each other than they can help in the organisational growth like when
employee are face issues and problems than employer can help them in solving issues and guide
them. Cause of great relation the employees can share their ideas and get a chance of making
participation in decision making process. If the ideas are beneficial for the company than they
can implement them. This positively influences HRM decision making. Some of the benefits of
employee relations influencing HRM decision-making are -
 The HR of M&S includes the employees of their organisation in decision making process
as after this, they are only one whose work will be affected most.
 The good and strong relationship with the staff can helps HR manager to understand their
basic needs and requirements. After understanding the need of staff, the HR manager of
M&S can easily take the decisions which are beneficial for the employees as well as for
the organization too.
 The strong relationship between employees and HR manager can reduce the chances of
disputes and conflicts.
Therefore, it has been noticed that HR manager of M&S should pay attention on building
their positive relationship with their employees in order to take effective decisions for the
development of the company. On the other hand, strategy of M&S was developed to maintain
employee and employer relations and its importance was to improve profit margins at
marketplace of company.
6. An evaluation of how employee relations and employment legislation inform decision making
and meets business objectives.
The legislation of employees merged different kinds of laws and legislation which helps
the organization to have the equality among worker in the workplace. These rules and
regulations are need to be consider because this can have an impact on the decision-making of
company. Thus, in the relation with M&S, HR department has incorporated certain laws which
are mentioned below -
1. Equality Act, 2010 - This act of equality, which is most powerful act in respect of
organization is founded in 2010. With the help of this act, regulative bodies of UK have

successfully destruct all unethical actions which takes place within the working
environment of the company (Discrimination, 2019). This act is all about having equality
among all government men and women, and should be given same salaries or wages for
same position or type of work they are doing. Everyone in the organization who are
working should be paid as per their performance of work, not according to their gender or
race (Storey, 2014) .
2. The Employment Rights Act, 1999 and 2003 – In this act, the employees of
organization must eligible to an recite salary slip and National Minimum Wage. The
agreement of terms and conditions of working and protection against unfair judgment of
dismissal at work is provided to the employees of the company.
3. Health and Safety Act, 1974 – This could be considered as another act which needs to
be followed by M&S in order to develop a healthy environment at workplace. This may
improve employees thinking towards M&S if it adopts this act and change in its policies
at workstation.
The Employee relations and legislation is a framework which governs various laws and
regulation for employees and employer at the workplace. These laws and regulations enables
M&S to carry it business honestly and transparently. The Managers of M&S should adopt the
above employment laws in order to carry business efficiently, so that they can enhance the
growth of their organisation and can achieve the business goals and set of objectives.
TASK 2
7. Illustrate the application of HRM practices in a work-related context, using specific examples
from the chosen organisation. For any job role in your chosen organisation, prepare a Job
description and Person Specification. Prepare a job offer letter assuming that you are
offering the job to one of the interviewed candidates.
HR manager of M&S have used below mentioned document in order to find out best
suitable person for the specific job role.
Application of HRM practices in Marks and Spencer is mentioned beneath -
As Marks and Spencer's employees number is high i.e. 84,939., therefore, it becomes
critical for the organisation to handle the employees people in an effective sense so that their
presentation and performance do not decrease at the workplace. For this, HRM practices could

directly improve the same with the help of a system named as Performance Management System
(PMS). Application of this system for workforce will lead M&S to achieve departmental
objectives, aid in delivering regular coaching which will directly put positive impact on skills
and competence of staff.
Apart from this, affect of HRM practices over decision making process of Marks and Spencer's
can be seen from the above scenario where adoption of Performance Management System (PMS)
took place from existing system which was previously followed by the company (Welch and et.
al., 2011) .
This change was made for the basic reason and i.e. improvement of performance level of staff.
Job Description
Job Details
Post : HR Consultant
Company : M&S
Job Purpose
The dynamic and energetic applicants are invited for the job position of HR consultant which
are effectively responsible and trained in all department. Along with this, applicants are also
required to be skilled in selling home products and branded clothes of M&S.
Roles & Responsibilities
 The HR consultant must advise the management of the organisation about the policies
and procedures of Human Resources.
 Serving as internal consultants by examine the recent HR programs of the organisation
and recommending solutions for that.
 As the HR consultant of organisation, they must develop, revise revising, and should
implement the HR policies and procedures.
 Individual would require to good communication skills as, person will attend seminars
and conferences.
Salary Range
 £500 - £800

Person Specification
Post: HR Consultant
Department: HR department
Key: This show that what is required when like an evidence:
(A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
Qualification & Experience Diploma or Post-graduation in
management field from any
college. Minimum 4 years of
working experience as
working in a HR department
Experience of working in HR
departmental filed in relation
to management sector
Skills or knowledge Effective communication
skills in both written and
verbal. Exceptional phone
etiquette. Decision-making,
organisational,
interpersonal and
leadership skills.
Ability to learn changing
product line and keen
attentiveness to treat
employees at best.
Creation of Structured Interview - From the above declared Job advertisement, HR manager
of Marks and Spencer can attract huge number of candidates easily, by placing this advert in
newspaper and on websites. After that, for conducting a interview round an questionnaire
will be required by the human resource manager for selecting a deserving and appropriate
candidate.
 What efforts you can make for the success of company?
 What are the roles of HR Consultant in enhancing the growth of organisation?
 How you will develop positive relationship among employees at workplace?
 Skills that makes you a better deserving applicants for our company?

Job Offer Letter
Mr./Ms,Last-Name
Address
City, State Zip Code
Dear Mr./Ms. Last Name,
Our M&S company is delight to offer you the position of HR consultant. As according to our
judgement, your skills and experience is perfect for our department.
As we have told you in the starting phase of interview round that your joining will be on March
1, 2019, with the salary $20,000 per year and is paid on a weekly basis. Along with this, our
company will provide you the ESIC facility which will be effective from March 1. M&S also
offers LOP facility, if urgently any employee want leaves to go for vacation, or personal leaves,
and sick leave are not included in LOP. In addition with this, the eligibility for the retirement
plan from company begins 90 days after your joining date.
If you accept this offer, please let us know by signing the second copy of this letter and return it
to us as soon as possible.
When your acknowledgement is received, we will discuss about other formalities with you in
the company itself.
If you have any query then please let us know if we help you any case or we can provide any
additional information to you.
Sincerely,
First-name,Last-Name
Director,Human-Resources
M&S
____________
I hereby accept the HR Consultant, HR department position.
_____________________________
Signature _____________________________
Date ----------------------------

There have a great use of technology and social networking tools to improve the
recruitment and selection process.
 This helps the M&S to get most valuable talent from a wider opportunities. Digital
technology is fast in selecting people, therefore saves a lot of time an cost.
 This increases the productivity of the business as technology has made easier to test skills
and competency levels of the individuals performing the job.
8. Evaluate the use of technology, online resources, digital platforms and social networking on
improving the recruitment and selection process.
It can be said that, using technology, online resources, digital platforms and social
networking on improving the recruitment and selection process and these are mentioned below:
 In present time, technology could help M&S in getting most valuable applicant from
some wider opportunities like different channels.
 Along with this, digital technology has been a really very influential factor which
basically removed a lot of cost and the time as well.
 Online resources could help recruiting process as productivity of the business as
technology has made easier to test skills and competency levels.
HRM practices are beneficial for the organisation and working environment of an
organisation because they help in managing the business functions of the company. There are
various HRM practices which are helpful for the company such as training & development,
flexible working option, reward systems and others. For example, Training and development is
an essential HRM practice which help in improving employees skills and knowledge so that they
can make contribution in the organisational growth. If the employees will be talented and skilled
than help the company in running its business activities in effective manner.
CONCLUSION
From the above report, it has been concluded that HRM is the term which is used in
management of the resources in context to human who are working in the organization. The
purpose of HRM is to enhance the ratio of organisation by best effectiveness of individuals in
administration. The several types of strength and weaknesses of different approaches has been
discussed in the following report which is essential for the growth of the company. The methods
of recruitment and selection in HRM can help the organisation to find out the best suitable

candidate for the job position. The practices of HRM which are mentioned in the report are
beneficial for both the employee and employer, and these HRM practices lead to success ion the
growth and profitability of the organisation. Employee legislation determine the decision making
process of HR department as they have to view each laws and rules which are related to
employee and might affect the growth of firm.

REFERENCES
Books and Journals