HRM Report: Workforce Planning and Resourcing at Marks and Spencer

This report provides an overview of Human Resource Management (HRM) practices, with a specific focus on workforce planning and resourcing within the context of Marks & Spencer (M&S). The report begins by outlining the purpose of HRM and its application to workforce planning, including M&S's mission, purpose, and objectives. It details the key roles and responsibilities of the HR function, such as recruitment and selection, and training and development. The report then examines different recruitment and selection approaches, evaluating their respective strengths and weaknesses, and discusses various HRM practices, including training and development, compensation and benefits, and their advantages for both employers and employees. Finally, it explores the impact of labor laws on decision-making within the organization. The report aims to highlight the importance of HRM in achieving organizational goals and maintaining effective employee relations.

Human Resource
Management

INTRODUCTION
HRM is the practice of handling or managing employees in a administration. It involves
certain activities like, training, hiring, firing and motivating human resource in an administration.
HRM is important in an firm as it deals with conflicts among employees, compensation, safety,
wellness, employees motivation etc. M&S is a British multinational distributor company. It's
headquarter is in Westminster, London. This organization was founded by Thomas Spencer and
Michael Marks in the year 1884. This organization deals in home products, clothing and luxury
food products. The written report involves purpose of Human Resource Management and it's
applications in workforce planning. Different approaches of recruitment strengths and
weaknesses are explained ( Cascio, 2015). It highlight on HRM benefits and examine various
HRM practices so that increase profits and outcomes volume. Additionally, effect of occupation
statute law on decision making is studied.
TASK 1
P1. The of HRM applicable to workforce planning and resourcing an organisation
Mission statement- The mission of Marks and Spencer is providing fresh choice good in the
region of cloths, food, home, financial services. Providing these all quality products at affordable
price.
Purpose- Basically M&S serve as a general store that provide for the middle to upper class. But
the purpose of them to manufacture good product like food products, appeale and home
appliances by using quality raw material.
Objective- The main objective of this company is to recover the apparel by effective leadership
and metier nutrient. It is to be attaining through formulating their standard and dominance into
superior quality value and appeal (Bailey and Garavan, 2018).
Key roles and responsibilities of the HR function
Recruitment and selection- Recruitment indicates to the activity of getting attention, ,
choosing, selecting and hiring a capable and qualified candidate for the vacant position and for a
specific job role. In M&S, the functions and duties of this HR purpose is to get attention the
qualified applicants and to motivate the unqualified candidates to opt themselves out. So that the
firm can get skilled candidate which help in making contribution in the growth and development
of the company.
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Training and development- It is the essential purposes of human resource management.
In M&S, training mention to a process that is doing by the company to form transformation in
the skills and cognition of the workers. Development refers to a learning process which form
improvement within workers at individual and occupational group level. The functions and
responsibilities of this HR purposes is, it aid in enhancing the capabilities of workers to attaining
the business objective in effective manner by making improvement and development nt in skills
and knowledge about a particular filed.
Functions of HRM:
Training and Development: Marks and Spencer, HR manager conducts training session for the
existing employees at regular interval This function of the HR department, provides training and
development programme to the employees of the company. By doing so they can enhance their
practical knowledge and improve their capability of work to achieve the set of goals and
objectives. Training is the process to develop and increase the employee performance at
workplace.
Recruitment and Selection: In relation to Marks and Spencer, it is required by its HR
department to examine actual demand of work force within the company. And then go through
various recruitment method which help them to select most deserving candidate among pool of
applicants. The recruitment of candidates should be done with proper skills required for M&S, so
that they can achieve their business goals.
Purpose of HRM functions along with their roles and responsibilities
1. Maintaining effective employee relations: 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. 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.
2. Training and development: 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. The main purpose is to trained the employees so
that they can work more effectively and efficiently.
The approaches of the HR functions
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Hard HRM- In this management approach, it is accented on individuals that are defined
as resources and are managed in such a mode that help in gaining competitive advantages and
earning profit (Banfield and Royles, 2018). In M&S, employees are also vied in same manner as
other resources. The management of the organisation do not think about the differentiation about
the equipments or machinery and human resources of the company.
Soft HRM- Employees are the essential part or resource of a company or the workers are
activated as important asset. In M&S, workers are important because they are useful for the firm
in running their business or gaining competitive advantages. M&S focus on extended period
designing and two mode abstraction. For feeling its employees important, the management
organise assessment activity and workers improvement needs.
Work force planning- In M&S, It is an ongoing process which is applied to match the
necessarily and proprieties of the firm with the help of it the employees make insure that it can fit
its civil law, regulative, work and manufacturing needs and organisational objectives (Baum,
2016).
Significance of HRM- Human resource management is beneficial for an organisation to achieve
its business aims and goals from time to time by generating a favourable knowledge among
employees. In M&S, with the aid of hiring and choosing activity, the HR administrator of the
company recruit talented candidate for filling the vacant job vacancy and they useful in effective
testing and operating of the business of the firm in efficient manner. Human resource practice
help the company in maintaining better relation between employees and employers. So this way
HR pays in acquiring talent to meet business objectives.
P2. Explain various recruitment and selection approaches and study their strengths and
weaknesses.
Recruitment is the activity of hiring the qualified participant for the job vacant in an
administration. It is the process of bringing together on same platform those who are seeking
jobs and those are offering jobs in the firm. Whereas, selection means selecting right candidate
out of the recruited list for the empty place in an administration. It the procedure of examining
the participants for the job vacant and selecting the candidates based on skills, capabilities and
abilities for the vacant job profile (Berman and Van 2019). The various methods of recruitment
and selection are internal (former employees, previous applicants, employees referrals, present
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employees) and external ( raiding, deputation, employment agencies, advertisements,
employment exchange etc.) approaches and their strengths and weaknesses are explained as:
Recruitment and selection Strengths Weaknesses
1 1. March Spencer does
recruitment internally
within organization
like, former applicants,
previous applicants etc.
then it reduces time
and the track record
can be easily accessible
which makes the
process easy.
When March Spencer hires
new bold from employment
agencies, advertisements,
present employees references
etc. in the organization then
lost of cost is incurred to
conduct interviews and in
accessing their backgrounds
status.
2 When selection and
recruitment is done internally
then it strengthen employment
engagement in the firm.
When recruitment and
selection is done from
agencies, employment
exchange etc. they frame
resentment among employees
and mangers which decrease
productivity level.
3 When company does selection
of candidates from internal
sources then it shorten on
boarding times as the existing
employees are well aware
some law and standard of the
company.
If Mark Spencer selects
outsider employees in their
business then it leads to
inflexible culture which creates
conflicts and affect the
functioning of the enterprise.
4 Recruitment done through
Internal selection assist to
reduce time to hire as company
Hiring of candidates from
external source is done through
advertisement, agencies etc.
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is well aware about the
participants.
then it disrupt the business
operations and employees
sense insecurity for their job
position.
Organization has evaluated the strengths and weaknesses of recruitment and selection and
accordingly designed the tactics to overcome them in the competitive world. The weak points are
focused more and various programmes are introduced so that best results can be achieved
respectively.
TASK 2
P3. Discuss different advantages of human resource management practices carried out in an
administration for employer and employee.
HRM activity is explained as the law systems which improve employees work
performance, behaviour and knowledge in an administration (Bratton and Gold, 2017). Here, are
several human resource management activity formulated in business associates for leader and
worker are explained as:
Training and development: It helps workers to enrich their present skills and behaviour
so that they can work more effectively and efficiently to meet the set objectives on time.
Training and de development is carried out for both new and old staff workers so that their skills,
are nourished on time which can be used for business growth and productivity in the future.
Advantages to company
Mark Spencer conduct training and development in an firm so that workers ability are
enriched (Morgeson and Levine, 2019.). Trained and developed employees provide productive
results in the competitive marketplace.
Benefits to employees: T&D is given to the worker in Mark Spencer on timely basis then
their skills will be nourished accordingly which will be befitting them in their work profile. It
indirectly motivates staff members to work effectively and efficiently in the organization.
Examples: Mark Spencer is providing timely training and development to the employees then it
will be simple for staff people to follow up dynamic modification taking place in retail sector as
well as they will be adopting to dynamic changes without any problem (Brewster, 2017).
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Compensation and benefits: In an organization benefits are given to the workers in
order to make them motivated to work effectively and efficiently. Compensation and benefits are
extra amount or facilities provided to the employees for their work. It can in terms of monetary
value or in terms of non monetary value like gifts, holiday trip etc. can be given to the staff
workers. By doing so firms productivity level increases as well as goodwill of the company
raises in the eyes of the workers.
Advantages to employees:
If such benefits is paid to the employees by Mark Spencer then they will work more
effectively and efficiently to the desire goal.
Advantages to employer:
By providing compensation or extra pay to the staff workers from firm side then it
indirectly helps to boost the employees productivity level in the business working. It directly
helps to boost the workers in positive way as well as retain them for longer time period. When
additional amount is paid for extra work then business goals are meet on time and can be though
competitors for others in the market.
Examples: Mark Spencer is giving additional benefits to the workers in order to get
motivated to meet the set goals on due time. They assist the institution to make up positive
picture in the eyes of the customers (Brewster and Sparrow, 2016).
Recruitment and Selection: Recruitment refers to as hiring appropriate contestant for
vacancy. However, selection defines as selecting competent nominee out of the shortlisted list
for the vacancy (abbour and de Sousa, 2016).
Benefits to employer
Mark Spencer recruit right employees in their firm then productivity ratio will be raised
within no time. It also motivates other employees to work effectively and efficiently tio meet the
objectives of the company.
Benefits to employees:
When candidate is posted at a right place according to the qualifications and skills then it
is easy for workers to better understand the work and provide output accordingly. Selected
nominee will not leave the post every nowe and then if right post is allotted to them. By doing
do productivity raises in the work which is positive sign for the company.
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Examples: M&S select appropriate candidate by looking at all the relevant skills needed
for the post then firms invested amount on recruitment and selection will be of worth. It will help
to save time and money if right candidate selected for the post and every now and then company
does not have top conduct R&S process.
The various HRM practices such as training and development, recruitment and selection and
compensation has greatly helped organization to accomplish huge profit in the open market. As
providing effective HRM practices to the employees their workforce efficiency will be raised
due to which productivity and profitability ratio is increased at a large scale.
P4. Analyse different Human Resource management activity in terms of increasing firm
productivity and profitability ratio.
Recruitment and Selection: Right worker in the administration is hired then they will be
working effectively and effectively to achieve the desire objectives on given time duration. It
will increase the gross revenue of the goods in the industry which will increase in gainfulness
ratio (Brewster and Farndale, 2018). When right post is assigned to appropriate participants then
effective outcomes is seen in the market. Mark Spencer should hire candidates according to the
abilities and capabilities required for vacancy so that selected candidate work justice can be
done with the post vacant as well as invested time, money etc. can be saved.
Training and development: Mark Spencer should carry out T&D sessions in the
company so that invisible and present skills can be brightened which can be utilized for the
betterment of the enterprise in future. Organization conduct this sessions so that effective
employees can be retained back in to the firm. It is essential part of the company without training
and development employees productivity can not be raised. So it is important to provide training
timely so that dynamic changes regarding the job profiles can be made aware to the staff
members.
Compensation and benefits: Organization provides compensation to the employees for
their extra hard work so that they get motivated within to work effectively and efficiently to meet
the set goals on time. When employees are paid extra for their work a good image is created in
the eyes of the employees which is a positive sign for the company. By doing so effective and
potential staff m,embers can be retained back for longer time duration.
Organization is able to gain huge profits in the market because of effectively carrying out human
resource activity. Timely providing them training and compensation for their work motivates
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them to work effectively and efficiently to meet the set goals. Due to which productivity and
profitability volume raised at a large scale.
TASK 3
P5) Focus on the needs of employees relations and in what ways it is effecting human resource
management decision making process.
Employee relations can be stated as administration attempt in order to mange relations
among leader and worker. Enterprise carrying out healthy relations with it's co workers then it
aid the industry on success. However organization handling transparent and healthy relations
with staff members render fair treatment to all workers which help assist them to be loyal and
trustworthy for years. Here,the need of worker relations and how human resource management
activity striking the decision making process are discussed as :
3. Mark Spencer individual can not take decision because there are numerous problems in
the administration. By following HRM exercise in administration they will escort
company to proceed impelling decision for the upliftment of the workers.
4. In organization when healthy relations are build between leader and worker thenbest
outcomes can be achieved. By using HRM practices the decision taken are easily carried
among the employees in transparent way (Chelladurai and Kerwin, 2018).
5. If Mark Spencer adopt human resource management policies in their working premises,
then it aid helps to reduce conflicts among staff members. It directly assist to smooth
functioning of the business which uplift productivity level.
4 The number of absenteeism at workplace can be reduced by adopting human resource
management activity. This helps to take impelling decision in favour of employees and for their
upliftment.
By building effective and healthy relation with the team members HR is able to take effective
and productive decision for both company and employees. Due to which smooth functioning of
the business is carried put in the market. Which results to gain competitive advantages by taking
effective decision by the top level management.
P6) Identify employment legislation and there impact on HRM decision making.
Occupation statute law are the set of laws which are designed or framed to prevent or
allow the business associates to do certain acts regarding staff members. The main UK
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employment legislation acts are, equal pay act 1975, race relations act 1976, working time
regulation act 1998 etc. which are carried out so that exploitation of employees are not done.
Here, are some of the employment legislation which are explained as follows:
Employment Act 2002: In this act employees are given Sunday working, written pay slip
paternity and maternity leaves etc. in their organization. This right is for flexible working
arrangement so that employees can work effectively and efficiently to meet there goals on time.
Human resource management look after employment policies and are they working or not in
effective way (DeCenzo and Verhulst, 2016).
Employment Relations act 2004: This act, covers workers relations and operations of the
legal identification process for commerce unions. In this act healthy relations with employees are
mentioned in the organization so that positive working environment is created and productivity
ratio increases. Human resource management practices and decision lies on how god the relation
are with organization.
Anti-discrimination act: Organization is carrying out anti-discrimination act in an
working premises in order to eliminate discrimination in order to raise productivity level in the
market. Company is adopting this act so that favouritism is eliminated and everyone is treated
equally. It directly or indirectly raises work efficiency irrespective of any gender.
Minimum wage act: In Minimum wage act governing bodies has implement definite laws
for payment or salary to staff members. The Human resource manager of Mark Spencer insure
that employee in an organization are given wages, salary and remuneration according to the
regulation framed by governing bodies in order to decrease discrimination in payment scale of
worker. If this act is carried out effectively then functioning of the business can be done in
smooth manner in the market place. This act should be carried out on priority level in an
organization so that goodwill can be created in the market place.
Equality act: Business associates needs to conduct Equality act,so that every worker
should be treated equally in working premises. Mark Spencer treat their employees with due
respect and ensure them that they are treating their human assets equally in very situation.
Company adopting equality act creates goodwill in the market and market value raises
accordingly. However, institution is able to retain effective staff for longer time duration in an
administration in order to raise profitability and productivity ratio at a tremendous scale.
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By carrying out effectively the legislation act it directly affect the decision making process of the
firm. By doing so company can take productive decision when laws are effectively implemented
in the working premises. Top management take decision which will help them to reatin skill
employees for longer time duration.
TASK 4
P7) Use of Human resource management practices
Job specification can be explained as evidence as written blueprint of level of
experience, specific qualities, technical and communication skills etc. of an staff members
necessary for adequate performance of tasks represent especially role of a job . It is
fundamentally developed from occupation investigation. In context to Mark Spencer HR
management of an business associates be given to recruit participants for the job position of
customer service executive.
Job specification
Company: Mark Spencer
Job Role: Customer Service Executive
Department: Customer Service
Salary: Negotiable
Job type: Full Time
Location: UK
Job Specifications:
 Processing and hold back ever-changing group and motiving the workforce to achieve
high level of team spirit.
 Securing full execution of customer service scheme within the firm site and
acculturating impelling processing of orders conformation and consumer quotations.
Replying to client resentment.
Responsibilities:
 Replying to consumer inquiry and problems.
 Keep records of clients preferences and involve, client physical phenomenon and
trading.
 Hold back professional conduct towards the client
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