Human Resource Management Report: Marks & Spencer Case Study Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Marks & Spencer. It begins with an introduction to HRM and the company's background, mission, and objectives. The report then delves into the core functions of HRM, including workforce planning, recruitment, selection, training and development, and compensation and benefits. It examines the strengths and weaknesses of various recruitment and selection approaches, followed by a discussion of the benefits of HRM practices for both employers and employees, focusing on training, motivation, and welfare schemes. Furthermore, the report explores the effectiveness of HRM in increasing organizational profit, highlighting flexible work environments, employee motivation, and health and safety measures. Finally, the report addresses the benefits of employee relations in HRM decision-making, including the impact of benefits, rewards, and employment legislation on HRM practices. The report concludes with a summary of findings and recommendations for Marks & Spencer's HRM strategies.

Human Resource
Management

Table of Contents
Introduction......................................................................................................................................1
Task 1...............................................................................................................................................1
The purpose & functions of HRM applicable to workforce planning....................................1
Strength & weakness of different approaches to recruitment and selection..........................3
Task 2...............................................................................................................................................4
Benefit of HRM practices for both employer and employee.................................................4
The effectiveness of HRM practices in relations to increasing organisational profit............5
Task 3 ..............................................................................................................................................6
Benefits of employee relation influencing HRM decision-making........................................6
Employment legislation and its outcome on HRM decision-making.....................................6
Task 4 ..............................................................................................................................................7
The application of HRM practices .......................................................................................7
Conclusion ......................................................................................................................................9
References .....................................................................................................................................11

Introduction
Human resource management is defined as the process of managing, training and
improving performance of human resource in the organisation, it is strategic approach towards
effective management of availability of skilled human resource at the right place at the right
time. Human resource management is the process involving hiring, training, compensating and
motivating employees towards achieving goals and objectives. In this report Marks & Spencer is
taken as the base company. It is one of the top multinational retail company dealing in selling
clothing, home and food products, presently having more than 900 stores across united
kingdom . Company was founded in 1884 by Michael Mark and Thomas Spencer. This report
covers functions and purpose of HRM with strength and weaknesses of different methods of
recruitment and selection also proper evaluation of organisation's approach to HRM activity like
workforce planning, development and training, also performance management and reward
system. In addition to this different methods used in HRM practices and their effectiveness and
benefits for both employer and employee is highlighted above. Furthermore important feature of
employee relations management and employment legislation and how applications of HRM
influence the decision making also highlighted in the above report.
Task 1
The purpose & functions of HRM applicable to workforce planning.
Marks and Spencer company is one of the top multinational retail company founded in
1884 by Michael marks and Thomas Spencer, company dealing in clothing and food products
having more than 700 stores across united kingdom and around 350 across the world (Alvehus,
2018).
Mission: The mission statement of Marks and Spencer is to produce quality products and
services accessible to all.
Purpose: The core purpose of company is to inspire millions of consumers visiting their store,
the purpose of the company is simple to enhance lives. Everyday.
Core business objectives: The core objective of the company is to maintain their leadership
position in clothing and food section, by continuously providing superior quality and value added
products (Chang and Chin, 2018).
1

The human resource department helps in placing right people at the right job and
enhancing the performance of employees with proper training and development. Human resource
department is necessary to carefully define various roles and responsibilities in order to
implement various policies. In context to the chosen company the various functions that are
needed to be performed by the human resource manager are highlighted below:
Planning: The top most function of human resource manager is planning, the HR
department needs carefully make plans for recruiting and selecting skilled candidate, what type
of training needs to be provided. In context to Marks and Spencer, this function allows company
to ensure that each and every vacant space is filled with skilled and qualified candidate, and also
allow company to focus on enhancing performance of employees (Gravili and Fait, 2016).
Training and development: The another function of human resource department is to
provide proper training to its employees to enhance their performance. Human resource
department of Marks and Spencer ensure that each and every employee is provided with required
training as per the requirement to enhance their productivity and performance.
Compensation and benefits: Another function of human resource manager is to ensure
that employees are getting their salary on time and fairly and also other benefits are given to
them according to their performance. In respect to the chosen firm, human resource department
of the company ensure that each and every employee is paid timely and fairly, also given other
bonus and benefits as per their performance.
The purpose of human resource management are:
Employee relations: The main purpose of human resource management is to ensure that
relationship between employee and employer is good and positive also employees are satisfied
with their role in the organisation. In context to the Marks and Spencer, the company focus on
maintaining good relationship between employer and the management by satisfying their needs
effectively (Greenwood and Van Buren, 2017).
Maintaining performance and compensation: The human resource department evaluates
the performance of its employees regularly and ensures that proper compensation is provided to
them. In context to Marks & Spencer, human resources that each and every employees is given
faire compensation and their performance is properly evaluated continuously.
2

Strength & weakness of different approaches to recruitment and selection
Recruitment and selection is one of the important functions of human resource
management, it is process of finding right or skilled candidate for the right place (Harney and
Alkhalaf, 2021). The strength and weakness of various approaches of recruitment and selections
are discussed below:
Recruitment: It is the process of identifying suitable candidate using various source and
attracting them to apply for the job, it is mainly attracting large number to suitable candidate inj
order to fulfil; the vacant position in the organisation. The approaches of recruitment in context
to the chosen firm is discussed below:
Online recruitment: online recruitment process the growing method of recruitment
which involves use of online based technology for attracting, assessing the suitable candidates.
With use of online recruiting method the employer can attract large number of potential
candidates to apply for the job. In context to the Marks & Spencer, company uses online
medium, they recruit candidates with extremely professional online method of recruitment.
Strength: With the help of this source large number candidates can be attracted to apply
for the suitable job.
Weaknesses: This type of method involves huge maintenance cost and using online
medium can involves risk of security for the candidates.
Selection: This process is defined as the process of selecting the best and suitable
applicants out the total candidates who have applied for the available position. This process helps
company to find best and skilled candidate for the available job (Hu and Jiang, 2018). In context
to the chosen company the selection approach is described below:
Selection test: Under this approach, in order to select the candidate, he needs to go
through various test. The selection involves measuring the personality, skills and qualities of the
candidate using various test like personality test, aptitude test, written test and so on. In context
to the chosen company, the selection procedure of the company involves Online aptitude test
which each and every candidate to take, it is done in order to understand the evaluate the
knowledge and skills of an candidate.
Strength: This approach helps to measure and understand the overall personality and
skills of selected candidate.
3

Weakness: The weak point of this approach is that it is an time consuming process,
human resource manager needs to wait long to get an response from the selected applicants.
Task 2
Benefit of HRM practices for both employer and employee.
The human resource management is an essential part of each and every organisation, it
ensures that right or skilled people is at the right place at the right time, the human resource
management practices is essential for effective functioning of all the activities in the
organisation, also helps in motivating employees towards their goals by continuously monitoring
their performance and providing required training to them. In context to Marks and Spencer,
company has developed a strong human resource department, the human resource manager
effectively practices various human resource activities benefiting both employer and employees
(Kim and Bae, 2017).
Training and development: One of the essential activity of the human resource
department is providing proper training to the employees in order to enhance their performance
and productivity. In context to the Marks and Spencer, company is dedicated to continuously
improve the skills of its employees and developing them into customer focused and motivated
towards their goals. Company is providing formal training including coaching, on the job
experiences and providing large range of learning materials are provided.
Benefits to employees: Employees of the company are getting required training as per
their requirement in order ton enhance their productivity and performance and also motivated
towards their goals.
Benefits to employer: Proper training and development program of the company helps in
improving performance of its employees and employer effectively and motivates them towards
their goals and objectives.
Employees motivation and welfare schemes: the Another practice of human resource
management is employees motivation and welfare scheme, employees are motivated by giving
various monetary and non monetary rewards and proving various welfare schemes (Mahadevan
and Kilian-Yasin, 2017). In context to the Marks & Spencer, company offers various benefits to
its employees like employee discount, car allowance, and healthcare offers. Company also offers
4

travel and expenses benefits, social activities for example each year company grant for various
social and sports activities.
Benefits to employees: Company provides various benefits like employee discount, car
allowance, private health insurance various travel and expenses and so on.
Benefits to employer: company is equally providing various benefits and rewards to it
employer health care offers, travel and expenses offers and conducting various social activities
and so on.
The effectiveness of HRM practices in relations to increasing organisational profit
The human resource management is mainly depended on how to effectively manage
human resource in the organisation while effectively practising human resource activities in the
organisation. There are number of human resource practices helps in enhancing productivity and
profitability of the employees if correctly executed. In context to Marks & Spencer the
effectiveness of human resource management practices in relation to increasing organisational
profit is highlighted below:
Providing flexible work environment: Human resource department needs to ensure that
employees are working in a flexible work environment so that their quality of work increases
effectively. In context to the chosen company, human resource department ensure that their each
and every employee is working in an flexible environment (McColl and Michelotti, 2019).
Training and development: Another important practice of human resource department is
providing required training to their employees to enhance their skills. In context to Marks &
Spencer, company's main focus is on providing formal training includes coaching, on the job
experience and also giving learning materials as per the requirement.
Motivating employees: Human resource department effectively monitor the performance
of its employees and accordingly motivate them towards achieving objectives. In case of chosen
company, provides various rewards and benefits to its employees in order to motivate them.
Ensuring health and security of employees: Human resource department needs to ensure
safety and security of its employees effectively. In context to Marks & Spencer, company has
strict rules when it comes to health and security of its employees. The top most priority of
company is ensuring safety and security of its works.
From the above discussion, company needs to ensure that various practices of human
resource management are effectively in order to enhance their performance and increase their
5

profitability and productivity. The human resource management practices are the essential part of
the management (Otoo, 2020).
Task 3
Benefits of employee relation influencing HRM decision-making.
Employee relation is defined as bond shared between the employees in the organisation,
it is the efforts that organisation puts in order to maintain positive and effective relationship
between the employees. In context to Marks & Spencer, company has strong internal human
resource policies, company has adopted soft model approach which helps company to focus upon
development and motivation of employees. The methods followed by the company to maintain
healthy workers relations are as follow:
Benefits and rewards: Employees must be rewarded according to the performance in the
organisation, rewards and appreciation of employees helps in building good relationship with
them. In context to chosen company, various benefits and rewards are given to employees in
order to maintain good relationship with them and motivate them.
Use of soft model approach: Marks & Spencer is using soft model approach which helps
in recognising the importance of human resource management, it helps in development of
employees like providing training, continuous interaction and involvement with them, enhancing
to build good relationship with with them.
Safe and healthy environment: The human resource department of the company ensures
that each and every employees are working in a safe and healthy environment, good environment
is essential to maintain good relationship with employees.
Regular interaction: In order to maintain good employee relation in organisation,
employer needs to continuously interact with employees, there should be continuous flow of
communication between employer and employee. In context to Marks & Spencer, maintains
continuous flow of communication between the employees and management informing them
about important policies, laws and regulations implemented.
Employment legislation and its outcome on HRM decision-making
Employment legislation includes all the laws and rules formed to protect the employees
from any kind of wrongful act (Paauwe and Farndale, 2017). In context to Marks & Spencer
6

company needs to carefully consider the employment legislation. The important element of
employment legislation are as follow:
Discrimination and equal opportunity: Marks & Spencer discourages any kind of
discrimination in the company, it promotes cultural and individual diversity in the company so
that each individual is motivated towards finding new opportunities. Marks & Spencer consider
that each and every individual should be treated with respect and honesty(Palagolla, 2016).
Harassment and mistreatment: Marks & Spencer does not promote any kind of
harassment and mistreatment in the company as they understand that these kind of behaviour
with employees can effect their mental and physical health and can demotivate.
Minimum wages Act: Company's main focus is on providing minimum wages to each
and every employee in the organisation, as it the right of each employee to get at least minimum
wage according to their role and performance.
Work Time Regulation Act: This act defines that there should be standard working hour
for working in the company and if any employee is working overtime he should be paid bonus
for extra amount for that, each company needs to follow standard working hour according to this
act . In context to Mark & Spencer, company effectively manages their working hours also
company follows standard working hours for their employees and if anyone is working extra
then he is paid extra or bonus amount.
From the above discussion, human resource department needs to ensure that key element
employment legislation is followed effectively in the organisation, as the main aim of there
factors is to protect the interest and rights of employees and safeguard them from kind of
wrongful act done against them(Strohmeier, 2020) .
Task 4
The application of HRM practices
The applications of human resource management practices plays an important role in the
management discussed below:
Job analysis: It is the process of analysing the need for fulfilling a vacant position in the
company, it the process of analysing the responsibilities, roles, skills and qualification required
for an particular job position in an company. It is the detailed analyses of required details needed
to fill an position (Thite, 2018).
7

Job specifications: It is an written documents includes individual educational
qualification, skills or qualities required for particular job, job responsibilities and roles needs to
be carried out by the candidate. It is described as another form of job analysis which helps
management is finding what type of candidate is required for a particular job. In context to the
Chosen company, human resource manager effectively analyses the job and requirement and
accordingly takes corrective actions (Yasir and Majid, 2020).
Job Specification
Job Title: HR Assistant
Job location: Waterside house, United kingdom
Purpose: At M&S, human resource assistant is responsible for managing day to day activities of
HR manager, also organize all the hiring operation with HR manager.
Roles & responsibilities:
 Supports HR manager in scheduling appointments, maintaining necessary records.
 Welcoming of new employees by conducting orientation.
 Collecting information necessary like time and attendance record for payroll.
 Proper maintenance of providing quality services and following proper structure.
Required skills
 Communication skills
 Team work
 Reporting skills
 Organising and scheduling skills
Education and Qualification
 Master degree in human resource management
 basic knowledge of MS Word and MS excel.
Curriculum Vitae:
John lewis
Phone no: 00673-87432
Email ID: [e-mail]
8

Address: XY street, London, United Kingdom
Objective:
Work Experience:
 2 months of internship in human resource at XYZ ltd.
 1 year of work experience recruiting field.
Qualification:
 Bachelor degree in business administration
 Masters in human resource department
Skills
 communication skills
 problem solving and team working
 Basic knowledge of MS Word and MS excel
Interview Question
1) Tell me about yourself
2) What are your strength and weaknesses
3) What are the basic functions of human resource management?
4) Where do you see yourself in the coming five years?
Conclusion
From the above report it is concluded that human resource is an important part of
management, it helps in finding right people for the right job including various activities like
planning, recruiting, compensating, motivating individual in the organisation to enhance their
performance and productivity. The main focus of human resource manager in the organisation is
to effectively manage the human resource of the company and filling the vacant place with
skilled candidate. This report includes purpose and scope of human resource management in
terms of resourcing company with adequate skills required to carry out business functions, also
various important element of human resource engagement is highlighted in the above report. In
addition to this strength and weakness of recruitment and selection is justified also organisational
approach to HRM practices such as workforce planning, development and training and
9

performance management is evaluated also how different methods of HRM practices helps in
increasing effectiveness of organisational performance with considering benefits for both
employer and employees is also explained in the above report. Further more critical evaluation of
employee relations and employment legislation and how application of HRM practices influence
decision making in the organisation is also highlighted in the above report.
10

References
Books and journals
Alvehus, J., 2018. Conflicting logics? The role of HRM in a professional service firm. Human
Resource Management Journal, 28(1), pp.31-44.
Chang, E. and Chin, H., 2018. Signaling or experiencing: Commitment HRM effects on
recruitment and employees' online ratings. Journal of Business Research, 84, pp.175-
185.
Gravili, G. and Fait, M., 2016. Social recruitment in HRM: a theoretical approach and empirical
analysis. Emerald Group Publishing.
Greenwood, M. and Van Buren, H.J., 2017. Ideology in HRM scholarship: Interrogating the
ideological performativity of ‘New Unitarism’. Journal of Business Ethics, 142(4),
pp.663-678.
Harney, B. and Alkhalaf, H., 2021. A quarter‐century review of HRM in small and medium‐
sized enterprises: Capturing what we know, exploring where we need to go. Human
Resource Management, 60(1), pp.5-29.
Hu, X. and Jiang, Z., 2018. Employee-oriented HRM and voice behavior: a moderated mediation
model of moral identity and trust in management. The International Journal of Human
Resource Management, 29(5), pp.746-771.
Kim, D.O. and Bae, J., 2017. Employment relations and HRM in South Korea. Taylor & Francis.
Mahadevan, J. and Kilian-Yasin, K., 2017. Dominant discourse, orientalism and the need for
reflexive HRM: Skilled Muslim migrants in the German context. The International
Journal of Human Resource Management, 28(8), pp.1140-1162.
McColl, R. and Michelotti, M., 2019. Sorry, could you repeat the question? Exploring video‐
interview recruitment practice in HRM. Human Resource Management Journal, 29(4),
pp.637-656.
Otoo, F.N.K., 2020. Measuring the impact of human resource management (HRM) practices on
pharmaceutical industry's effectiveness: the mediating role of employee
competencies. Employee Relations: The International Journal.
Paauwe, J. and Farndale, E., 2017. Strategy, HRM, and performance: A contextual approach.
Oxford University Press.
Palagolla, N., 2016. Exploring the linkage between philosophical assumptions and
methodological adaptations in HRM research. Journal of Strategic Human Resource
Management, 5(1).
Strohmeier, S., 2020. Smart HRM–a Delphi study on the application and consequences of the
Internet of Things in Human Resource Management. The International Journal of
Human Resource Management, 31(18), pp.2289-2318.
Thite, M. ed., 2018. E-HRM: Digital approaches, directions & applications. Routledge.
Yasir, M. and Majid, A., 2020. High-involvement HRM practices and innovative work behavior
among production-line workers: mediating role of employee's functional
flexibility. Employee Relations: The International Journal.
11