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Purpose and Function of Human Resource Management

University: REGENT COLLEGE

  • Unit No: 3
  • Level: Undergraduate/College
  • Pages: 23 / Words 5806
  • Paper Type: Assignment
  • Course Code:
  • Downloads: 271
Answer :
Organization Selected : Marks and Spencer

INTRODUCTION

Human resource management is important business function. In present scenario, activities performed by people has direct as well as significant effect on organizational performance. Human resource management can be defined as the formal system which is designed for managing people in an enterprise. Main function of human resource manager in a company is to hire capable and highly talented workforce which is very much important for driving firm towards achievement of business goals and objectives. Success and growth of company is dependent on performance of human resource manager. There are various factors which influence decision of human resource manager which will be discussed in the report. Report have focus on explaining the purpose as well as function of human resource management in context of Marks and Spencer. It will emphasize on determining the strengths as well as weakness of different approaches to recruitment and selection. The purpose of human resource management is to support an organisation in developing team of skilled and talented workforce.

TASK 1

P1 Purpose and functions of human resource management, applicable to workforce planning and resourcing in an enterprise

Workforce planning can be defined as continuous procedure which is generally utilised to align organization with those of its workforce to ensure it can meet its legislative, regulatory, service and production requirements and organizational objectives. Human resource manager in an organisation has important as well as different roles to play. Function of human resource manager in Marks and Spencer is to recruit or higher talented as well as skilled candidates. Other role of human resource manager includes directing and controlling the activities of other people at workplace. Other functions of human resource manager in Marks and Spencer are:

Recruitment and selection: It is considered to be as an important function of human resource manager. Main function and primary function of human resource manager in Marks and Spencer is to identify the need of human resources and address the job vacancy in the company. Role of human resource manager is to make plan related to the attracting and hiring talented as well as skilled candidates. It is the duty of human resource manager to post the job vacancy. Role of human resource manager is to make strategy or policies for recruiting candidates. The purpose of this function is to assist an organization in developing a team of highly talented and skilled workforce (Reiche, Harzing and Tenzer, 2018).

Orientations: This is an important function of human resource manager in Marks and Spencer to make new candidates familiar with the polices, rules and regulation of the organization. The main purpose of this specific function performed by human resource manager in an enterprise to help new employees in adjusting into environment.

Training: Main function of human resource manager in a company is to monitor the worker’s performance and identify the training needs by employees. It is the duty of human resource manager to provide people training related to the activities or tasks required to be performed by them. The main purpose of this function is to developed high performance working culture within M&S (Guest, 2017).

Managing relationship between employees: It is the duty of human resource manager in Marks and Spencer to listen the problem faced by workers and provide them with an appropriate solution. The main purpose of this function is to avoid workplace conflicts and help firm in smooth functioning.

Labor law compliance: It is considered to be as a key function of human resource manager to comply with all laws formed by government. Main purpose of this function is to prevent Marks and Spencer from legal obligations.

M1 Assessing the way functions of human resource management can provide talent and skills appropriate to fulfil business objectives

Main function of human resource manager in Marks and Spencer is to make recruitment strategies for hiring the candidates. Human resource manager in an organization is responsible to conduct the systematic procedure of recruitment for hiring employees. The recruitment or selection procedure executed by human resource manager allows them to identify the skills or capabilities of an individual as this will assist them in making suitable decisions. Recruitment and selection enables human resource manager of M&S to judge the capabilities of an individual to support firm in achievement of business goals or objectives (Bratton and Gold, 2017). The complete recruitment and selection procedure executed by human resource manager in enterprise has assisted Marks and Spencer in developing a team of highly skilled and talented workforce which is very much crucial for accomplishing desired business objectives. The human resource manager in marks and Spencer provide training to employees in order to make capable of performing the specific tasks for accomplishing desired objectives. In addition to this, human resource management team in an enterprise develop various policies and incentive schemes for motivating employees to make their contribution in driving organisation towards success.

P2 Explaining the strength and weaknesses of different approaches to recruitment and selection

Recruitment is defined as procedure executed for searching for pool of talented and skilled candidates with desired experience, knowledge and skills. Selection can be referred to as a process which involves selected the few candidates those who are suitable for performing specific job within an organization. There are various approaches of recruitment and selection which can be adopted by human resource manager in Marks and Spencer these are:

Internal recruitment: This method is used by human resource manager in Marks and Spencer or recruiting candidates. Human resource manager in Marks and Spencer recruit people internally. This is considered to be the best approach of recruitment, as it enables the management to provide motivation to people and help them in encouraging people to give best results. It also provides workers an opportunity to apply for job opening. Human resource management in M & S is required to make fair decisions in order to keep the process positive.

Advantages of internal recruitment approach are:

Management in an organization have knowledge about the skills and capabilities of workers those who are applying for the job. Employees get an opportunity of career development which enables them to get high level of satisfaction from their job. Major advantage of this recruitment approach is that it is less cost as well as time consuming (Johnson and Szamosi, 2018).

Disadvantages of internal recruitment approach is that it may lead to the demotivation in employees if they do not get selected.

Methods of internal recruitment are:

Employee referral: In this approach, management in an enterprise encourage workers to recommend the potential candidates from their network. As this recruitment approach is adopted by Marks and Spencer it is very much crucial for human resource manager to give equal respects to all referrals and follow up in timely.

  • Advantage of this recruitment method is that candidates recruited using this approach has some knowledge about an organization and work. It involves less time, cost and efforts.
  • Major disadvantage of this method is that trusting on referrals provided by employees might not provide a big scope of prospective candidates.

Promotions: It is considered to be the best of internal recruitment. In this method, company on the basis of performance and output promote the employees.

  • Pros of promotion as recruitment approach is that it enables management to encourage other workers to improve their performance at workplace.
  • Drawback of promotion as method of recruitment is that there are high chances of favouritism at within an organisation.

External recruitment: In this method, an enterprise selects as well as recruit candidates from external sources. The major Pros of external recruitment method is that firm get a chance to select talented and skilled workers from big pool of candidates. The drawback of external recruitment is that it involves high cost and involves lengthy procedure.

Advertisement: In this method, human resource manager advertises job vacancy using print media such as newspaper, bulletins etc.

  • The advantage of this method is that by utilizing this recruitment approach, company can reach wide number of candidates.
  • Major drawback of this method is that this method involves high cost (Johnson and Szamosi, 2018).

M2 Strengths and weaknesses of different approaches to recruitment

The weakness of external recruitment approach is that it is lengthy procedure. In addition to this, another weakness of external recruitment is that this method consumes lot of time and involves high costs. Weakness of employee referral as external recruitment method is that there are high chances of fraud. For instance, Candidate may fake or lie to make him or her look suitable for the job. Strength of external recruitment method is that company get a pool of candidates for selections. For instance, Placement agency: In this firm contacts with placement agencies,university or college’s.

  • Big advantage of this approach is that an organization get a chance to hire fresh talent.

Major drawback of this recruitment approach is that non experienced candidates might require greater supervision.

Weakness of internal recruitment method is that other people may feel discriminated and dissatisfied. Strength of this method is that people who are promoted feel motivate and they work for benefit of organization. For example : Job posting: In this method, human resource manager posts the job vacancy on portal or companies website. Employees within an organization are informed about the job vacancy through email or notice (Collings, Wood and Szamosi, 2018).

  • Big drawback is that this reduces the opportunity in context of increasing diversity within an enterprise.

Main advantage is that it is less costly as compared to other recruitment method

TASK 2

P3 Benefits of different human resource management practices within an enterprise for both employer and employee

The various functions performed by human resource manager provides benefit to employer as well as employees in an organization. It is the responsibility of human resource manager in Marks and Spencer to protect the rights as well as interest of both employees and employers. In context of employer, human resource manager manages the relationship between workers which is very much important for minimizing labour cost. In context of employees, they support workers in resolving their problems. In addition to this, human resource manager in Marks and Spencer ensure that all employees are working within the scope of employment as well as labor law which is very much crucial in relation to preventing employer from legal obligations.

Conflict resolution: Human resource manager in Marks and Spencer helps in mediating disputes between employees which is very much crucial in context of smooth functioning of business. Human resource manager in Marks and Spencer has set clear goals and policies in order to avoid disputes. This function has enabled both employees as well as employer in Marks and Spencer to concentrate on core activities (Mankin and Garavan, 2018). It has helped workers in getting the high level of job satisfaction.

Training and development: It is responsibility of human resource manager to provide training and development opportunities to employees. This function has helped Marks and Spencer in increasing productivity as well as working efficiency. It has enabled employer to ensure all the activities are executed according to the prescribed standards. Training and development function of human resource manager has allowed human resource manager to ensure effective as well as efficient utilization of business resources. This role performed by human resource manager has provided workers a chance to develop the skills and capabilities which are very much important for their personal as well as professional growth. Training and development practices has provided employer an ease in developing team of highly talented and skilled worker force.

Employees relations: Role of human resource manager in an enterprise is to provide support those workers who thinks that their rights are being violated. Human resource manager plays important role in mediating disagreement between management and employees in order to avoid legal obligations. The benefit to employer is that if their will be peaceful environment in the company employer can concentrate on main activities. Effective relationship between employees supports employer in expanding business. The benefit to employee is that they can seek continues guidance and feedback from employer.

P4 Evaluating the effectiveness of different human resource management practices in context of raising business profit and productivity

The various activities performed by human resource manager in Marks and Spencer can be effective in several ways:

Development of workers: This practice of human resource manager can be effective in context of increasing working efficiency as well as productivity of firm. Training and development opportunities provided by human resource manager in an organisation enabling work to develop the skills and capabilities which are required for executing specific task. It also allows employees to improve their performance at workplace. Training and development of employees is very much important in context of delivering the professional as well as quality services to customers (Boon, Lepak and Boselie, 2018). Well trained and skilled workforce supports business entity in facilitating the innovation for attracting new clients, hence help in increasing sales and profitability.

Conflict resolutions: Conflicts at workplace has direct as well as significant effect on business performance. Human resource manager develops clear policies and communicate objectives to workers so that misunderstanding or confusions can be avoided. This practice of human resource manager helps in increasing coordination and harmony among employees which is very much important for maintaining or improving the productivity and increasing working efficiency.

Employees relations: human resource manager helps both management and employees in strengthening relationship between them. Strong relationship between management and workers is very much important in context of ensuring high level of commitment from workers. This practice of human resource manager enables them to provide high satisfaction to workers and encourage them to increase their working efficiency and improve their performance at workplace.

Effectiveness of performance management: Monitoring and reviewing performance of workers is an importance practice executed by human resource manager in an enterprise. It helps management that all the activities are facilitated according to the standards. Performance management practices executed by human resource manager in an enterprise enables employees to identify performance gap. It also enables workers to receive feedback from their seniors which is very much important for improving performance. This practice provides management a chance to address the issues which is affecting workers’ performance at workplace. An effective performance management practices supports manager in identifying the alternative technique or method for increasing profitability as well productivity.

In addition to above benefits, an effective human resource practices assist employer in delivering high level of satisfaction. It has helped Marks and Spencer in reducing staff turnover rate as this issue can have negative effect on business performance.

The framework Atkinson flexible firm model can be utilised by manager in marks and Spencer. As Atkinson flexible firm hypothesis is a technique which can be utilised by human resource manager in marks and Spencer for optimising the allocation of human resource in accordance with market instability and workforce flexibility. According to this framework, manager in an organisation can categorised employees into two group based ion their skills nad knowledge.

M3 Exploring the different methods used in human resource practices

Human resource management in an organisation have to perform various task for which they use different methods, procedures or techniques. The unique methods which are utilized by human resource manager in Marks and Spencer for performing different activities are:

Activities

Methods or procedures

Determining the need of human resource

Internal analysis: This technique is by human resource manager in Marks and Spencer for identifying ore addressing the job vacancy.

Analysis of job: This technique is utilized by manager in Marks and Spencer for determining the skills, knowledge and experience required for performing specific job role.

Critical incident method

Instantaneous observation: This is technique is used by human resource manager when company wants to fill job vacancy utilizing internal method of recruitment (Rees and Smith, 2017).

Recruitment and selection process

Interview

Test

Questionnaire

Training and development

Workplace apprenticeship – This is considered to be as an effective technique for encouraging people to learn while working. These technique has been utilized by human resource manager for providing employees an opportunity to develop skills or core competencies which are required for executing specific task at workplace. Instead of utilising this method, human resource manager can develop creative environment which will assist them in encouraging people to develop more skills.

Performance measurement

360 degrees as well as feedback method is presently used by human resource management team in Marks and Spencer for measuring employees and business performance. Human resource manager in an enterprise can use management by objective method. As this method or performance management technique will assist management in motivating employees to make their significant contribution in achievement of business goals or objectives. Other method such as balance score card approach can be utilised by manager in marks and spencer for measuring the performance of employees.

For instance, Internal analysis is conducted by the human resource management in marks and Spencer for identifying the vacant position in the company. The limitation of internal analysis is that it is quite time consuming activity. Instead of utilising the internal analysis manager in an an organisation can use personal observation technique for identifying the vacant position. In addition to this, systematic as well as short procedure can be establish for addressing the vacant position.

TASK 3

P5 Analysing the importance of employee’s relation in context of influencing decision made by human resource manager.

Employees relation is considered to be as important key which has driven Marks and Spencer towards success. Relationship between employees has direct as well as significant influence on organizational performance, profitability and productivity. It is very much important for human resource manager in Marks and Spencer to ensure strong and an effective relationship between employees. If in case, human resource management in Marks and Spencer fails to manage the relationship between employees, this might have negative effect on organizational performance (Analoui, 2017). Employee relationship also have direct as well as significant impact on the brand image of firm. It has great influence on decision made by human resource manager. An effective relationship as well as coordination between workers is also important in context of smooth functioning of business. In context of this, human resource manager in Marks and Spencer considering the relationship between employees needs to develop policies and rules.

In addition to this, conflicts between workers can create barriers in implementation of strategies. Then in such case, human resource manager in Marks and Spencer has formed strict rules and they have taken strict against those who are creating obstacles in execution of strategies. Considering the rise in conflicts at workplace, human resource manager in M&S has taken decision to promote team work and provide workers open communication channel. As through open communication channel, misunderstanding and confusion can be easily avoided, an effective relationship management by human resource manager has helped Marks and Spencer in achieving desired business objectives. It has helped an organization in expanding business operations (Liu, Gong and Huang, 2017). Strong relationship between employees is important in context of facilitating innovation and bringing positive change at workplace.

In addition to above, there are various other activities such as inappropriate behaviour of workers, poor performance, absenteeism has direct and great influence on decisions made by human resource manager. High level of work stress can create pressure on employees which might further effect their relationship with other people, this factor also has great influence on human resource management decisions. As in such situation manager in Marks and Spencer need to take decisions related to application of techniques for reducing workload on employees. It is required by human resource manager in Marks and Spencer to address the factors which are highly influencing relationship between workers and they need to take quick action for eliminating such variables. The trade union works with employer for resolving the different issues faced by the employees at workplace. The important role of trade union is to act as an intermediary at the time of dispute between employer and employees. Other role of trade union is to save employer time through collective bargaining.

P6 Identifying the fundamental components of employment law

There are various Employment legislations are formulated by UK government in order to protect the employees from getting exploited by employer. Changes in the employment law has direct as well as significant influence on human resource decision making and practices. Some of employment related norms are:

Equality Act, 2010: According to this law, it is the duty of employer to treat all employees equally. Human resource manager in Marks and Spencer need to ensure that there are no discrimination practices is taking place. As per this act, human resource manager in Marks and Spencer should ensure that all employees are provided equal opportunities to thrive and prosper. If in case, company fails to comply with norms then in such situation business entity might have to face legal obligations. (Kianto, Sáenz and Aramburu, 2017). As due to inconsistent recruitment policy, existing employees working in Marks and Spencer might feel discriminated due to which company might have to face legal issues. The main purpose of equality act is to prevent people from being discriminated at workplace.

Employment protection Act1973: As per this norms, it is necessary for companies to set proper salaries structure and formulate the clear policies related to the pension, working hours etc. Human resource manager in Marks and Spencer need to bring change in salary structure. According to this legislation human resource manager in an enterprise should confirm that all employees are provided with fair salaries or wages. The purpose of the employment protection is to protect the workers from unfair dismissal.

Health and safety act at workplace 1974: According to this law, it is important responsibility of leader to provide healthy and safe working conditions to workers. As per this act function of employer is to provide clear instruction as well as training to those workers who are involved in dangerous operations or handling hazardous equipment’s. The purpose of health and safety act is to ensure that all reasonable practices related to the health and safety of workers are being executed by orgnaisation.

M4 Evaluating the important prospect of employee relations management and employment law which might affect decision making by human resource manager

Labour law is the norm which regulates or governs relationship between employees, employer and trade unions. This act provides employees a right to get various benefits from a charter of rights provided by employment law. Under the labour law, workers have right to request flexible working patterns, right to get minimum wage, paid holidays etc. This factor has direct as well as significant influence on the human practices and policies formed by them. I(Paauwe and Boon, 2018). Implementing the changes or modifying the policies is crucial as this strategy will assist management in developing as well as maintaining good relationship with employees. It is the employment laws which governs the relationship between employers as well as employees. Employer in order to develop the good relationship with employees need to follow all legation. It has been argued by other authors that relationship between employer as well as highly influenced by behaviour of leaders or managers.

TASK 4

P7 Illustrating the applicability of practices performed by human resource manager

The practices of human resource manager is needed to be demonstrated by M&S in order to achieve business objectives. A portfolio as trainee in human resource department in Marks and Spencer for the post of assistant human resource manager is:

Specification of Job:

This is a document all the details related to jobs are included such information about knowledge, skills, core competencies, and experience required for performing specific job role. The job description is prepared by human resource manager in an organization with the purpose of attracting talented candidates.

Job specification

Human resource manager:

Marks and Spencer

Purpose of the JOb

To assist human resource management team in delivering an effective result. Other purpose is to provide assistance to senior human resource manager in maintaining as well as updating the record of employees. In addition to this, main objective is to support human resource management team in implementing the business plan and human resource strategy so that organizational objectives can be achieved.

Roles and responsibilities

  • To act as the liaison betweenHRmanagers and employees,
  • To ensure smooth and an effective communication between management and workers.
  • Post a job advertisement
  • Conducting interviews and contacting candidates,
  • Keep track of workers’ information

Education:

  • BBA or master’s in business administration in Human resource management

Qualities and skills

  • Energetic
  • Effective communication skills
  • Leadership qualities
  • Deep or detailed knowledge about human resource management
  • Effective interpersonal skills
  • Basic computer knowledge
  • Knowledge about use of HRM software

Experience

  • Minimum two years’ experience of working in same field

Resume

Curriculum vitae

Name:

Address:

Contact details:

I have two years of experience working with tesco as an assistant human resource manager. I have certain qualities which is required for performing this specific job role these are determination, hard-working and I can also bear high level of work pressure. I have good influencing power too. This quality of mine will help company in developing. I will use my skills for supporting firm in fostering growth.

Qualification

  • BBA
  • MBA in human resource management

Experience

  • Two years of experience working with XYZ organization as assistant human resource manager

IT skills

  • Digital marketing skills
  • Knowledge about the use of SPSS and other software’s

Personal details

DOB:

Religion:

Nationality:

Language Known:

Hobbies: Reading books and magazines, travelling etc.

References

Person specification

Qualification : Masters in Human resource management

Experience: Min 3 years of experience in particular field.

Skills and Knowledge

  • An effective communication skills
  • Self motivation
  • Knowledge about the laws related to HRM.
  • Leadership quality
  • Management skills
  • Problem solving skills .

Criteria for interview and selection

Candidates those who have applied for this position will be judge on the basis of their experience, knowledge about human resource management, communication and other skills. The human resource manager in Marks and Spencer should follow this criteria, as this will assist business entity in attracting talented candidates (Rothenberg, Hull and Tang, 2017).

Assistant Human resource manager: Excellent learning opportunities

Come and work as HR assistant at growing company which offers great benefits with an opportunity to learn.

The company :

Marks and Spencer has combined experience of operating business in retail sector.

Business entity offers mentoring programs for HR assistants.

Company is on the cutting edge of technology , an individual will be working with the best equipments and software.

The position:

Company is looking for fulltime HR assistant with experience in same field. Salary is 40000 $ per year.

Very competitive benefit package

Bonus program

Location :

UK

Why should individual apply ?

Top benefits

Excellent development and learning opportunities

M5 Providing reason for the application of specific human resource management practice

The reason for applying the recruitment and selection practice by human resource manager in Marks and Spencer organization is to support an enterprise in developing a team of talented and skilled workforce. Another reason is to support firm in reducing the employee turnover rate in an enterprise. If human resource manager will select employees on the basis of skills and knowledge which is important for providing high level of satisfaction to workers which is very important in context of reducing staff turnover rate. The recruitment practices assist an enterprise in development of team of highly skilled workforce. Appropriate procedure adopted for the selection of candidates such as interview, tests etc. assists in ensuring that employees selected has capability to perform the task.

CONCLUSION

It has been concluded from the assignment that human resource management has made significant contribution in increasing profit and reducing employee turnover rate in an organization. Study has concluded that there some employments laws such has wage act, health and safety at workplace norm have direct influence on decision made by human resource manager. In addition to this, decisions made by human resources manager might get effected by employee’s performance and their relationship with other people at workplace. It has been concluded that different functions performed by human resource manager in an organization has benefited both employees and employer. There are several methods and techniques has been recommended which can be utilized by human resource manager for facilitating different activities. It has been suggested that human resources manager should make changes in policies and practices as per the norms, as this tactic will assist in eliminating legal issues.

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REFERENCES

  • Analoui, F., 2017.The changing patterns of human resource management. Routledge.
  • Boon, C., Lepak, D. P. and Boselie, P., 2018. Integrating strategic human capital and strategic human resource management.The International Journal of Human Resource Management.29(1). pp.34-67.
  • Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave.
  • Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical approach. InHuman Resource Management(pp. 1-23). Routledge.
  • Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new analytic framework.Human Resource Management Journal.27(1). pp.22-38.
  • Johnson, P. and Szamosi, L. T., 2018. HRM in changing organizational contexts. InHuman resource management(pp. 27-48). Routledge.
  • Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management practices, intellectual capital and innovation.Journal of Business Research.81. pp.11-20.
  • Liu, D., Gong, Y., Zhou, J. and Huang, J.C., 2017. Human resource systems, employee creativity, and firm innovation: The moderating role of firm ownership.Academy of Management Journal.60(3). pp.1164-1188.
  • Mankin, D. and Garavan, T., 2018.Strategic human resource management. Oxford University Press.
  • Paauwe, J. and Boon, C., 2018. Strategic HRM: A critical review. InHuman Resource Management(pp. 49-73). Routledge.
  • Rees, G. and Smith, P. eds., 2017.Strategic human resource management: An international perspective. Sage.
  • Reiche, B. S., Harzing, A. W. and Tenzer, H. eds., 2018.International human resource management. SAGE Publications Limited.
  • Rothenberg, S., Hull, C. E. and Tang, Z., 2017. The impact of human resource management on corporate social performance strengths and concerns.Business & Society.56(3). pp.391-418.
  • Internal source of recruitment. 2018.[Online]. Available through < https://businessjargons.com/internal-sources-recruitment.html>.
  • Human resource management. 2018.[Online]. Available through < http://www.whatishumanresource.com/human-resource-management>.
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