Book Your Assignment at The Lowest Price Now
340 Downloads 15 Pages 3724 Words
Human resource management is considered as the practice in which HR manager hire employees, provide training to them, develop various policies and strategies in order to retain them for long period of time. Present assignment is based on Marks and Spencer, which is renown retailer across the world (HUMAN RESOURCE MANAGEMENT
(HRM), 2018). This company provides luxurious products to its customers in vast segment like home appliances, clothing and food products in its stores. This report is going to discuss about purpose and function of HRM practices. Further strengths and weaknesses of several approaches of recruitment and selection. Along with this, benefits of HRM practices which supports are organisation in achieving business goals and increasing its productivity will be discussed. Different types of Employment legislation laws which influences decision making of HRM will be explained.
Human resource management refers to the practices which emphasize on managing, planning, hiring and recruiting employees for organisation according to their skill and capability. Basically, HRM practices are performed by human resource manager of company for the purpose of managing man power in effective manner so that goals can be achieved in the given time frame.
Function of HRM:
Recruitment and selection: It is the process in which HR manager of an organisation find out best candidate for organisation in order to accomplish business objectives and goals. In context to HR manager of Marks and Spencer, majorly they emphasize identifying various options through which they can attract pool of applicant so that best one among them can be chosen according to the required designation.
Training and development:Training and development session are one among the main function HRM which helps HR manager in developing skills of employees according to its requirements (Ekuma, 2012). This improves the performance of employees and enhances their productivity level. Along with this, it also motivate employees to perform their assigned task in effective manner.
Maintains appropriate working environment:It is the responsibility of HR manager of Marks and Spencer to provide effective working environment to the employees so that they feels comfortable and perform their assigned job responsibility in effective manner. Along with this, various policies are executed for the employees related to their safety and security. This ensures employees that they are safe working in safe environment without any harm to life. As a result employees performs works effectively and achieve their targeted goals and objectives in given time frame (Ekuma, 2012).
Purpose of HRM:
Sustainable employment: Main purpose of HRM practices is to enhance employee sustainability so that organisation can reduce employment turnover. HR manager of Marks and Spencer provides training to the employees so that their skills can be improved which will directly enhance their performance as well as productivity level. These practices improves the inter personal relationship among employer as well as employees which directly enhances the satisfaction level of employees and motivates them to perform their given effectively.
Improve productivity:Another purpose of HRM is to improve productivity of organisation which can be done easily through developing positive relationship with the employees (Laws Affecting Human Resource Management 2018). This influences employees to perform their work effectively. Along with this, it also persuades employees to agree with different policies of the Marks and Spencer which are executed by HR manager.
Overall development of organisation:HRM also develops the overall organisation as it improves each and every segment of the company. In context to Marks and Spencer, HR manager of this organisation opts several HRM practices in order to develop company.
Recruitment and selection is the major function of HR department of Marks and Spencer. It provides organisation huge number of manpower which helps in achieving business gaols and objective. It is the process of attracting pool of applicant towards organisation and attracting them towards the company. Further through various procedures appropriate candidate is selected as the employee for the company. Majorly they are of two types that is internal and external methods. Internal recruitment and selection method states that HR manager of organisation selects the employees from the existing employees only. They are selected on the basis of their skills, capability and knowledge. Whereas, external method brings candidate from outside to the organisation. In this method employees are selected from sources like placements, consultancy services etc. Various methods used by HR manager of Marks and Spencer for recruitment and selection are described as below:
E-recruitment:E-recruitment is the process of finalising applicants through internet for the specific job designation. It is a external sources of recruitment in which applicants are hired by opting various web based sources like Social media, Job Portals etc. HR manager of Marks and Spencer is using it for hiring best employees for the company (Marie Ryan and Derous, 2016).
Promotion:It is the internal type of recruitment method which is opted by Marks and Spencer. In this, HR manager believes in giving promotion to the existing employees on the basis of its performance rather than hiring new employee from outside.
HR manager of Marks and Spencer is using interview as its final procedure of selection. As it helps HR in understanding actual skills and knowledge of the candidate (Nordhaug, 2004). In this various questions are asked to the candidate and on the basis of answers HR manager finalises best one as it employees.
HRM practices are beneficial for both employees as well as employer as it improves working environment of organisation and improves working ability of employees. There are numerous of benefit which raises organisational profit and also increases employees career growth. Some of the benefits for both employee and employer are evaluated as below:
Benefit to employees:
Benefits to employer:
Every organisation is required to build positive relationship with employees which helps HR manager in taking effective and appropriate decision. Marks and Spencer considers employees as its main asset as they are the only one who works hard for achieving organisational goals and objectives of the organisation. In addition to this, relationship with the employee also influences decision making process of the company (Employment Law | CIPD. 2018). Some of its importance of employee relation which contributes in decision making of HR manager are described below:
Employment legislation laws impacts Marks and Spencer as well as it decision making of its HR manager. There are various essential laws which influences decision making of HR manager of Marks and Spencer. And these are defined as below:
Curriculum Vitae: CV is a written description of individual which includes experience and qualification for the purpose of grabbing job opportunity.
Career objective – I want to work in firm where I can enhance my skills and can grow my career.
·Post graduation in management
·Graduation in business administration
·worked in an Multi National Company for 6 years a HR manager.
·Organized an exhibition with team.
·Worked in new IT company for 1 year as a Human resource manager.
Declaration:I declare that above mention details are true according to my knowledge
Job Description: It is a internal document which specifies actual requirement of job, job duties, skills required, post, name of the company, department, roles and responsibilities, experienced required etc.
Name of company- Marks and Spencer
Post- Human resource manager
Department- Human resource
Roles and responsibility- Prepare salary of employees every month.
Provide training and development to the employees according to their requirements
Monitor performance of employees at regular interval
Skills required- Effective communication skill, adaptable for different situations in organisation, analytical skills.
Experience required- Minimum 6 years of experience in HR department as a senior human resource manager.
Interview: This is activity which is executed by human resource to gain information about knowledge and skills, thereby select best candidate.
Q.1 Tell something about yourself?
Q.2 Why are you interested to work in this firm?
Q.3 Who inspires you in your life?
Q.4 Tell me companies where you had earlier worked as human resource?
Q.5 Why we should we select you?
From the above mention report it has been concluded that HRM practices are important for every organisation as it is beneficial for organisation as well as employee. It has been analysed that effective usage of HRM practice enhances productivity as well as profitability of organisation. It is important for organisation to develop positive relation with employees which helps HR manager in executing various policies and procedure which are beneficial for company as employees are in favour of organisation. It is required by the human resource manager organisation to follow employment laws of their nation so that they can be executed in effective manner.
If you need help with your HRM assignments, you are in luck! Get online assistance with your HRM assignments from the best assignment help provider in UK- Assignment Desk. Contact us now to discuss your assignment and get exclusive discounts and offers.
Christine, M., & Prinsloo, M. (2015). Authenticity in marketing: a response to consumer resistance?. Journal Of Marketing And Consumer Behaviour In Emerging Markets. 2015(2). 15-32. doi: 10.7172/2449-6634.jmcbem.2015.2.2
Ekuma, K. (2012). The Importance of Predictive and Face Validity in Employee Selection and Ways of Maximizing Them: An Assessment of Three Selection Methods. International Journal Of Business And Management. 7(22). doi: 10.5539/ijbm.v7n22p115
Laws Affecting Human Resource Management. (2018). Retrieved from http://smallbusiness.chron.com/laws-affecting-human-resource-management-36304.html
Marie Ryan, A., & Derous, E. (2016). Highlighting Tensions in Recruitment and Selection Research and Practice. International Journal Of Selection And Assessment. 24(1). 54-62. doi: 10.1111/ijsa.12129
Nordhaug, O. (2004). Contributions to an economic theory of human resource management. Human Resource Management Review. 14(4). 383-393. doi: 10.1016/j.hrmr.2004.10.002
Welcome to the Fair Work Ombudsman website. (2018). Retrieved from https://www.fairwork.gov.au/about-us/legislation
Werner, J. (2014). Human Resource Development ≠ Human Resource Management: So What Is It?. Human Resource Development Quarterly. 25(2). 127-139. doi: 10.1002/hrdq.21188
Please enter a valid detail address to download a sample you request.
My experience in Human Resource Management helpedHire Me