Effectiveness and Scope of Human Resource Management - Marks and Spencer

University: Icon College of Management and Technology

  • Unit No: 3
  • Level: Undergraduate/College
  • Pages 12 / Words 3000
  • Paper Type: Assignment
  • Course Code: M/508/8849 (RCF)
  • Downloads: 28
Question :

This unit states that you are working with Mark & Spencer with the given opportunity for conducting research using different material sources

  • Define purpose and scope of Human Resource Management in context of Marks & Spencer.
  • Evaluate effectiveness of key elements of HRM for Marks & Spencer.
  • Conduct analysis of internal and external factors that influence decision making of HRM.
  • Determine Human Resource Management Practices in a work related context.
Answer :
Organization Selected : Marks and Spencer

INTRODUCTION

Human resource management can be described as to manage the overall manpower of an origination in an appropriate manner. It is all about to allocate various kinds of activities or tasks to work force of a company as per their field of expertise. This will facilitate to attain their better performance and results in to desired outcomes more effectively as well as efficiently (Schermerhorn and et. al., 2014). This report is based on Mark & Spencer which is known as a major British multinational retailer and headquartered in the city of , London. It was founded by Sir Michael marks and Thomas Spencer in the year 1884, almost 134 years ago. This assignment will discuss about purpose and functions of HRM along with different approaches of recruitment and selection. Different types of practices of HRM with their effectiveness as well as importance are also described here. Different types of legislations which should be legally followed by organizations are explained below.

TASK

P1 Purpose and functions of HRM

Human resource management can be described as to manage the work force of an organization in effective as well as efficient manner. Allocation of various types of activities should be done in appropriate manner to improve productivity and profitability of the company. There are different kinds of purposes and functions of HRM are conducted in Mark & Spencer which are given below.

Purpose of HRM

  • Effective utilization of resources:-

There are various types of resources in company such as manpower, material of production, funds etc. which is necessary to be utilized in accurate manner to get better outcomes (Jackson and Parry, 2011). An effective HR team should be established in Mark & Spencer to ensure about optimum utilization of resources to attain maximum profits.

  • Analyze need of training and development:-

This can be defined as to observe and analyze requirement of conducting effective learnings and training events to improve skills and abilities of people. It is necessary for increasing outcomes on regular basis. Mark & Spencer have to focus on development procedures to boost up capabilities of staff members to attain better outputs properly.

  • Recruit desired candidates:-

The term recruitment can be explained as to hire an efficient candidate for particular vacant position in company so that they can fulfil roles of that designation properly to generate desired outcomes. Mark & Spencer have to recruit an appropriate person through effective strategies of hiring.

  • Retention of talent:-

It is necessary for an organization to reduce employee turnover so that regular activities or tasks can be carried out in effective manner to create desired outputs. Mark & Spencer have to utilize efficient retention policies to retain their talent for a long time.

Functions of HRM

  • Hiring of people:-

This can be described as to hire an appropriate candidate through analyzing skills properly for required position in an organization (Ployhart and Moliterno, 2011). Mark & Spencer have to establish an effective HR team to recruitment desired people so that they can fulfil roles of specific designation.

  • Compensation and remuneration:-

Every person is working for gaining required compensation to fulfil their various types or needs or demands properly. HR team should be calculating remuneration of staff members in accurate way and provided them in appropriate manner in Mark & Spencer.

Performance

Appraisal:-

This can be described as to observe and analyze performance of workers and appreciate them their better working and provide information about threats along with recommending technique to improve regular performance. Mark & Spencer have to conduct performance appraisal programs properly to motivate people for increasing their efficiencies which results into better outcomes in future.

The above purpose and functions of human resource management are necessary to be fulfilled in every organization for completing several targets properly (Moutinho and Vargas-Sanchez, 2018). There are various types of requirement that are completed through HRM practices effectively to generate better outcomes on regular basis.

P2 Different approaches of recruitment and selection along with strengths and weaknesses

The term recruitment and selection can be explained as to determine vacant positions in company and then provide desired information about vacancies to candidates so that they can apply for the same. It is necessary to observe these individuals and select best one who is appropriate person to fulfil roles or responsibilities of particular designation. Mark & Spencer can use several sources of recruitment which are given below.

Internal approaches

This can be explained as Internal methods to carrying out the process of recruitment and selection in an organization. It includes several modes such as promotion, transfer, employee referrals etc. Mark & Spencer cab use several techniques that are as follows:

  • Promotion:-

The term promotion can be defined as to promote a person to higher position along with bosting up remuneration, authority and responsibility. Mark & Spencer can utilize this method to appreciate loyal and more efficient employees for their hard work.

  • Transfer:-

It refers to transfer a person from one branch to another one for completing roles or responsibilities of the company. In this, compensation is not necessarily improved but duties are increased (Bamberger,Meshoulam and Biron, 2014). Mark & Spencer can utilize this technique to appoint an appropriate and trustworthy person at desired position.

  • Employee referrals:-

This can be defined as hiring with reference of present employees. In this method, current workers provide referrals for vacant positions to an enterprise. Mark & Spencer cab use employee reference to recruit an appropriate candidate properly.

External approaches:

It includes certain techniques which can be utilized by Mark & Spencer that are given below:

  • Campus drive: -

This is all about to conduct hiring in college to provide job opportunities for students and getting creative and fresh candidates (Michailova, Heraty and Morley, 2016).

  • Walk in:-

This can be described as to welcome individuals in company for conducting an interview to hire an appropriate person for specific designation.

  • Factory gate:-

Several semi-skilled individuals are available always at the factory gate who are hired for particular project.

The above discussed sources of recruitment and selection are essential and beneficial for company in different situations as per their requirements (Sterner and Coria, 2013). It is mandatory to implement an effective approach of hiring to fulfil present desires properly.

P3 Benefits of HRM practices for employer and employee

There are various types benefits which are provided by different kinds of HRM practices. These procedures are helpful to determine an appropriate manner to conduct everything properly which facilitate to generate better outcomes. Company become able to boost up their productivity as well as profitability. Employer and employee of Mark & Spencer can attain several benefits that are given below:

Benefits for employer

  • Solve disputes:-

Employer have role to establish healthy relation between their subordinates so that they can perform their tasks properly n generate desired outcomes. HRM practices as they are helpful to employer as they support to solve several kinds of disputes or issues which are usually created in between workers to complete targets successfully in daily basis in Mark & Spencer

  • Maintain better coordination:-

Employer have to maintain better coordination between staff members through implementing certain policies. HRM practices are supportive to establish an effective as well as efficient cooperation amongst employees so that they will create better outcomes in Mark & Spencer on regular basis.

  • Complete goals and objectives:-

It includes the main task off an organization and that is to complete required goals or objectives properly. HRM policies to helps to make an appropriate strategy which facilitates to fulfil aims or Mark & Spencer.

Benefits for employee

  • Achieve growth in career:-

This is all about to attain better results in personal as well as professional career of a person through support of HRM policies. These are really helpful in achieving various types of goals and facilitate to gain better growth in career.

  • Generate desired outcomes:-

It can be defined as to put some accurate efforts to create desired outcome son regular basis along with completing required task properly (Fulton and et. Al., 2011). Mark & Spencer have to establish an effective policy by HRM team so that daily outputs will be improved.

  • Complete responsibilities:-

The term responsibility is all about to fulfil roles or duties of specific position in which a person is appointed as employee. HRM practice are helpful to complete roles properly in Mark & Spencer

P4 Effectiveness of different HRM practices

HRM practices are basically helps to carrying out different types of activities as well as procedures to gain desired outcomes of an organization. It is necessary to implement different HRM policies in appropriate manner which are effective for company. Mark & Spencer have to conduct these activities with proper effectiveness to attain better profits.

Motivate employees

This can be described as to conduct several encouraging procedures by HR team of an enterprise for employees so that they will show more dedication in future through their better performance. Mark & Spencer can motivate employees in proper way to improve factor of loyalty into them which reflects in forthcoming time in their working outputs.

Increase productivity

The HRM practices are helpful to improve productivity as well profitability of an organization in an accurate way. HR team has role to allocate various tasks or procedures to employees as per their field of expertise for generate desired outcomes on regular basis (Hobfoll, 2011). Mark & Spencer can allot correct events for boosting up productivity and attain success.

Reduce employee turnover

It can be defined as to conduct several programs off performance appraisal such s rewards, bonus, compensation, motivating words etc. These activities provide support to encourage people and make them feel valuable as well. Mark & Spencer can reduce employee turnover through these effective HRM policies.

Decrease cost of production

It refers to prepare some innovative and create strategies or policies by HR team for reducing cots manufacturing in proper way. It is necessary to utilize available resource in unique manner to decrease overall expense of production in Mark & Spencer.

Waste management

This can be described as to observe and analyze use off resource and waste as well. it is necessary to make an appropriate rules or regulations to reduce wastage in company. Mark & Spencer can utilize an effective strategy to carrying out waste management properly.

TASK 2

P5 Importance of employee relations in decision making

Employee relations can be defined as to maintain better conversation between staff members to establish as effective as well as efficient working environment (Decker, Riley and Siemer, 2012). Healthy and peaceful relationship amongst employees facilitates required coordination or cooperation which is mandatory for competing targets or objectives of an organization. There are various kinds of significance which are achieved by Mark & Spencer through maintaining better employee relations while making decision are given below:

Perform efficiently

This refers to improve efficiencies of staff members of an organization which facilitate to increase regular productivity. Better relations help to share ideas and generate more accurate way to work that results into best outcomes. Mark & Spencer have to make sure about health relation of workers so that targets or objectives of company will be completed more successfully.

Better cooperation

It refers to maintain required cooperation between staff members which is very important for completing regular tasks or procedures properly. This will facilitate to generate better productivity as well as profitability of an organization. Mark & Spencer have to establish required cooperation amongst employees to conduct daily based projects properly.

Build appropriate strategies

This can be explained as to build appropriate strategies and policies through sharing innovative ideas, views, thought or concepts (Greenberg and Colquitt, 2013). They become able to solve several problems in operational activities by their own in easy manner. Mark & Spencer can utilize HRM practices to build effective policies to gain desired results.

Reduce issues

The issue and problems are generally created in companies which are necessary to be sort out in effective way otherwise these can result into huge loss. Healthy and peaceful relation between staff members facilitate to reduce several issues and provide support to solve these threats in Mark & Spencer.

Improve regular productivity

This can be defined as to establish required coordination amongst members of different departments of an enterprise to carrying out various types of activities and tasks properly. Better cooperation is necessary for improving regular productivity of the company through effective relations amongst workers. Mark & Spencer can boost up their regular profits by maintain desired coordination between people.

Reduce risk and uncertainties

There are various types of risks and uncertainties in operational processes which can be reduced through establishing an appropriate relation between staff members of an organization (Renz and Herman, 2016). Mark & Spencer can sort out factor of risk by proper coordination of employees.

The above mentioned benefits can be attained by an organization through establishing an accurate employee relation because it results into better coordination as well as cooperation. It will facilitate to boost up regular productivity and profitability of the company.

P6 Employment legislations to make decision

There are various kinds of employment legislation which are necessarily implemented in different companies. These rules and regulations are made by government authorities to protect people from fraud and issues. Mark & Spencer have to follow these norms which are given below:

National minimum wages act, 1998

This can be described as a legal rule which includes criteria of minimum wages that must be provided to employees or labors. The amount of funds or compensation is prepared by government authorities as per legislation of national minimum wages act and it was established in the year 1998.

Sex discrimination act, 1997

The act of sex discrimination is all about to provide indication to companies so that they will not behave partially on this basis. It is necessary to render equal opportunities and compensation to employees (Glendon, Clarke and McKenna, 2016). This rule was made in the year 1997 to secure rights of achieving growth in career.

Equal pay act, 1970

This can be defined as provide an equal payment in terms of compensation, remuneration, bonus, incentives properly to different staff members who are working in an organization. It is useful to secure right of people in order to render ab appropriate salary or wages properly. It was established in the year of 1970.

Employment right act, 1996

There are various kinds of fundamental tights of employees which are mandatory to be provided by organizations. It is necessary in legal manner to render proper opportunities and benefits in order to fulfil guidance of employment right act. It was implemented in the year of 1996.

Disability act

This act guides about to provide opportunities to physically challenge people so that they will become able to spend their lives properly. This act render support to those individuals so that their standards of living can be improved.

The above mentioned legislations and rules are legally correct and mandatory to be followed by each and every organization while making any kind of decision in company.

P7 Application of HRM practices

HRM practices are necessary for every organization as they facilitate to conduct different types pf processes in accurate manner and help to generate desired outcomes on regular basis. There are various kinds of application which are given below:

Duties and roles

Hiring of desired candidates for vacant designations in appropriate manner. Conduct required programs in organization which are basic responsibilities of HR.

Required skills

Effective communication skills and ability to determine an individual suitable for particular designation.

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CONCLUSION

The above report had concluded that human resource management can be described as to manage the overall manpower of an origination in an appropriate manner. Allocation of various types of activities should be done in appropriate manner to improve productivity and profitability of the company. It is necessary to observe these individuals and select best one who is appropriate person to fulfil roles or responsibilities of particular designation. There are various types benefits which are provided by different kinds of HRM practices. It is necessary to implement different HRM policies in appropriate manner which are effective for company. Employee relations can be defined as to maintain better conversation between staff members to establish as effective as well as efficient working environment. There are various kinds of employment legislation which are necessarily implemented in different companies.

REFERENCES

Schermerhorn, J. and et. al., 2014. Management: Foundations and Applications (2nd Asia-Pacific Edition). John Wiley & Sons.

Jackson, B. and Parry, K., 2011. A very short fairly interesting and reasonably cheap book about studying leadership. Sage.

Ployhart, R.E. and Moliterno, T.P., 2011. Emergence of the human capital resource: A multilevel model. Academy of management review, 36(1), pp.127-150.

Moutinho, L. and Vargas-Sanchez, A. eds., 2018. Strategic Management in Tourism, CABI Tourism Texts. Cabi.

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