Purpose and Function of Human Resource Management

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 a continuous procedure that is generally utilized to align an organization with those of its workforce to ensure it can meet its legislative, regulatory, service, and production requirements and organizational objectives. A human resources manager in an organization has important as well as different roles to play. The function of the human resources manager at Marks & Spencer is to recruit highly talented as well as skilled candidates. Another role of a human resource manager includes directing and controlling the activities of other people at the workplace. Other functions of the human resource manager at Marks and Spencer are:

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

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

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

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

Labor law compliance: It is considered to be a key function of human resource managers to comply with all laws formed by the government. The 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 Fulfill Business Objectives.

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

P2: Explaining the Strengths and Weaknesses of Different Approaches to Recruitment and Selection

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

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

The advantages of an internal recruitment approach are:

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

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

Methods of internal recruitment are:

Employee referral: In this approach, management in an enterprise encourages workers to recommend potential candidates from their network. As this recruitment approach is adopted by Marks and Spencer, human resource managers must give equal respect to all referrals and follow up promptly.

• The advantage of this recruitment method is that candidates recruited using this approach have some knowledge about an organization and work. It involves less time, cost, and effort.
• The major advantage of this method is that trusting referrals provided by employees might not provide a large scope of prospective candidates.

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

• The pros of promotion as a recruitment approach are that it enables management to encourage other workers to improve their performance at the workplace.
• The drawback of promotion as a method of recruitment is that there are high chances of favoritism within an organization.

External recruitment: In this method, an enterprise selects as well as recruits candidates from external sources. The major pro of the external recruitment method is that firms get a chance to select talented and skilled workers from a big pool of candidates. The drawback of external recruitment is that it involves high costs and lengthy procedures.

Advertisement: In this method, the human resource manager advertises job vacancies using print media such as newspapers, bulletins, etc.

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

M2. Strengths and Weaknesses of Different Approaches to Recruitment

The weakness of the external recruitment approach is that it is a lengthy procedure. In addition to this, another weakness of external recruitment is that this method consumes a lot of time and involves high costs. The weakness of employee referral as an external recruitment method is that there are high chances of fraud. For instance, a Candidate may fake or lie to make him or her look suitable for the job The strength of the external recruitment method is that the company gets a pool of candidates for selection. For instance, Placement agency: This firm contacts placement agencies,  universities, or colleges.

• The bigadvantage of this approach is that an organization gets a chance to hire fresh talent.

The majordrawback of this recruitment approach is that non-experienced candidates might require greater supervision.

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

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

The mainadvantage 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 managers provide benefits to employers as well as employees in an organization. It is the responsibility of human resource manager in Marks & Spencer to protect the rights as well as interests of both employees and employers. In the context of the employer, the human resource manager manages the relationship between workers, which is very important for minimizing labor costs. In the context of employees, they support workers in resolving their problems. In addition to this, the human resource manager at Marks & Spencer ensures that all employees are working within the scope of employment as well as labor law, which is very crucial in preventing employers from meeting legal obligations.

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

Training and development: It is the responsibility of the 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 employers to ensure all the activities are executed according to the prescribed standards. The training and development function of human resource managers has allowed human resource managers to ensure effective as well as efficient utilization of business resources. This role performed by human resource managers has provided workers a chance to develop the skills and capabilities that are very important for their personal as well as professional growth. Training and development practices have provided employers an ease in developing a team of highly talented and skilled workers.

Employee relations: The role of the human resource manager in an enterprise is to provide support to those workers who think that their rights are being violated. Human resource manager plays an important role in mediating disagreements between management and employees to avoid legal obligations. The benefit to the employer is that if there is a peaceful environment in the company, the employer can concentrate on the main activities. Effective relationships between employees support employers in expanding business. The employee benefit is that they can seek continued guidance and feedback from the employer.

P4: Evaluating the Effectiveness of Different Human Resource Management Practices in the Context of Raising Business Profit and Productivity

Development of workers: This practice of human resource managers can be effective in the context of increasing working efficiency as well as productivity of the firm. Training and development opportunities provided by human resource managers in an organization enable work to develop the skills and capabilitiesthath are required for executing specific tasks. It also allows employees to improve their performance at the workplace. Training and development of employees are very important in the context of delivering professional as well as quality services to customers (Boon, Lepak, and Boselie, 2018). A well-trained and skilled workforce supports business entities in facilitating innovation for attracting new clients, hence helping in increasing sales and profitability.

Conflict resolution: Conflicts at the workplace have a direct as well as significant effect on business performance. A human resource manager develops clear policies and communicates objectives to workers so that misunderstandings or confusion can be avoided. This practice of a human resource manager helps in increasing coordination and harmony among employees, which is very important for maintaining or improving productivity and increasing working efficiency.

Employee relations: A human resource manager helps both management and employees in strengthening relationships between them. Strong relationships between management and workers are very important in the context of ensuring a high level of commitment from workers. This practice of human resource managers enables them to provide high satisfaction to workers and encourage them to increase their working efficiency and improve their performance at the workplace.

Effectiveness of performance management: Monitoring and reviewing the performance of workers is an important practice executed by a 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 managers in an enterprise enable employees to identify performance gaps. It also enables workers to receive feedback from their seniors, which is very important for improving performance. This practice provides management a chance to address the issues that are affecting workers' performance at the workplace. Effective performance management practices support managers in identifying alternative techniques or methods for increasing profitability as well as productivity.

In addition to the above benefits, effective human resource practices assist employers in delivering high levels of satisfaction. It has helped Marks and Spencer in reducing the staff turnover rate, as this issue can hurt business performance.

The framework Atkinson flexible firm model can be utilized by managers in Marks and Spencer. The Atkinson flexible firm hypothesis is a technique that can be utilized by human resource managers in Marks and Spencer for optimizing the allocation of human resources by market instability and workforce flexibility. According to this framework, managers in an organization can categorize employees into two groups based on their skills and knowledge.

M3: Exploring the Different Methods Used in Human Resource Practices

Human resource management in an organization has to perform various tasks for which they use different methods, procedures, or techniques. The unique methods which are utilized by human resource managers in Marks and Spencer for performing different activities are:

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 a time-consuming activity. Instead of utilising the internal analysis manager, an organization can use personal observation techniques for identifying the vacant position. In addition to this, systematic as well as short procedures can be established for addressing the vacant position.

TASK 3

P5: Analyzing the Importance of Employee's Relationships in the Context of Influencing Decisions Made by Human Resource Managers.

Employee relations are considered to be an important key, which has driven Marks and Spencer towards success. Relationship between employees have direct as well as significant influence on organizational performance, profitability and productivity. It is very important for human resource manager in Marks & Spencer to ensure strong and effective relationship between employees. If, in this 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 to the implementation of strategies. Then, in such case, human resource manager in Marks and Spencer has formed strict rules and they have taken strict action 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 with an open communication channel. As through open communication channel, misunderstanding and confusion can be easily avoided, 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 are important in context of facilitating innovation and bringing positive change to workplace.

In addition to the above, there are various other activities, such as inappropriate behaviour of workers, poor performance, and absenteeism, that have direct and great influence on decisions made by the 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 to eliminating such variables. The trade union works with employer to resolve 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 no discrimination practices is taking place. As per this act, human resource manager in Marks & Spencer should ensure that all employees are provided equal opportunities to thrive and prosper. If the company fails to comply with norms, then in such situation, the business entity might have to face legal obligations. (Kianto, Sáenz and Aramburu, 2017). Due to inconsistent recruitment policy, existing employees working in Marks & Spencer might feel discriminated against, 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 clear policies related to the pension, working hours, etc. Human resource manager in Marks and Spencer need to bring about a change in salary structure. According to this legislation, a 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, the 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. 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 organization.

M4: Evaluating the Important Prospect of Employee Relations Management and Employment Law, Which Might Affect Decision-Making by Human Resource Manager

Labor law is the norm that regulates or governs relationships between employees, employers, 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. (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 govern the relationship between employers as well as employees. Employers, in order to develop good relationships with employees, need to follow all regulations. It has been argued by other authors that relationship between employer are highly influenced by the behavior 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 & Spencer for the post of assistant human resource manager is:

Specification of Job:

This is a document in which 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

Resume

Person specification

Criteria for interview and selection

Candidates who have applied for this position will be judged on the basis of their experience and 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).

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 & Spencer organization is to support an enterprise in developing a team of talented and skilled workers. 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 a 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 some employments laws, such as wage act and 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 be 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 employers. There are several methods and techniques that have 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. In Human 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. In Human 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. In Human 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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