Purpose And Functions Of HRM

TASK 1

Purpose and the Functions of HRM

Human resource management refers to the practices that emphasize managing, planning, hiring, and recruiting employees for organizations according to their skills and abilities. HRM practices are performed by the human resource manager of the company to manage manpower effectively so that goals can be achieved in the given time frame.

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The function of HRM:

Recruitment and selection: It is the process in which the HR manager of an organization finds the best candidate for the organization to accomplish business objectives and goals. In context, the HR manager of Marks and Spencer primarily emphasizes identifying various options through which they can attract a pool of applicants so that the best one among them can be chosen according to the required designation.

Training and development: Training and development sessions are one of the main functions of HRM, which helps HR managers develop the skills of employees according to their requirements (Ekuma, 2012). This improves the performance of employees and enhances their productivity level. Along with this, it also motivates employees to perform their assigned tasks effectively.

Maintains appropriate working environment: It is the responsibility of the HR manager of Marks & Spencer to provide an effective working environment to the employees so that they feel comfortable and effectively perform their assigned job responsibilities. 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 a safe environment without any harm to life. As a result, employees perform work effectively and achieve their targeted goals and objectives in a given time frame (Ekuma, 2012).

Purpose of HRM:

Sustainable employment: The main purpose of HRM practices is to enhance employee sustainability so that organizations can reduce employee turnover. The HR manager of Marks & 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 improve the interpersonal rrelationshipsamong employees as well as employees, which directly enhances the satisfaction level of employees and motivates them to perform their given tasks effectively.
Improve productivity: Another purpose of HRM is to improve the productivity of the organization, which can be done easily through developing positive relationships 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 Marks and Spencer, which are executed by the HR manager.

Overall development of organization: HRM also develops the overall organization as it improves every segment of the company. In the context of Marks and Spencer, the HR manager of this organization opts for several HRM practices to develop the company.

P2 Strengths and Weaknesses of Different Approaches to Recruitment and Selection.

Recruitment and selection is the major function of the HR department of Marks & Spencer. It provides organizations with a huge number of manpower, which helps in achieving business goals and objectives. It is the process of attracting a pool of applicants to the organization and attracting them to the company. Further, through various procedures, an appropriate candidate is selected as the employee of the company. Majorly, they are two major types: internal and external methods. The internal recruitment and selection method states that the HR manager of the organization selects the employees from the existing employees only. They are selected based on their skills, capabilities, and knowledge. Whereas the external method brings candidates from outside to the organization. In this method, employees are selected from sources like placements, consultancy services, etc. Various methods used by the HR manager of Marks and Spencer for recruitment and selection are described below:

E-recruitment is the process of finalizing applicants through the Internet for the specific job designation. It is an external source of recruitment in which applicants are hired by opting for various web-based sources like Social media, Job portals, etc. The HR manager of Marks and Spencer is using it to hire the best employees for the company (Marie Ryan and Derous, 2016).

• Strength: It provides a huge range of talent to Marks and Spencer, which can provide growth to the company in less time.
• Weaknesses: It consumes lots of time for the HR department as lots of applicants apply without any interest. It wastes the valuable time of employees.

Promotion: It is the internal type of recruitment method that is opted for by Marks and Spencer. In this, the HR manager believes in giving promotions to the existing employees based on their performance rather than hiring new employees from outside.

• Strength: This method is helpful for Marks and Spencer as the existing employees understand the actual working pattern of the company, which saves their time in conveying the same thing to the new employees. Along with this, it is a cost- and time-effective method that helps the company in utilizing both factors in the required place.
• Weaknesses: This method avoids fresh talent, which may give innovative ideas to Marks and Spencer; as a result, the organization misses many growth options.

The HR manager of Marks & Spencer is using the interview as its final procedure of selection. As it helps HR understand the actual skills and knowledge of the candidate (Nordhaug, 2004). In this, various questions are asked to the candidate, and based on answers, the HR manager finalizes the best one as an employee.

TASK 2

P3 Benefits of Different Hrm Practices for Both the Employer and Employee.

HRM practices are beneficial for both employees and employers, as they improve the working environment of organizations and the working abilities of employees. There are numerous benefits, which raise organizational profit and also increase employee career growth. Some of the benefits for both employee and employer are evaluated as below:

The benefit to employees:

• Health safety: HRM practices include the health safety of all the manpower who are working in the organization. About Marks and Spencer, it is the responsibility of the HR manager to monitor safety measures at the workplace for every employee so that they work freely without any thought of harm related to life (Welcome to the Fair Work Ombudsman website 2018).
• Develops skills: The human resources manager of Marks and Spencer conducts various training and development sessions for employees, which helps them in enhancing skills. This helps employees effectively perform their business responsibilities and gain their targets.
• Rewards and recognition: HRM practices involve feedback from the employees themselves to identify the best performers in the organization. This encourages employees to present their valuable thoughts and ideas to the HR department. As a result, the management of Marks and Spencer gives rewards to the employees to motivate and appreciate them so that they could share ideas in the future too. These rewards help in fulfilling the needs and requirements of employees in monetary terms.

Employer benefits:

• Reduces employee turnover: The HRM practice of Marks and Spencer helps employers by minimizing employment turnover in the company. These practices enhance the satisfaction level of employees, which helps increase their comfort zone in the working environment and motivates them to work with the same company for a longer period.
• Contributes to achieving targeted goals: Human resource management practices of an organization improve the skills of employees through training sessions. This helps the organization achieve its business goals and objectives in the given time frame. As a result, it increases the profitability of Marks and Spencer.
• Builds positive relationships among employees: HRM practices in every organization develop positive relationships among employees and employers. With the help of this, the HR manager of Marks & Spencer shares goals and objectives with employees, which helps them understand the actual requirements of the company (Werner, 2014). As a result, employees directly meet the major requirements and also minimize waste production within the organization.

P4: Effectiveness of Different Hrm Practices in Terms of Raising Organizational Profit and Productivity

• Recruitment and Selection: HRM practices involve recruitment and selection in its functioning. This helps the organization in getting suitable candidates according to the vacant job designation. In context to Marks and Spencer, its HR manager uses internal as well as external recruitment methods to find the best employee for their business operation. As a result, organizations receive highly talented employees who can perform organizational work effectively. It can be said that with the increase in number of employees, the productivity level of Marks and Spencer will be directly enhanced. This will also provide a high range of profit to the company.
• Reward systems: HR managers mainly emphasize building effective relationships with employees to improve their performance and productivity levels. In context to Marks and Spencer, this organization is using various kinds of reward systems to motivate employees to perform effectively. These rewards are based on the several targets which are given to the employees. It motivates employees to perform their work effectively so they can accomplish targets and receive monetary rewards (Wilson, 2015). Therefore, it increases the productivity level of Marks and Spencer and increases the profitability of the company.
• Performance management: Performance management is termed the process in which the HR manager of an organization monitors the performance of employees at regular intervals to improve their performance. Marks and Spencer, its HR manager evaluates the performance of every individual to understand their working pattern. It also helps the company in finding out the most hard-working employees. Along with this, if employees are not performing their work in the right direction, their manager can guide them accordingly. This HRM practice impacts positively on employees and helps them achieve business goals. As a result, the productivity level of Marks and Spencer is directly enhanced through this practice and generates more profit for their future growth.
• Safety benefits:  The HRM practice of Marks and Spencer includes a safety system that ensures employees that they are working in a safe environment with the right organization. Along with this, safety policies for this company human RESOURCE MANAGEMENT
  (HRM), 2018 involves fire security, occupational health services, etc. which creates a safe and secure working environment for employees. The main objective of this organization is to show employees that they care about all of the working manpower that belongs to each department (Contracts of employment and working Hours, GOV.UK. 2018). This develops positive and long-term relationships among employees as well as employers, which encourages employees to work effectively and improves the productivity of Marks and Spencer.
• Training and development: Training sessions are one of the major HRM practices that are performed by the HR manager of Marks and Spencer. This organization has formulated a separate department which measures the requirement of training from every department and conducts training sessions according to it only. As a result, it improves the skills of employees and helps them effectively perform their job responsibilities. It also motivates employees to achieve targeted goals and objectives in the given time frame and directly enhances the productivity of the company.

TASK 3

P5: Importance of Employee Relations in Respect to Influencing Hrm Decision-Making

Every organization is required to build positive relationships with employees, which helps HR managers make effective and appropriate decisions. Marks and Spencer considers employees as its main asset, as they are the only ones who work hard to achieve the organizational goals and objectives of the organization. In addition to this, the relationship with the employee also influences the decision-making process of the company (Employment Law | CIPD. 2018). Some of the importance of employee relations, which contributes to the decision-making of HR managers, are described below:

• Reduces conflict among employees: Positive relationships with employees help the HR manager of Marks & Spencer maintain a suitable and conflict-free environment at work. For this, various practices like counseling sessions and meetings are conducted for the employees so that they can share thoughts and ideas. This develops their interpersonal relationships and reduces conflict among them. Along with this, the HR manager of this organization also involves employees in the decision-making process, which contributes to making appropriate decisions.
• Shares work responsibility: Every employee in an organization is appointed to perform a particular job responsibility. The HR manager of Marks and Spencer shares responsibility among the employees without being biased towards them. In addition to this, the human resource department needs to build positive relationships with employees. If they share positive relations, then employees easily agree to assign work and perform work effectively. It also helps HR managers to make essential decisions, which are beneficial for the growth of the company as employees support managers in every decision (NetSuite UK, Cloud Computing, Business Software, 2018). Hence, Marks and Spencer can achieve its targeted goals and objectives in a predetermined period.
• Decreases absentee  A positiveivee relationship with employees helps the human resource manager of Marks and Spencer in minimizing absenteeism of employees. If employees are happy with the working environment, they will surely perform their work effectively and take fewer leaves from the office. This will influence productivity as all employees come regularly and perform their work properly. As a result, all work is accomplished in the given time frame, and the HR manager is not required to manage the work of the employees.
• Increases productivity:  The HR manager of Marks and Spencer is required to maintain good relationships with employees. This increases employees'' interest in the organization and also motivates them to work their work effectively in the given time frame. Therefore, it increases the productivity of the organization and provides a monetary benefit to it.

P6: Evaluate Key Elements of Employment Legislation and the Impact It Has Upon Hrm Decision-Making.

Employment legislation laws impact Marks and Spencer as well as the decision-making of its HR manager. Various essential laws influence the decision-making of the HR manager of Marks and Spencer. These are defined below:

• Equal Pay Act 1963: This act states that HR managers of Marks and Spencer have to give equal wages to the employees without discriminating based on gender. It influences the decision-making of HR managers as it guides them to finalize the wages of employees according to their skills and designations.
• Medical Act 1858: The Medical Act is one of the most essential employment laws that is required to be followed by Marks and Spencer (Laws Affecting Human Resource Management, 2018). This law assures that employees working in this organization will get support from the company for medical issues. It involves HR managers examining the health of employees so that safety measures can be taken effectively.
• Data Protection Act 1968: This act emphasizes securing the personal details and information of the employee safe and secure. It is required by the HR manager of Marks & Spencer to use a high-security system while storing employee data.

TASK 4

P7 Application of HRM Practices in a Work-Related Context

Curriculum Vitae: A CV is a written description of an individual, which includes experience and qualifications to grab a job opportunity.

Job Description: It is an internal document that specifies the actual requirements of the job, job duties, skills required, post, name of the company, department, roles and responsibilities, experience required, etc.

Interview: This is an activity that is executed by human resources to gain information about knowledge and skills and thereby select the best candidate.

CONCLUSION

From the above-mentioned report, it has been concluded that HRM practices are important for every organization as they are beneficial for the organization as well as the employee. It has been analyzed that effective usage of HRM practices enhances productivity as well as the profitability of organizations. Organizations need to develop positive relations with employees, which helps HR managers execute various policies and procedures that are beneficial for the company as employees are in favor of the organization. It is required by the human resource management organization to follow the employment laws of their nation so that they can be executed effectively.

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REFERENCES

Christine, M., & Prinsloo, M. (2015). Authenticity in marketing: a response to consumer resistance? Journal Of Marketing And Consumer Behavior 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

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