Unit 3 Human Resource

Management
Word count; 3000
Presented by;
panseluta feraru
 Introduction

• Also known as HRM, is the set of procedures of developing and hiring employees so that they
will become a valuable asset to the company. It includes creating job analyses, planning the
requirements of the employees in the company, recruiting the right and the perfect fit for a
certain job, orientations, trainings, managing salaries, fixing disputes, lastly is communicating
effectively with everyone in any levels in the organization. Every employee that comes in and
out of the company are touched by the HR department.
• This presentation will give a brief overview on HRM concepts in Mark and Spencer.
• The presentation will also provide detailed idea of ​the recruitment and the selection along
with various other aspects of HRM in Mark and Spencer.
 Overview of the company

• Marks and Spencer is a known brand founded by Michael Marks and Thomas
Spencer in 1884. It is a worldwide retailer that is very popular and almost
every shopper knows about it. It offers different variety of products that is
useful such as; clothes, home products, and luxury food products. Marks and
Spencers have thousands of branches across the world with only few that
sells foods products. The company had bumps throughout the years but still
managed to get up and grow even bigger.
Purpose of HR function
Major responsibilities and roles of HR function

• HRM is all about focusing on the performance of each and every employee, but still be explaining more of its
function. Selection and Recruitment , employment is the process of selecting and screening potential and
qualified applicants for a particular job. After then, selection comes in place, wherein the HR manager
chooses one candidate for the job. HRM is also responsible for training and development of new and
existing employees of Marks and Spencer. Regarding with the new employees of the company, preparing
activities for newly hired employees and employees creates a bond with the two. Another function of HRM is
Employee and Labor Relations, it is kinda similar with training and development but somehow different,
this function it involve planning events, employee relationships, identifying workplace issues, investigating
employee complaints, ensuring compliance with employment laws and regulations and administering
employee opinion surveys. Lastly, the Safety and the Risk Management, it is the HR department’s function
to manage risk through structuring programs in order to improve safety for staff and customers.
Compensation, Representatives work at the organization to get great degree of pay. Marks and Spencer
gives the representatives with focused remuneration.
 Assessment of the approach to workforce planning,

• Workflow planning is the strategic event for M & S's human capital with its
business component.
• The power that emanates from the method must belong to the entire board,
to those involved in business and management plans that work very closely
together, according to a consent schedule (Hoque, 2013). If there is an
enterprise-wide organization, layoffs are avoided by summarizing the talent
gap and the benefits, then distributing or preparing (Davidson, 2012).
 Cont…
• shortage of manpower
• The availability of qualified employees to fill positions in your organization will affect your device with time
options (Hoque, 2013). When there is a labor shortage or the market is tense, there is usually reference to the
ease of use of employees with the qualifications you want.

• Early recruitment
• Labor shortages may also require good prospects before they can actually start working as part of your distance
staffing plans.

• High condition
• High State can advise many jobseekers to consider any job, regardless of salary, so as not to remain inactive.
But do not let it convert your recruiting team, which gives lower wages in times of great difficulty, be careful. A
high state usually means that the square meter measures several skilled employees who are trying to find a job.
 Selection and recruitment

This is the process of research and selection of methods of supply. Recruitment is the basic
contact activity or new connection between employers and candidates. The goal is to get
more potential candidates for a job. It is a simple process in relation to the selection
process. It is also a positive approach as new candidates expect to get the job. Recruitment
requires less time, less money and less effort than selection. On the other hand, the choice
consists of a set of procedures to recruit more competent and competent staff. Between
recruitment and selection, Marks and Spencer's human resources department needs and
reduces the number of people it integrates into the selection process. More complicated
than recruiting, it also requires more time, effort and money.
 Development and training

• The training of the workforce takes place after the first introduction. Training is the means to improve the
skills, abilities and information of employees so that they can practice a particular trade. The training process
is the cause of the employees and requires a quality control of the representatives (Davidson, 2012). It is
uninterrupted and incessant in nature. The following is the effect of the training on M & S representatives
Improves the solution for employees Training becomes representative of job security and job placement. The
more satisfied the worker is and the better the decision, the more they will contribute to the organization's
performance and the less non-presence and turnover will be representative.
• Less Supervision - A prepared multifunctional employee will be very knowledgeable about the activity and will
need less supervision. In this way, there is less waste of time and effort. Fewer mistakes Errors can occur if
representatives need the learning and skills they need to work in a particular occupation. The more prepared a
representative is, the less likely the accident is to occur in the profession and the more the worker can evolve.
Performance management and reward system

The HR customary methodology goes for inspiring the workforce of Marks and
Spencer through direct strategies, for example, pay, motivations, rewards,
work rearrangements, and such to drive performance. This methodology takes
a shot at the reason that improved activity fulfillment prompts improved
performance, and does not consider the advanced motivational
methodologies, for example, testing work or utilization of innovativeness.
• Reward derive performance
• At a time when rewards related to money are legitimately linked to performance and with specific objectives, representatives
reinforce them even more sincerely with companies. This is the final result for Marks and Spencers after updating the HRM
according to the organization's control procedure.

• collaboration and sharing

• The effectiveness and productivity of Marks and Spencer improves mysteriously when people outside the organization
maintain and share the best ideas and tools for collaboration. It is the management of human resources that encourages the
organization to create formal strategies to extend the method of collaboration and sharing procedures.

• Non-monetary items to improve representatives

• Marks and spencer administrators, pioneers and group specialists provide non-monetary variables to create illustrious fervor,
vitality, inspiration and dedication. These elements include recognition, confirmation, introduction, testing, criticism and
learning opportunities. It is the human resources of the association that ensure that leaders understand how to make
sufficient use of these non-monetary functions.
Effectiveness of employees relations and employees engagement

• Everyone in Marks and Spencer shares a special relationship with each

other. They must do this because they are non-human machines that can
start operating by pressing a particular switch. They must talk and
investigate with others on the basis of management. A smart work
environment can convince representatives who can not be valued for tax
purposes. It is essential that individuals are willing to work with each other.
Importance of Employee Relations
Teamwork and collaboration
In Marks and Spencer, sound conditions between workers simplify the unpaid burden of an individual and thus
increase the chances of effectiveness. Since it is unthinkable that you do everything alone, the work must be
isolated from the individuals of the group to reach the ideal dignities of the exhausted time. If workers have a
decent relationship with their colleagues, they will be able to help them make the mission much less
demanding.
Demoralizing clashes between specialists
Close relationships between Marks and Spencers specialists reduce the difference in conflict and conflict
between workers. They trust each other to help implement the goals and objectives. They consider their
genealogists as their partners and not their competitors instead. Therefore, efficiency relies on encouraging
HRM to make better choices for the association.
• HRM persuaded Marks and Spencer to increase the hierarchy and profitability. As far as it has been done in
this organization, the benefits and the resulting profitability have been enormous:
• Inventive and very hardworking workers
• The organization's human resources management develops an ingenious state and persuades the representatives to
improve the offices. Clearly, these activities allow the organization to generate profitability in the same way as the benefits.

• Powerful journey and implementation and execution

• Pioneers and leaders take on an important job of defining the titles, the reasons, the needs, the goals and the jobs of a
workplace. HRM brings Marks and Spencers to register the associated administrators in the right place. They lead the
organization to the top place with advantage and efficiency.

• Individual and group objectives with viable communication

• The HRM of Imprint and Spencers defines and achieves individual and group goals to achieve them. Since the mode of
communication has changed considerably in recent times, the HRM still provides the method of effective communication of
workers.
 Employment legislations at M&S

Like other well-known organizations, Marks and Spencer is stopping the project
while welcoming new representatives as well as permanent employees of the
organization who have a fundamental impact on HRM's organizational leadership.
These are the actual components of the task:
Characteristic positions
During the recruiting season, the organization must characterize the situation of
the workers in the organization. It also shows what their rights and duties in the
organization will be in relation to HRM's core leadership.
• Correct compensation
• Marks and Spencer must characterize their remuneration for the representatives at the time of the
termination of employment, he must guarantee their representatives their basic salary and the
duration of their hours of work. After the appropriate license for everything, the organization
recognizes and chooses its ideal workers.

• Ensure equality
• The organization must ensure equality of all points of view when appointing representatives. There
will be gender equality in wages, gender, hours of work, welfare offices and other points of view. In
the event that some criteria create some segregation, workers may seek administrative assistance to
satisfy their interests. The HRM of the organization can influence the representatives in a specific way
in case they can guarantee equality in all points of view.
 Details of recruitment and Selection
Strengths and Weaknesses of Recruitment and Selection
• Recruitment and selection is the Marks and Spencer’s way to source employees so that they’ll improve the quality of its human capital and stand in
competition. This process is conducted by the human resource management.
• Recruitment is an essential strategy for association's general human asset administration and arranging process. Human asset administration forms like
employment outline, execution evaluation and administration, profession arranging, advancement and exchanges and so on are firmly related with
recruitment. internal recruitment is the procedure where a work opportunity is filled from inside the business. Numerous associations before consider
their outside business markets they want to entice applications from inner applicants. In the association inner enlistment can offer the opportunity to
change the occupation position. Associations give a notice to their workers about their present opening. Their present lasting representatives, exhibit
here and now workers, resigned representatives, and incapacitated present workers are principle hotspot for inward enlistment. Their techniques are
advised their present workers for quick basic leadership and to lessen their costs spending plan. It's likewise a strategy to advance your representatives
and raise their spirit support and work effectiveness. In any case, to decrease the unmanaged inside enlistment prepare, its need extreme help from
other HR Processes. To achievement in the inner enlistment are expected to guarantee the progression arranging, solid and reliable execution
administration. In the event that the potential rundown of interior candidates is checked on and proper candidates not found, the organization publicize
remotely to enroll. In the event that the organization chooses to acquire crisp blood organization it can be prudent. It must be solid in its activities
whatever the organization does. Fundamentally, corporate recruitment arrangement ought to be completely mindful by workers as it identifies with
establishment of representatives. However there are different techniques for outside recruitment. For base level or graduate recruitment, secondary
school and colleges can give positive enlistment source. Particularly if joined with consequent training and profession administration educational
modules. Outer candidates of high caliber can be given proficient affiliations, exchange unions and additionally worker referrals administrations. The
work showcase likewise impacts how it publicized.There are different wellspring of approach to promote outside recruitment. A generally utilized
wellspring of outside recruitment is squeeze promotion. This technique has a wide reach. Numerous organizations, colleges, schools and so on are
likewise a decent wellspring of enrolling. They make accessible meetings and situations offices for grounds. Situation offices, work trades, work
contractual workers and so on likewise strategy for outer recruitment.
 Cont..

• Inner Recruitment
• It is the point at which an association searches for potential candidates inside the organization. Circumstances like this frequently gives the present position
holder an advancement, yet it could likewise happen when somebody leaves or gets terminated.

• Qualities of inner source approach

• HRM can lead this enrollment and determination effectively inside brief time.
• It need not profound meeting of the representatives. As Marks and Spencer will enlist from the current workers, it doesn't require much time too.
• Workers procured through this methodology are much compelling.
• No danger of enlisting inadequate representatives

• Shortcoming of inner source approach

• This methodology can demotivate the workers who are not advanced.
• May make separation.
• It constrains the chances of procuring new and inventive representatives.
• External Recruitment
• In view of the word outer, these are the hopefuls outside the organization. They may hear the employment opportunity from
the paper, from a companion or web, wherever, as long as they originated from outside the organization it is viewed as an outer
enlistment. It likewise brings new individuals and furthermore expends a ton of vitality and exertion contrasted with inner
enlistment.

• Qualities of External source approach

• It will empower Marks and Spencer to enlist and choose new, inventive, youthful and innovative representatives.
• Tremendous pool of candidates accessible.
• Imprints and Spencer will most likely advance brand remotely
• It empowers Marks and Spencer to guarantee high profitability

• Shortcoming of External source approach

• This methodology has high hazard being unfitted workers contracted.
• It additionally requires mind-boggling expense.
• To direct this methodology, HRM at Marks and Spencer requires high time.
 Importance of HR practices

Every organization, such as Mark and Spencer, cannot build an excellent and effective team of employees with
HRM. Just like what I have mentioned in the definition of HRM, it includes recruiting people, they are the ones who
chooses who is a perfect fit for a certain job. Marks and Spencer didn’t get into the top because of their marketing
efforts, it was their HR strategies that brought them there. The company has a strong employee relations, and has
received winning awards, and honors for how employees are treated starting from the highest and lowest
departments of Marks and Spencer. Marks and Spencer used communication as key to success, they
communicated regularly to discuss everything. Communication is not limited in M&S. Regular conference calls to
managements, huddles among staff, etc., is never gone in their organization. HRM also reduces the costs
associated with employee turnover and hiring new workers to fill job positions. Another reason why HRM is
important is because this department is the one that creates a bond between employer to employee that will give
any employee a satisfaction within Marks and Spencer. This includes ensuring the employees in receiving a fair
amount of salary for their work.
 Conclusion

The presentation concluded that HRM practices are very important for the
organization as in covers various aspects of the company. These practices
include all the components from hiring till compensations. The implementation
of laws and important legislations is also proper at Marks and Spenser. In this
way the company would be able to get maximum productivity.
 References

• http://www.businessdictionary.com/definition/human-resource-management-HRM.html
• https://hr.ucr.edu/recruitment/guidelines/process.html
• http://www.humanresourceexcellence.com/importance-of-human-resource-management/
• http://smallbusiness.chron.com/importance-effective-recruitment-selection-55782.html
• http://smallbusiness.chron.com/importance-selection-recruitment-orientation-process-17372.html
• https://en.wikipedia.org/wiki/Human_resource_management
• https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2329103
• http://smallbusiness.chron.com/basic-elements-employment-contract-15518.html
• http://study.com/academy/lesson/what-is-employee-relations-definition-lesson-quiz.html
• Kallunki, J.P., Laitinen, E.K. and Silvola, H., 2011. Impact of enterprise resource planning systems on management
control systems and firm performance. International Journal of Accounting Information Systems,12(1), pp.20-39.
• Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees’
attitudes and behaviors. Journal of Management, 39(2), pp.366-391.
• Lin, K.Y. and Lu, H.P., 2011. Why people use social networking sites: An empirical study integrating network
externalities and motivation theory.Computers in Human Behavior, 27(3), pp.1152-1161.
• Milyavskaya, M. and Koestner, R., 2011. Psychological needs, motivation, and well-being: A test of self-
determination theory across multiple domains.Personality and Individual Differences, 50(3), pp.387-391.
• Paterson, J., 2012. Virgin Media uses social media-based recognition. [online] Available at:
http://www.employeebenefits.co.uk/
THANK YOU 