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Unit 41 Human Resource Management St. Patrick's College London

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Introduction

Human resource can be defined as the man power of an organisation who are responsible for conducting various kinds of activities and procedures to gain desired outcomes. HRM is all about to manage staff members of an organisation with allocating tasks or activities to create better outputs. It is very essential to manage the staff members to prepare an effective as well as efficient manner to attain better results (Ekwoaba, Ikeije and Ufoma, 2015). It is necessary to allocate different types of processes to people as per their field of expertise so that they can perform well comfortably and create desired outcomes in an enterprise. This report is based on Mark & Spencer which is major British multinational retailer head quartered in City of Westminster, London. It was founded in the year 1884 and deals in selling of clothing, home products and luxury food items. This assignment will discuss about functions along with purpose of human resource management. Profits of HRM practices with their applications and several legislations that are required to be followed by organisation will be described below.

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TASK 1

P1 Purpose and functions of HRM applicable to workforce planning

Various types of purposes and functions in company are carried out by human resource management. It includes different activities and procedures which are performed by employees to generate desired outputs. This is mandatory to assign several projects or contracts as per field of expertise then they can perform more efficiently because of having appropriate knowledge about that specific field. Mark & Spencer have to establish an effective human resource management with several purpose and function which are given below.

Functions of HRM

  • Performance appraisal :- It can be described as to carried out several appraising procedures to motivate staff members to perform well in future for creating better results (Keep and James, 2010). Mark & Spencer have to conduct certain appraising activities like certification, rewards, incentives and so on which can encourage morale of employees to improve productivity as well as profitability on regular basis.
  • Training and development :- Training or learning activities are required to be conducted in companies to increases skills and abilities of workers so that they become able to enhance their productivity regularly. Mark & Spencer have to organise various training and development events to raise capabilities of workers so that outcomes of daily basis will be increased.
  • Compensation and benefits :- There are several types of compensation that are rendered to employees as per excellent performance criteria of organisation. It is essential to provide certain benefits to workers so as to make them feel loyal for enterprise and work properly. Mark & Spencer have to render certain benefits according to working outputs of employees to motivate them for future.
  • Recruitment and selection :- This is an important and major function of HRM through which hiring of desired candidates by different methods will takes place (Cordner and Cordner, 2011). Recruitment and selection of well skilled or experienced person is mandatory to fulfil vacant position so that they can complete roles and responsibilities of particular designation effectively as well as efficiently.

Purpose of HRM

  • Promote company culture :- An effective culture and environment of company is compulsory to facilitate comfortable working of employees to create better outcomes. Mark & Spencer have to prepare an efficient policies to maintain comfortable and peaceful cultural environment of organisation so that workers become competent to perform in better way to gain desired outcomes.
  • Comply to government policies :- There are different types of legal rules or norms that are made by government authorities and are compulsory to be followed by companies. It is important to follow several modifications and such legislations must be implemented by Mark & Spencer to conduct business in effective manner.
  • Engage employees :- Several meetings or conferences are carried out by organization to discuss about specific project or procedures to make it more efficient and working criteria of it (Rees and Rumbles, 2010). It is essential to involve employees to certain meetings which is relevant to their field of working along with asking for suggestions to them. This will help to make feeling valuable to workers and gain better choices of alternatives for achieving desired results in Mark & Spencer .
  • Innovate resources :- There are different kinds of resources which can be utilised in more innovative or creative manner to make an optimum utilisation for gaining maximum outputs. Mark & Spencer may use this technique to improve productivity as well as profitability of company.

The above mentioned purposes and functions are necessary to be carried out by human resource management of an organisation for attaining desired outcomes. It is essential to make effective utilisation of resources for achieving maximum outputs. It is important to allocate different tasks or procedures to employees as per their expert knowledge field so that they can perform well and generate efficient outcomes (Taylor, 2014).

P2 Strengths and weaknesses of different approaches to recruitment and selection

Recruitment and selection can be described as a process of hiring desired candidates as per desire education, experience, skills or abilities which are required for specific designation. It includes internal and external mode of selecting people which may be carried out by Mark & Spencer as per requirement. Some of them are given below along with strengths and weaknesses.

External sources :- This is a kind of method which is useful to conduct recruitment and selection to hire new talents for gaining opportunities for organisation. It provides support to gain fresh and creative people to fulfil vacant designation in appropriate manner.

  • College campus :- There are different companies which are surviving in current market scenario and they carried out college campus drives in various colleges from which they have better links or connections. It will facilitate to fulfil desires of hiring candidates in bulk for specific position such as sales executives.
  • Factory gates :- Various kinds of workers are observed who are ready for employment at factory gate on regular basis. These people are considered as semi skilled that are selected for specific project or labour work (McGraw, 2013).
  • Advertisement :- This refers to render an attractive display of advertisements about vacancies along with salary package, working hours, location, designation and contact details through different modes. Interested candidates can apply for particular job by rendering resume on provided email id.

Strengths

Weaknesses

· It helps in facilitate fresh talents to fulfil roles or responsibilities of specific designation.

· It will render support to attain better and creative thoughts or ideas from new employees.

· Candidates feel bad and get demoralised which reduce their confidence level.

· This technique may considered as little bit costly for company.

Internal sources :- This method of hiring workers is all about to shift more efficient employees to different designations and branches of Mark & Spencer.

  • Present employees :- This may refers to make references of friend, relative and knowns from current employees to complete the vacant positions in company.
  • Transfer :- It is all about to make transfer of present staff member to different branch at a place of same company with similar roles or duties (Board, 2017).
  • Promotion :- This procedure can be described as to make vertical transfer in which an individual gets higher designation along with increased salary and power of authority.

Strengths

Weaknesses

· Employees get motivated and make feel valuable which facilitate to become loyal for company.

· Error and mistakes are not happen mostly due to having accurate knowledge about skills of worker.

· Some of designations in company required fresh talents and innovative thoughts then it is not appropriate.

· In this method, possibility of partial behaviour by superior can be observed in organisation.

There are different types of methods like internal and external which may utilised by Mark & Spencer as per requirement of skilled candidate in company. It is also analysed that these techniques have several strengths and weaknesses according to which organisations can apply them for desired results (Bryson, James and Keep, 2013).

P3 Benefits of different HRM practices for both the employer and employee

HRM practices are important to be implemented for carrying out various kinds of required activities and procedures to gain better outcomes. Events of human resource management are necessary to be conducted for fulfilling desires of Mark & Spencer. There are various types of benefits which are attained by employees and employers which are described below.

Benefits of HRM practices for Employee

  • Conflict Resolution :- It refers to different types of policies and rules which are mandatory to be followed by employees and these are helpful to reduce conflicts amongst them. As issues between staff members definitely impacts in negative manner on productivity as well as profitability of company then it becomes compulsory to decrease such problems in Mark & Spencer.
  • Training and Development :- Several types of training sand development programs or events are necessary to be conducted in different organisation. HRM practices render support to observe and analyse requirement of learning procedures which facilitates to organise such activities in accurate way to generate better outputs.
  • Employee Relations :- Staff members of an organisations have to work in effective as well as efficient manner through establishing better coordination and cooperation amongst employees (Garner, 2012). They have to perform their tasks with mutual understanding and gain desired results. Better employee relations helps to avoid problems and attaining better outputs for Mark & Spencer.

Benefits of HRM practices for Employer

  • Career management system :- It is important for superiors such as leaders and managers of company to build effective strategies or policies to manage professional as well as personal career for achieving growth of an organisation. It is essential to make an efficient techniques to improve performance of staff members to increase profitability of Mark & Spencer which render support to attain benefits for career of company along with employees.
  • Performance management system :- This can be described as to manage performance of employees on regular basis. It should be done by HRM practices in which they have to first set standards of working and then calculate actual performance of staff members to determine gap between both of them. They have to provide appraising words to people for their excellent working and inform about threats of performance to desired candidates (Boxall and Purcell, 2011).

The above mentioned benefits which are attained by employee and employers through various practices of HRM to get profits. It is mandatory to carrying out several activities and procedures in appropriate manner to achieve desired outcomes.

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P4 Effectiveness of various HRM practices

There are different types of HRM practices which are helpful in carrying out various tasks and processes to gain desired outputs. Mark & Spencer have to conduct several activities in more efficient way to achieve required benefits.

Performance management and rewards :- This cab be defined as to observe, analyse and evaluate the performance of employees as per records of their productivity on daily basis (Armstrong and Taylor, 2014). It is essential yo provide rewards for best performer and inform about threats or issues in working of an individual along with method of improving roles or duties in efficient way.

Talent management :- Every individual has different skills and abilities along with bearing expertise in specific field. It is necessary to allocate various tasks and projects to staff members according to their effective capabilities so that they can perform in accurate manner to create desired results.

Leadership development :- A leader must have an attractive and inspiring personality as per their way of performing and talking to sub-ordinates. These abilities are helpful to encourage team members to work in appropriate manner and fond of following their team leader. Mark & Spencer have to appoint such leaders who have innoivati8ve techniques to facilitate effective performance and reduce work load along with focus on professional as well as personal career growth.

On boarding of newly hired employees :- This refers to various types of formalities and documentation which is necessary to be conducted by organisation at the tine joining. These practices are done by on boarding team of HRM in proper way. Legal rules and norms advise to fulfil all these criterion (Guest, 2011).

Employee retention :- This term can be explained as to reduce employee turnover by retaining workers through applying several innovative strategies or policies. HRM practices includes certain appraising events which helps to make them feel valuable which support to retain workers in company.

The above discussed HRM practices are helpful to fulfil several desired activities and tasks in effective as well as efficient manner to gain better outputs in Mark & Spencer. It is necessary to maintain and improve productivity and profitability of an organisation.

TASK 2

P5 Importance of employee relations in decision making

Employee relations can be explained as to establish a mutual understanding, better coordination and cooperation between staff members while conducting different processes. Mark & Spencer have to organise an effective employee relationship so that they can do every projects in accurate way to get desired benefits. There are several significances of such relation and some of them are described below.

Peaceful environment of organisation :- Better relations amongst employees support to ignore several conflict or issues which are usually generate between people (Jiang and et. al., 2012). These problems definitely impacts negatively on productivity and profitability of an organisation. Healthy culture of Mark &Spencer helps to work properly and create desirable results on daily basis.

Generate innovative and unique ideas :- Employees relations are helpful to gain various choices of alternative ideas to make an effective as well as efficient strategies or policies in an organisation. Mark & Spencer have to make criteria in which superiors are required to involve sub ordinates in certain meetings relevant to filed of working.

Maintain cost of production :- Mutual understanding between team leader and workers is helpful to make an effective techniques to conduct manufacturing process. It provides support to maintain cost of production in Mark & Spencer to balance profits or benefits. This is necessary to establish an efficient cooperation so that wastage of capital and resources will reduced.

The above mentioned factors are significances of employee relationships for making an appropriate decisions to make policies. It is necessary to gain an effective as well as efficient cooperation or coordination in company (Wright and McMahan, 2011).

P6 Key elements of employment legislations impacts on decision making

Various types of legal rules and norms which are made by government authorities and these legislations should be followed by different kinds of organisations running in current scenario of market. These legal rules are helpful to protect the fundamental rights of employees while working in an organisations. Mark & Spencer have to follow these norms to conduct business successfully. Some of these legislations are described below.

National Minimum Wage Act :- As per this rule, companies are required to provide minimum wages or salaries to employees according to the criteria made by government. People generate outcomes as per their efficiencies to gain profits form an enterprise.

Sex Discrimination Act :- This act render instructions to provide equal opportunities to both male and female candidates without showing any kind of partial behaviour amongst them. It states that every individual has a fundamental right to gain better chances for achieving growth in career (Berman and et. al., 2012).

Employment Rights Act :- This can be described about various basic rights of employees that states about benefits rendered to them by organisation. Companies have to follow employment laws according to which they must provide appropriate compensation, incentives and bonuses to staff members.

Equal Pay Act :- Sometimes, it is observed and analyse that superiors do partial behaviour to employees which results into allocating more tough task and low compensation. To avoid these negative practices, government authorities had implement several rules which are mandatory to be followed by Mark & Spencer and provide accurate salaries or wages to workers.

The above discussed legislations are necessary to protect basic rights of employees so that they can gain appropriate benefits such as salaries, wages, compensation, incentives, bonuses and so on (Scullion and Collings, 2011).

P7 Illustrate the application of HRM practices

There are different types of HRM practices that render support to complete various kinds of tasks or procedures to get better results.

Function of Job Advertisement

VACANCY

Vacancy for HR MANAGER is there in Mark & Spencer which is a retailer sector major British multinational retailer head quartered in City of Westminster, London. They render services of selling of clothing, home products and luxury food items. Mark & Spencer is open now for providing several opportunities to number of candidates who are interested to join.

Requirements for this post:

· Applicants have age below 30 years.

· Must have experience of 3-6 years in HR field.

· Must know about unique and current techniques of effective recruitment or other HR activities.

· Efficient communication skills and recruiting abilities.

· Attractive and excellent personality.

· Salary package: 2500-3000 pounds per month in order to experience.

Candidate who are interested to apply for this job with appropriate qualifications are requested to upload their resume on company's E-mail id: mark&spencer@retailing.com.

Last date of applying: Till 1st June, 2018.

There are various types of techniques through which organisations are capable to render information about vacant job positions by conducting several advertising activities. This is a role of HR department to select desired candidate to fulfil vacant position in accurate manner (Renwick, Redman and Maguire, 2013).

Job Specification

Job Specification of HR Manager

Educational Qualification

Must be from field of specialising HR.

Experience

Between 2-6 years.

Special quality

Effective communication skills and hiring efficiency.

Other attributes

Must have patience factor and answer humbly to know about abilities of person or mind set ups.

Must have creative capabilities to hire desired candidate as per required skills or qualities.

Conclusion

The above report had concluded that human resource can be defined as the man power of an organisation who are responsible for conducting various kinds of activities and procedures to gain desired outcomes. Various types of purposes and functions in company that are carried out by human resource management. Recruitment and selection can be described as a process of hiring desired candidates as per desire education, experience, skills or abilities which are required for specific designation. HRM practices are important to be implemented for carrying out various kinds of required activities and procedures to gain better outcomes. There are different types of HRM practices which are helpful in carrying out various tasks and processes to gain desired outputs. Employee relations can be explained as to establish a mutual understanding, better coordination and cooperation between staff members while conducting different processes.

References

  • Ekwoaba, J. O., Ikeije, U. U. and Ufoma, N., 2015. The Impact of Recruitment and Selection Criteria on Organizational Performance.
  • Keep, E. and James, S., 2010. Recruitment and selection-the great neglected topic.
  • Cordner, G. and Cordner, A., 2011. Stuck on a plateau? Obstacles to recruitment, selection, and retention of women police. Police Quarterly. 14(3). pp. 207-226.
  • Rees, G. and Rumbles, S., 2010. Recruitment and selection. Rees, G. and French, R. Leading, Managing and Developing People, pp. 169-190.
  • Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An International Perspective. 10(6). pp. 139-14.
  • McGraw, P., 2013. Recruitment and selection. na, p.205.
  • Board, G., 2017. Recruitment & Selection.
  • Bryson, J., James, S. and Keep, E., 2013. Recruitment and selection.Managing human resources. Human Resource Management in transition, pp. 125-149.
  • Garner, E., 2012. Recruitment and Selection. Bookboon.
  • Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
  • Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.
  • Guest, D. E., 2011. Human resource management and performance: still searching for some answers. Human resource management journal. 21(1). pp. 3-13.
  • Jiang, K. and et. al., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal. 55(6). pp. 1264-1294.
  • Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’back into strategic human resource management. Human Resource Management Journal. 21(2). pp. 93-104.
  • Berman, E. M and et. al., 2012. Human resource management in public service: Paradoxes, processes, and problems. Sage.
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