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For a business organization, this is highly important to manage people who are associated with the company with different personal and professional interest. HR Management is considered a set of practices that are designed to management workforce of the company effectively(Miebach, 2017). A lot of functions are performed by the HR Management of firm to maintain the internal performance of company in market. Main objective of the HR Management in organization is to improve the satisfaction level of workers high to keep their performance effective for the company. These approaches of h r m can help the company to stay productive and profitable in target market. This report is providing brief information aboutrange of approaches which are used by h r m in company.This report is based on HR Management of Marks & Spencer Group PLC which is also known as M & S. M &S is a public limited company that was founded by Michael Marks and Thomas Spencer in year 1884 at Leeds, The United - Kingdom. M & S is currently operating on 1463 location worldwide. Headquarter of company is in London, England in the United Kingdom.
In this study, different purposes and functions of HR Management in workforce management will be evaluated in report. Range of recruitment and selection approaches which are implemented by H R M will be evaluated in study. Strengths & weaknesses of these recruitment and selection approaches will be discussed in study.Major advantages of H R M for employee and employer will be analysed in report.Importance of HR Management practices will be evaluated for the profitability and performance of company in target market. Influence of employee relation on decision-making process of HR Management also will be discussed in report. Impact of employment legislation on the decision-making process of HR Management will be evaluated in the study. Application of HR Management practices in work-related context will be explained in the study.
LO1
Purpose and Function of HRManagement in workforce planning and Resourcing
H R M is one of the most crucial departments of the firm. Main role of the HRMis to manage the workforce ofcompany effectively. There are different purposes and functions HR Management have in business organization. Main purposes and functions of H R M in company like M & S are-
Purpose of H R Management
There are different purposes of HR Management in business firm. All these functions of HR management can be categorised in following goals. Main purposes of HR management in company are- Define the Organizational Structure, Workforce Management and Development, Developing Effective Communication and Coordination in the company, and Plan social and Ethical Development in Company(Shah, 2019). These are crucial purposes of H R M in an organization and these purposes of HRM are important for performance of company in internal and operation operations.
Define the Organizational Structure- This is most important purpose of HR management for business organization. In this process, various activities and processes are followed by the HR management to develop effective and practical structure for business organization. This organizational structure is important for the company to maintain proper control over the operations and processes of company(Armstrong, 2019). This is also required for developing high performance working in the workforce of company.
Workforce Management and Development- It is main purpose of HR management in an organization. Workforce is the key element of the business organization. Without workforce existence and company is not possible(Brewster and Hegewisch, 2017). This purpose of HR management is important to maintain continuity in the internal and external operations of company. Workforce management is also important to manage the external performance of company. Profitability of the company is dependent on the effectiveness of workforce that company have.
Developing Effective Communication and Coordination in the Company- Communication and coordination within the organization is important to maintain the profitability of company. Poor communication and coordination can severely affect the performance and profitability of company in target market. To maintain effective coordination and communication various actions are performed by the HR Management in organization.
Plan social and Ethical Development in Company- This is most required for the company to have some social and ethical values in the workplace to develop effective environment in the workplace of firm. In this purpose, different policies and procedures are defined by the H R M in company to develop effective social and ethical values in the workplace of company.
Functions of H R Management
There are range of functions are managed by the HRM of the company to improvise the internal operations and processes of company(Banfield, Kay and Royles, 2018).The major functions of H R Mare connected to the workforce management and it can be categorised in two different types that are - Managerial - Functions and Operative - functions. All the functions of human resource department can be categorised in these two categories.
Managerial Functions
The managerial functions are categorised in five different types which are- Planning, Organizing, Staffing, Directing, and Controlling. These functions can help the HR management to effectively manage the business and operations of organization. It can be explained as practice that isimplemented by the HR Management of the firm to manage all the operations of the company.
Planning- Planning is most important managerial function of the H R M in business organization. All the operations and process of organization are dependent on the plans and processes that are designs that are developed by the HR Management of the company.Different stepsare involved in the planning function(Boella and Goss-Turner, 2019). These steps are defined to develop effective plan for the organization. The main steps that are involved in the planning process are- Goal development, development of rules and processes, define the strategies, tactics, and proposing guidelines to ensure the implementation of plan. This function can help the M & S to meet goals within the time limit.
Organizing- It is most important for the organization to organize all the functions and operations ineffective way to avoid unwanted pauses in the organization operations. Different operations are performed by H R M to organize the functions of the company. The main operations that are completed by the HR Management are- task allocation, establish proper department and divisions in company, delegation of power and authority in the workplace. Develop various communication channel to perform effective transaction of information and data in workplace in company.These functions can help the organization to reduce number of conflicts within the workplace.
Staffing- This function of H R M is important to develop workforce of company.It is crucial for the organization to gain high-performance standard in the market-place. There are many functions are performed by HRM for staffing in the company. The most common process that is followed by the HR department of the firmis- Determine type of people need to be hired by the company as employee, compensating employees, Setting performance standards, evaluating and measurement goals for employees. Employee counselling and performing recruitment or selection in organization to develop effective workforce for company. Effective workforce can help the company to gain high-performance measures in company.
Directing-It is important for business firm work in right direction to guide the workforce of company. This is about maintained knowledge, discipline, and professional communication to provide direction to the employees of company. In the directing process, employees are allotted with various tasks to meet the organizational objectives, develop two ways of communication to help the employees to perform various activities effectively. Motivate the employees to perform effectively in organization(Brewster, Mayrhofer and Farndale, 2018).This function can help M & S to maintain profitability of organization in market-place.
Controlling- This function of H R M is related to regulate the activities and operations of the employees within the workplace of company. In this function, various monitoring and tracking systems that are utilised by the human resource department to assess the performance of individual person in company. This monitoring process is important for HR Management to design various training and development sessions in company. The functions that are followed by the H R M in controlling can help the company to gain high-performance standard in the internal operations of company.
These are main managerial functions that are performed by the HR Management of the organization to improve the management of all business activity of the company.
Operative - Functions
The operating functions of organization are connected to core technical operations that are performed by the business organization. Main operations that are followed by the H R M of organization are- Development,Procurement, Maintenance,Compensation, Motivation and Integration. All these functions help the organization to perform various operations in organization effectively.
Procurement- This is required for business firm to ensure the availability of all goods, services, and resources to manage the regularity in the operations of company. This is major function of the HR Management to ensure the availability of all goods and resources in the inventory and workplace of company (Al Adresi and Darun, 2017). All the resources that are important for the operations of organization are acquired by the HR Management of company. This function of HR Management is important for the M & S to perform business operations uninterrupted.
Development- Development is also important function of H R M. This function of the HR Management is about development of various aspects of organization that are related to the performance of company in target market. Various monitoring and tracking process are performed by the HR Management of the company. The information collected from the tracking process can be used for performance evaluation. In the development process, various training and development plans are implemented by the HR department to improvise the performance of the employees in organization. The application of training and development plan is based on performance analysis process (James, 2017). This function is important for organization to improvisethe productivity of each employee in company.
Compensation- This is required for H R M to provide compensations to the employees according to their working hours in company. In this operative function, HR Management of company assesses the operations and working hours of the employees to pay them accordingly. this can support the firm to motivate the employees to perform effectively in company.
Maintenance- On frequent basis maintenance operations are planned by the H R M of the company to perform repairing and cleaning of machines to keep the internal operations of company uninterrupted. This function of HR management can help the company to reduce off time for company. The organization needs to keep operations of company productive and profitable.
Motivation- Employee motivation is one of the most important functions of the HR management of firm to develop better environment in the workplace of firm. Different actions and activities are utilised by the H R M of the business unit to keep employees motivated in the workplace to improve the productivity of firm in internal operations.
Integration- There are different functional department in organization which are allocated with different tasks. All these functional departments' works on common goals of company. HRM helps these departments to develop effective coordination in the operations (Sareen, 2018). It can help the business to achieve all the goals within the expected time.
Strengths and Weaknesses of Different Approaches to Recruitment and Selection
Recruitment & selection are to most common processes that are utilised by the HR Management of firm to develop the workforce of the business. There are different type of selection and recruitment approaches are used by the HR department to develop the workforce of the company to achieve high-performance-working in company. All the approaches which are selected by the hrdepartment of the business firm can be categorised in two different categories that are- internal approaches and external approaches. The selection of particular approach is dependent on the situation and requirement of the employee.
Internal Approaches
In the internal recruitment and selection approach HR management consider existing employees to perform selection method to fill vacant position in the company. Major internal recruitment approaches that are used by HRM are- Promotion, Transfer, and Referral.
Promotion
In this approach of internal recruitment, existing employees of organization are considered for the promotion to higher vacant position in company. The selection of the person is based on their performance in organization.
Strengths
This approach is effective for employee motivation.
Time taken in this approach is comparatively very low.
Cost of promotion approach is very low.
Weaknesses
This approach can develop conflicts between employees.
This approach can promote favouritism in the workplace of company.
Transfer
In the transfer approach of recruitment, existing employees of organization who are working on other location are measured byHR Management to clear vacant position in the company(Hamadamin and Atan, 2019). For this process, worker of association is moved to other location where grouprequire to fill the open position.
Strength
This approach is cost-effective and time effective.
There is no need to train the employees and on-boarding process is also not required in this approach.
Weaknesses
Organization have limited choice in the selection process.
This process can affect the culture of company.
Referral
In this approach of internal recruitment, on the recommendation of existing employee HR of company considers one candidate for particular open position.
Strengths
This is cost-effective process.
This is time efficient operation.
This can help the organization to motivate the employees.
Weaknesses
Selected candidates need to be provided with training and onboarding process.
This approach can lead to conflicts within the workplace of company.
External Approaches
The external recruitment approaches are opposite of the internal recruitment process. In this approach, external source is considered by the HRM of company to fill the current vacantposition in firm(Morgeson, Brannick and Levine, 2019). Most common approaches that are used in recruitment or selection process are- Pool Campus Drive, Outsourcing, and Advertisement.
Pool Campus Drive
In this approach, HRM of company performs pool campus recruitment drive to hire new talent to fill open position in the company.
Strengths
Large number of candidates are available to select suitable candidates.
This process is much easier in the recruitment process.
Fresh talent has knowledge of new approaches and process that are recently developed.
Weaknesses
It is a time-consuming process.
This approach can cause a lot of cost to the company.
Recruits need to provide with training for effective onboarding process.
Outsourcing
In the outsourcing process, organization consider the third party company to perform recruitment on behalf of company. These third-party organizations help the company to get proper employees.
Strengths
This process is considered as most effective process to get best suitable employees for company.
It reduced the workload of company.
This approach is the time-efficient approach.
Weaknesses
This approach is costly as compared to another process.
Recruits need to provide with training before onboarding.
Advertisement
In this approach, HRM of company develops the job description for particular role in company and post in local and global media platforms to get job application for open position in company.
Strengths
Large number of options available to the HRM for selection process.
This is a cost-effective process.
Weaknesses
This is a time-consuming process.
This is highly difficult for the HRM to assess large number of candidates in selection process.
LO2
Benefits of Human Resource Practices for Employer and Employees
For Employer
Different practices can help the employees to get different benefits in organization. Some of the main benefits of HRM practices for employee are- Polices as if equality can help the employees to get proper treatment in the workplace of company. Fair promotion process based on performance evaluation can provide opportunity to grow and develop in organization. Various training and development process can help the employees to develop their skills and capabilities. HRM approaches like- reward management can help the employees to get better benefits from the company.
For Employees
There are different benefits of HRM approach for employer of company. Main focus of firm is to increase the productivity of employees in internal operations(Napathorn and Kuruvilla, 2018). HRM practices can help the employer to generate more profit from the business operation. Employee training and development can help the employer to produce quality goods and services as end product. Recruitment process can help the company to develop workforce of the company and it can improve the profitability of company in market place. HRM practice is highly effective to keep organization working without any interruption and off time. These practices are also effective to reduce issues in the internal environment of the company. Practice implemented by HR management is effective to maintain the profitability of company in target market.
H R Management Practices on Profitability of company
There are different benefits of HRM practices for business organization. Main advantages of HRM approach for organization are- HRM practices are effective to develop better environment in workplace of company. These practices also promote innovative changes in the workplace of organization. Training and development processes implemented by the HRM are effective to improve the internal and external performance of company. HRM practices are also important for managers and mitigate conflicts in the workplace of company. Processes like recruitment are important to improve the workforce of company.These are major benefits of HRM for business organization.
LO3
Importance of Employee Relation in H R Management Decision making Process
This is most important for the hrm of the company to maintain effective relationship with the employees. This can help the company to maintain performance in internal and external operations. In the decision-making process, various factors need to be considered by the business organization and H R M(Kainzbauer and Rungruang, 2019). Among all factors, employee relationship is also effective factor that can affect the decision-making process of company. This is important for the HRM to consider the employee's relationship at time of decision making to make decisions that are profitable for organization. For example, in the developing equality policy, this is important for the HRM to consider all the employees to satisfy their needs effectively. It is requirementof the organization to implementthe employee perspective in decision-making process to keep them motivated in the workplace of the company. This also can help the organization to improve the performance of employees in workplace.
Key Elements of Employment Legislation and its impact on H R Management's Decision Making process
In the decision- making method, this is most crucial for HRM to study various legislation to keep actions of organization legal. In the decision - making - process,it is highly important for the HRM to focus various legislation to avoid legal actions against the organization(Kainzbauer and Rungruang, 2019). Some of major legislations that are required to be managed by the HRM of company are Employment Act 1996, Minimum - Wage - act 1998, Health - and - Safety - at - Work - Act - 1974 and Equality - Act - 2010. By considering all these acts, organizations can keep their actions legal and effective for the market place.
Employment Right Act of 1996
This act is mainly connected to the basic rights of workers within the organization. Main objective of this legislation to protect the rights of employees in the workplace of a company. For example, this act covers, unfair dismissal, issues in payments, protection of wages, and extra hours of working and zero hour contract. All these aspects are considered in this act to protect the basic rights of employees in workplace. Breach of this law can cause legal trouble for the company.
Minimum Wage act 1998
This act must be considered by HRM in the decision-making process for the salary of the employees. This act sets out the minimum amount of salary that must be paid to the employee per hour. The salary criteria that is used in the act is based on the age of the employee. If organization do not follow this act than employee can take legal action against the organization.
Health - and - Safety - at - Work - Act - 1974
This act ensures the safety and health of person in the workplace of company. This act must be considered by the organization at time of developing infrastructure in company. If organization do not consider this act in the decision-making process than it can lead to legal action against the business organization.
LO4
Application and Rationale of H R Management Practices in Work-Related Context
It is required for HRM of firm to implement various processes in the organization to keep operations of company legal and effective to maintain performance in market place.Some of the most common HRM practices that are considered by the business organization are-
Provide Security to Employees-These practices are related to the satisfaction level and motivation level of employee in workplace of company. This practice can help HRM of firm to maintain effective performance in the internal operations which is crucial for profitability of company in market - place.
Recruitment- This is most common practices whichare performed by HRM of company to develop the workforce of company. This process is effective to help the business to develop high performance working in firm and improvise the overall performance of company in target - market.
Performance Management- This is main practice that is used by the HRM of firm to increase the performance measure of employees(Morgeson, Brannick and Levine, 2019). In this practice, performance of employee is tracked by the HRM of the company to analyse their strengths and weaknesses. The assessment result is used by the HRM to induce various training & development program for workers to improve overall performance of employees.
CONCLUSION
This report explains the requirements of H R M for business organization like M & S. The purposes and functions of the H R M has been analysed in report. Various approaches to recruitment and selection also have been discussed in the report which is used by the HRM to hire the candidates for open position in company. Strengths &weaknesses of particular recruitment approach also have been analysed in study. Effectiveness of HRM-practices has been evaluated for employees and employer in company. The influence of worker relation & legislation has been analysed on the decision-making process of H R M department of company.
References
Books and Journals
Al Adresi, A. and Darun, M.R., 2017. Determining the relationship between strategic human resource management practices and organizational commitment. International Journal of Engineering Business Management. 9. p.1847979017731669.
Armstrong, M., 2019. Strategic human resource management. pdf drive. com.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford University Press.
Boella, M.J. and Goss-Turner, S., 2019. Human resource management in the hospitality industry: A guide to best practice. Routledge.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in european human resource management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative human resource management. Edward Elgar Publishing.
Hamadamin, H.H. and Atan, T., 2019. The impact of strategic human resource management practices on competitive advantage sustainability: The mediation of human capital development and employee commitment. Sustainability. 11(20). p.5782.
James, P., 2017. Total quality environmental management and human resource management. In Greening People (pp. 35-48). Routledge.
Kainzbauer, A. and Rungruang, P., 2019. Science mapping the knowledge base on sustainable human resource management, 1982-2019. Sustainability. 11(14). p.3938.
Miebach, B., 2017. Handbuch Human Resource Management. Springer Fachmedien Wiesbaden.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods, research, and applications for human resource management. Sage Publications.
Napathorn, C. and Kuruvilla, S., 2018. Human resource management in Indonesia, Malaysia, and Thailand. Routledge handbook of human resource management in Asia, pp.333-354.
Sareen, D., 2018. Relationship between strategic human resource management and job satisfaction. International Journal of Current Research in Life Sciences. 7(03). pp.1229-1233.
Shah, M., 2019. Green human resource management: Development of a valid measurement scale. Business Strategy and the Environment. 28(5). pp.771-785.
