Produce an analytical report on how a medium/large sized business manages its Human Resources.
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Human Resources By William Goh 13A3 AVCE Unit 4 Ms Masterson Introduction In this assignment I have been asked to produce an analytical report on how a medium/large sized business manages its Human Resources. I have chosen Marks & Spencer as my business to investigate. I will be looking at the importance of the Human Resources Management to my business providing a comprehensive overview of the following four functions with an in-depth focus on one of the functions. The four functions are the following: * Human Resources Planning * Recruitment and Selection * Training and Development * Performance Management The Human Resources Department will vary depending on the size of the business. Marks & Spencer Plc, the company I have chosen to profile are a large organisation. The business I have chosen is Marks & Spencer, which is a large retailer, operating on a national basis. The main purpose of Marks & Spencer Human Resource Management is to ensure the short and long-term development and use of employees to obtain the greatest benefit of their abilities thus contributing to organisational goals and objectives. E1 The responsibilities of Marks & Spencer's Human Resources function include the following: * To forecast future business manpower and skills requirements * Gaining the competently skilled staff possessing the necessary experience through the process of Recruitment and Selection * The provision of employment advice and information The responsibilities covered by the Human Resources function in a business varies from organisation to organisation but essentially the following functions are part of the Human Resources Department applicable to all business with Marks & Spencer being no exception. Marks & Spencer being a large organisation have a whole specialist division especially dedicated to employee matters and workforce welfare. The role of Marks & Spencer Human Resources Department is to manage human resources within the organisation. The Functions of the Human Resources Department include the following: * Predict the necessary manpower needs and skill requirements of the business * Recruitment and selection of
The rise is as a result of pay settlements that have been paid in 2003 than in 2002. The payouts covered areas of health, social work and public administration. In comparison, the private sector experienced pay growth of 2.9% in the year to August, which was unchanged from July. The largest pay growth gap is evident from statistics since November 1992 between the public and private sectors. A reason for the decrease in private sector earnings growth is changes in the level of bonuses and the timing of incentives. In the year to August 2003, retail prices increased by 2.9 per cent, below the rate of earnings growth. Recruitment & Selection E3 The quality and contribution of a company's workforce is the most important determinant and influential factor in the success or failure of organisational objectives. Therefore Marks & Spencer must have an efficient recruitment and selection procedure to ensure the highest quality of employees. This is especially imperative for national retailer Marks & Spencer as the business is operating within a labour-intensive sector of the economy. In recruiting staff there are key recruitment documents the main ones being the following: Recruitment Document Features Job application * Information about the applicant regarding personal attributes, qualifications, experience and so on * Will be compared with the person specification Curriculum vitae * Personal details * Education * Qualifications * Work experience * Interests * Ambitions Letter of application * It is a brief and concise straight to the point recruitment document * It should have non-grammar, punctuation and spelling mistakes * Split into four main paragraphs * 1st being how and why the applicant is applying for the job * 2nd the applicant's personal details * 3rd reasons why applicants want job and to work for the company * 4th The various factors to be considered when planning to fill a vacancy are the following: Person Specification This is sometimes referred to as a personal profile providing the necessary standard to do a job efficiently.
The Recruitment and Selection function of Marks & Spencer is important for labour intensive service industries such as retailing as a failure to maintain standards both in terms of skills and attitudes could potentially have major repercussions both on the productivity of staff and the morale of the workforce thus affecting company competitiveness. Another function performed by the Marks & Spencer human resources department is Training and Development it is important to continually update and advance training programmes in order to developed and increase the workforce's skills capabilities. This will result in Marks & Spencer having the most qualified and experience staff to cope with any change in the external labour market. A3 The Potential Conflict of Interest between Human Resources Functions Employees of Marks & Spencer should avoid activities or situations, which may result in a conflict of interest or the appearance of conflict. Staff members must not use their organisational positions to influence outside organisations or individuals for the direct financial, personal or professional benefit of themselves, family members, or others with whom there is a personal relationship. An employee may decide to participate in some outside activity or business primarily because it provides financial or personal gain. In those instances the employee's first obligation is to the Marks & Spencer company, and the employee must avoid any situation where either the extent or the type of activity could, either directly or by appearance, limit the employee's impartiality or effectiveness in fulfilling his or her job responsibilities. Employees should be sensitive to any situation where there is the potential for conflict of interest or the appearance of conflict. Judgments on whether a conflict exists can be difficult to make and staff who are uncertain should consult their supervisors or their human resources region manager. The potential for conflict of interest exists across a wide range of activities. The following specific policies provide guidance for avoiding conflict of interest.
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