Human Resource Management Is Crucial Commerce Essay


Human resource management is comprised of a range of different aspects of work. One of the key areas to deal is the staffing needs of the company. Human resource management is also responsible that the employees of the company understand the terms and condition of the company where they are working. When the management hires someone for their company, he or she will provide a copy of the employees manual where in all the basics of the company is written and the policies, terms and condition that the employee must follow if he is to work in the company. Human resource management is a crucial field in a business. They are responsible for the overall performance of the staff as well as their personal issues and concerns the productivity of the employees definitely affects the overall productivity of the company. Those in the higher positions must trust the management that they will ensure the productivity of all staff and therefore the business will prosper. Human resource management is really employee management with emphasis on those employees as assets of the business. Task 1, question 1 discuss about human resource management, HRM involves strategic direction and HRM metrics and measurements to demonstrate value, an effective HRM system allows organizations to address human resource issues strategically and also discusses about objective HRM. Question 2discuss the important of HRM for M&S organizational, strategy, compensation, benefits, safety, liability, training and development, employee satisfaction and selection.

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Task 2 question 1 discusses about flexibility on the workplace that M&S organizational. Flexibility is about when, where and how people work. It is increasingly an essential part of a creating effective organization. Question 2 discusses the advantages and disadvantages of implementing flexibility of workplace.

Task 3, question 1 are mainly discuss about how the management provides equal opportunities the workplace. And the define of equal opportunities. Question 2

Discuss what advice provides to M&S organization the explanation about protection of business against workplace decimation claim.

Task 4 question 1 talking about what is employee empowerment and give define for employee empowerment. Question 2 discuss the benefits of employee empowerment some benefits like, encourage employee satisfaction, better customer service, employee retentation, increased profits and better motivation.

2.0 presentation and analysis:

Task 1

2.1 introduction task 1

Task 1 question 1 discuss about human resource management for M&S organizational and the define for human resource management is the process of managing people in the organization. And discuss about objectives of human resource management for M&S organizational. Question 2 discusses the importance human resource management for M&S organizational.

2.1.1 Human resource management is crucial to organization change, especially on the organization re-invention; briefly discuss the perspectives of human resource management.


Define Human Resource Management (HRM) is defined as the process of managing people in organization. HRM includes hiring people, retention of people, pay and perks setting, as well as management and performance management. HRM is the development and management of knowledge, skills, creativity, talent and their most effective use. Training and development is also part of HRM. Making training and development plans at organization is improving the performance of individuals and the group in organization. Human resource management is based in the efficient utilization of employees to achieve two main goals within a company or other organization. The first is to effectively make use the talents and abilities of each employee to meet the operational objectively that are the ultimate of the Marks and Spencer organizational.

Objectives, of human resource management for M&S organizational change are taken

From their basic objectives the organizational. For achieving the organizational goals, it is necessary to employee right people right job. The primary objective of human resource management for M&S is to provide right competent and willing work force to an organization, for attaining its primary objectives human resource management of M&S organization. So first objective of M&S organizational employer to guide organization in attaining its goals well trained and competent personnel employee. Next M&S effectively utilize the available human resource management for M&S organizational according to the requirement means employee the knowledge and skills of the employee in attaining organization goals. Next the M&S organizational develops and maintains motivating productive and self-respecting working relationship among the entire organizational employee. Next employer M&S develop and maintain high morale and cordial relation with the organization. Next employer M&S help to develop and maintain ethical policies and behaviour inside and outside the organizational. Next ensure human resource are employed cost effectively mean M&S employer pay rates should be competitive but not excessive and achieve acceptable utilization minimize staff turnover and measure return on investment in training. And final objective human resource management for M&S organizational maintain good employer and employee relation avoid unnecessary and costly industrial disputes timely and honest communication with employee and M&S representatives, sensitive handling or potential problem with employees dismissal, redundancy, major changes in the business comply with all relevant employment legislation.

2.1.2 Discuss the impotence of human resource management of M&S with the focus on increased of direct contact with customers.


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Importance human resource management for M&S organizational, strategy management participate in corporate decision-making that underlies current staffing assessments and projections for future workforce needs based on business demand. Next compensation specialists develop realistic compensation structure that set M&S organizational wages competitive with other business in the area, in the same industry or companies competing for employees with similar skills. M&S employments conduct extensive wage and salary surveys to maintain compensation costs in line with organization current financial status and projected revenue. Next benefits specialist can reduce the M&S costs associated with turnover, attrition and hiring replacement workers. M&S are important to the organization because employment have the skills and expertise necessary to negotiate group benefits package for employees, within the M&S organization budget and consistent with economic conditions. M&S organization also are familiar with employee benefits most likely to attract and retain workers. This can reduce the company costs associated with turnover, attrition and hiring replacement workers. Next safety, employees have an obligation to provide safe working conditions. Workplace safety specialists also engage employees in promoting awareness and safe handling of dangerous equipment and hazardous chemicals. Next liability, human resource management for M&S employee relations specialist minimize the organization exposure and liability related to allegation of unfair employment practices. M&S identify, investigate and solve workplace issues that, left unattended, could spiral out of control and embroil the organization in legal matters pertaining to federal and state anti-discrimination and harassment laws. Next training and development, M&S organizational training and development specialists coordinate new employee orientation, an essential step in forging a strong employer-employee relationship. The training and development area of HR also provides training that supports the company fair employment practices and employee development to prepare aspiring leaders for supervisory and management roles. Next employee satisfaction, M&S employee relation specialist in human resource management help the organization achieve high performance, morale and satisfaction levels throughout the workforce, by creating ways to strength the employer-employees relationship. Recruitment, M&S manage the employees. Typically, employment determine the most effective methods for recruiting applications, including assessing which applicant tracking systems are best suited for the organizations needs. And selection, M&S professionals work closely with hiring managers to effects good hiring decisions, according to the organization workforce needs. M&S organization provide guidance to manager who aren't familiar with HR or standard hiring process to ensure that the company extends offers to suitable candidates.

2.1.3 Conclusion

Task 1 question conclusion discuss about human resource management and question 2 doing about the importance human resource management for M&S organizational.

Task 2:

Upon the implementation of flatter organization structure,

In this task 2 questions 1 discuss the flexibility, the meaning of flexibility is how and when work gets done and how careers are organized. Flexibility can also improve employee and job satisfaction. Question 2, discuss the advantages and disadvantages of the flexibility of workplace. And advantage of flexibility means improving retention and productivity.

2.2.1 What is the model of flexibility on the workplace that M&S can practice?


Flexibility is a way to define how and when work gets done and how careers are organized. It is a critical ingredient to overall workplace effectiveness. M&S use it is a tool for improving recruitment and retention, for managing workload, and for responding to employee diversity. Research shows that flexibility can also improve employee and employer making changes to when, where, and how a person will work to better meet individual and business needs. While the basic concept stays the same, it's the type of flexibility which makes the difference.

Essentially, flexibility enables both individual and business needs to be met through making changes to the time (when), location (where), and manner (how) in which an employee works. Flexibility should be mutually beneficial to the both the employer and result in superior outcomes.

The explanation of when means flexible working hours altering the start and finish time of a working day, but maintaining the same number of hours per week, for example 8am-4pm Instead of 9am to 5pm. Part time work generally speaking, working fewer than the standard weekly hours. For example, two days per week, 10 days over four weeks or two days one week and three days every second week. Variable year employment changing work hours over the month or through the year, depending on the demands of the job ( for example working more hours during busy periods and taking time off in quite times). Part year employment also called purchased leave; this means that an employee can take a longer period of leave (e.g. a total of 8 weeks per year) by averaging their 48 week salary across 52 weeks. It's sometimes called 48/51 For example, parental leave, family/ careers leave, cultural leave and career breaks. . Leave varying from leave in single days of leave without pay, to special or extended leave. Next where working from home also called teleporting, this means working away from the main office (i.e. at home) either full of part-time, and on a regular of intermittent basis. For most people, it's working from home either occasionally or for an agreed number of days each week. Working remotely in some industries people may work at a different office or in a client's workplace for some or all of their working hours. And last how people work job-sharing-two people sharing one full-time job on an ongoing basis. For example, working two and a half days each, a two/ three day split or one week on and one week off phased retirement-reducing a full-time work commitment over a number of years (e.g. from 4 days to 3 days per week) before moving into retirement. It can also mean becoming an "alumni", i.e. that a retired employee returns to the workplace to cover peak work periods or to provide specialist knowledge.

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Flexibility on the workplace that M&S can practice is no longer an optional extra that employers may offer, but a "must have" that many job seekers and current employees look for. Simply having a flexibility policy however isn't enough to satisfy this need of for an organization to be considered best practice. To be best practice, workplace flexibility must not only be communicated in a policy which is broad in nature and appeal, offering a variety of flexible work options to a wide range of people; but also implemented by a business that is really committed to making flexibility work effectively. Flexibility workplace is an important business strategy that helps organizations respond to demographic, economic and technological changes in the workplace can benefit both employees wish to sit in the office to working from home for some days of the week, everything is possible apart from this important and core concept workplace flexibility can also mean part time employment, from home, and an enhanced leave program for the employees.

2.2What are the advantages and disadvantages of implementing the flexibility of workplace?


Advantages of implementing the flexibility, improving retention, recruitment and productivity building employee morale and commitment, protecting the institution's investment in its people, giving Emory a recruitment edge in tight labour markets, reducing office space and overhead expenses, improving or extending office coverage and creating a more responsive, agile organization M&S organization employers to implement flexibility

Workplace practice including increased productivity better customer service, enhanced legal compliance, improve morale reduced absenteeism effort" where employees go that extra mile because they believe that employer are doing the right thing by M&S employment. And there are workplace flexibility requirements under the new National Employment Standards

Disadvantages of implementing the flexibility, like every business practice, flexibility in any workplace depends on the business that it has been implemented in. the maturity and the understanding of the responsibilities by the M&S employees are very critical for the successful implementation of the flexible work rules. If M&S employs are not responsible enough, the business might actually face a lull in productivity with aspects like work from home and limited hours of working per day. Therefore this aspect should be taken into consideration right during the hiring of the individuals. Care should be taken that only those who are serious about their job, careers and professions are hired by a company, if the company believes in the work flexibility. In fact the very success or failure of the implantation of a flexible workplace depends on how well the employees take it and how they use the flexibility to become more productive instead of actually finding ways to shirk work. Because flexibility in the workplace has been proved to increase the efficiency of the employee population, various programs and initiatives are now being prepared by employee

2.2.3 Conclusion

Task 2 questions 1 discusses the flexibility and question 2 talking about advantages and disadvantages of the flexibility.

Task 3

2.3 introductions

Question 1 discusses the equal opportunities within the workplace. The define of equal opportunities is treating people as individual with different skills and abilities. Questions 2 discuss the protection of business against workplace discrimination claim.

2.3.1 There are mainly women and minorities in M&S, explain how the management provides equal opportunities within the workplace.


M&S organization change provides equal opportunities mean treat people as individual with different abilities and skills, without making judgment based on stereotype or on character as outlined in anti-discrimination legislation. M&S equal opportunity means that all people will be treated equally or similarly and not disadvantaged by prejudices. This means the best person for a job or a promotion is the person who earns that position based on qualifications, experience and knowledge. Equal opportunity, diversity, and inclusion in the workplace sound simleenough but us all know that it simply isn't so. For years women and minorities were not, and in some cases, still are not, treated equally. These characters include sex, sexuality, race, disability, or marital status. Equal opportunity in a workplace context means that all M&S employees have equal access to the opportunities that are available at work. This means all employees are treated with fair and respect in that they are not subject to harassment in the workplace. M&S employers can only discrimination on the grounds of ability, experience or potential and all employment decision taken on an individual ability to do a particular job. M&S equal opportunity for women in the workplace (formally affirmative action). Equal opportunity for women in the workplace means taking positive steps to remove old barriers, which have prevented women from doing some jobs, or from being given the chance to advance to higher levels within organizations. An equal opportunity workplace is one where all people are treated with dignity and respect; all people have equal access to jobs, opportunities and careers based on their knowledge, skills and abilities; all selection is based on merit, i.e. the best person for the job and is valued. And equal opportunity is not, preferential treatment for one group over another just people and treating everyone the same.

2.3.2 What advice can you provide to M&S, on the protection of business against workplace discrimination claim?


M&S organizational change should base all employment decision on relevant employment characteristics only. Do not consider protected characteristics like colour, religion, sex, race, national origin, pregnancy or physical disability. In additional to federal anti-discrimination rules, state laws may cover business exempt from the federal laws or provides additional protection.

Let take a look at the various law:

The civil right act 1964 (title vii) prohibits employment discrimination based on race, sex, religion, or nation origin. The equal pay act 1963 (EPA) protects individuals who are 40 years of age older; the civil right act 1991 provides monetary damages in cases of intentional employment discrimination. (

These type of discrimination include biased practice based on, age discrimination is a practice specifically protected by law. With a few rare exceptions from specifying an age preference is job advertisement. Employee must receive the same benefits regardless of age, only exception being when the cost of providing supplemented benefits to young workers is the same as providing reduced benefits to older workers. Next religious discrimination its illegal for employers to discriminate based on individuals religious beliefs. Businesses are required to reasonably accommodate an employee religious beliefs, as long as doing so do not have excessive negative consequences. Gender discrimination, when paying salary a salary to men and women of the same qualification, responsibility, skill and position, employers to discrimination on the basis of gender. Business from lowering on gender salary in order to equalize pay

Between women and men. Additionally, pregnancy-based discrimination is illegal. Employers are requiring handling pregnancy in the same way that they would handle a temporary illness or other temporary condition that would necessitate special consideration. And employment discrimination complaints, under united stateless laws, companies are prohibited to subject employees to unfair treatment or blatant discrimination based on this legally protected characteristic. Also, it is illegal for an employer to retaliate against a person who has filled complaint about discrimination or participated in an investigation.

2.3.3 Conclusion

Task 3 question 1 discussed the management provides equal opportunities within the workplace, so mainly mention equal opportunities within the workplace and question 2, ,mainly mention the protection of business against workplace discrimination claim.

Task 4

2.4 Introduction

Task 4 questions 1 discuss employee empowerment based on M&S organizational. The meaning of employee empowerment is creating a working environment where employee is allowed to make own decision in specific situations. Questions 2 discuss the benefits of employee empowerment.

2.4.1 What are the HRM practices that can be best implemented based on the above scenario?


Employee empowerment is creating a working environment where an employee is allowed to make his own decision in specific work-related situations. The decisions can big or small and the size and effect of the decision is up to the employer. The logic behind employee empowerment is to increase the employee responsibility, to build employee morale and to improve the quality of your employee work life. Ideally, when employee feels vested in an M&S organization, he will be more productive, loyal and more confident.


Some employers tend to forgot that their hired hands also have brain. By using the minds of their employees, M&S organization are able to get or meet projected goals and the objectives a lot faster because there are more people working toward them them. Able to delegate responsibilities to your employees will allow you more time to focus on the area of M&S organization where attention might be needed more.


In an employee empowerment M&S organization, the employee/manager relationship is inverted. Instead of the employee working for the manager, the manager will be catering to the needs of the employees. Managers must ensure that employees have the proper resources needed to make the decisions that allow the job to be done. In order for employee empowerment to be successful, the employees have to be properly trained and they must also have access to any information to their additional responsibility.


Employee empowerment can vary from organization to other organization. Some employers prefer to have empowered employees while another may prefer to have employee-empowered teams. For instance, an employee who previously was only responsible for looking over applications now has the responsibility of interviewing and hiring employees.


If M&S organization is normally micromanaged, meaning all decision and projects have to be directed or overseen by a manager, then employee empowerment may not be the right choice for the M&S company, unless plan to do major restructuring. Manager might have a problem allowing the employees to make decisions. If the employees are contently being watched, they are not going to feel trusted to do anything.


If M&S organization is normally micromanaged and you would like to proceed toward allowing your employees to have a say in the M&S organization, then a suggestion box is a good start. However, need to implement some of the suggestions in order for employees to take seriously.

2.4.2 Discuss the organization performance after the implementation of the new HRM practices.


A benefit of employee empowerment simply means creating a stable working environment where employees can make their own decisions in certain work-related situations. The concept behind employee empowerment is geared towards motivating the employees, to improve their quality of work and build morale. Here are some of the benefits of employee empowerment in an organization. Encourage employee satisfaction; delegating responsibilities to employees is an effective management strategy to the helps to increase employee satisfaction. Empowering your employees gives them a feeling of belonging and ownership, which directly translates to efficiency in production. Better customer service, employee with incentives from higher authorities in the organization feel organization feel that they require gaining a level of authority, knowledge and control that is necessary to solve customer related problem or any urgent. As a result, they are able to driver better services to their customer. According to recent findings, employees feel more useful when given a chance to contribute in the decision making. . Employee retentation, companies that use this kind of leadership attract trustworthy employees who work with them for a long period. On the other hand, chance of losing loyal employees in authoritative organization is higher; therefore this means employees should be given a chance to participate in decision making. Increased profits, most companies work geared towards reaping nice profits, employee empowerment is essential when it come to increasing profitability. Empowering each employee helps lower absenteeism and encourages productivity, which in turn increase profits in the organization. Better motivation, employee empowerment is the leading factor behind employee training and education. Less conflict with manageress and administration means employees are motivated to contribute in the decision making which it is vital in terms of increasing company profit. The main disadvantage of employee empowerment is that when conflict rise, interpersonal relations might suffer since differences between employees can arise.

2.4.3 Conclusion:

Both question explained the best implemented and implementation new HRM practice. So both question used employee empowerment define and benefits.

3.0 Conclusion and recommendation:

Human resource management is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected toadd value to the strategic utilization of employees and that employee programs impact the business in measurable ways.

Task 1, question 1 mention about what human resource management and objective for M&S organizational change. And question 2 mentions the importance of human resource management for M&S organizational and importance explained how useful it to M&S organizational.

Task 2, question 1 mentioned flexibility on the workplace that M&S can practice, it define and explained how flexibility main in organizational. And question 2, discuss about advantages and disadvantages of flexibility in workplace for M&S organizational change.

Task 3, question 1 discussed the mainly women and minorities in M&S, explained the management provides equal opportunities within the workplace, this question first mentioned about equal opportunities in workplace. Question 2 advice can you provide to M&S on the protection of business against workplace discrimination claim, so this question main mention about protection of business against workplace discrimination claim, it simply shows the laws of company using and some discrimination claim type.

Task 4, question 1 discussed about best implemented above the scenario, simply define and explain the employee empowerment. And question 2, explained the implementation of the new HRM practice, in this question given some points of benefit employee empowerment.