Employee Engagement Strategies at Marks & Spencer

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management
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1HUMAN RESOURCE MANAGEMENT
Introduction
Employee engagement programs help the business organizations to increase the
motivation level of their internal stakeholders. This is much important in the current business
scenario due to fact that the more will be the level of employee engagement, the more will be
their productivity in the organization (Albrecht et al. 2015). However, the approach of the
employee engagement strategies is different in different organizations based on their business
factors and environment. The core objective of initiating employee engagement programs is to
have lesser employee issues and enhanced organizational productivity and effectiveness.
Marks & Spencer is one of the leading retail brands in the world with having their
operation in different states around the world. Apart from their huge operation, they are also
known for their effective and extensive human resource approaches. This essay will discuss
about the strategies used by Marks & Spencer in engaging their employees. In addition, the
benefits that are being gained by them from the initiation of the employee engagement strategies
will also be discussed.
Coordination among the internal stakeholders
According to the human resource management of Marks & Spencer, coordination and
relationship among the internal stakeholders are much important and primary step in having
effective internal business environment. They have the initiated the concept of motivating the
employees along with their immediate supervisors in conducting huddles on daily basis (Miller
2017). Though the effectiveness of the huddle is limited to certain employees but maintaining the
culture of conducting huddle among the employees and the supervisors helps them to have more
relationship between the employees and their supervisors. This enables the employees to get their

2HUMAN RESOURCE MANAGEMENT
issues communicated to the upper level and creating a sense of brotherhood among them.
Furthermore, conducting huddle on daily basis also involve the employees in their workplace
more effectively (Bedarkar and Pandita 2014). Thus, delegation of the issues of the employees is
further increasing the productivity of them that is creating more opportunities for Marks &
Spencer as an organization.
Lifestyle program for the employees
Marks & Spencer follows a wide range of lifestyle programs for their employees. This
includes flexible working shifts, job sharing facilities and leave for volunteering services.
According to the human resource approach of Marks & Spencer, employees will get more
engaged in their workplace if they can be provided with increased level of freedom and
flexibility in their workplace. In accordance to this approach, employees of Marks & Spencer are
being offered the facility of flexible work shifts that enable the employees to change their
working hours according to their convenience (Galea, Houkes and De Rijk 2014). In addition,
employees are also being provided with the facility of leave for volunteering service such as
joining in the political process or in public duties or services. Employees are being given long
term leave in these occasions. All these facilities are enabling Marks & Spencer to engage their
employees in the organization and motivate them to perform better. Considering the personal
requirements of the employees also leads to have positive impression among them and they tend
to perform better in the organization (Zareen, Razzaq and Mujtaba 2013). This is leading to the
gaining of higher level of service by Marks & Spencer.