Human Resource Management Individual Project - Marks and Spencer

This report analyzes the HR strategies of Marks and Spencer, impact of environment on culture, job strategies, hiring and firing strategies, and more. It explores the Standard Casual Model of HRM, Storey's 27 points of difference between HRM and personnel management, and provides recommendations for high organizational performance.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK...............................................................................................................................................4
A) Examining how HR strategies were changed by the firm.................................................4
B) Analysing the impact of environment factor on culture and HR plan...............................5
C) Organisation's model of employment and organisational levers used to create values.....6
D) Using Storey's 27 points of difference between HRM and personnel management as a
benchmark..............................................................................................................................7
E) Analyse the strategies related with job strategies..............................................................9
F) State hiring and firing strategies of the organisation.........................................................9
G) Use appropriate corporate examples and literature to justify your stand........................10
H) Recommendation to employers regarding HRM practices to ensure that the organisation
performance is high..............................................................................................................11
CONCLUSION..............................................................................................................................12
REFERNCES.................................................................................................................................13

INTRODUCTION
Humans are the backbone of any organisation. Human Resource Management is a broad
concept which focuses on the practices of hiring, recruiting, training, developing, rewarding,
deploying and managing employees within the workplace. HR managers plan, direct and
coordinate the administrative business functions. The present report is based on the Marks and
Spencer Company which is a UK based multinational organisation. It has headquartered in
London, England (Stewart and Brown, 2019). It is mainly known for its home products, clothing
and food items. The report analyses various HR strategies and related strategic concepts of
HRM. It will demonstrate the impact of environmental factors on culture. It will use the
Storey'27 points of difference between personnel management and HRM. Later, it includes the
job strategies and hiring and firing strategies. Lastly, it will provide suggestions and
recommendations to increase the organisational performance.
TASK
A) Examining how HR strategies were changed by the firm
The main function of human resource department is admiring efforts of their workforce in
such a manner efficiency of overall performance of business could be enhanced. In the same time
functions of the business could be improved by improving efficiency of employees. On the other
hand, human resource strategies are related with giving direction to the employees so that their
efforts could be aligned with objectives of the company (Ozbilgin, 2020). Strategies of HR are
quite useful because they assist in aligning goals and targets of businesses they could develop
and grow. Department of HR gives an environment to an organisation and employees which
assists workforce to increase and improve their role in evaluating needs and demands of the
market so that employees could be easily moulded for increasing job satisfaction. With the
assistance of HR strategies, workforce get motivated towards increasing their own performance
so that productiveness and creativity could be enhanced. By using strategies of HR, positive
environment could be maintained so that workforce could contribute in overall succession of the
business. In respect of Marks & Spencer, this retailer company has made and reviewed their HR
strategies with the motive of dealing with targets of business and these strategies are explained
below:

 Giving timely rewards: HR manager of Marks & Spencer is indulged in making a proper
plan so that efforts of workforce could be used for developing and taking business
towards the success. The manager constantly making efforts to encourage workforce so
that goals of the business could be attained easily. This organisation gives rewards to
their employees on the basis of their performance. This helps company to become more
transparent and take most out of the employees for attaining business objectives.
 Talent acquisition and retention: Another effective strategy of HR considered by Marks
& Spencer is adopting strategy of talent management in which talented candidates are
attracted and talented existing employees are retained. This is the best way for having
skilful people in the company and reduce cost of training by retaining existing
workforce.
 Performance and People: Marks & Spencer is highly focused towards managing their
significant people as well as their performance. Company considers financial
performance method to measure the performance (Richards and Sang, 2021).
B) Analysing the impact of environment factor on culture and HR plan
Human resource department is related with execution of several responsibilities and roles
through which objectives of business could be achieved. Job security is defined as one of the
main ways which could be provided to employees in effective way. Marks & Spencer is focused
towards recognising and appreciating employees who have great knowledge as well as great
potential to do their work. This way the organisation is trying hard to put environment factor
within HR plan and culture of the company. By integrating culture, company could easily
determine such number of employees which impact overall business. This can make the
organisation to form coordination among employees so that cultural difference can be mitigated
and overcome. Culture is known as the main component that is considered in the business for
business excellence (von Bonsdorff and et. Al., 2018). Cultural knowledge is so important in this
modern time because it helps in removing communication gap and building strong relationship in
the workplace. If cultural knowledge is absent then communication remains poor and procedure
of HRM could face many challenges.
 In the present time Marks & Spencer follows Ethno-centrism policies that are related
with giving employment opportunities to many people so that process of HRM assists in
giving comfortableness to majority of people. The other employment policy is respecting

every culture so that positive environment could be built in the workplace. This assists in
aligning standard of the whole organisation with the standard of whole world.
 Training is explained as the other significant component that is managed by Marks &
Spencer with the purpose of dealing with environment of the workplace. This way
company increases skill and knowledge of the employees in relation to the work as well
as culture of every employee present in the company.
 The recruitment policy of Marks & Spencer is different because it is dependent upon
region to region. Basically this is selected as per the requirement of that particular place
and which could help business to get more success. The department of HR analyses
cultural background of the employees so that employees could easily adjust in the
organisation and they can concentrate on their assigned work.
C) Organisation's model of employment and organisational levers used to create values.
Employment model is regarded as the process which is utilised within the organisation so
that to delegate roles and responsibilities within the organisation in most effective manner. By
using the method employees get assistance to execute their roles and functions in such a manner
that organisational aims can be aligned (John and Taylor, 2016). This helps the business to
manage business functions in smooth manner and manage overall workings as well. In the
context of Marks & Spencer organisational model is elaborated as under:
The Standard Casual Model of HRM: This is the model which is used for the major purpose of
preparing business strategies and to attain effectiveness within organisational functions(Abdul‐
Halim, and et. al., 2016)
.
This model is used within workplace of Marks & Spencer so that to manage human
resource and to utilise human resource as capital in the organisation so that differential activities

within the organisation can be managed in effective manner. With the help of this model
organisational strategies can be made in such manner that efficiency can be attained. Within an
organisation the major responsibility of HR department is to provide productivity to the business
and to utilise capabilities of each and every workforce (Ahlvik, Smale and Sumelius, 2016). On
the other hand, with the help of such roles business benefits can be attained and sustainability is
the major factor that can be attained. With the help of such model Marks & Spencer may get to
know regarding internal and external factors of their business so that they can develop their
performance and acquire success as well. Similarly this will lead the business to manage their
business in global level in which HR department may provide roles and responsibilities to their
employees in accurate manner. In the current scenario business expansion in global manner is
necessary and this model enables the business to align their role in the manner to market changes
and any other acknowledgement. With the help of this model return on investment can be
increased which is related with adding value to the business (Bailey, Mankin and Garavan,
2018). These are the reasons in which succession opportunities within the business can be
enhanced in which path of organisational productivity can be enhanced. For Marks & Spencer
the organisation is efficiently using this model so that to develop business effectiveness and to
execute their business functions in such a manner that business goals can be attained.
D) Using Storey's 27 points of difference between HRM and personnel management as a
benchmark
HRM and personnel management are defined as two major concepts which are connected with
each other and are having significant role into the business. In the context of Marks & Spencer
these are the concepts which are used within the business for managing business objectives and
to attain effectiveness within the business (MASANJA, 2019). Using these concepts needs and
demands of employees can be identified so that higher level of job satisfaction can be attained.
The company is using such HR policies appropriate benefits can be attained and at the same time
staff retention can be increased (Delery and Roumpi, 2017). In the same manner roles of the
employees can be aligned with managing productivity and goals attainability as well. For the
organisation significant balance is required to be made so that benchmarked performance can be
attained and at the same time in overall manner business objectives can be attained. For Marks &
Spencer this model is described as under:
BASIS Personnel management HRM

Contract Under this transparent contract is made
in which all the aspects are covered
within Marks & Spencer so that work
quality can be improved.
HRM is related with delegating roles and
responsibilities within the organisation
in such a manner that business activities
can be executed with higher efficiency.
HRM is related with managing business
activities in such a way that
effectiveness can be attained and
employees can be included in the
business.
Rules Personnel management is defined as
such tools that can be used within the
organisation so that to manage various
roles in effective manner. This is
related with gaining such business
opportunities in the business so that
conflicts can be minimised and at the
same time performance can also be
improved (Brewster and et. al., 2016).
HR management in Marks & Spencer is
related with executing the business
operations in appropriate manner along
with establishing effective
communication as well. This is helpful
in providing such environment to the
business in which employee engagement
can be increased and at the same time
business functions can also be executed.
Managemen
t task
For Marks & Spencer with the help of
personnel management various roles
and responsibilities can be exerted
within the business so that all the roles
and responsibilities within the business
can be exerted in accurate manner
(Shakil, Hassan and Qureshi, 2019).
HRM is related with including such
policies within the business so that
employee productivity can be enhanced
and at the same time employee
engagement can be enhanced.
E) Analyse the strategies related with job strategies.
Job design is meant by a process of creating a job that enables a business to accomplish
its objectives and goals while encouraging, motivating and compensating the employees. It states

that a well-design job leads to higher quality of work and boosts the productivity level of
individual and organization. Moreover, it leads to job satisfaction, lower employee turnover rate
and lower absence. In context of Marks and Spencer, there are four strategies of job design that
can be used to boost the motivational potential of a job. The discussion is underneath:
Job rotation: Job rotation is meant by a practice of moving workers between their job within the
workplace (Hartog and Lepak, 2019). This advance the skills, support employees orientate in
potential new job roles and learn through various experiences. It helps to increase the
encouragement and develop flexibility in deployment resultant in simple replacement in case of
absence of employees.
 Job enlargement: It consists of making job larger by combining extra work and task
into each job through expansion. It focuses on the job enlargement by increasing
responsibilities and risks.
 Job enrichment: It is closely linked with the job enlargement. It is a direct outgrowth
of two-factory theory of motivation by Herzberg. It refers a vertical enlargement of job
by increasing opportunities for growth individually and responsibilities towards it.
 Job Simplification: In this, job is broken down into smaller parts. Doing so, it can
increase the productivity level of the employees (Nankervis and et.al., 2019). But on the
other side, doing repetitive task can lead workers towards boredom and monotony. It can
be appropriate for such employees who have low skills and expertise.
Therefore, it is assess that job design need not necessarily boost the motivation of the
workers in the Marks and Spencer as it impacted by the individual differences. Factors such as
employee satisfaction, employee competence with their work surroundings and the growth
requires influences the level of motivation of employees.
F) State hiring and firing strategies of the organisation
Hiring and firing are considered as two major processes which are included within HR
processes and would be helpful in executing business operations in desired manner. Hiring is
considered as the procedure in which process of recruitment takes place and on the contrary
firing is the process in which employees are released (Seeck and Diehl, 2017). In the context of
Marks & Spencer the company use extensive process of hiring and firing which are elaborated as
under:
Hiring process

Marks & Spencer is having systematic process of hiring and in this the company post
advertisement on various media platforms so that to provide knowledge to candidates related
with vacant job role. Under the first stage skilful candidates are attracted and in the next process
these are reviewed so that to refine the process of hiring. Job interview is related with examining
skill set and capabilities of candidates so that the same skills can be used within the business.
The next step is related with examining personality of participants so that appropriate decisions
can be taken regarding their hiring (Wood, 2018). In the last step management takes the decision
related with refilling the vacant job position.
Firing process
This process is used by Marks & Spencer for the major purpose of terminating or
releasing the employees so that they can be given exit from the organisation. In the first step
manager try to recognise the problems which are faced by working employees by which situation
of termination or releasing has seen (O’riordan, 2017). After this step, such ways are examined
by which these problems or issues can be sorted out so that employees can be retained. After this
performance management plan is prepared by HR department so that performance of individual
can be examined and this is followed by exit interviews so that employees can be released.
G) Use appropriate corporate examples and literature to justify your stand.
As per theory of Ahammad, Glaister and Gomes, 2020 and various other authors, HR department
is assigned with various duties, roles, and responsibilities to be executed and in the similar sense;
the department makes sure that they perform at their optimum level to make sure they meet their
obligations with high level of productiveness and effectiveness with the business. For every
organization, employees are the backbone and are the key resources that help every business in
achieving their business objectives. Therefore, it is vital for every business to treat their
employees in appropriate manner that would ultimately lead business to earn high profits and
accomplish systematic working environment (Ren and Jackson, 2020). One of the ways to assure
the same is giving justified and deserved recognition and reward to employees, this is important
as it ensures that employees feel safe, secure, happy and be motivated to work to their full
efficiency. In the modern time, the roles and responsibilities of HR department have changed
drastically, and they and it have become multi-dimensional which is helping business and
various departments of it to achieve their targets and objectives with complete effectiveness and
efficiency within the required time frame. One of the major and important activities conducted

by HR department of Marks and Spenser is the training to their employees so that they are aware
how the organization performs and treats their customers, vendors, and all other stakeholders. In
the context of Marks and Spenser, the company is managing their HR policies in a manner that
appreciates high employee engagement and coordinates the skills and capabilities of their
employees with the organizational objectives. UK is country with multiple cultures and traditions
and to adhere with it, it’s important for Marks and Spencer to have flexible and accurate HR
Policies.
H) Recommendation to employers regarding HRM practices to ensure that the organisation
performance is high
Practices of human resource management is related with providing opportunities to
people of the company so that they can grow as well as help company to develop. The
department of HR is constantly operating to take out the best efforts and contribution from
workforce so that goodwill of the whole organisation could be increased in the market. Practices
of HRM are related with dealing with success of the organisation by giving importance to their
precious asset i.e. employees (Wilkinson and Dundon, 2021). In respect of Marks & Spencer,
practices of HR facilitate the company on enhancing productivity, performance as well as
effectiveness of the business. There are certain suggestions for Marks & Spencer through which
they can more easily manage their workforce. Some of these recommendations are explained
below:
 Marks & Spencer should communicate their targets and goals to every related party of
the organisation. This helps in increasing the transparency level of the whole
organisation as well as creates mind set among employees that they are quite important
for the company. This will help in grabbing attention and gaining higher contribution
from employees and increasing growth consistency of the whole organisation. This is the
main approach that could be easily considered and followed by the company in respect
of gaining high productivity and profitability with greater opportunities of sustainability.
 The other significant suggestion to Marks & Spencer is employee engagement. This is
one of the best strategies that help in engaging employees with the objectives of
organisation. Higher the engagement level of employees, organisation could easily attain
desired targets and objectives in minimum time period. For changing with time,
company needs to focus on engaging employees so that they can also change as per the

requirement of business. Hence, this will greatly help company in future and they will
also gain competitive edge in the market.
CONCLUSION
From the above report this can be concluded that HRM is associated with one of the
prominent aspect or approach which is used within the business and to acquire aspects related
with meeting employee engagement and performance can be increased. HRM is associated with
managing of organisational human capital in appropriate manner in which employee contribution
can be increased which leads in attaining business objectives. HRM is related with developing
roles and responsibilities so that organisational productivity can be improved and in the same
time developmental opportunities can be increased. One of the major functions of HRM is
related with boosting employee morale so that effectiveness and accountability can also be
increased. HR department is purely responsible to provide significant edge into the business so
that competitors can be managed in appropriate manner.

REFERNCES
Books and Journals
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Bailey, C., Mankin, D. and Garavan, T., 2018. Strategic human resource management. Oxford
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management systems and their measurement. Journal of management, 45(6), pp.2498-
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Brewster and et. al., 2016. International human resource management. Kogan Page Publishers.
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von Bonsdorff and et. Al., 2018. Employee age and company performance: An integrated model
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Wood, S., 2018. HRM and organizational performance. In Human resource management (pp.
74-97). Routledge.