HRM: Analyzing Training and Development Issues at Marks & Spencer

This report delves into the critical area of Human Resource Management (HRM), focusing specifically on training and development challenges within Marks and Spencer, a prominent British multinational retail store. It identifies and analyzes the issue of ineffective training methods, where the company predominantly employs theoretical knowledge transfer without sufficient practical application. The report highlights the gap between planned and actual performance due to this deficiency. By examining real-life examples from other companies like Tesco, which utilizes workshops and technology training, the report contrasts Marks and Spencer's approach. It recommends the use of simulators and feedback mechanisms to enhance training effectiveness, ultimately leading to a more motivated and productive workforce. The conclusion emphasizes the negative impact of ineffective training on performance, time, resources, and employee morale, underscoring the importance of practical and engaging training programs. Desklib provides access to similar past papers and solved assignments for students.

Introduction to HRM

Table of content
 Introduction
 Training and development issue
 Real life example
 Recommendation
 Conclusion
 References

Introduction
 Human resource management can be defined as strategic approach for effective
management of the people in an organization.
 Company can get competitive advantage by maximizing employees performance.
 This report is prepared based on the case study of Marks and spencer. It is a British
multinational retail store whose headquarter is located in London.
 This report will analyse issue related to the training and development.
 Under this report, one of the issue of development and training programme that is
ineffective training method will be covered.

Training and development issue
 The common challenges which is being faced by the company in order to provide effective training
and development to their employees.
 These challenges are information overloaded, workforce’s resistance, ineffective training method,
employee road blocks and poor supportive system and feedback etc.
 Due to the lack of proper training and development, the quality of performance of the employees get
decreased.
 Moreover, company also lose their cost which are invested in the training and development because
there is higher gap present in actual and planned performance.

Cont.…
 Here, the issue of training and development that is ineffective training
method in an organization will be discussed below:
 Ineffective training method is stated that company is adopting all those
practice which only cover theoretical knowledge of working environment.
 Moreover, there is no use of practical aspect like how to behave, how to
complete task within time limit, how to improve the productivity etc.
 Therefore, Marks and Spencer found a gap between actual and standard
performance.

Real life examples of different companies
 Tesco company provide a month training to their new employees by conducting workshops, guest
session, technology advancement knowledge. This will help the employees to build their confidence
and encourage to perform their task efficiently.
 Marks and spencer provide training and development program to their new joining by conducting
lecture, making their employees aware about management practices, cost budget theory. Theoretic
knowledge is helpful but people don’t know how to impalement this information in real life situation.

Recommendation
 Company should provide training with the help of simulators so that
employees can feel the real work experience. By providing effective
training programme, company can get satisfied, motivated employees who
give their 100% efforts in organization success.
 Moreover, business can make their training and development program
effective by taking regular feedback from the employees, setting a
benchmark, align the individual goal with session etc.

Conclusion
 This report has analysed the one of the issue of training and development in the company
which is ineffective training method.
 Ineffective training method is the way through which company provide all the information
and knowledge in theoretical way which cannot be used or applied in practical situation.
 Due to this, company lose their performance, time, resources, capital etc.
 Moreover, employees also get demotivated, confused to perform their task in order to
achieve organization objective.

References
 Boon, C., Den Hartog, D. N. and Lepak, D.P., 2019. A systematic review of human resource management
systems and their measurement. Journal of management. 45(6). pp.2498-2537.Wright, D.J. And et.al. 2021.
 Development and feasibility testing of an evidence-based training programme for pharmacist independent
prescribers responsible for the medicines-related activities within care homes. International Journal of
Pharmacy Practice. 29(4). pp.376-384.
 Ibrahim, R., Boerhannoeddin, A. and Bakare, K. K., 2017. The effect of soft skills and training methodology
on employee performance. European Journal of Training and Development.