Impact of HR Strategies and Practices in Marks and Spencer

This report examines the value of HR strategies in developing Marks and Spencer, the impact of regional and national culture on HRM practices, models of employment, HRM practices in Asian countries, the importance of hiring and firing in local culture, and the different terms of employment laws when international HRM changes to local business.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
A. The value of HR strategies used in developing Company......................................................3
B. Impact of Regional and National culture of practices of HRM..............................................4
C. Models of Employment in Marks and Spencer.......................................................................5
D. HRM practices used by Marks and Spencer in Asian country...............................................6
E. Hiring and Firing importance in local culture and HRM practices in other Countries...........7
F. Different terms of Employment laws when International HRM changes to local business....8
G. Employee suggestions regarding HRM practices in organizational.......................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is planned approaches that effects management of company or
organization, such that way which help business in gaining competitive advantage. It is
established in maximizing performance level of employee in service of an employers strategies
goals (Aylott, 2018) . Human resource in organization focuses on selection, recruitment,
management and helps in giving general direction of the employee who are working in
organization. It also ensures about right quality and quantity of personnel at workplace, apart
from this it creates opportunities for individual or team of employee to advance and grow in
career. Marks and Spencer is multinational retailer company with specialized in selling home
products, beauty and clothing with its own label. It was founded by Michael Marks and Thomas
Spencer with 959 stores across countries, including 615 stores selling food products only and
advertising through television for executive luxury in food and beverages, it also offers online
food delivery services (Cascio and Graham,2016). In recent year sales of clothes have been
fallen due to increase in sales of food after having its own brand name and also started to sell
branded goods like corn flakes in November. This report examine about how value was created
by firm in HR strategies and also analyze about the impact of regional and national culture in
HRM practices. Using appropriate models in organization of employment along with these also
analyze about difference between HRM and Personnel management. This report also says about
the different culture of HRM in trans-national and international subsidiary and also examine the
different in terms of employment laws when changes in international HRM with local business
systems and debate about the suggestions and recommendations to employers regarding HRM
practices in ensuring organizational performance.
A. The value of HR strategies used in developing Company
Human resource is set of people who help in developing the workforce of organization or
economy sector. It is division of business that charged with recruitment, finding, training, job
applicants, screening and managing employee benefits programmes. HR in Marks and Spencer
helps in dealing with fasting changing of business and have a greater demand for quality of
employees (Guest,2017). Marks and Spencer is multinational retail company, which has become
achievable growth in organized sector. Strategies of HR used in developing company are state
below-

Strategy for company: HR make strategies in hiring the right kind of people and also corporate
decision-making. It is mandatory for HR in organization to underline present staff assessment
and projection for future workplace.
Recruitment: HR strategies helps in developing of company while having campus recruitment
either done through recruiter or consultants and select best employee for the organization with
knowledge skills or have performance skills.
Selection: Basically HR strategies in selection is based on group discussions or interviews.
Human resource in company used entrance test which is followed up by group discussions and
personal interviews.
Compensation: Compensation is payment for services contributed to employee in organization
(Jiang and Li,2019). It can be directly or indirectly wages or salary which help in motivating
employee for their work and HR conducts huge wages and salary that surveys to maintain
compensation costs.
Benefits: In Marks and Spencer HR is familiar to all employee at all levels and give most
benefits likely to attract and keep them motivating. Having rewards, recognition and incentives
of employee HR helps them expansion for becoming popular in company.
Training and Development: M&S is retailing company which has taken shape in more other
countries and experience in rapid expansion. Training and development area is also provided by
Human resource of company (John and Taylor,2016). The talent of employee is limited and
while entered in retail company, in the market there is huge demand of skills and trained
professionals where HR provides training to employees according to the requirement of
organization.
Satisfaction level of Employee: Relation of HR among employee helps the organization in
achieving top performance, satisfaction level and morale throughout the workforce, while by
creating a way in strengthening employer- employee relationship.
B. Impact of Regional and National culture of practices of HRM
Human resource management refers to policies and practices that required to perform human
resource routines work in organization such as performance management, staffing development,
staffing, encouraging employee, compensation management and involvement of employee in
decision-making.

Training and Development- In Asian culture main aim of employee in growth and developing
skills, also focused about future procession of organization (Kianto Sáenz and Aramburu, 2017).
Such practices also help employee in focusing vision and mission of company while in united
culture of Marks and Spencer offers civil reforms service plans at least five-year of investment in
developing skills or learning objectives and also covers wide range of learning in different forms.
It has unique methods of training such as traditional training, e-learning and more other
developing activities.
Recruitment- These process has main sources through which Marks and Spencer in Indian
recruits and select its employee, here candidate usually appointed as departmental managers as
they have walking interview. After employee selection from these sources they entry level as
team members. While in United recruitment people entry into civil service through open
communication for position and the fast stream graduates programme are followed through
company.
Performance Appraisal- In Asian culture Marks and Spencer, employee performance appraisal
conducts HR departmental (Kosheleva and Bordunos, 2018). If any employee achieve or exceeds
target given along with its team members will be awarded with attractive cash or other
incentive's. While in United culture employee almost use performance assessment and take the
forms of annual meeting and immediate superior has written feedback.
Promotions- Marks and Spencer United culture the main determinant of promotions are based
on competency interviews and there are no formal restriction in promoting hierarchical division
and in Asian culture employees are internally and externally promoted through transfer, extra
benefits on completion of goals etc.
Rewards or Benefits- Asian retail company employees are rewarded with attractive pay
packages and also annual bonus will be given at time of Diwali. While in United culture
employees basic salary revised annually(Levine, 2016). Also, used seniority based pay for
employee and the most important determinant of salary with qualification, performance and with
all grades.
C. Models of Employment in Marks and Spencer
Employment is a relationship between two parties, which is usually based on contracts Models of
employment in organization provides job training and employment opportunities to its target

population. In employment, employee receives benefits payment, benefits can be included
housing, health insurance and some typically employment is governed by employment laws,
legal contracts or organization (Michael, 2019). Marks and Spencer is retail enterprises
employing its client and sell its product and services to market or other countries. Organization
model of involvement approaches in making successfully change and rapid changes have been
successful because they have cultural changes and structural changes. Company strategies on
employee relations have a straight forward with business strategy and have to be action oriented
and well-defined.
In economic theory, the worker umpire all such conflicts of employee and employer who enter in
employment relationship are identifies on their own self-interest(Nankervis and et. al., 2019).
Advantage trade in free market by self-interest as economic agents.
In human resource management theory, employee and employers relationship are assumed to
share interests and if any conflicts are existed are to be seen as clear poor policies of human
resource management in Marks and Spencer such as personality conflicts.
From the pluralist relation, the relationship of employment in Marks and Spencer is personally
characterized by some conflicts of interest and bargain between stakeholder with economic
pluralist interest.
Critical organization relation, employment is unequal in power relation between groups and have
inseparable from inequalities through economic-political system.
These models are most important in organization that helps in revealing differing individual's
perspective on worker unions, employment relationship and human resource management
(Sappideen, O'Grady and Riley, 2016). In company Marks and Spencer human resource
management policies have first view on market, as necessary system in orienting interest of
employers and employee while creating company as profitable, an insufficient looking out for
the employee interest and managing tools for shaping ideas and structure of the organization.
D. HRM practices used by Marks and Spencer in Asian country
Marks and Spencer is foreign multinational company and also operates its business
internationally, while operating in other countries it needs policy and practices according to
country surrounding (Yu and Noh,2018). Human resources policies means the approaches of
organization in which it intends to approve its managing people and also regulate the behaviour

of peoples in organization. There are many policies and practice followed by Marks and Spencer
in other Asian country and few of them is discussed below:
Nature of relations- In organization HRM shares vision, mission to staff and management
which are linked up with business goals and where Marks and Spencer needs to satisfied by
employees whereas in personnel management they focused more on up-bottom approaches of
employee and give their feedback to top-level management.
Employment contract- In personnel management, employee contract is clearly written and
employee should observe strictly agreed by employment contracts in India whereas HRM do not
focused on life contract with employment where working hours and other terms and conditions
are less, these contracts seems to be normal which take place between organization and
employees.
Pay policies- This policy depends upon skills and knowledge required for particular jobs only.
The value of ability based on perform tasks and duties as per requirement of employment
contracts (Aylott, 2018). M&S in India encourage paying for functional duties and designed to
motivate continuous improvement and job performance which is basically linked to value added
incentive.
Leave policy- Leave policy is before clear to employee that how many numbers of leave they
can take. Marks and Spencer in India generally provide all national holiday leaves and that are
well communicated to employee along with the list of annuals leaves.
Wages to employee- Marks and Spencer India, follows The minimum wages act, which is paid
to skilled or unskilled employees, but M&S paid wages or salaries to employee based on their
work performance.
Even handed policy- In India, it is necessary for Marks and Spencer to have Even handed
policy(Cascio and Graham,2016). It is mandatory to follow up the policy to all employees
working in company and employees must be communicated by these policies.
E. Hiring and Firing importance in local culture and HRM practices in other Countries
The right employee in each position is important component in running successful business and
also manager to organization the best strategies in hiring and firing employees-
Hiring for employee in Marks and Spencer is normally exciting time. Importance for hiring
individuals is to attract more candidate in applying organization and also increase the pool for

candidates at job of minimum cost (Guest,2017). Hiring also determine requirements of future
and current proper planning in Marks and Spencer. It also provides good quality to organization
in people.
Firing employee can make demotivated but it is essentially for company to keep firing
employees so that they can hire more others candidates with knowledge skills and performance
skills i.e. beneficially for organization.
Human resources practices in Marks and Spencer India-
Working and employment conditions: It is best in providing working conditions, a healthy and
safe work environment, also flexibility for employee possibilities that support better professional
with ambition(Jiang and Li,2019). HR in Marks and Spencer ensure respectful working
conditions for employee at workplace and allow them flexibility.
Rewards: Marks and Spencer focused on personal increment, benefits, fixed pay and variables
pay. Organization total rewards programme must be established with social and legal framework
in India,
Training and Development: M&S offers a wide range for training activities and support to
everyone learning and growth. Corporate leadership in company programmes help employee in
developing the best qualified management.
Relationship with employee: Organization uploads the freedom for its employee and right to
collective bargaining but also ensures direct and frequently communications at workplace.
Performance, Talent and Development management: In Marks and Spencer India, employee
gets feedback on their working performance and career aspirations, through variety of tools or
process of performance evaluation (John and Taylor,2016). Manager should dedicate the
necessary time for monitoring regular coaching and objectives of employee each year.
Flexibility and Dynamic organization: Employee in organization want flexibility and dynamic
changes by which they are motivated and can easily achieve the goals and objective of company.
Marks and Spencer is moving on company which provide better environment for their employee.
F. Different terms of Employment laws when International HRM changes to local business
Employment law or labour law is collection of rules and laws that states relationship between
employee and employers (Kianto Sáenz and Aramburu, 2017). These laws state about employer
hire employee and then employee can work for organization, also cover what an employer pay to

employee for their work. The Employment law basically comes from the state or united level.
Marks and Spencer has change its laws regarding employment while operating business in
country like India (Kosheleva and Bordunos, 2018). There are several types of employment
these are discussed as below:
Medical and Family leaves- The Act became law in 1993, allowing employee to take 12 unpaid
leaves within 12 month period and also to take leaves on basis of employee family members
sickness or some other critical issues. M&S in other country like India, employees are covered
by this act they must have 12 months for working and more than 1250 hours in previous 12
months. Medical and Family laws covers both public and private sector employees.
Worker relation laws- There are certain employment laws at united level, employees who are
engaged at union activities are protect employees (Levine, 2016). In India, Marks and Spencer at
national labour relations act states about if employee is fired from participating in union, then
they can again hire and compensated back for pay.
Labour compensation laws- If employee in organization is injured or sickness because of work
conditions then it can affect compensation of workers. According to Indian culture Marks and
Spencer employee have to purchase worker insurance or leave out of the programme completely.
Non native employment laws- In 1986, The Immigration Reform and control act was passed by
congress government (Michael, 2019). This law in Marks and Spencer India states about the
employee to recruit or hire those non-native employee who are not authorized in working at
other countries and these laws also makes employee as illegal non-native workers.
Workplace safety laws- The health act and organizational safety requires employee to keep
workplace safe and health. In India Marks and Spencer this law requires employee in providing
their employers with working conditions that they are not in dangerous workplace.
G. Employee suggestions regarding HRM practices in organizational
HR practices is best for any format but it is also necessary for defining HR aims(Nankervis and
et. al., 2019). The HR aim to involve all goals of business in different department, this how the
best HR practices strategies could be build in Human resource management.
Providing security to employee: In organization employee security is must important. Having
an employer who is enables to provide themselves and their family and more number of reason
why employee at not coming at workplace.

Self managed and effective team: In Marks and Spencer HR keeps motivating Employee to
works together, while working in team these could help them in more effective and also help in
developing personality skills, make them more responsibilities.
Performance and fair compensation: Employee at workplace if manager hire the best
candidate that will more value for Marks and Spencer, so they can be retained and pay
fairly(Sappideen, O'Grady and Riley, 2016). The Best suggestions for HR performance high
level they work together to provide more than value and it would be selective hiring,
compensation and employment security.
Making communication easily accessible: Sharing information in organization is more
essential. Communication should be regarding financials, strategy and operational creates a
culture by which people can have trust and easily can involve in business(Yu and Noh,2018).
Being information shared by employee they can mention some of their ideas and can make more
strategies regarding business and easily achieved the goals and objectives.
Job satisfaction: Employee job satisfaction is must be important in Marks and Spencer. It
defines individuals attitude at workplace and also their perceptions of jobs due to organization
performance is high (Guest,2017). It describes about that employee are happy or do not having
issue regarding the work in organization.
Organizational performance: Employee suggestion in organization performance maintaining
the sales growth, share market growth and financial report of company or overall growth of
company.

CONCLUSION
This examined about the Human resource management practices of Marks and Spencer that how
they have used the value strategy for employee in company while providing them benefits,
training and development, selection and compensation for their performance and helps in
motivating them. Also, examined about different culture of national and regional in HRM
practices of Marks and Spencer that require them in regular routine work in organization by
having awards, rewards and promotion, taking performance appraisal from all department or
company. This report also conclude models of employment shows about the relationship
between employee and employers through economic theory, pluralist, human resource
management theory and critical theory, hence these models helped Marks and Spencer in
revealing the different individual's perspective in worker union, employment relation towards the
company and human resource management. Report also concluded about the different between
HRM and personnel management which is being practised by Marks and Spencer at Asian or
United as there are many policies and practices in storeys 27 points such as nature of relation,
leave policy of employee, contracts of candidates and wages of employee. This study also
analysed about hiring and firing of employee in organization at local culture country like India
and human resource management practices of other county (India), as hiring and firing important
for each company to select the best employee with knowledgeable and understandable skills. HR
practices of company in India with employee having relationship among them, flexibility, talent
and development management. Marks and Spencer have different employment laws for
employee like non-native employee, providing leaves for family and medical issue and
workplace safety laws. Human resource management always a important role in success of
organization. Generally not only develop HRM but also helps in developing the importance of
employee by always keeping them motivated, compensation and many others reasons to stay for
organization.

REFERENCES
Books and journals
Aylott, E., 2018. Employment Law: A Practical Introduction. Kogan Page Publishers.
Cascio, W.F. and Graham, B.Z., 2016. New strategic role for HR: Leading the employer-
branding process. Organization Management Journal.13(4). pp.182-192.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human resource management journal.27(1). pp.22-38.
Jiang, K. and Li, P., 2019. Models of strategic human resource management. Sage handbook of
human resource management. pp.23-40.
John, R. and Taylor, B., 2016. Human resource management.
Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research.81. pp.11-
20.
Kosheleva, S. and Bordunos, A., 2018. HRM systems effects as a basis for strategic HR
planning. J. Fahed-Sreih (еd.). Human Resource Planning for the 21st Century. London:
IntechOpen. pp.83-102.
Levine, B., 2016. Labor & Employment Law. Syracuse L. Rev.66. p.1027.
Michael, A., 2019. A handbook of human resource management practice.
Nankervis, A., Baird, M., and et. al., 2019. Human resource management. Cengage AU.
Sappideen, C., O'Grady, P. and Riley, J., 2016. Macken's Law of Employment.
Yu, K.H. and Noh, S.C., 2018. State and HRM in Asia. Routledge handbook of human resource
management in Asia. pp.23-45.