Impact of HR Strategies and Practices in Marks and Spencer

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.