Impact of Culture on HRM Practices in Mark's & Spencer's

This report discusses the impact of culture on HRM practices in Mark's & Spencer's, focusing on the Indian market. It examines the value created by HR strategies, the influence of national and regional culture, and the organizational models of employment used by the company. The report also compares HRM and personal management and provides recommendations for improving organizational performance.

Human resource management

Executive summary
As per the report has been discussed about Mark's & Spencer's, And some other
companies who are operating their business within the territories of India. this report discuss that
how this countries culture affecting their strategies related to the Hrm and what strategies they
can use to make their business more effective. it has discussed about the different different
models of culture and explain it by providing the examples of Indian culture and dimensions.

Table of Contents
Executive summary.......................................................................................................................2
INTRODUCTION.........................................................................................................................4
Man body........................................................................................................................................4
A-Value created by firm using HR Strategies and the concept of strategic hrm.........................4
B impact of regional and national culture on the practises of HR within a chosen country.......5
C Organisations model of employment an organisational levers used by the firms to create
value.............................................................................................................................................7
D storey' 27 point of difference between HRM and Personal management................................9
E Opinion on the hiring and firing to be considered important and significance of local culture
an hrm practises need to be undertaken in general....................................................................10
F Examine the difference in the term of employment law when international HRM changes
into local business systems........................................................................................................11
G Suggestions and recommendation regarding at certain practises to insure organisational
performance...............................................................................................................................12
Recommendation.......................................................................................................................13
Conclusion....................................................................................................................................13
REFERENCE...............................................................................................................................15

INTRODUCTION
Hrm is an strategic concept for the management of employees within a company our
organisation such that they help their business to achieve a competitive benefits within a market
where they are operating their business. HRM Is specially designed for maximise the workers
performance in service often employees strategic objectives.
This report will cover a case study of Mark's & Spencer's, it is British multinational retailer
company who is having good reputation in all over the world. they are selling products such as
home appliances, food product, clothing etc. this firm's Have good expansion in UK market on
the other side we are also having second largest market in India. India is an Asian country where
Mark's & Spencer' successfully expanded their market and it is second largest market for them
(Harsasi, and Muzammil., 2017). This report will discuss about the HRM Practise on the local
level and international level and how they are different from each other.
This report will examine the value created by form with the help of HR strategies. This
report will evaluate the effect of national culture and relational on the practises of human
resource management. This report will also conclude the organisations models of the
employment and state the companies levers used by the firm to create their value. it will also use
storeys 27 Pints of different between at the time and personal management as a benchmark and it
will discuss what practises used by M&S Within India and what are the human resource
management policies and personal management both. this report Discuss the difference on baisis
of employment laws when international hrm changes local business systems. in the end of this
report will provide a recommendation and suggestion related to the aquarium practises ensure
that the organisational performance is high.
Man body
A-Value created by firm using HR Strategies and the concept of strategic hrm
Strategy human resource is connexion between companies human resource and strategies,
objectives and goals (Masri and Jaaron., 2017). The aim of strategic human resource
management is 2 provide company a competitive advantages, advanced flexibility innovation.
and also help company to create a working environment Where employees can work effectively.
Static human resource design to help Mark's & Spencer's best meet the needs and demands of

their workers while promoting goals of the company. Human resource management deals with
each and every aspect of business that affects the employees such as benefits, training, hiring. It
can also provide work initiative, safety procedures in formation, take our vacation days.
Companies like Mark's& Spencer's and Tesco company create their value within the market
through the adjust strategies, it is helping company show their presence within a market and
helping them to create a Skilful workforce. HR management of the M&S Provide training and
development programme to their employees where they Take skill based training. It motivate
employees to give their best toward the activities and help firm to achieve their goals and
objectives. Similarly, HR hire employees who are having talent or skill related to the role within
a company. it helps to provide a best possible employees for a specific role and provide a value
for the company (Doğru., 2019).Protection from lawsuit- Human resource management of the
Mark's & Spencer's not only work toward the employees performance but they also help
company to protect from lawsuits. HR add value through creating the employment loss and
implement the policies within the workplace of M&S. Policies help employees from any kind of
discrimination and provide all the rights to the employees an it helps business too be safe from
any kind of legal lawsuit. They must also design hiring an promotional system that promote
fairness and equality within the workplace of company. Question that align especially to a job,
for intense, minimise the risk of discrimination at workplace. The elements of the Human
resource becomes increasingly most valuable as workplaces become more diverse for the Mark's
& Spencer's.
B impact of regional and national culture on the practises of HR within a chosen
country.
National and regional culture has huge impact on the hr practises, there Are many companies
who are operating their business regional and national level both for example Tesco, M&S etc.
All these companies are having huge impact from the cultural differences and they have to create
strategies accordingly. Mark's &Spencer's and Tesco both are operating their business within
the regional country United Kingdom where there are aware of culture Ann behaviour of the
people (Yudiatmaja., 2020). HR practises also work According to their regional country. most of
the people within the UK Literate and they are having a jobs to do so it makes hard for the hrm
to recruit employees who can be ready to work with company in lower wages. on the other side

Mark's & Spencer's Having huge expansion in India where they get benefit we cause they get
easily employees who are ready to work in lower wages this is the benefits of working in a
Indian country.
Policies differences
Law such as employment laws art different as compared to the UK.It is necessary for
human resource management of the Mark's & Spencer's to be aware of loss within the India and
they have to follow all the policies made by the Indian government. This company is already
following all the norms legal formalities employment laws and providing rights to their
employees which is making them for familiar with the Indian government and they are able to
create a good image in a market.
The Hofstede’s culture dimensions theory
A Hofstede’s cultureTheory was developed by Greet Hofstede. This study is used to understand
the influence of culture within the different different countries And how it affect the business.
this theory has defined 6 categories related to the culture
Power distance index
High power index indicate that the culture accept differences, show high respect for the rank and
authority while lower power stand index indicates that organisational structure that a flat an
feature decentralised decision-making responsibility and place emphasis on the Power
Distribution. According to this index India has high power index because they accept
differences.
Individualism Vs. Collectivism
Individualism and collectivism shows that the people who live in India are individual or
collective. it means that people in this country are work together or they like to work
individually.
Uncertain audience index

This indicator shows that the anxiety within the society and the members it, feels when
something uncertain have situations happened. Hi UI scoring nations try to remove ambiguous
situations as much as possible. they are governed by rules and order and they seek a collective
truth law UAI score Indicate that the society enjoy no relevance and value differences.
Long term orientation
Culture of the India is different from the United Kingdom where people are following different
religion, they’re having different colour, believes and behaviour. human resource management of
the Mark's & Spencer's Face difficulty on the national level it can create a problem (Zaim.,
2016). It makes necessary for the I turn manager to recruit the employees from India only
because it makes easy for them to work in their own environment and culture.
Indulgence Vs restraints
Indulgence Means that the society allowed to fulfil the desire and people are free to do
their life on the other side Restraints Does not allow people to go out then enjoy. Indian society
is restraint The cause there does not allow people but then this I do have that much fun and go
out specially for the woman.On the other side Employees within the UK are skilful and they are
having a good knowledge that means hr manager M&S Have to spend less on the training and
development of the Employees, on the other side in India employees are ready to work in lower
wages but most of them are unskilled Labour so it is necessary for the HR manager to provide
them a proper training and development so they can develop new skills Anne help Mark's &
Spencer's to achieve success in the Indian reason.
C Organisations model of employment an organisational levers used by the firms to create value
As part of the organising model of employment, there are five times so employment that can be
provided by Mark's & Spencer's (Jesus and et.al., 2019). It is dependant on the Candidate
themselves to choose the type of employment as per their needs and have time. Each and every
organisation have apply different different type of employment to recruit the implies companies
such as Tesco provide full time ,part time, contract s etc.
Full time and part time

Full time work on the daily basis for the average of around 38 hours each week. And
employees actual working hours are agreed on the buses of contracts mad by HR and candidate
both. Full time employees are entitled to the friendly such as sick leaves, annual, personal, long
service etc. On the other side part time employees usually work less than regular worker. they get
the same wages and conditions as full time workers on the pro rata basis according to the hours
they are working.
Casual employees
Casual workers are engaged on the irregular basis according to the need of the Mark's &
Spencer's business. There are no expectations on going on the work and there are no obligation
to accept offers of the work buy them. this kind of employees are paid hourly on the basis of
their work. in some circumstances, Casual employees maybe eligible for long service leave an
partition live after being employed for the 12 month off time.
Fixed terms and contract employees
Marks and Spencer can imply someone for the fixed terms or contract for the sometimes
on some particular jobs roles. they works within a company for sometimes an when the contract
is over they leave the workplace and go to the another work. This type of employees and
contracts get salary after the project completion.
Trainees
Trainees may be suitable for some of the business, they are working toward a nationally
recognised qualification an must be formally registered, using through a contract between a
registered training provider, the employees and you.
There are some rivers that are used by Mark's & Spencer's to create value within a market
(Aburumman And et.al., 2020). One of them is attach- To often, sales personal do not present
and includes you deal to the buyers, weather implementation of the maintenance, services,
enhance products, sales personnel follow the path of least assistance to close the deal first of all
purposes should be include add ONS. It is necessary for the company to don’t miss the
opportunities to put entire solution in the front of buyers. AnotherLiver is an outsource sales-
selling of product and services is the core of Mark's & Spencer' And it cannot be outsourced.

This company is having optimise routes to the market with an appropriate selling motion. Inside
sales and channels sales are two different and most common forms of outsourcing. they can use
these channels do take competitive advantages by outsourcing and To their goals and objectives.
D storey' 27 point of difference between HRM and Personal management.
Personal management is a normally a administrative record keeping operation of an firm.
Personal management attempts to remain fair with the conditions and terms of employment
within the firm, while at the same time, efficiently managing personal activities for individual
Department etc.
On the other side human resource development is totally concerned with the implementation and
development of people within the Mark's & Spencer's. They are helpful in planning, controlling,
organisation and staffing (Li, Rees and Branine., 2019). it makes totally different from Personal
management where personal management is only responsible for a single Department but hr See
each and every area of the company.
Storey’ 27 point
Dimension personal management human resource
management
contract Careful and delineation Of
written contracts
On the other side hrm aims to
go behind the contracts
within business.
rules importance of devising clear
rules
HR manager of the company
make rules and regulations
Guide to management action procedures needs of the business
behaviour referent Norms mission and values
managerial task They are responsible to
monitor the task
Nurturing
Nature in the relation Plurality Unitarist
Conflict institutional De emphasis

Key relations Management of the Labour customers
initiative Piecemeal Integrated
corporate plan Marginal to Central to
speed of decision slow as compared to HRM Fast comparatively
management role transactional Transformational
Key manager personal general, line manager
communication indirect direct
Standardisation High Low
Price in the management skill negotiation facility provider
selection Separate, managerial task integrated key task
Pay Job evolution performance related
conditions separately negotiated harmonium
Labour management collective bargaining
contracts
individual contracts
Russian relationship with
steward
regularised through facilities
and training
marginalised
Job category an grades some few
Communication floor districted Increase in flow
job design Labour division teamwork
training and development control access to cars employees
Foci Of attention for
intervention
personal Wide range of culture,
structural and personal
strategies

E Opinion on the hiring and firing to be considered important and significance of local culture an
hrm practises need to be undertaken in general.
During the hiring of employees of the Mark's & Spencer's company it is necessary for Italian
practises and local culture to undertake in general. It is because during the hiring HR manager
have to see the local culture because it can create problem if the culture of the employees are
different from each other. this will create a situations at the workplace of company such as
conflict situation, discrimination etc (Pham., 2020). It will not only impact on performance of the
employees but it will also influence on the performance of company as well. Mostly it will affect
the companies reputation within the market and it's take time for the company to create a
reputation but just a single unethical behaviour can rune there image within the Indian market. It
makes necessary for the HR manager of the Mark's & Spencer's recruit the local cultural people
so they can understand each other and they can be comfortable at the workplace of company. it
will help to maintain the performance of the company and they can also create a good
environment where every employees can be comfortable with each other. otherwise they can face
a language problems, conflicts, difference etc.
Similarly during the firing of employees, HR manager Have to fulfilled all the documentation
and they have to give reasons to the employees for their firing. According to the Indian
employment law it is necessary for the company to have a proper reason if they want to fired any
of their employee. they cannot fired any employee without having any strong reason. employees
have right to go to the court if they are fired from the job without any reason (Kumela And
etc.al., 2019). It can create a problem for the Mark's & Spencer's and they have to pay
compensation to the employees for their fired. they also have to pay two months of salary to the
employees if they are firing or terminating the employees.
F Examine the difference in the term of employment law when international HRM changes into
local business systems.
Employment law within every country is differentSimilarly, employment within a UK
and India is totally different from each other. When we talk about employment law within the
UK it is familiar for the Mark's & Spencer's and tesco because this companies origin is from this
country It’s create differences when company go to international level such as India where
employment laws are different.

If the Mark's & Spencer's HRM change into the Local business system Then they have
to follow uk Employment laws such as
Employment rights act 1996
One of the most inclusive piece of employment law registration discovered the varieties of topics
such as unfair dismissal, Family friendly leaves, contract Etc (Cunha, Kastenholz and Carneiro.,
2020). It will be necessary for the HR manager of the company have to follow this act and
implement accordingly.
National minimum wages act 1998
UK government has implemented this act to provide a minimum wages to their
employees who are working in a companies. HR manager of Mark's & Spencer's and Tesco Have
to provide minimum wages within the UK which is around 8.21 pound per hour. They have to
make policies accordingly and pay wages as per the government guidance.
Employment regulation act 1999
This act establish the number of rights at the work for trade union reorganization,
industrial actions an reorganization.
The maternity And personal leaves etc. Regulation act 1999
It is in stationary instrument in UK Labour. it will be necessary for the Mark's & Spencer's and
Tesco to provide are mandatory or paternity Leaves to their employees and they also have to
implement the proper time which is decided by the governmentIf they give extra work to
employees then they have to pay overtime to them (Urpia, Sartori and Machado., 2020).
Agency worker regulation 2010
This aims to stop the discrimination against any agency workers within the workplace of
company first stop such as ensuring they receive the correct amount of pay, along with the right
amount of Holidays and safe working condition within their workplace. it will be necessary for
Mark's & Spencer's to implement this all necessary things and policies so they can follow all the
guidelines of the government.

G Suggestions and recommendation regarding at certain practises to insure organisational
performance
Mark's & Spencer's One of the top leading company within a retailer industry and they
are having good reputation put in a market. it is necessary their Human resource management to
follow some Practises that can help organisation to perform better within a market and they can
achieve their goals and objectives affectively.Here are some suggestions that can be followed by
HR manager of Mark's & Spencer's to improve their organisational performance.
Group practises
It is necessary for HR of M&S to Provide great practises at their workplace so employees
can learn some new skills from their group members. it can help to increase the performance of
the company becausein a group employs can work more effectively and they can create better
result for the company. I individual take more time to do any task but when they do same task in
a group then they can complete Task in less time.
Skill based training
HR manager Of the Mark's & Spencer's can provide skill based training to their employees
because it is more effective and helpful in the motivation and also increase the morale of the
employees. They can help employees to get opportunity to develop their career as a professional
(Nurjannah., 2020). On the other side company can also get benefits skill based training, their
employees will be skilful and they will be motivated an give their best within a task and help
company to achieve objectives and goals. It will make the company successful within their
business and they will able to show their version within a Indian market.
Recommendation
Mark's & Spencer'sAnd Tesco both are multinational company and they are operating their
business on the international level and countries such as India. it is necessary for the company to
understand the culture differences within the India because India is religious country where
people Strict about their religion and culture. it is necessary for both the companies to be aware
that their activities should not affect on their religion and create a problems for them.

Conclusion
As per the report has been examined the value created by firm with the help of HR
strategies. This has been analysed the impact of regional and national culture on the practises of
human resource management. This report also has beenconcluded the organisations models of
employment and state the organisational levers used by the firm to create their value such as
sales outsourcing. it has been used storeys 27 Pints of different between at the time and personal
management as a benchmark and it has beendiscussed what practises used by Mark's & Spencer's
company Within India and what are the human resource management policies and personal
management both. this report has been Discussed the difference In terms of employment laws
when international Human resource management changes local business systems. in the end of
this report has been provided a recommendation and suggestion related to the aquarium practises
ensure that the organisational performance is high.