Human Resources: Values and Contributions to Organisational Success

This report on Human Resources Management covers the importance of organisational design theory, different perspectives and techniques for improving, keeping and appreciating human resources, and modern-day HR developments. It includes a case study of Marks and Spencer and their use of Maslow's Hierarchy of Needs and McGregor's Theory X and Y. The report also discusses the use of hybrid work models and the impact of the COVID-19 pandemic on HR practices.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
Importance of organisation design theory related with organisational structure and pleased
business structure....................................................................................................................1
To evaluate the organisational design theory, apply accurate concepts and theories............2
Task 2...............................................................................................................................................3
Assess different perspective, collaboratively with techniques applied for improving, keeping
and appreciating human resources..........................................................................................3
For critically assessment of different approaches and techniques to human capital use certain
examples.................................................................................................................................6
TASK 3............................................................................................................................................6
Research and utilise modern- day know-how to help proof for the rising HR developments:6
Examine that How emerging, trends and developing in HR will motivate the role of HR
function the future..................................................................................................................8
CONCLUSION................................................................................................................................8
RECOMMENDATIONS.................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management refers to the task of management which is related to the
recruitment, developing skills and motivating workers of the company. All the issue raised
regarding the training, skills development, communication, and any other issue is resolved by
HR. HR makes sure that every single employee is working efficiently with his full potential to
make his contribution for benefit of the organisation. Marks and Spencer is one of the global
retail supergiant operating in the UK since 1884 and is headquartered in London. The company
was started by Michael marks and Thomas spencer in 1884. The organisation sustainably
operates and competes in the market is that it is the best seller of beauty products, clothing, food
products and homemade products. This report will cover all the facts that help people to develop
skills to make contribution to achieve the goals which further lead to create sustainable
performance by boosting and foster the skill of employee that help to grow effectively. This is
also helpful for people to develop skilled workforce. Skills development of the employees makes
company achieve their financial goals and have talent retain in companies.
Task 1
Importance of organisation design theory related with organisational structure and pleased
business structure
Organisational design theory refers as the Skelton which functions for the company
related with its structure for completing daily activities. Marks and Spencer is one of the global
retail supergiant operating in the UK since 1884 and is headquartered in London. The company
was started by Michael marks and Thomas spencer in 1884. The type of product made by the
company to sell out in the market a shape here is not always specific to the company, it generally
copies its company after a previously a success enterprise version. It is the shape of the company
to develop and expand their organisation including all the process with effective communication.
The company entities have capability to run the activities of company in effective manner so the
activities will be also budgeting friendly. M&S follows an egalitarian or flat level hierarchical
design this sort of authoritative construction has certain degrees of the interaction between
management and workers. There are number of things which affects the structure of organisation
like population of workers, various types of products, revenue and geographical unfold.
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Generally, Flat Organisational structure is used by the Marks and Spencer like. The objective of
Flat Organisational Structure in Marks and Spence is to have less hierarchy in the company to
run it in an effective way. The flat organisational structure of the business structure guide
workers less and promote worker’s participation in making judgements. Employees can also give
their opinions how to make organisation better and how products can be modified (Al-Henzab,
Tarhini, and Obeidat, 2018). This is beneficial for both the betterment of the company and to
develop the skills of employees which provides sustainable business operations. For better
understanding taking an example if a business man wants to expand his business or want some
modification in the products they can make employee engage in decision making process. There
is no requirement of any other supervisor because workers can exchange their ideas and this will
help to improve their communication skills. Without supervisor employees communicates and so
they make their own relationship with others and this is helpful to make a healthy professional
environment.
The significance of flat organisational structure in the business of M&S:
 Communication is transparent and less susceptible to degradation: the information is to
be delivered has to communicate with transparency and much less liable to degradation.
Good communication skills help to make better judgements and beneficial for achieving
goals. No confusion will be there while communicating each other because it affects the
working (Sahibzada and et. al., 2022).
 Judgements can be made immediate and closer to the point of outcome: with the help of
flat organisational structure the judgement can be made at the time of requirement and
outcome is obtained quickly. It helps organisation to improve to take advantages.
Contribution of employees in decision making makes the judgement immediate and
closer to the point and makes employees feel they are also an important part of the
organisation.
To evaluate the organisational design theory, apply accurate concepts and theories
The organisational design theory gives a structure to the companies so common activities
are operated and information can be shared. Marks and spencer uses flat organisation theory to
inspire employees and participation in making judgements. It makes employee realise that their
opinion also matters are they are also a small part of the company. Making employees realise that
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their opinion matters is helpful for retaining them in company. In this way company can be run
in such way to meet their goals quickly. Achieving goals quickly makes company competitive
and financially strong.
Task 2
Assess different perspective, collaboratively with techniques applied for improving, keeping and
appreciating human resources
Maslow’s Hierarchy of Needs
Maslow's Hierarchy of Needs is known as one of the most outstanding motivational
strategies used by the businesses. Maslow recommended that there are five unique degrees of
requirements of individuals need to look for fulfilment of their essential necessities. The
Maslow’s Hierarchy of needs for Marks and Spencer is elaborated.
 Physiological Needs: The first or most minimal level or requirement is Physiological
needs. These necessities must be fulfilled by Marks and Spencer, which incorporate
fulfilment of needs like food, clothing and shelter are satisfied an individual has no
different requirements. At the point when individuals don't feel craving, thirst or cool,
their necessities are going to a subsequent level.
 Security needs: The second most minimal level is Security needs. In that level an
individual necessities to have a real sense of reassurance in his/her family and in a
general public, and feel safeguarded against life dangers. The requirement for security
needs is appeared with job stability, pension funds and for protections of psychological
well-being that must be fulfilled by Marks and Spencer.
 Love and belongingness: It is the third level of Maslow's hierarchy of needs theory.
Subsequent to having a solid sense of reassurance, individuals need to feel that they get
and give love, they are valued and they have great relations. Marks and Spencer can use
this need to develop positive work culture at the workplace.
 Esteem Needs: The fourth level is Esteem needs. It is the one of a need with provides
sense of pride and to appreciate regard from others. Individuals need to assess themselves
profoundly and in light of their accomplishment get appreciation from others. Absence of
these requirements might cause inadequacy, powerlessness and shortcoming.
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 Self-Actualisation: Most significant level of Maslow's progressive system of
requirements is need of Self-goals completion or achievement. The advancement of this
need depends on the fulfilment of the other four lower levels of needs of an individual. It
alludes to the need of self-satisfaction and to the propensity to become realized in what an
individual is potential of.
The fulfilment of these needs of an individual is basically depended on their achievement of
previous needs in the hierarchy. These needs could be helpful to maintain desired level
motivation to attract, maintain, motivate and develop a dedicated workforce for achieving
organisational goals.
The biggest advantage which is associated with this theory is that this assists the lower-level
employees in becoming secure in their job role and become the better manager when the time
came. The drawback is that there is no way to measure the satisfaction level of need.
McGregor Theory X and Y
McGregor explained theory X and theory Y in his book that showcases two styles of
management as human concepts of managing an organisation that includes authoritarian (Theory
X) and participative (Theory Y) management.
 Theory X: According to this theory the managers accepting it are more likely to perceive
that their work force is incapable, unworthy, not interested to work, incapable of being
accountable and requires constant supervision using an authoritarian style of
management. This approach consists of a micromanagement of the task performed by the
workforce so that work can be completed effectively and efficiently.
 Theory Y: In this theory the managers feel that the force is highly effective, efficient,
participating, capable and committed to achieve desired results and do not require
supervision all the time. In this form of management the work force takes responsibilities
of their work and does it effectively by them. Due to this, the managers in Marks and
Spencer need not regularly intervene in their activities and they decentralise power,
authority and follow participating management.
These theories of motivation can be helpful to achieve better performance among the
employees within marks and Spencer to enhance their productivity for achieving organisational
goals (Novianty and Evita, 2018). There are other theories and models like Herzberg's two factor
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theories, Alderfer's ERG Theory, McClelland theory of needs and Vroom's theory of expectancy
that can be used by an organisation in different scenarios for increasing the level of motivation
among the staff members.
This theory is very optimistic in nature and the biggest advantage is that this improves the
nature of employees which make the employees more committed towards the company
objectives and exercise self-control and self-direction in to attain them. This theory operates on
assumptions basis which is being considered as the biggest disadvantage.
Whatever the financial status of company is it is required that organisation improve,
attract, develop their workers to have better outcome (Cheng, and Yi 2018). Smart and skilled
employees are only hired it should be ensured. To attract and retain workers given approaches
and methods are used:
 Identify, reinforce and reward: financial benefit plays a vital role for retaining talented
and skilled employees in the company. Rewarding employees is also very helpful to
make them feel that they are an important part of the company and their opinion also
matters. Appreciating the hard work of employees motivate them for the further
activities. These things make an employee to retain in organisation with honesty and hard
work. Giving appreciation and small rewards make employees to perform their best in
further activities (Suifan, Abdallah, and Al Janini, 2018).
 Giving education and guide on the path of advancement: rewarding them promote
them from within and this helps workers feel that they are being valued by the company.
Employees’ education and skills development is also very important to achieve the goals
of the company. M & S leaders can give various types of education and improvement
programs for the workers to improve their skills. The company's goal can be achieved
only if the employees working for the company are skilled and having knowledge. It also
enhances the outcome and efficiency of the company. The soft skills and hard skills of
the employees are also developed to meet with the profession requirements.
 Be on the remote work options: it is necessary for HR to make employee stick to the
company. From the goal of recruitment and retention of the worker the flexibility can be
achieved. Employees good at techniques and having good communication skills can
contribute more to achieve the goals. It is very beneficial to achieve the in a certain time
and judgement made is also not delayed (Kamble, Gunasekaran, and Dhone, 2020). If the
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honest and talented employees do not stick to an organisation for long time organisation
would not be able to meet financial goals. Every single employee is responsible to
achieve the goals of the company by performing their best. All needed that employees
should improve their skills and make their contribution to achieve the goals of the
company.
For critically assessment of different approaches and techniques to human capital use certain
examples.
It has been seriously evaluating that HR worker can use various techniques and tools to
maintain and fascinate the talented employee towards their organisation. There are different
conditions held in the business culture that decrease the employee fascination and enhance their
annual income in the business. As for example in the time of global pandemic, satisfaction level
decrease in the business which increases the income of talent and many more. By the assist of
impactful perspective and approach, HR specialist can maintain their worker, jointly with
achieve attraction for the firm. While worker saw that they gain a good effect in the minds of the
workers. It assists in decreasing the income rate. Moreover, the world pandemic also effects the
workers income rate in the firm but by right interest and pliability can concern in maintaining the
present workers (Diaz‐Carrion, López‐Fernández, and Romero‐Fernandez, 2020).
TASK 3
Research and utilise modern- day know-how to help proof for the rising HR developments:
For couple of years the Human resource activities and trends are reclassified in the
business in tremendous ways. Companies have developed flexible hybrid HR practices with the
help of comprehensive methodology for achieving well-being of the employees and higher
organisational growth. While 2020 pushed enterprises to overreact and constrained them to
advance during the Covid-19 pandemic, 2021 was the time of re-establishing harmony with
informed methodologies, innovations and new business models while managing the outcome of
the worldwide COVID-19 pandemic. Marks and Spencer can use various strategies for
improving the HR activities in the organisation.
 Use of Hybrid Work Model: It is a form of Hybridisation of workplace to support
working, management and development of employees’ in-office and remote working.
Marks and Spencer can optimise the use of hybrid culture to fulfil the requirement of
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employees as well as the organisation. Marks and Spencer could use more proper
approach for its worker and their ability as the hybrid work model; with things attaining
back on the appropriate track. This model favour the worker centred attitude in which
there is a mixing of remote work or in office work. This small work scheme favours in
allowing workers to do their works from the office for 3 days in a week and on the other
hand distantly for 2 days. There is flexibility in evolving development of HR.
 From Well-being of Employee to Organizational Health: The recent years at long last
seen worker emotional well-being and prosperity getting its expected concentration at
work. The response lies in the Healthy Organization a comprehensive and more
comprehensive venture wide way to deal with prosperity. This idea goes past the actual
wellbeing and security of the workers and targets giving greater adaptability and potential
open doors to their preparation and strengthening.
 Diversity, equity and inclusion to the workfore: There is no dominant ethnic or racial
group in the world; this is a developing trend for HR. As the people become diversify
there will more no of women and individual in the organisation, the problem of inclusion,
equity and diversity will be managed in an appropriate manner (Gupta, 2018).
Emerging human resource Management Developments: Standard hiring: Hiring the good candidate is most dominant for all sort of business
community and that is the main responsibility of the HR worker. it can be evaluating in
the right way some time, who may be the appropriate and sometime cannot. Future AI
instruments for enlisting contain in the process of hiring, they will serve the choice of
standard resumes. So that the firm will be very wealthy and trained workers in their
business. Continuous performance management: It has been the application of various authorities
to evaluate the received feedback and comment from different officials to evaluate the
comments and obtain response from different levels of workers. In reality, for attaining
the employee engagement, growing retention and increasing efficiency, a greater
transformation occurred. To inspire workers with the assist of ongoing performance
management and improve business processes, Organisation like M&S, spend in the
technology.
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 The transition from employee well-being to healthy organisation: This has been seen
that the worker's mental health and wellbeing is becoming the first priority for all of the
HR worker. The try is far off the worker's safety and physical health. Also aims for
giving more chances and flexibility for the development and training. In case of spencer
and marks, the HR trainee of the firm must take in mind their financial fitness, healthy
culture, community service, social health, physical health and many more for their
workers. Therefore, it would be a trend of welcoming to enhancing the high worker job
satisfaction and productivity leading to retention and fascination.
Examine that How emerging, trends and developing in HR will motivate the role of HR function
the future.
This has been importantly evaluated that HRM is developing day by day and more trends
and improvement motivate the firm. HR worker and specialist required to consider the present
and future trends that can impact the way of recruiting, training compensating or selecting their
worker. In the above part, many trends and developments have been talk about that needs to be
discover by the HR worker such as equity, inclusion, diversity, worker's wellbeing, remote
working, and many more. This is vital that workers should be the highest priority of the
employers and worker's wellbeing should not be neglected as it can enhance worker's income
rate and less satisfaction level. So, HR have important role to detect all as like factors in the
business (Raut, and et. al., 2020). In addition, the HR new emerging trend will be reskilling and
upskilling which help the employee to grow further which directly develop sustainable
performance. Therefore, the reskilling helps the employee to polish their existed skill that they
used in organisation in the new way which is beneficial work effectively. In this, the upskilling
also helps the firm to take a next level growth. It helps to acquire new skill and knowledge which
is showing the important aspect for sustainable performance of organisation.
CONCLUSION
According to the above discussion it has been concluded that researcher has recognised
that different HR challenges which is faced by the Marks and Spencer and had split into seven
categories like as challenges related to worker performance and training, challenges related to
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acquiring talent and fascinating talent, challenges related to retention and worker inspiration,
challenges related to organisational growth, challenges related to working environment,
challenges related to funding and support and funding system and finally challenges related to
leadership. It has also been concluded that the role of HR is changing with time. This is the
responsibility of the HR experts to make a firm structure that promote increment on the total
basis. Finally, more approaches and techniques have been included in the assignment in order to
fascinate, maintain, retain, or develop worker’s skill in Marks & Spencer.
RECOMMENDATIONS
Managing with all external and internal factors needs a systematic plan which is based on
expert advice. Marks and Spencer can use various strategies for improving the HR activities in
the organisation. There are some recommendations that HR can follow to provide strength the
building blocks of Marks and Spencer. These recommendations for the organisation to achieve
sustainable business growth are as follows:
 Making sustainable business plans with internal and external factors can provide higher
chances of sustainable growth to Marks and Spencer. Ensuring the talent strategy of
company and make with the growth plan of company. Get ahead of the company's
competitors proactively. Analyse the requirements of training and perform them in more
appropriate manner. Performance Management could help to evaluate the abilities of the
man power of company and use different parameters to manage them to enhance their
performance.
 Implementing PR Ethics (Public Relation Ethics) within the organisation could enhance
the customer relations and fulfil the requirements of the stakeholders. By maintaining
proper public relations ethics the Marks and Spencer can achieve better chance to grow
sustainably.
 Enhancing sustainable practices among the employees at the workplace: Urge
representatives to select public transportation, vehicle pool, or give pick and drop taxi
benefits that will diminish fossil fuel by-product. One more method for turning out to be
naturally sustainable is to have in-house reusing programs and assigning waste stations
for biodegradable and non-biodegradable waste.
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 Making Sustainable Workplace: Adding plant life to your work environment is a simple
method for making the space more supportable. It lights up the workplace stylishly,
discharges oxygen, and lessens clamour contamination by retaining sound through stems,
leaves, and branches. Reports have observed that representatives are more joyful and
useful when plants are added to the work environment.
 Use of CSR (Corporate Social Responsibility) to improve the growth of the organisation
and create better sustainable practices for the stakeholders of the organisation. The CSR
consists of the responsibilities of the organisation towards the society, economy,
employees and natural environment. By following CSR Marks and Spencer can achieve
higher chances of sustainable growth. It could be helpful to provide better chances for the
employees to grow.
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REFERENCES
Books and Journals
Al-Henzab, J., Tarhini, A. and Obeidat, B.Y., 2018. The associations among market orientation,
technology orientation, entrepreneurial orientation and organizational
performance. Benchmarking: An International Journal.
Cheng, J.C. and Yi, O., 2018. Hotel employee job crafting, burnout, and satisfaction: The
moderating role of perceived organizational support. International Journal of Hospitality
Management, 72, pp.78-85.
Diaz‐Carrion, R., López‐Fernández, M. and Romero‐Fernandez, P.M., 2020. Sustainable human
resource management and employee engagement: A holistic assessment
instrument. Corporate Social Responsibility and Environmental Management, 27(4),
pp.1749-1760.
Gupta, H., 2018. Assessing organizations performance on the basis of GHRM practices using
BWM and Fuzzy TOPSIS. Journal of environmental management, 226, pp.201-216.
Kamble, S., Gunasekaran, A. and Dhone, N.C., 2020. Industry 4.0 and lean manufacturing
practices for sustainable organisational performance in Indian manufacturing
companies. International Journal of Production Research, 58(5), pp.1319-1337.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Raut, R.D., and et. al., 2020. Analysing green human resource management indicators of
automotive service sector. International Journal of Manpower.
Sahibzada and et. al., 2022. Interpreting the impact of knowledge management processes on
organizational performance in Chinese higher education: mediating role of knowledge
worker productivity. Studies in Higher Education, 47(4), pp.713-730.
Suifan, T.S., Abdallah, A.B. and Al Janini, M., 2018. The impact of transformational leadership
on employees’ creativity: The mediating role of perceived organizational
support. Management Research Review.
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