Managing Human Resource - Marks & Spencer

Managing Human
Resource

INTRODUCTION
Human resource management is a process of recruiting and selecting suitable employees
in order to make workforce of a business organisation efficient and effective in a business
market. It also involves promotion and transfers of existing employees in accordance with their
performance (Armstrong and Taylor, 2014). In this report, the chosen organisation is Marks &
Spencer; which is a British multinational retailer operating its business activities from London. It
was founded in 1884 by Michael Marks and Thomas Spencer and its headquarter is in
Westminster, London. In this report, various human resource management policies which will
help a business entity in gaining competitive advantage has been discussed. In addition to this,
various internal or external factors that affects human resource management activities has also
been discussed. This will help a business entity in enhancing their overall growth and
development in a competitive business environment. MAIN BODY
1. HRM policy and process that can help organisation to deliver strategic effect, by contributing
to competitive advantage. How their HRM practice has contributed to organisational
success
Human Resource Management is a planned approach for effective management of people
in the organization so that they help to gain a competitive benefit (Bae, Rowley, and Sohn,
2012). HRM is commonly said to be HR department. This is developed to increase the
performance of an employee in service of an worker's strategic objectives. HRM is mainly
concerned with the people's management within organization, focusing on systems and policies.
The given assignment is based on Marks and Spencer (M&S), an organisation founded in 1884
in UK by Michael marks and Thomas Spencer. They are experts in selling of clothing, home
products and luxury food products. This report demonstrates about the policies and process of
Human resource management along with the practices contributed to the organizational success.
Effective Policies of Human Resources Management used by M&S are
Equal Employment Opportunity policies M&S recognizes that equal employment opportunity
is a subject of employment state, social justice and legal responsibility. This policy is developed
to serve the creation of a work culture that increases organizational performance through
employment decisions. These decisions will build on real business needs without concerning to
non-relevant law, and will confirm that all decisions associated to employment issues are ground

on merit. This policy basically created to verify that M&S complies with all of its obligations
under proper legislation. This policy will help the chosen organisation in creating job satisfaction
among their employees, which leads in gaining competitive advantage in a business
environment.
For Instance: Marks & Spencer is following this policy by treating their employees equally,
which is helping them in making their workforce effective and efficient in a competitive business
environment
Overtime Compensation Policy explains how they will compensate employees for hours
worked beyond their daily schedule. They want to guarantee, employees will be systematically
and correctly compensated for the overtime they put into their job. Decrease incidents of
overtime misuse, loss of ratio, health and safety risks and other issues (Briscoe, Tarique and
Schuler, 2012). M&S overtime policy won’t deny any legal guidelines. They follow relevant
legislation when assigning or compensating overtime hours. This policy will help the chosen
organisation in analysing hard work put by their employees on a assigned task, which leads in
making effective and efficient workforce in a competitive business market.
For instance: This policy is followed by Marks & Spender as they compensate or reward their
employees on basis of their performance, which helps them in gaining competitive advantage in
a business environment.
Health and safety Policies provides the health and safety segments of M&S, objectives which
help the M&S to achieve their goals with the protection of their employees at the workplace.
M&S can provide health Insurance policies for their employees. They can also provide facilities
to their workers ,related to medical issues. Companies used to follow the government rules and
policies for ensuring their employees health. This policy will help the chosen organisation in
achieving loyalty from their employees as they are making efforts to protect its employees,
which leads them in gaining competitive advantage.
For instance: In this regard, Marks and Spencer is providing various insurance and health related
policies to their employees with a motive to improve health of their employees.
Performance Evaluation and salary increases Policy provide means for discussing, planning
and reviewing the performance of each employee (Budhwar and Debrah, 2013). Performance
appraisals influence salaries, promotions and transfers, and it is critical that supervisors are
impersonal in conducting performance reviews and in assigning overall performance ratings.

Performance appraisals are conducted annually/quarterly on the dates announced by HR
manager. M&S company manager is responsible for the timely and equitable assessment of the
performance and contribution of workers This policy will help the chosen organisation in
creating healthy competitive environment among their workforce, which eventually leads in
making their workforce more competitive in a business market.
For instance: The human resource department of Marks & Spencer is monitoring their employees
performance on a regular basis and also providing them appropriate incentives and promotions
based on their overall performance. For making Human Resource Management deliverable for
strategic effect, organization must have to follow it's process
which includes Human resource planning is the first step for an organization, where they have
to know that they need more man power in organization or not (Cartwright and Cooper, 2012).
Here M & S can plan some recruitment of quality man power for their organization, and select
people which are best suitable for the offered job. After that, they can provide some training
sessions to them, so that they can groom their-self.
Employee Remuneration and Benefits Administration process is concerned with
development of employees as well as organization, as if employees of an organization get
developed then organization also get developed. M & S can provide incentives, proper wages
and salaries, and also appreciations for good work.
Performance management process is used for organization to train, motivate, and reward
employees. Here M & S can manage performance of their employees and can help them to
improve it. This all can be done by providing work according to the abilities of worker and also
by providing training on regular basis of time.
Employee Relation is concerned with Labour Laws and Relations, working environment,
employee health and safety. M & S can make some strong laws according to government's labour
rules and regulation for their health and security.
HRM Practices- There are some practices that an organization which are used by human
resource management of Marks and Spencer which are stated as
Employment Security is the practice used by Marks & Spencer to maintain their quality in
employees. Marks & Spencer is already using this practice to get additional benefits in a
competitive environment. As if an employee get secure for the job then the concentration and
dedication level goes higher. They also know that if they will perform well then they definitely

get rewarded for their work. This feeling in an employee make them to work harder for their as
well as organizational betterment.
Selective Hiring is the practice which is used by the chosen organisation to hire only capable
and fit employees for a selective job profile (Drucker, 2012). This is helping M & S in increasing
their turn over and profit. This practise also save their resources as well as time which now they
do not need to invest on new comers in organization. This is also helping them in reducing their
cost of hiring.
Self managed and Effective team is used by employment security to make self managed and
effective team. As they have employees which are experienced and know how to perform for
organizational benefit, so this is helping them in gaining additional competitive advantage.
Contingent Compensation is a practice where an organization want to hire employees which
are fit for job and have some extra ordinary working capacities. In this context, M & S is taking
care of these types of employees as they are the persons who can do some additional work for
organization. They do not want to loose them, for this they are paying them fair amount and also
giving award to them for their good work.
Extensive Training is the best practice performed by Marks & Spencer, which is helping them
in gaining additional benefits in a competitive environment. M & S is spending time and
resources on its new employees in order to make them perfect and suitable for work. This
practice is helping them in manufacturing some extra ordinary man power, which leads to remain
frontrunner in the field.
Reduction of status difference is a Japanese practice which reduce the difference of status
between the employees (Heraty, Michailova and Morley, 2016). The human resource department
of Marks & Spencer is following this practise as they have employees with different skills and
ability but they do not have to show this in front of all in such a manner that any one can get
hurt. As some employees have extra ordinary abilities but each and every employee in
organization is valuable.
Sharing Information is necessary for an organization to rotate information in such a manner
that each and every employee get informed about it. This practise is helping M & S in making
their employees feel trusted and also helping them in building positive relation among their
employees.2. Provide three evidenced examples of how Internal (Organisational) or External
Environment factors have affected the delivery of HRM policy and practice within the United

Kingdom in the last 25 years. Clearly demonstrate how HRM practice has been affected along
with any legislation that is relevant to the issue. For the growth of any organisation,
managers are responsible for dealing, recognising and anticipating change in internal and
external environment (Langford, and et. al., 2014). Managers of M&S are actively engaged in
identifying change and modifying activities performed to have best vantage of modification.
Internal and external factors have great impacts on organisation. Internal factors are related to
human resources of organisation or business and way in which operations are carried with
respect to organisation's mission. Internal environment can be changed and controlled if proper
management and planning is done. External environment cannot be controlled as there is no
control over competitors present within market, modifications made in laws or economic
conditions of market. But some steps or measures can be taken to control the way organisation
reacts to such environment.
Internal factors: In internal environment has direct effect on HR activities. They include
organisational climate, organisational culture, management style, budget process. Some of
internal factors which affect M&S are stated as
Organisational culture consists of assumptions, beliefs and core values which are shared
between different members of M&S. It includes wide mixture of purposes like what is included
or what organisation believe in or stand for. This will helps the chosen organisation in providing
proper guidance, sense of direction, building employees attitude about themselves.
Organisational culture is dependent on its mission statement as well as through symbols,
ceremonies and stories. Appropriate and inappropriate behaviour can be determined by being
aware of organisations culture. This will also helps the chosen organisation in making their
workforce effective and efficient in a business market.
Physical and technological capabilities can be defined as physical resources like equipments
and technological capabilities find out competitive strength which determine unit of production
and its efficiency (Michailova, Heraty and Morley, 2016). Research and development team
present within M&S helps to determine innovations which will increase output. They enjoy
benefits of growth in social network, changing media landscape and rising mobile wave. Its
fashion business has speeded up as information about latest trends can be easily communicated
with designers which has enhanced speed of transportation

Organisational Policies acts as guide map for organisation. They tell employees what is to be
done and what is not required to be done (Perez Arrau, Eades and Wilson, 2012). This helps
organisation to achieve objectives in direct manner. Objectives helps to determine destination but
it do not provide way to get their, for this policies are made which direct towards destination.
They provide employees with: safe working environment, they are motivated, encouraged to
utilize their skills to achieve higher level of performance. They provide answers to questions and
mandatory steps required for decision making. Development, performance and survival of
organisation depend on qualiti M&S has developed HRD department which have included
quality circles and management for providing and enhancing status of employees and free flow
of communication. This is beginning of HR functions not the end.
The main Mission of Marks & Spencer is to makes its employees to perform their specific task
while keeping the overall mission of a business entity in mind. In this context, the function of
human resource department of Marks & Spencer is also affected by this factor as they have to
operate their business activities in accordance with the objectives of a business entity.
Organisational conflicts is a situation of conflicts among employees that is considered to be
major internal factor which affects human resource department activities (Shields, and et. al.,
2015). This type of situation arises between employees due to personal goals vs organisational
goal. In this regard, it is essential for a business entity to formulate effective policies that will
help their employees in achieving their specific aims and objectives as well as organisational
goals and objectives. Organisational Structure is the major internal factor that affects human
resource department of Marks & Spencer. It is of of two types .i.e. tall and flat. In this context,
the chosen organisation Marks & Spencer has flat organisational structure in which there are
only few number of employees at operating level. In this regard, it is essential for human
resource department of the chosen organisation to operate their business activities effectively and
efficiently in order to enhance overall performance of a business organisation.
The skills and competence of employees is also considered as major internal factor that
affects human resource management activities. In a dynamic business environment, it is
necessary for employees of a business organisation to continuously improve their skills and
knowledge (Stone and Stone, 2013). In this regard, it is essential for human resource department
of the chosen organisation to organise various training and development sessions in order to

improve their employee's skills and knowledge. This will helps them in making their workforce
efficient and effective in a business environment
Workplace productivity is a factor which plays a major role in influencing human resource
management activities. It is important for a business entity to create a most effective and positive
workplace in order to make their employee's productive. In this context, it is necessary for
human resource department of Marks & Spencer to frequently communicate with its employees
about organisational success in order to motivate them in a business market.
There are various laws and legislations that will effects HRM practise of Marks &
Spencer, which are states as Anti-discrimination act was formulated by government with a
motive to prohibits discrimination among employees of a business entity on the basis of their
colour, gender or national origin (Varma and Budhwar, 2013). In this regard, the human resource
department of Marks & Spencer can not dismiss their employees on basis of the above
mentioned reason. This regulation is only apply who have 15 or more employees on the payroll.
In this act, it is also necessary for the chosen organisation to terminate employees aged 40 or
above. minimum wages act is essential for business entity to pay minimum wages rate set by
government authorities. In this regard, it is necessary for human resource department of Marks &
Spencer to verify the accuracy of the amount paid to their employees on a regular basis. It is also
necessary for human resource department to clarify task assigned to the employees of a business
entity appropriately. In this act, there is no restrictions regarding minimum number of employees
as compared to the other legislative laws and regulations. Federal family and medical leave act
implies that employees of a business entity can take 12 unpaid leaves in a period of 12 months
(Wehrmeyer, 2017). In this regard, human resource department of Marks & Spencer will have to
train and aware their new and existing employees about leave policy of their business entity. As
per this act, employees are entitled to job protection at the time of their absence and health
insurance will also retain. Medical and disability act was formulated by government in order to
prohibits discrimination among employees of a business on the basis of their medical disability.
In this regard, it is essential for human resource department of Marks & Spencer to provide
accommodation and various other facilities to medically disabled employees, which help them in
performing their job duties efficiently and effectively.

So, these are the few rules and legislations that can effect human resource department practises.
In this context, it is essential for HRM department of the chosen organisation to operate their
business activities as per the laws and legislations. CONCLUSION
From the above mentioned report, it has been concluded that there are various human
resource management policies which should be undertaken by a business entity in order to
smoothly operate their business activities. This will also helps a business entity in building
positive and healthy relationship between top level managers and employees of a organisation.
Along with this, it is essential for a business organisation to undertake various internal factors
that can effects human resource management activities. In addition to this, there are some laws
and legislations which limits business operations of human resource management. In this case, it
is important for human resource department of a business organisation to operate their business
operations in accordance with the legislative laws and regulations. In the above mentioned
report, there are also some human resource management practises which are to be done
effectively in order retain productivity of a particular business organisation.

REFERENCES
Books&Journals
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Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Cartwright, S. and Cooper, C. L., 2012. Managing mergers acquisitions and strategic alliances.
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Drucker, P., 2012. Managing for results. Routledge.
Heraty, N., Michailova, S. and Morley, M. J., 2016.Managing human resources in Central and
Eastern Europe. Routledge.
Langford, D., and et. al., 2014. Human resources management in construction. Routledge.
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Perez Arrau, G., Eades, E. and Wilson, J., 2012. Managing human resources in the Latin
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Shields, J., and et. al., 2015. Managing employee performance & reward: Concepts, practices,
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Stone, R. J. and Stone, R. J., 2013. Managing human resources. John Wiley and Sons.
Varma, A. and Budhwar, P. S., 2013. Managing human resources in Asia-Pacific. Routledge.
Wehrmeyer, W., 2017. Greening people: Human resources and environmental management.
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