Managing People: HRM Policies and Strategies at Marks and Spencer

This presentation discusses the significance of HRM policies and strategies in managing people at Marks and Spencer. It explores the impact of these policies on recruitment, selection, and employee retention.

MANAGING PEOPLE

INTRODUCTION
 Managing people refers to management of the human resource in an
organization. By providing support and direction to the employees one can
efficiently manage the business activities. For doing management of people it
is crucial to use HRM practices. The Project report is based on Marks and
Spencer. This firm is engaged in the business of selling high quality products
that includes home, clothing and food. The company is established in the year
1884. Its founder is Thomas Spencer and Michael Marks. The study will
example why contemporary organization needs progressive and robust HRM
polices. Furthermore, it will explain HR planning in recruitment and selection
process. The company is established in the year 1884. Its founder is Thomas
Spencer and Michael Marks. The study will example why contemporary
organization needs progressive and robust HRM polices. Furthermore, it will
explain HR planning in recruitment and selection process.

Contemporary Organization needs progressive and robust HRM polices
 HRM polices helps to drive Marks and Spencer business towards success. The
company has developed various HRM polices for their employees in order to
increase their motivation in the organization. First policy is of compensation
and benefits. This policy includes reward system for the employees. If
employees outperformed in the organization than they are facililated various
benefits such as bonuses and salary increment. Through this employee's
morale get increased in the organization, and they are able to work with their
full potential. Thus, overall productivity of the organization get increased.

Continued
 The HR managers of Marks and Spencer ensures that there are some polices
regards the sick leave and personal leave in the organization so that employees
get benefited from them. Equal employment opportunity is being served to
each employee as per the organizational polices of the Marks and Spencer.
Thus, through this the employee's satisfaction get increased in the
organization.

Continued
 Recruitment and Hiring polices is being described in which every candidate
which comes in the interviewer round are treated fairly and is being chosen as
per their capabilities. Fair judgement is being given to each candidate. Its
termination polices includes notice of 7 weeks before giving any employee
termination. Marks and Spencer has prescribed criteria for the Safety polices.
In this policy employees health and safety needs get fulfilled. HR manager of
the Marks and Spencer ensures that there is adequate water supply at the
workplace. Proper canteen facility is being given to employees to cope up with
their health concerns. First aid facility is being given to the employees in case
if any employee get injured or get harmed while working in the organization.
Thus, through this firm is able to retain its employees.

Continued
 Disciplinary policy includes to maintain overall decorum of the Marks and
Spencer. Any kind of irrelevant activity will not be tolerated in the
organization. In case if any employee do unauthorized activity at the
workplace, then they get terminated from the organization. The employees are
also facilitated with the flexible working conditions. The employees can also
work from their homes in case if they are sick and unable to come at office.
Fair remuneration is being given to the employees. Any kind of discrimination
is prohibited at the workplace.

HRM strategy and its impact on planning, recruitment
and selection
 For managing the various resources of the organisation HR department plays
an important role. Along with the selection of the appropriate candidate for the
job the HRM strategies also emphasis on improving work culture. In order to
achieve the long term success goals it is necessary for M&S to formulate well
defined HRM policies.

Continued
 During recruitment and selection process the authorities assure that fair criteria
is used to select the candidate so that desired outputs can be achieved. It has
been also observed that for sustaining the quality of services HR department of
M&S implement several strategies. For instance the lack of motivation and
effective work culture can be one of the reason for poor employee retention.
 Thus, M&S can make improvements in its HRM policies so that attractive
motivation in terms of work flexibility, good incentives or appraisal can
encourage individuals to work with excellence. Contrary to this when HRM
strategies are not flexible and does not consider the interest of employees then
it can be challenging for the organisation to ensure the good quality work
productivity from the employees.

Continued
 In addition to this for regular monitoring of work performance and
organisational culture also HRM strategies must emphasis on planning suitable
methods. For instance the HRM strategies can help organisation to plan the
resource availability so that operational cost can be optimised. The staff
members of company are also required to instructed to follow a standard
behaviour and resource utilisation so that quality benchmarks can be achieved.
HRM strategies have great impact upon the employee retention and their
performance within company.

Factors influencing HRM functions
 The functions of HRM are influenced by both external and internal factors. In
order to assist organisation in competitive market HRM aims at adopting
recruitment policies which assure the quality services. For instance the
technological advancements, shift to online stores and globalised work culture
of M&S has lead to several changes in the HRM policies like data privacy and
skills preferred for the selection process. Various aspects such as resource
planning, employee selection, wages and work regulations are managed by HR
department of the organisation on the basis of political and technological
factors as well as interest of stakeholders.

CONCLUSION
 It can be concluded from the above discussion that human resource
management and policies are highly essential and significant for the
organisation. The organisation must follow the suitable HRM policies so that
they can retain the most talented human resources and can gain competitive
advantage. It has been also analysed that lack of suitable techniques to manage
human resources can have adverse impact on the performance of organisation
thus it must managed and improved continuously.

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Continued
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