Importance of Organisational Design Theory and Approaches to Human Resource Management in Marks and Spencer

This article discusses the importance of organisational design theory in Marks and Spencer and examines various approaches and techniques used for attracting, developing, keeping and rewarding human resources. It also explores emerging HR developments and trends that will influence the role of HR function in the future.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Significance of organisation design theory in context of organisational structure and satisfying
business structure....................................................................................................................3
Apply appropriate concepts and theories to critically examine the organizational design
theory......................................................................................................................................4
TASK 2............................................................................................................................................5
Assess various approaches, together with techniques used for attracting, developing, keeping
and rewarding human resources.............................................................................................5
Utilise certain examples to critically assess various approaches and techniques to human
capital.....................................................................................................................................6
TASK 3............................................................................................................................................8
Research and utilise contemporary knowledge to assist evidence for emerging HR
developments..........................................................................................................................8
Examine how emerging developing and trends in HR will influence the role of HR function in
the future.................................................................................................................................9
TASK 4..........................................................................................................................................10
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................19
Books and Journals:..............................................................................................................19

INTRODUCTION
Human resource management defines as the function of management which is concerned
with hiring, motivating and maintaining the employees within the organisation. HR practitioner
deals with the issues concerning with their employees such as employing, training, developing,
rewarding, compensating, administrating, communicating, motivating and many more. The main
purpose of HR management is to make efficient use of their employees so that individual and
organisation can be achieved in the best possible manner. Marks and Spencer or M&S is one of
the global retail organisation in British administration. It is headquartered in London, United
Kingdom. It was introduced by Michael Marks and Thomas Spencer in 1884 (Al-Minhas,
Ndubisi and Barrane, 2020). The business is specialised in selling beauty products, clothing,
food products and home products. Moreover, it has 959 outlets through UK. The following
project will cover the importance of organisational design in order to indulge sustainable
performance in the business. It will also highlight various approaches and techniques utilised for
attracting, keeping, rewarding and developing human resources to develop a talented and skilled
workforce. Moreover, it will also utilise contemporary knowledge to assist evidence for
emerging HR developments.
TASK 1
Significance of organisation design theory in context of organisational structure and satisfying
business structure.
Organisational design theory defines as the framework that works for the companies in
order to structure itself for accomplishing general activities. The form of products an
organisation makes and sells in the target market or the corporate industry in which it runs its
business can dictate its theory of organisational design. Moreover, a structure here is not
different to the organisation, it simply copy its organisation after a formerly successful business
model. It is the structure of organisation to grow and develop their business considering the
operations and functions which are regarded with the effective communication flow. All the
business entities tend to run their activities systematically by designing effective structure of the
organisation so that their activities can be cost effective (Al-Swidi, Gelaidan and Saleh, 2021).
There are many factors determine the form of organisational structure that a business firm
utilises such as number of employees, revenues, diversity of products, geographical spread, types

of customers and many more. Mainly, three forms of organisational structure used by most
organisational such as functional and matrix. In addition to Marks and Spencer, as it is a global
business firm, it needs to design their organisational structure effectively so that flow of
activities can be done in a smooth way. Flat organisational structure has been used by the
organisation as their business model in which little or no levels of middle management between
employees and frontline employees. The main goal is to have a fewer hierarchy in the business.
The flat structure of the organisation supervises employees less and promote employee's
involvement in the process of decision-making. It can be better understood with an example that
suppose if the organisation wants to make changes in their current products and services or want
to spread their business in new more countries then they can create employee's engagement
significantly in the ultimate decision of the enterprise (Bag and et.al., 2021). Employees can
deliver their ideas about the changes that the company should make it or not or if yes then how it
can done in the best possible manner. There is no need to take the help of supervisor as all
employees can communicate and share the ideas by themselves.
The importance of flat organisational structure in the business of M&S: Communication is clearer and less susceptible to degradation: As the information has to
communicate through little layers before it reaches the frontline employees, the change of
state is possibly to be less terrible. It helps in better decision-making and obviously
supports in cascading down objectives.
 Decisions can be made quicker and closer to the point of impact: Through flat
organisational structure, the decisions can be developed at the point of need as well as
resulting less delays in the accomplishments. Also, it helps organisation to develop their
first mover advantage (Chaudhary, 2019).
Apply appropriate concepts and theories to critically examine the organizational design theory.
It has been assessed that organisational design theory aims to provide a structure to the
business organisation in order to operate their activities and operations and a way to
communicate the information. In context to Marks and Spencer, as the company uses flat
organisational structure in their business, it supports in increasing employees' motivation and
involvement in the decision-making process. It supports in increasing sustainable performance
within the business when employees feels they are the part of the organisation and they gives
value to the employee's opinions and ideas in order to taking a business decision. It also helps in

fostering innovation as employees are allowed to provide new ideas to the business for boost its
efficiency.
McKinsey 7-S Model: Strategy: This defines how the company plans for their growth or development. also, it
relates with the competitive benefits over other key players. This has been seen that
chosen organisation highly focused on creating their long term plans and goals. Structure: Flat structure has been used by the company in which they communicate clear
aims and goals to their employees. Systems: It is important that the employees should be granted with clear job and work so
that results can be effective. Shared values: This defines as the value or general work ethic in the business. In M&S,
it is important to create a change, leaders or manages must develop a positive and ethical
work culture. Styles: Leaders in this company alter their leadership style as per the demand of situation. Staff: HR highly focus on their employees; they recruit high qualified workers in the
organization. Skills: Workers and employees should be timely enhanced their skills and capabilities so
that they deal with the change.
TASK 2
Assess various approaches, together with techniques used for attracting, developing, keeping and
rewarding human resources.
Organisational leaders should realise developing an organisation that attracts, develops,
maintains and engages their employees is prominent no matter what the economy is doing. It is
smart enough to consider that skilled and qualified employees are always in demand. In addition
Marks and Spencer, the following are some approaches and techniques used in the business to
attract and retain their employees: Recognize, reinforce and reward: Money as well as compensations or benefits are
significant factors in attracting and retaining the right talent in the organisation, but
recognition and reward supports in attaining the common human requirements to feel

rewarded and appreciated for what they contribute in the business (Cooper, Phelps and
Rogers, 2020). Hence, for the respective organisation, it is very essential for the
supervisors to recognise the employees who work hard for the growth of company and
same appreciates in front of others. This makes individual to be retained for a longer time
period in the company. Provide a positive working environment: Senior management that take accountability for
retention in the business have limited turnover and higher fecundity than those that do
not. In Marks and Spencer, it is important to create a progressive work environment as
well as host of family friendly gives advantages to keep their employee's turnover rate
limited.
 Providing ongoing education and clear paths to advancement: Promoting from within
not only gives a transparent direction to higher compensation and accountability, it also
assists workers feel they are values and imperative part of the overall success of the
organisation (Das and Kodwani, 2018). Hence, employees education and development
are very important to retain and attract new employees in the organisation. M&S leaders
can provide different types of education and development programs to their employees in
order to develop their hard and soft skills. It also helps in increasing the overall efficiency
of the business.
 Stick with remote work options: It is important for the HR employers to adopt an
attitude if they willing to maintain, retain and attract their employees in the organisation.
The global pandemic shown that long term remote work is realizable. From the
perspective of recruitment and retention, organisation that gives increase flexibility for
work hours as well as location of work support in boosting the employee's satisfaction,
which leads to retention and promotes the competitive level of employers as well as
attraction to land skilled employees (Farrukh and et.al., 2021).
Utilise certain examples to critically assess various approaches and techniques to human capital.
It has been critically analysed that HR employer can use different tools and techniques to
retain and attract talent towards their organisation. There are various situations held in the
business environment that removes the employee’s attraction and increase their turnover in the
business (Freitas and et.al., 2020). For examples, these situations are global pandemic, lower
satisfaction level in the business rises turnover of talent and much more. With the help of

effective approaches and techniques, HR experts can retain their employees, together with gain
attraction for the company. When employees see that they get a positive work culture as well as
recognised their contribution in front of other can deliver a positive impact in the minds of
employees. It helps in reducing turnover rate. Moreover, the global pandemic also impacts the
employees' turnover rate in the company but with right benefits and flexibility can support in
retaining the current employees.
Intrinsic motivation:
This is the motivation that defines as the act of doing something that does not have any
evident outer rewards. These motivation derives human to do perform their work not attain
physical rewards or prizes, but they do because it gives them enjoyment and have their interest in
it. In case of M&S, this motivation is derived from individual growth, develop a sense of
responsibility and many more.
Extrinsic motivation:
It defines as the motivation that reflects individual’s behaviour to their job or work while
learning new skills of external rewards or avoidance of punishment. In this, the employee
performs their job not because they enjoy or like, but they do because to earn prizes or to neglect
punishments such as demotion or termination. In M&S, the employees perform additional work
apart from their regular duties because during peak time, the company gives incentives and
bonus, and to show their performance it is important for them to hard work.
Malsow theory of motivation: Physiological motivation: In this, motivation can derive from basic needs that is fresh
air, clean water, shelter and much more. Security and safety needs: In M&S, the employees can be motivated in the business
when they see that their company gives financial benefits, securities, health claims and
many more. Social needs: In this, M&S needs to plan for the lunch breaks in which employees can
interact with each other. They can also arrange social gatherings to have the feeling of
belongingness. Self-esteem needs: It is vital for the leader or manager to recognise the effort of hard
working employee and gives them appraise in front of other people which helps in
creating motivation.

 Self-actualization needs: It is a level in which person desire is grown and wants to attain
their full potential as human beings.
TASK 3
Research and utilise contemporary knowledge to assist evidence for emerging HR developments.
Emerging trends or developments for Human Resource Management: Standard hiring: Employing the right candidate is very important for every sort of
business entities and that is the core answerability of the HR employer. Sometimes, it can
be analysed correctly who might be the right applicant and sometimes they cannot. When
future AI tools for recruiting are comprised in the hiring process, they will cater the
option of quality resumes (Hastuti and Timming, 2021). Therefore, the organisation will
be more successful and qualified employees in their business. Continuous performance management: For many years, it has been the practice of
different authorities to check the comments and receive feedback from various levels of
employees. In fact, a greater transformation occurred in attaining employee engagement,
increasing efficiency as well as growing retention. Organisations such as M&S, spend in
advanced technologies to improve their business processes and to inspire workers with
the help of ongoing performance management. Diversity, equity and inclusion to the fore: It is one the emerging trend for HR that there
will be no dominant racial or ethnic group in the world (Hu and et.al., 2022). As people
diversify, more amount of women and individuals from under-represented units enter the
organisation, the problem of equity, diversity and inclusion will be ultimately handled in
a proper manner. Hybrid work model: With things getting back on right track, the organisation is
developing into a more appropriate approach for its employees and their efficiency; the
hybrid work model. This model supports employee centered approach in which there is a
mix of in-office work as well as remote work. This sort work plan supports in allowing
employees to do their jobs from the office for 3 days a week and distantly on the other 2
days. The emerging development of HR involves flexibility.
 The transition from employee well-being to healthy organisation: It has been found and
researched that employee's well-being and mental health is become the top most priority

of every HR employer. The approach is beyond the physical health and employee's safety
and aims at providing more opportunities and flexibility for the training and
development. In context to Marks and Spencer, the HR practitioner of the organisation
must consider their physical healthy, financial fitness, healthy culture, social health and
community service and much more for their employees. Hence, it would be a welcoming
trend for increased productivity and high employee job satisfaction leading to attraction
and retention.
Impact of Cross-cultural within organization:
As the Marks and Spencer is a global retail organization, it is important for them to
analyse the impact of cross-cultural activities as these can become a critical source for rising
business competitiveness. This helps organization to lead success in global business
environment. On the other side, this can also lead negative influence on the business as it can
increase conflicts among people due to the cause of diverse backgrounds and culture. Therefore,
it can lead business to limit in their performance.
Impact of globalization:
Globalization plays a very important role in the companies that enables them to specialise
as well as to increase their intensity of innovation, R&D and capital in their output. Globalization
leads intensify competition which can be associated to good or service, target market, cosy and
price, quick response, adoption of technology, quick production by businesses, and much more.
With the help of globalization, the organization can make their good or service at less prices and
sells at lower costs which enables them to boost their market share.
Examine how emerging developing and trends in HR will influence the role of HR function in
the future.
It has been critically examined that HRM is evolving day by day and many trends and
developments influenced the organisation (Jaga and Guetterman, 2021). HR employers and
experts need to consider the current and future trends that can affect the process of recruiting,
selecting, training or compensating their employees. In the above section, many developments
and trends have been discussed that needs to be ascertained by the HR employer such as
diversity, equity and inclusion, remote working, employee's well-being and much more (Jia and
et.al., 2019). It is important that employees should be the topmost priority of the employers and
employee's well-being should not be neglected as it can increase employee's turnover rate and

low satisfaction level. Hence, HR plays the important role to determine all such factors in the
business.
TASK 4

Speaker Notes:
It covers detailing and adopting business strategies, procedures, structures and technologies to
manage modifications in extrinsic conditions and corporate environment. The key purpose of
managing change is to successfully implement the business strategies, products and new
processes, together with the limiting the negative outcomes (Ling and et.al., 2018).

Speaker Notes:
The role of HR manager in handling change as well as organisational design will also be the part
of this project. Later, different types of changes will be evaluated.
Speaker Notes:
Unfreeze: This is the foremost stage in change model that aims to prepare the business entity to
accept that change is important, which contains breaking down the current state before one can
develop a new manner of operating. In addition to M&S, as the company currently using flat
organisational structure in their business in order to motivate employees and makes them to
contribute in the decision-making process so that they can feel that their employers values and
take their opinions for the growth of organisation. Somehow, the organisation is facing issues
related with low productivity, bad decisions due to the lack of expertise and many more. Hence,
the organisation tend to apply change in their organisational structure and shift to tall
organisational structure so that employees can be directed and supervised to attain the common
goals and objectives (North-Samardzic and de Witt, 2019).
Change: In the following stage, the employees will begin to accept changes to resolve the issues
and seek for the new methods of doing jobs in the organisation. Leaders and supervisors will
inspire their employees to accept the change in their regular functioning and makes them

believes that their top authorities will take better decisions on overall basis. Also, employees will
be allowed to take time and provide suitable training to get used to the modification.
Refreeze: This is the final stage in which employees are assisted and the company to internalise
the changes. This signifies ensuring that the changes are applied all the time, that they are
integrated into regular business. In addition to M&S, employees will give the knowledge of
success of change and creates stability so that new change can be embraced.
Speaker Notes:
In addition to M&S, the basic principles of nudge theory is as follows:
Define changes: In the first stage, leaders will define the change in the business strategies in
order to exploit more digital sources or platforms to promote their brand all over the world.
Consider employee point of view: Leaders will consider the review or feedback on the change
that will be applied in the organisation. Some employees will be in favour as it provide ease and
helps in increasing profitability, together with productivity of the organisation. Whereas, some
employees will give opinion against it as they used to old methods of doing things.
Provide evidence to show the best options: Senior management will give benefits and
advantages of using digital technologies in their business such as increasing market share,
gaining new customer based and much more.

Present change as a choice: This stage will show the implementation of change as the decision
in which employees need to be followed to realise the actual aims.
Listen to employee feedback: Employees will give feedback about the experiences they gained
while implementing changes. And, leaders will also tend to give training so that better
productivity can be raised.
Limit the options: Finally, this stage tends to restrict the options which are not effective to
realise the objectives (Ogbeibu and et.al., 2020).
Speaker Notes:
They need to monitor the process which is crucial in nature. During the time of change,
leadership of HR will be shown by assuring the organisational culture’s honour and ensuring that
the implementation processes are harmonious and comprehensible. They also provide the role of
providing training and development sessions to their employees so that the change can be
implemented in the best possible manner (Salas‐Vallina, Alegre and López‐Cabrales, 2021).

Speaker Notes:
On the other side, psychological change is one of the major tasks that needs to be performed by
HR managers in order to transform the behaviour and attitude of their employees with the
application of psychological breakthroughs that signifies by employees act and think as they do.
In context to M&S, as the major change takes places in the form of change in organizational
structure, there is need to understand the behaviour and emotions of employees as they used to
the existing working process. HR needs to train and supervise while detailing the requirement of
change and also provide relevant training to them so that the ultimate goal can be attained by
them (Wood and Bischoff, 2020).

Salas‐Vallina, A., Alegre, J. and López‐Cabrales, Á., 2021. The challenge of increasing
employees' well‐being and performance: How human resource management practices and
engaging leadership work together toward reaching this goal. Human Resource
Management, 60(3), pp.333-347.
Wood, G. and Bischoff, C., 2020. Human resource management in Africa: current research and
future directions–evidence from South Africa and across the continent. The International Journal
of Human Resource Management, pp.1-28.
CONCLUSION
The conclusion is that HRM is one of the prominent functional areas where employers
have many concern over their employees. It is the responsibility of the HR experts to create a
organisational structure that fosters development on overall basis. Flat organisational structure
helps in increasing employee's job satisfaction as they are the part of decision-making process.
Many techniques and approaches are used in the project in order to attract, retain, maintain and
develop employees in the organisation. These are positive work culture, continuous
development, remote work choices and so forth. Lastly, the emerging HR developments such as

hybrid work model, well-being of employees and many more are the significant part of thir
project.

REFERENCES
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resource management, leadership and organizational culture on employees’ green
behaviour and organisational environmental performance. Journal of Cleaner
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