Importance of Strategic Human Resource Management and Impact of New Processes in Training and Development

This investigation highlights the importance of strategic human resource management for employee and business performance. It also analyzes the impact of introducing new processes in training and development. The case study of Marks and Spencer is used to illustrate these concepts.

The importance of strategic human
resources management and the impact of
introducing new processes in training and
development

Abstract
The aim of the current investigation is to highlight the importance of strategic human
resource management within an organisation so that performance of employees as well as
performance of business. It is being identified in the current investigation is that majority of
respondents believe that strategic human resource management is very important because it is
directly linked to success and development of the organisation.

Acknowledgement
I am very thankful to my professor who have provided support in completing
investigation appropriately. They have given their precious time to help me in collecting and
analysing information in a systematic way.
I am also grateful to my family, relatives and friends who have supported me emotionally
to conduct investigation in systematic and appropriate manner.

Table of Contents
Abstract ...........................................................................................................................................2
Acknowledgement...........................................................................................................................3
Introduction .....................................................................................................................................5
Background to the project .....................................................................................................5
Aim and objective ..................................................................................................................5
Rationale and significance of project ....................................................................................6
Research questions ................................................................................................................6
Literature Review ............................................................................................................................7
To identify the significance of the strategic human resource management for the development
of the employees ....................................................................................................................7
To analyze the role of strategic human resource management practices for the successful
business performance. ...........................................................................................................8
To analyse the advantages of strategic human resource management for the overall
development of the employees. .............................................................................................9
To measure the influence of introducing the new processes in the training and development in
order to improve the performance and efficiency of employees............................................9
Methodology and data collection, including research objectives/hypotheses ..............................11
Results/Findings.............................................................................................................................13
Analysis/Evaluation of Results/Findings ......................................................................................25
Conclusions ...................................................................................................................................27
Recommendations .........................................................................................................................27
REFERENCES .............................................................................................................................29
APPENDIX....................................................................................................................................31

Introduction
Background to the project
The concept of the strategic human resource management tends to be associated with the
connection that is prevailing between the human resources and the strategic gaols and overall
strategy of a company. Thus, the main aim and focus of the strategic human resource
management tends to be related with the advance level of flexibility to have higher innovation
level along with gaining higher competitive strength. Beside this, the concept of the strategic
human resource management is also vital and important to create and develop a proper fit for the
purpose of having an improved and effective organisational culture. Apart from this, strategic
human resource management also comprises and focus on development of employees thus, a
vital impact of introducing new processes in training and development is also being analysed and
reviewed in the current study. The organisation selected for current study is Marks and spencer
which is well known retailer of UK established by the Michael Marks and Thomas Spencer by
the 1884. It has been seen that being a big multinational company Marks and spencer are facing
many challenges and issues in effectively managing its employees thus, current study is
undertaken to review about the identify the significance of the strategic human resource
management for the development of the employees along with influence of introducing the new
processes in the training and development in order to improve the performance and efficiency of
employees.
Aim and objective
Research Aim
The main aim of current study is, “To study the role of strategic human resource
management in order to influence the new processes in context training and development
sessions”. A case study of Marks and Spencer.
Research Objectives
• To identify the significance of the strategic human resource management for the
development of the employees
• To analyze the role of strategic human resource management practices for the
successful business performance.

• To analyze the advantages of strategic human resource management for the overall
development of the employees.
• To measure the influence of introducing the new processes in the training and
development in order to improve the performance and efficiency of employees.
Rationale and significance of project
The selection of current research topic based on the significance of the strategic human
resource management for the development of the employees is vital and significant as many
organisations are facing many issues in effectively managing and retaining its employees. It has
been seen that lack of effective communication along with setting effective balance and
coordination between the workers and strategic goals of a firm become difficult. Therefore,
selection of current research topic is vital and effective as it supports better underdoing about the
benefits and need of strategic human resource management. Along with this, the current study
along including discussion about influence of introducing the new processes in the training and
development in order to improve the performance and efficiency of employees which ensures
higher success and improved growth for a firm. Beside this, current study is also vital and
important from the view point of the researcher as it meet the personal interest along with
academic need and also ensures improved skill and competency level.
Research questions
 What is the significance of the strategic human resource management for the
development of the employees?
 What is the role of strategic human resource management for the successful business
performance?
 Which are the main advantages of strategic human resource management for the overall
development of the employees?
 What is the influence of introducing the new processes in the training and development in
order to improve the performance and efficiency of employees?

Literature Review
This section forms out a vital part of every investigation as it ensures a systematic and
effective analysis of pre-exiting literate to have a better base and framework for further study.
The current literature review is based on the topic of the Strategic human resources and influence
of introducing the new processes in the training and development in order to improve the
performance and efficiency of employees along with its objective. A range of online articles and
journals are being analsysed and reviewed to meet and effectively analysis the set objective a
discussion of which has been provided as below:
To identify the significance of the strategic human resource management for the development of
the employees
With respect to the information provided by Rees, G. and Smith, P. eds., 2021, it has been
analysed and seen that the concept of the strategic human resource management tends to be
based on some holistic approach that focus and emphasis on the assembling of the best team and
quality workforce for the improved business growth and success. Further, the strategic human
resource management tend to comprises of the providing of the training, development, work
environment, benefits, and compensation for the workforce of a company which they need to
perform at their best amongst. Thus, the definition of the strategic human resources management
comprises of the process and practice of attracting, hiring, developing, rewarding, and retaining
employees for their benefit and the benefit of each department and the business as a whole
(Nayem and et. al., 2020).
Along with this, it has been seen that the strategic human resource management tend to be
significant and vital for the development of the employees as it seeks to effectively achieve the
high level of the competitive advantage through the way of having proper strategic deployment
strategy that are focused on creating the highly committed and capable workforce. It has been
also reviewed that the strategic human resource management tend to make use of an integrated
array of cultural, structural and personnel techniques to ensure better development of the
employees along with focusing on setting a balance between the workforce and proposal strategy
of the firm. Thus, an analysis can be made out that ensuring effective understanding of the
business goals and strategy among workers along with focusing on regular evaluation and
motivation of team are the main significance of the strategic human resource management that

supports and leads to improved development of the employees along with setting better balance
and coordination at workplace.
To analyze the role of strategic human resource management practices for the successful
business performance.
As per the view point of Hamid, Z., Muzamil, M. and Shah, S.A., 2020, it has been
analysed and seen that the strategic human resource management tend to lead out and set a string
foundation for business organisation thus plays a vital role for the successful business
performance. It has been reviewed that when the strategic human resource management tends to
be properly applied within a firm than it ensures that the company and all of its resources and
departments are working as a whole and in most coordinate way for ensuring working together to
reach its goals. Thus, implication and adoption of the strategic human resource management tend
to gives the business a greater chance to succeed through ensuring proper staffing, employee
compensation and benefits, and defining/designing work. Further, it has been also seen and
analysed that the implication of the strategic human resource management tends to supports and
provides with the effective tactic and vital set of actions that help a business organisation to
effectively achieve the strategic short as well as longer term goals. Along with this the strategic
human resource also supports and leads to effective communication of goals and objective of
organisation thus ensures clear direction and improved guidance for employees along with better
coordination level that reflects the significant role of strategic human resource development
practices for the successful business performance (Hermans and Avendaño, 2021).
Further, with respect to the information provided by the Kasirlo, M. and Naami, A., 2020,
it has been also seen rat the strategic human resource development leads to recruitment and
hiring of most talented and suitable candidates for various job role based on the required skills
and competency. Thus, it ensures higher performance and efficiency level through ensuring the
hiring that best meets and satisfy the departmental needs to take the company to the next level
and beyond higher success and growth. Along with this, one of the main and vital aspect of
strategic human resource management tend to includes and comprises of the selecting and
making use of the effective motivational tools and techniques therefore, lead to higher
performance and commitment level within in employees which ensures improved success for the
firm. Beside this, continuously focusing and ensuring the measurement of the performance of
employees along with filling the skill gap within the firm by the way of leading continuous

training and development is also a significant role of strategic human resource management
practices for the successful business performance.
To analyse the advantages of strategic human resource management for the overall development
of the employees.
According to Collins (2021), there are various advantages of strategic human resource
management for overall development of staff as they help in planning manpower requirement
and also train their staff on technology in order to develop their skills and knowledge.
Gives clear business strategy and vision for the future is one of the advantages of
strategic human resource management for overall development of staff. The main role of
strategic human resource management is to provide clear business strategy to employees so that
they can know their roles and responsibility and also accomplish their work in smooth and
effective manner (Sakawati and et. al., 2019).
Ensures high productivity is also an advantage of strategic human resource
management as they focus on creating culture of communication, mindfulness and collaboration
which helps in improving the motivation and morale level of employees. Strategic human
resource manager provides training and development opportunity to staff and also create better
working environment for employees. When the productivity of staff increases they contribute
better output and accomplish the goals effectively (Bordunos and Kosheleva, 2018).
Develops and retains highly competent is another advantage of strategic human
resource management for improving the development of employees. In Marks and Spencer,
human resource manager focuses on developing their employees by providing them training and
development classes. It helps in enhancing knowledge, skills, abilities and competencies of
employees due to which they can compete with their competitors in effective and efficient
manner. They also focus on retaining staff by fulfilling their needs and requirements within
workplace.
To measure the influence of introducing the new processes in the training and development in
order to improve the performance and efficiency of employees.
As per the viewpoint of Collings and et. al., (2021), there is a great influence of
introducing new processes in training and development in order to improve the performance and
efficiency of employees. Training and development is one of the activity which helps in

improving the performance of employees in organisation. It also helps in reducing staff turnover
and also focus on reducing the maintenance cost.
Motivates employees is one of the factor of training and development that helps in
improving the efficiency and performance of employees. By introducing new process in training
and development helps in motivating the employees due to which they can give their productive
outcomes in achieving the goals and objective of business. The new process helps in increasing
the motivation level of employees by fulfilling their needs and expectation.
Creates learning environment is also a factor which helps in enhancing the efficiency
and performance of staff within workplace. It is the responsibility of human resource manager to
create learning environment for their employees so that they can improve their skills and think
out of box. By creating learning environment, manager can improve attention, supports
emotional and behavioural regulation of employees and also reduce anxiety while working
(Muindi, 2017).
Keeps pace with technological changes is another factor which are influenced while
introducing new process in training and development for improving performance and efficiency
of employees within organisation. The human resource manager of Marks and Spencer mainly
focus on providing training and development opportunity to employees so that they can learn
about new technology.

Methodology and data collection, including research objectives/hypotheses
Research methodology is one of the vital chapters because it provides particular methods
for accumulating and analysing apt piece of information. This chapter helps in undertaking
present study in effective and efficient manner.
Research Philosophy: Research philosophy is one of the methodologies that is of four
kinds that are positivism, interpretivism, pragmatism and realism. Researcher has chosen
positivism philosophy because it leads in systematic and practical research by analysing
information available in quantitative way (Ngozwana, 2018).
Research Approach: Research approach is comprised of two set of approaches that are:
inductive and deductive approach. Researcher has dependent upon deductive approach because it
supports in scanning and testing of accumulated facts and figures. Deductive approach has great
significance because it is one of the scientific approaches which deals in statistical figures and
facts (Abutabenjeh and Jaradat, 2018).
Research Strategy: There are several kinds of research strategies which are: observation,
experiments, survey, action research, interview and many more. Researcher has chosen survey
strategy because it accommodates in carrying out first hand information in the form of numeric
nature. Questionnaire is developed under survey strategy because it accumulates numerical and
primary data (Seehawer, 2018).
Research Choice: Research choice is of two parts that are: qualitative and quantitative
research choice. Researcher has chosen quantitative research choice because it helps in collecting
statistical and quantitative piece of information without consuming longer time duration. It also
assists in presenting data in tabular and graphical format (Tayebi Abolhasani, 2019).
Data Collection: Data collection is of two major types that are: primary and secondary
data collection. Investigator has selected both the methods because it helps in creating
investigation with the combination of first hand and second hand information. Primary data
collection helps in accumulating first hand data through questionnaire. On the other hand,
secondary data collection assists in taking out second hand and used information from the
sources like books, articles, journals, newspapers, publications and many more (Hay and et. al.,
2019).
Sampling: Sampling is of two kinds that are: probability and non-probability sampling.
Researcher has selected probability sampling because it helps in choosing large number of

respondents by following random method in effective and efficient manner. 51 respondents are
chosen and they are the employees of Marks & Spencer.
Ethical Considerations: Ethics is very essential for completing investigation. Researcher
has focused on maintaining reliability and authenticity of facts and figures. Researcher has also
made sure to provide safety to respondents while accumulating information.
Limitations: It is not an easy procedure of collecting piece of information and conduct
systematic investigation. Lack of time is one of the limitations which is faced by investigator.
The other limitation is selecting appropriate resource for gathering information (Lattanzio and
et. al., 2019).
Time Horizon: Time is one of the significant elements that help in completing tasks and
activities in appropriate way. It is classified into two major parts that are: longitudinal and cross-
sectional time horizon. Cross-sectional time horizon helps in completing every task in real time
situation without taking longer time duration (da Silva, 2017).

Results/Findings
This is one of the essential chapters because it assists in analysing apt piece of
information. Frequency distribution analysis is used for analysing quantitative information in an
appropriate way.
Frequency Distribution Table
Q1) Do you think strategic human resource management is one of the
important practices within Marks & Spencer?
Frequency
a) Yes 45
b) No 6
Q2) Do you think strategic human resource management plays great role
in influencing the procedure of training and development sessions?
Frequency
a) Yes 40
b) No 11
Q3) As per your view, what is the major objective of human resource
management within Marks & Spencer?
Frequency
a) Facilitates growth 6
b) Prevents talent surplus or shortage 7
c) Improves business operations 10
d) Adapts rapid technology changes 12
e) Anticipates skill and job changes 16
Q4) As per your view, what is the major element that exist in the
conceptual framework of strategic human resource management within
Marks & Spencer?
Frequency
a) Recruitment and selection 10
b) Training 17
c) Total rewards 8

d) Performance management 12
e) Employee value proposition 4
Q5) According to your experience in Marks & Spencer, what is the
major role played by strategic human resource management for the
successful business performance?
Frequency
a) Gives clear business strategy and vision for the future 9
b) Ensures high productivity 13
c) Ensures addressing of people development changes 10
d) Develops and retains highly competent 7
e) Supplies competitive intelligence 12
Q6) As per your opinion, why does strategic human resource
management of Marks & Spencer gives more importance to training and
development sessions?
Frequency
a) Motivates employees 15
b) Creates learning environment 9
c) More efficiency in operations and activities 10
d) Keeps pace with technological changes 8
e) Decreases employee turnover and increases more developmental
opportunities
9
Q7) Do you think training and development sessions have great
contribution in creating learning environment and motivating
workforce?
Frequency
a) Yes 45
b) No 6
Q8) As per your view, what is the major challenge faced by strategic
human resource management in creating training and development
Frequency

sessions?
a) Frequent technological changes 7
b) Different learning habits 10
c) Budget cuts and costs 12
d) Meeting demands of workforce 9
e) Creating consistent training sessions for global workforce 13
Q9) According to your perspective, what is the best way to reduce the
challenges faced by strategic human resource management?
Frequency
a) Keeping up with the external environment 12
b) Understanding requirements and needs of employees 16
c) Forming and creating apt budget 10
d) Timely training sessions 13
Q10) As per your experience in Marks & Spencer, do you think
company should invest their funds and time on arranging several training
and development sessions?
Frequency
a) Yes 38
b) No 13
Question 1: Strategic human resource management is one of the important practices within
Marks & Spencer
Q1) Do you think strategic human resource management is one of the
important practices within Marks & Spencer?
Frequency
a) Yes 45
b) No 6

a) Yes b) No
0
5
10
15
20
25
30
35
40
45
45
6
Interpretation: As per the gathered data, it is interpreted that 45 respondents answered
yes strategic human resource management is significant practices because it deals with the whole
workforce engaged in the different activities of the organisation. The other 6 participants have
said no that it is not important because there are also other important practices.
Question 2: Strategic human resource management plays great role in influencing the
procedure of training and development sessions
Q2) Do you think strategic human resource management plays great role
in influencing the procedure of training and development sessions?
Frequency
a) Yes 40
b) No 11

a) Yes b) No
0
5
10
15
20
25
30
35
40
40
11
Interpretation: With the above information, 40 participants have said yes that the human
resource management plays great role in influencing training sessions because it directly assists
in increasing the knowledge of employees. The rest 11 respondents answered no because it does
not directly influence session of training and development.
Question 3: Major objective of human resource management within Marks & Spencer
Q3) As per your view, what is the major objective of human resource
management within Marks & Spencer?
Frequency
a) Facilitates growth 6
b) Prevents talent surplus or shortage 7
c) Improves business operations 10
d) Adapts rapid technology changes 12
e) Anticipates skill and job changes 16

a) Facilitates growth
c) Improves business operations
e) Anticipates skill and job changes
0
2
4
6
8
10
12
14
16
6
7
10
12
16
Interpretation: As per the above recorded information it is analysed that majority of
respondents believe that the major purpose of human resource management in Marks & Spencer
is anticipating skills and job changes because this helps in knowing the requirement of skills to
complete the different activities and operations of the organisation.
Question 4: Major element that exists in the conceptual framework of strategic human
resource management within Marks & Spencer
Q4) As per your view, what is the major element that exists in the
conceptual framework of strategic human resource management within
Marks & Spencer?
Frequency
a) Recruitment and selection 10
b) Training 17
c) Total rewards 8
d) Performance management 12
e) Employee value proposition 4

a) Recruitment and selection
b) Training
c) Total rewards
d) Performance management
e) Employee value proposition
0
2
4
6
8
10
12
14
16
18
10
17
8
12
4
Interpretation: With the above drawn graph it is analysed that majority of participants answered
that training is one of the major elements because it assists in improving the knowledge and
skills of employees in systematic and timely manner. It is being analysed that training assists in
giving opportunity to employees as well as organisation to complete their work with proper
efficiency and effectiveness.
Question 5: Major role played by strategic human resource management for the successful
business performance
Q5) According to your experience in Marks & Spencer, what is the
major role played by strategic human resource management for the
successful business performance?
Frequency
a) Gives clear business strategy and vision for the future 9
b) Ensures high productivity 13
c) Ensures addressing of people development changes 10
d) Develops and retains highly competent 7
e) Supplies competitive intelligence 12

a) Gives clear business strategy and vision for the future
d) Develops and retains highly competent
0
2
4
6
8
10
12
14
9
13
10
7
12
Interpretation: As per the accumulated information from this table format it is
understood that majority of participants have answered that the major role played by strategic
human resource management for the successful business performance is ensuring high
productivity. It is being analysed that human resource management manages whole workforce in
effective manner.
Question 6: Strategic human resource management of Marks & Spencer gives more
importance to training and development sessions
Q6) As per your opinion, why does strategic human resource
management of Marks & Spencer gives more importance to training and
development sessions?
Frequency
a) Motivates employees 15
b) Creates learning environment 9
c) More efficiency in operations and activities 10
d) Keeps pace with technological changes 8
e) Decreases employee turnover and increases more developmental
opportunities
9

a) Motivates employees
d) Keeps pace with technological changes
0
2
4
6
8
10
12
14
16 15
9
10
8
9
Interpretation: According to the above analysed information, it is understood that
majority of participants have said that strategic human resource management of Marks &
Spencer provides more significance to sessions of training and development for motivating
employees. Motivating employees is directly linked to the success and development of the whole
business.
Question 7: Training and development sessions have great contribution in creating learning
environment and motivating workforce
Q7) Do you think training and development sessions have great
contribution in creating learning environment and motivating
workforce?
Frequency
a) Yes 45
b) No 6

a) Yes b) No
0
5
10
15
20
25
30
35
40
45
45
6
Interpretation: As per the above drawn graph, it is interpreted that 45 respondents have
said yes that training and development sessions have great contribution in creating learning
environment and motivating workforce because it develops knowledge and skills. The rest 6
respondents answered no because it consumes longer time duration of the organisation.
Question 8: Major challenge faced by strategic human resource management in creating
training and development sessions
Q8) As per your view, what is the major challenge faced by strategic
human resource management in creating training and development
sessions?
Frequency
a) Frequent technological changes 7
b) Different learning habits 10
c) Budget cuts and costs 12
d) Meeting demands of workforce 9
e) Creating consistent training sessions for global workforce 13

a) Frequent technological changes
d) Meeting demands of workforce
0
2
4
6
8
10
12
14
7
10
12
9
13
Interpretation: As per the above analysed information, it is understood that majority of
participants has said that creating consistent training sessions for global workforce is one of the
major issues because external environment changes continuously and the requirement training
and development also changes.
Question 9: Best way to reduce the challenges faced by strategic human resource management
Q9) According to your perspective, what is the best way to reduce the
challenges faced by strategic human resource management?
Frequency
a) Keeping up with the external environment 12
b) Understanding requirements and needs of employees 16
c) Forming and creating apt budget 10
d) Timely training sessions 13

a) Keeping up with the external environment
c) Forming and creating apt budget
0
2
4
6
8
10
12
14
16
12
16
10
13
Interpretation: With the above data it is analysed that majority of representatives have
said that understanding needs and requirements of employees is best way as it directly reduces
the challenges in relation to strategic human resource management. Needs and requirements of
employees are quite important while providing sessions of training and development.
Question 10: Company should invest their funds and time on arranging several training and
development sessions
Q10) As per your experience in Marks & Spencer, do you think
company should invest their funds and time on arranging several training
and development sessions?
Frequency
a) Yes 38
b) No 13

a) Yes b) No
0
5
10
15
20
25
30
35
40
38
13
Interpretation: With the analysed above information, it is analysed that 38 respondents
answered yes that company must invest funds and time to arrange several training and
development sessions because it assists in creating great knowledge and skills in the workplace.
The rest 13 respondents said no because in some cases it wastes time as well as limited budget.

Analysis/Evaluation of Results/Findings
According to the above gathered information in literature review it is being identified that
strategic human resource management plays a significant role in improving the performance of
business by developing, recruiting and retaining the top talents in order to gain competitive
advantage over its competitors. In Marks and Spencer, strategic human resource management
helps in ensuring that human resource in fully integrated into strategic planning. They also
analyse the threats and opportunities which exist in external environment, formulate strategies,
implement the strategies and also evaluate and control the activities in order to achieve the goals
and objective of business. The strategic human resource manager of Marks and Spencer focuses
on reducing the issues related to organisational effectiveness, change in structure and
performance, knowledge management, matching resources to future requirement and also
problems related to development of distinctive capabilities. They also create strong relationship
between strategic management and human resource management (Jiang and Messersmith,
2018).
Strategic human resource management of Marks and Spencer considers major people
issues that gets influence by strategic plan of organisation. They are responsible for identifying
and analysing the external threats and opportunities that influence the success of company. In
order to improve the performance of business, strategic human resource manager focuses on
providing clear business strategy and vision for future so that employees gets direction to achieve
goals and objective of business. Strategic HRM ensures that people development issues can be
addressed effectively and also meet the expectation of customer in effective manner. The main
role of strategic human resource management within Marks and Spencer is to give clear business
strategy and vision for the future, ensures high productivity, ensures addressing of people
development changes, develops and retains highly competent and also supplies competitive
intelligence. They focus on providing clear business strategy and vision for future so that
employees can know their roles and responsibility within organisation and focuses on achieving
their vision in order to gain better career opportunity. Through clear business strategy, Marks and
Spencer can gain success in market and also develop more focused, profitable and productive
team. Strategic human resource management helps in improving the productivity of employees
so that they can give better performance and achieve the task in significant manner (Kaufman,
2020).

The productivity of staff increases by encouraging them to participate in business
activities and providing training and development opportunity to staff in order to enhance their
knowledge and skills. It is important for strategic human resource management to focus on
organising training and development program for their employees as it helps them to feel
motivated and think out of box while planning strategy. Training and development is one of the
role of strategic human resource management within Marks and Spencer. Through training and
development program, manager can build workplace relationship by providing them
opportunities to explore new topics, expand knowledge and refine their skills in order to create
strong bond between employees. Training and development also helps in boosting workplace
engagement and also develop future leaders (Hamadamin and Atan, 2019).

Conclusions
It is being concluded from the above information that strategic human resource
management focuses on creating link between human resource function and strategic objective of
company which helps in improving the efficiency and performance of business. Strategic human
resource management creates a connection between human resources and objective, goals and
strategy of company. The main aim of strategic human resource management is to develop a fit
for purpose organisational culture, improves business performance and advance flexibility
innovation and competitive advantage. Strategic human resource management is important for
organisation as they analyse the employees and determines their actions required for increasing
the value of business. There are various benefits of strategic human resource management such
as it helps in increasing job satisfaction, improves rates of customer satisfaction, boost
productivity and also creates better working culture. In order to create strategic human resource
management process it is important to follow the few steps such as developing thorough
understanding of company's objective, evaluate HR capability, analyse current HR capacity,
estimate company's future HR requirements, determine tools required for staff to complete jobs,
implement human resource management strategy and lastly evaluate and take corrective actions.
Strategic human resource management influences the new processes in context to training
and development sessions. They plays a vital role in improving the performance and skills of
employees due to which they can give productive output in achieving the goals and objective of
business. Strategic human resource management provide training and development opportunity
to staff so that they can think out of box and learn something new while working in organisation.
Training and development helps in retaining employees by offering them career development
initiative. It becomes so centralised within business which helps in gaining competitive
advantage while hiring. Through training and development, strategic human resource manager
develops future leaders by establishing leadership development programs. Training and
development empowers employees and also boost workplace engagement.
Recommendations
• From the above information it is being recommended that strategic human resource
management face various challenges, it is important to overcome the challenges in
order to run the business in effective and efficient manner. For overcoming the issues,

it is necessary to understand the needs and requirements of staff so that they can work
productively and achieve their target in smooth and effective manner. By
understanding the needs and requirements of employees, manager can boost the
morale and motivation level of employees due to which they feel valuable and work
with dedication.
• It is essential for strategic human resource management to conduct training sessions
on regular and timely basis in order to increase the knowledge and skills of
employees. The training sessions helps in increasing efficiency of employees, reduce
turnover, increase motivation levels and also reduce supervision within workplace.
• Strategic human resource management must focus on identifying the external factors
which can influence the profitability and growth of business. External environment
influences the staffing process in company. They play important role in few areas
such as training and development, workforce planning, employee and labour relations
and legal compliance.

REFERENCES
Books and journal
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APPENDIX
Q1) Do you think strategic human resource management is one of the important practices
within Marks & Spencer?
a) Yes
b) No
Q2) Do you think strategic human resource management plays great role in influencing the
procedure of training and development sessions?
a) Yes
b) No
Q3) As per your view, what is the major objective of human resource management within
Marks & Spencer?
a) Facilitates growth
b) Prevents talent surplus or shortage
c) Improves business operations
d) Adapts rapid technology changes
e) Anticipates skill and job changes
Q4) As per your view, what is the major element that exist in the conceptual framework of
strategic human resource management within Marks & Spencer?
a) Recruitment and selection
b) Training
c) Total rewards
d) Performance management
e) Employee value proposition
Q5) According to your experience in Marks & Spencer, what is the major role played by
strategic human resource management for the successful business performance?
a) Gives clear business strategy and vision for the future
b) Ensures high productivity
c) Ensures addressing of people development changes
d) Develops and retains highly competent
e) Supplies competitive intelligence

Q6) As per your opinion, why does strategic human resource management of Marks & Spencer
gives more importance to training and development sessions?
a) Motivates employees
b) Creates learning environment
c) More efficiency in operations and activities
d) Keeps pace with technological changes
e) Decreases employee turnover and increases more developmental opportunities
Q7) Do you think training and development sessions have great contribution in creating
learning environment and motivating workforce?
a) Yes
b) No
Q8) As per your view, what is the major challenge faced by strategic human resource
management in creating training and development sessions?
a) Frequent technological changes
b) Different learning habits
c) Budget cuts and costs
d) Meeting demands of workforce
e) Creating consistent training sessions for global workforce
Q9) According to your perspective, what is the best way to reduce the challenges faced by
strategic human resource management?
a) Keeping up with the external environment
b) Understanding requirements and needs of employees
c) Forming and creating apt budget
d) Timely training sessions
Q10) As per your experience in Marks & Spencer, do you think company should invest their
funds and time on arranging several training and development sessions?
a) Yes
b) No