Strategic HRM: Current Trends and Development Influencing HR Strategy

This report discusses the current trends and development influencing HR strategy in strategic HRM. It explores the external and internal factors influencing HR strategies and discusses relevant theories of HRM. The report also highlights the importance of an appropriate change management model.

STRATECIC HRM

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO1..................................................................................................................................................3
P1- Current trends and development influencing HRStrategy....................................................3
P2 External and internal factors influencing HR strategies ........................................................5
M1- Influence of external and contextual development..............................................................6
LO2..................................................................................................................................................6
P3 Relevant theories of HRM......................................................................................................6
M2- HRM theory relating to practice in organsation...................................................................7
LO3..................................................................................................................................................7
P4-Appropriate change management model ...............................................................................7
LO4................................................................................................................................................10
P5-HR outcomes can be monitored and measured....................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is defined as managing the human resources associated
with the organisation. This report is based on the case study of the Marks and Spencer Company
in respect to managing its human resources. The organisation was established in the year 1884 by
the founders Michael Marks and Thomas Spencer. Company is associated with the retail sector
and engaged selling in high quality clothing, food products and home product. Headquarter of
the company is located in London, United Kingdom. In this project management of human
resources related to the Marks and Spencer Company will be discussed. Henceforth, report will
emphasis on how current trends would influence the organisation performance. This report will
also project how external and internal factors influence the HR strategy and practice. Theories
associated with the growth and development of strategic human resource management will be
discussed in this project. Furthermore, this project will also emphasis over change management
model influence the HR strategy. This project would also highlight the ways to monitor and
measure the HR outcomes based on the specific situational context. How effective HR
management and development can support the sustainable performance to meet the objectives of
organisation.

MAIN BODY
LO1
P1- Current trends and development influencing HRStrategy
There are various current development and trends that have influencef HR strategy at
Marks and spencer which relates to its growth and development. It includes use of various
technology to support effective functioning of people in company by facilitating smooth flow of
communication at all level of organisational hierarchy. Company plans to uses artificila
intellingence where it human resource is of no exception. HR in Marks and spencer is focusing
on incorporating more tools of AI into everyday business operation for better efficiency of
human resource and there workflow. By implementing techologies such as AI company is trying
to embrace its effectiveness of talent acquisition which helps in significant reduction in hiring of
emmployees, and assessing measurable improvements for increasing better experience of its
candidates where they can verify experience education of candidate listed on its resume, can
assist in helping behaviour that indicates its employees are not satisfed and are in way to leave
the organsition , managing employees performance, accounting and answering to various
question of Human reource (Joshi, Sunny, Vashisht, 2017). This current trend influence HR
strategy as it customises suggestions for professional development option, various carees paths
for its employees and variou others , it an also help HR at Marks and spencer detect behaviour of
employees that indicates corruptions , time lapse or theft by employees or any misconduct by
them.
It also includes trends such as organising virtual team building as because of
globalisation which has acccount to diversity of employees who are located in different regions,
countries al across the gobe where it cannnot be reied upon traditional methods of team building
where it has influenced HR strategies where by HR professionals at Marks & Spencer get to be
creative, by offering virtual team building ideas which saves lots of efforts and ensures digital
presence of company which has resulted in automation of task such as payroll, record
management, employees evaluation, recruiting and onboarding where by effective
implementation of HR software at Marks and Spencer it makes it easy to track, manages and
resolve incident and workplace conflicts and accounts to quick response to any misconduct,
updating with further trends amd managing risk which are highly uncertain in path of business
operation (Pius, Alharahsheh, Sanyang, 2020).

One of the trend that is shaping and influencing HR strategy is employees learning which
accounts to continuous training and development on part of employees as for any organisation its
employees are valubale resources which serve as foundation for success of organisation where
Human resource of Marks and Spencer focuses on helping employees to upgrade on their skills
and knowledge to achieve their learning goals.
Current trends such as Better onboarding also influence Hr strategy in company wher e
the are finding the need to train and keep there employees highlty satisfied where it is coming up
with new technology where elements at onboarding include delivering companies core values,
direction of where cmpanyt is going which states its vision as stated by top authority in
organisational hierarchy, which in turn helps Human resource to derive efficiency of its
customers and achieve desired target of the company (Bakker, A.B. and Albrecht, 2018).
P2 External and internal factors influencing HR strategies
There are various internal and external factors that influences HR strategies at Marks and
Spencers where its internal factors includes resolving conflicts between different parties to
business operation where in it is the resposibility of Human resource department to undertsand
the points of disagreements between different individuals and serving them with variety of
alternatives to make them reach towards common goal of conflict resolution by puttingh forward
choices that are attractive and easily in favour of both the parties (Ramli, Muljono, Afendi 2018) .
Other internal factor that company needs to accounts to which have high influence on
Human resource is meeting up with stakeholder expectation where it needs to make its strategies
and practices in way that meet up with the expectation of shareholders or stakeholders where it
can rebulit and rethink on practices such as recruitin and selecting talented staff employess who
are highly skilled and knowledful in there relevant areas of expertise and who can meet up with
chalenging needs of businees where human resource needs to ensure that employees are selected
and hire match up with the requirements of te stakeholder of company, Company experiencing
aggressive growth and rapid expansion requires its human resource to focus on productive
staffing and recruiting of employeee and retention of the same (Zinovieva, 2016).
One of the major internal factor that influences strategies and practices of Human
resource management in Marks and Spencer is use of technology which states willingness of HR
department to use tools of technology in human resource function where for example in company
it allows employees to change there benefit plan in organisation by changing according to there

needs and which allows several department in HR with more time to focus upon areas of
employees development. It helps in reducing efforts in terms of time and have impact o optimum
utilisation of resource.
External factor that influence the strategies and practices of HR at Marks and spencer can
be government or legal regulation where by human resource of company is abide to follow the
same and incorporate in the organuisation for smooth functioning and non-compliance to such
may lead to discountinuation and various imposed restriction on business to operate in several
regions. It also lays down workplace regulation and laws that affect HR to design ts guidelines
under certain standards as laid gown by government officials of that region where business
operates, Every misconduct on part of HR in non accordance with compliances may result in
sanction against company and lawsuits filed by different parties of business operations such as
Vendors and various others.
It also includes factors such as Social and cultural environment which includes things
such as work ethics, motivation , attitude towards work which needs to be closely monitored by
human resource as it could affect functioning of humna resource which states that in some
culture monetary rewards are hihly valued and in some other culture they value work life balance
which accounts to HRM to assess these cultural factors and match them accordingly which best
fit there way of working in Marks & Spencer (Latupeirissa, Adhariani, 2020).
M1- Influence of external and contextual development
Company HR department needs to constantly monitor influence of external and
contextual development and its impact on HR strategy as it can make break any business as if
company fails with the same then it may result in company facing harsh time whereby its
competitors take full advantage of market share and which leads to company building negative
image in minds of its potential customers and find it hard to regain the throne and be highly
competitive. If company accounts and abide by all then it may result in company winning in
marketplace and effective utilisation of resources which in turn will helps in determining smooth
functioning of business operation and helps in generating higher revenues and sales which in
turin increases the profitability of the company.
This factors influence HR strategy in a way as it helps in designing policies and
regulation accordingly which accounts to proper management of employees at wokforce to
ensure that they work efficiently and effectively as external factors such as availability of labour

pool helps in formulation of HR strategies which defines adequate staffing levels to support
workforce planning by recruiting top and talented staff at Marks and Spencer that contributes in
the success of the company. It aslo influences and have an impact on HR strategy in company as
by following various government regulations which serves as external factor HR policies are so
designed in the interest of employees that suggest its operations are on fair grounds and not
meant to fraud and corruptions at workplace.
LO2
P3 Relevant theories of HRM
There are various relevant theories laid down by various experts which relates to growth
and development of strategic HRM such as
Human capital theory- This theory states that human capital is the stock of habits, knowledge,
personality and social attributes embodied in ability to perform challenging task of company to
meet up with its economic values. This theory states that human capital is unique and differs
from any other capital. It is needed by companies like Marks and Spencer to acieve its goal by
achieveing various target by remaining inovative and creative in marketplace which in turn helps
company to get an edge over competiton and sustain the same. This theory is closely associated
with HRM practices. It states knowledge and experiences of employees which lays down the
assumption of forming chances of survival of company. Human resources acts a resources that
translates experience into skils and knowledge o achieve business targets(Bratton, Gold,
2017).This theory is being used by the company to support various business dynamics which
encounter to various risk and challenges as this theory helps in getting skilled employees who
with there talent and knowledge meet up with different situations of marks and Spencer on how
to entertain its customers to purchase its products and services to meet with its desired targets
Resource based theory – It is managerial framework of human resource which is used to
determine resoures which company can exploit to sustain and achieve its competiotive
advantages. It offers means of evaluating potential factors that can helps in getting and winning
over competition. It helps human resource to focus on capabilities and resources to enhance its
competitive advantage which helps in understanding how human resource of Marks and spencer
contributes in achieving competitive advantage by building new resources and continuously
leveraging the existing one, which in turn helps in growth and development of strategic HRM in
company (Hewett, 2018). This theory is being used Marks and spencer to get optimum utlisation

of resources when it is accounting to competitive rivalry to win in marketplace and come up with
strategies that best fits with the company success and helps in defeating its competitors in terms
of caputring huge customer base and satisfying with there needs and wants.
M2- HRM theory relating to practice in organsation
Agency theory- It states principle of human resource management which is used to explain and
resolve issues in relationship which is between business principals and there agents which can
also be understod as relationship that is between shareholders that serves as principals and
company executives or employees who are agents in Marks and spencer. It occurs when an entity
that is agent is able to make there own decisions and take action which has impact an another
entity that is principal . It exist in dilemma where agents are motivated to act in there own best
interest which is opposed to Principals which differs in various organisational situation hich may
sometime affect business operation of company (Soltis, Brass, Lepak, 2018). This theory
attempts to explain and reslove over priorities between principal and there agents. Resloving the
differnces and disputes helps human resource of company to reduce to agency loss. It can be
achieved by the company through performace based compensation which will helps human
resource of company to have balance between principal and agents This theory is being used in
Marks and Spencer to resolve conflicts between different parties to business operations as it can
lead to non productivity in busiess operations where it can account to hindering business growth
and functioning where it may accounts to various delays in completion of business tasks as a
result will affect its sales and revneues which if not applied can lead to misunderstanding and
more conflicts at workplace.
LO3
P4-Appropriate change management model
Management of Marks and Spencer Company can follow the change management model
such as Kotter 8 Step change management model and also the model denoted as Lewin 3 step
change management model to bring changes in the organisation.
Kotter 8 Step change management model
Kotter 8 step change management model comprises with the eight different stages
involve as creation of sense of urgency, building a guiding coalition, formation of strategic
vision and initiatives, enlist a volunteer army, enable action by removing barrier, generate short

term wins, sustain acceleration and institute change. All these different stages allow the
organisation to perform the change management operation in the organisation.
Creation of sense of urgency: This is the first step involve in the change management process.
Creation of the sense of urgency is about to denote the areas associated with the organiat6ion that
requires change. This is the idea of belief that company seek a change in order to perform more
effective operations (Tang, 2019). This is an important area involve in change management
which guide towards a direction that seek change as a part of change management practice.
Building a guiding coalition: Building a guiding coalition is about to form a team to support the
change management process. The area identified in the Marks and Spencer Company that seek a
change influence the team formation. In this stage with the support of different stakeholders a
power coalition is formed in the organisation. This is a key part of the change management
operation that influences the entire process of change management (Armaghan and Renaud,
2017). In Marks and Spencer Company every change occurred the power coalition with the
support of employees and stakeholders are created so that change management operations can be
performed effectively.
Formation of strategic vision and initiatives: Formation of strategic vision and mission is the
third stage of this model. Once the team is formed to perform the change management practice
vision and mission of the change management practice is finalised. This is the stage that
influences the entire practice of change management. On the basis of the mission and vision
finalised at this stage further stages are conducted. For example every time change management
entertained by the Marks and Spencer Company mission and vision are formed to initiate the
change management practice.
Enlist volunteer army: Enlisting volunteer army is about to involve the employees of company
to perform various stages of change management. In this stage employees of company are
motivated to take an involvement in the change management practice (Hayes, 2018). For
example Marks and Spencer Company involve majority of its work force every time change
management entertained in the organisation. As the employees of company are more keen
towards knowing all the facts about the negative areas associated with the organisation.
Enable action by removing barrier: On the basis of the barrier identified actions are enabled to
remove such barrier. This is the key stage associated with the change management practice. In
this process on the basis of the different barriers are identified strategies are formed to deal

against such barriers (Balsamo and et.al., 2019). For example every time change management
entertained in Marks and Spencer Company different barriers are also associated with the
company which needed to be resolved with the support of change management practice.
Generate short term wins: On the basis of achieving short term targets celebration are
entertained for such short term targets. This is a crucial stage involve in change management
which guide the organisation to motivate employees and team involved in change management
practice.
Sustain accelerate: Sustain accelerate is the important stage involve in change management
practice. At this stage change management practice took its entire pace. This is about to sstain
such pace.
Institute change: This is the final stage associated with the change management model. This is
about to come to an end in the change management practice.
The above mentioned stages are crucial steps taken to implement the change management
practice in organisation.
Lewin 3 step change management model
This is another crucial model associated with the change management practice. This is a
three steps process which involve unfreezing, changing and refreezing.
Unfreezing: This is the stage associated with right before the actual change management process
starts. This stage is about to create the goal, take all stakeholders in favour of change
management, conducting planning for the change management and other such prior operations of
change management (Junior and et.al., 2018). For example in Marks and Spencer Company this
stage play a crucial role in change management as it involve all planning and different crucial
stages of change management.
Changing: On the basis of the planning is doe changes are implemented in this stage. This is a
crucial stage as it involves implementation of all different stages identified foe implementing
change management in organisation. For example all change are identified are implemented in
this stage based on the planning.
Refreezing: This stage is about to introduce the change to the world. This is about to refreeze all
changes introduced. Management try to involve the changes in the working practices of the
organisation.

The above mentioned stages are the key steps taken to implement the change
management operations.
LO4
P5-HR outcomes can be monitored and measured
In recent time Marks and Spencer Company was facing the issue of high employee
turnover due to many people leaving the organisation. This situation was dealt by the human
resource department by the organisation. Following are the steps taken to monitor and measure
improvement in the situation of the organisation.
Assessment over employee turnover rate
Employee turnover rate can be easily calculated by the management. The turnover rate
can easily be calculated by the human resource department. With the support of turnover rate
department can easily be monitored and measured the HR outcomes (Szczepańska-Woszczyna,
2020). Different stapes taken by the department such as solving issues of company’s employees
in order to ensure the proper work culture at the organisation and various other stages taken by
the human resource department which could support the management and human resources
department to improve the sustainability of the employees of company. With the support of
employee turnover rate calculation this outcome of human resource management can easily be
monitored and measured.
Comparative analysis with previous year’s records
This is also done by the Human Resource Department to compare the current statistics
over employee turnover rate with the past years records. This is the best way to assess the
situation (Sullivan and et.al., 2018). Comparative analysis denoted the department about the high
employee turnover organisation is facing at this point in time. This is the best way to analysis the
situation and also control, monitor and measure the improvement organisation received in
controlling its employment turnover rate.
The above mentioned ways can be entertained in order to monitor and measure the
situational improvement of the organisation. Both these ways would support the company and
department to analysis the situation.

P6. Sustainability
It is very important for the organization to have a sustainable productivity and operation in the
market. There is a reputation which Marks & Spencer have gained over the years of experience
and knowledge which the HR needs to maintain. The demands and needs of the customers are
changing and the organization must be able to maintain the standards and meet the expectation of
the customers. The Trends and demand of the customers is changing due to the change in
lifestyle and income rate of the customers therefore Marks and Spencer will have to gain a better
functioning. To make the organization have a sustainable development and growth in the market
that has to be good hiring which the Human resource department it should be experienced for
and use the right methods to hire the right employees. Human resource department must make
sure that it the employees they are hiring are going to match the expectations and standards of
the company e so that there is a better functioning which can take place and creativity which can
come in the organization for unique identity (Wikhamn, 2019).
All the employees are trained and developed according to the changes which are
coming in the organization so that there is a balance in productivity. There are a lot of
technological changes which are coming in the organization therefore it is very
important for the company to be able to gain those factors in order to achieve
competitive advantage. Marks and Spencer is already having a high competition in the
market like Tesco, Sainsbury, H&M, etc which can take away the market share of the
organization. Employees never accept the changes so easily therefore they have to be
trained which is going to make them get the right knowledge and information creating a
transparent environment and gaining the loyalty and trust of them in the company.
Human resource department is the bridge between the management and the
employees therefore they have to monitor and control the employees from time to time
so that the changes can come in the organization effectively and efficiently (App, Merk
and Büttgen, 2012).
Human Resource Department of Marks and Spencer is well experienced and have the right
knowledge to make the decision making the employees have a higher satisfaction level in the
company. It is important to have the satisfaction level of the employees to make sure that the
organization is being able to reach the standards and expectations from the customers. There is a

change in the design and quality of the product in Marks and Spencer all the time according to
the customers therefore the human resources Department has to make sure that these changes are
being adapted by the employees to have a sustainable development. The company also makes
sure that the employees are giving in their personal best for the organization which is going to
make the brand image and value increase.
CONCLUSION
Human resource management is about to manage the human resources associated with
the organisation. Current trends such as social media marketing and many others could influence
the different recruitment and selection strategies implemented by the organisation. Different
external factors such as overall job available in the industry and many other factors also
influence the human resource management of the organisation. Internal factors such as internal
politics of the organisation, structure of company and many such internal factors also influence
the human resource management operations of organisation. Models such as Kotlers 8 step
change management model and lewin three step change management model is the best suitable
methods for the company to introduce change in the organisation. HR outcomes can be
monitored by analysing the employee turnover rate and different other ways.

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