Strategic HRM Models and Concepts for Marks and Spencer

This report analyses strategic HRM models and concepts for Marks and Spencer, discussing the difference between HRM and personnel management, and how HR strategies align with demands of the labour market. It also evaluates organizational levers to manage human resource to contribute to sustainable competitive advantage, analyses job design strategies, and provides recommendations for good HR practices.

Human Resource
Management
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Table of contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
A) Strategic HRM models and concepts and discussing the difference between HRM and
personnel management and the ways HR strategies align with demands of labour market........3
B) Analysing impact of corporate and national culture on management of staff........................5
C) Critically evaluating organizational levers to manage human resource to contribute to
sustainable competitive advantage..............................................................................................6
D) Analysing the job design strategies for organization.............................................................8
E) Using corporate examples of local and transnational firms for identifying good HR
practices.......................................................................................................................................8
F) Recommendations made to employers regarding HRM practices to maintain organizational
performance.................................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12
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INTRODUCTION
Human resource management is the strategic approach for the effective management
practice to be continued by the HR professionals by framing the HR practices within
organization (Macke and Genari, 2019). Marks and Spencer is a major British multinational
retailer specializing in the home products, clothing and food products for customers.
Thus, report will analyse strategic HRM models and concepts helped in evaluating and
identifying aspects of growth and development within Marks and Spencer. The difference
between HRM and personnel management will be identified. The HRM strategies will be aligned
with demands of labour market. Evaluation of organizational levers available to manage human
resource which contributed to sustainable competitive advantage will be analysed. The job
strategies of Marks and Spencer will be created. Examples of local and transnational firms will
be illustrated with good HR practices. Further, recommendations for good HR practices to be
followed by Marks and Spencer will be provided.
MAIN BODY
A) Strategic HRM models and concepts and discussing the difference between HRM and
personnel management and the ways HR strategies align with demands of labour market
It is very important that Marks and Spencer frames strategies which helps in understanding the
aspects as to how the strategic HRM models are framed and this creates value as to how
effectively and in appropriate manner the HRM of organization is designed and is taking concern
from changing the strategies to newer strategies from the impacts of Covid – 19. There are
certain HRM models which help in understanding the aspects and importance as to how the
organization is seeking positive ways of coping with the after effects of Covid – 19 (Jiang and
Li, 2019). There are some specific models which help in explaining the aspects as to how the
strategies are framed and helps in knowing that how effectively the organization is dealing with
impacts of Covid -19. The Strategic HRM Model which helps in solving the issues and
problems which the employees are facing due to Covid – 19 is –
Organizational SHRM Content Model – This model helps in determining the factor for the
content of organizational HR strategy which is the internal and external organization factors.
This is the organizational model which helps in framing the strategy of how effectively and in
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appropriate manner the functions of the employees are being addressed. The employees help in
addressing of how effectively Marks and Spencer is taking concern of strategies which helps in
knowing that the market is also saved from the after impacts of Covid – 19.
Difference between HRM and Personnel Management is described as below -
Human Resource Management is the strategic approach for the efficient and effective
management which helps the business to gain the perspectives of competitive advantage. It helps
in serving the employees and performance is analysed and evaluated for employer’s strategic
objectives. HRM of Marks and Spencer helps in addressing the aspects of how the company’s
employees are growing and are evaluating their performance at large scale (Lorincová, Hitka and
et.al., 2018). This is how effectively the employees are addressing to the major concerns of
company growth and are coping up with the impacts of Covid – 19.
Personnel Management involves the administration tasks which help in addressing the
compensation and hiring of employees within the company and here in this case, Marks and
Spencer hires the employees by recruiting and retaining the employees’ at large scale. This helps
the employees to address the important aspects as to how the individuals are hired in the times of
Covid -19 (Strohmeier, 2020). There is a major difference between the HRM and Personnel
Management which helps in addressing how effectively the employees are taking concern of the
functions and activities which are including them in providing the general information.
There are certain ways in which HRM strategies aligns with the labour market during the
times of Covid – 19. There is some bounce back in some bits of the labour market. In spite of
Covid – 19 impacting the labour market of Marks and Spencer, the company has seen growth in
pay scale to be delivered to the labours with potential hiring at large scale. The strategies of
HRM are aligning with the business and organization and are including the aspects as to how
effectively and in appropriate manner the performance, compensation and benefits, recruitment
and selection is being done at large scale (Michael, 2019). These are some of major aspects as to
how the company is addressing to the major functions and processes so that labour market is
being benefitted at large scale.
The company is also considering aspects of growth and development in the external
business environment effectively and in a significant manner by keeping in concern the impacts
and affects of Covid – 19 pandemic. There are certain aspects which help in addressing that how
effectively and in appropriate manner labour market are channelizing business to grow and
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develop at large scale so that Marks and Spencer is able to create value in market and to their
employees. Therefore the company is able to face problems and issues which are being faced due
to Covid – 19. With the help of framing effective strategies Marks and Spencer is able to known
important changes to be taken place.
B) Analysing impact of corporate and national culture on management of staff
Corporate culture of Marks and Spencer is customer drive culture which focuses on needs
and demands of the customers for the products and services which are being delivered. The
customers are more engaged in buying the products and services of Marks and Spencer. Impacts
of national and corporate culture of management of staff members of Marks and Spencer helps in
addressing the aspects as to how the culture is impacting the management and the staff members
of Marks and Spencer. Due to Covid – 19 pandemic, the business is being impacted negatively
and due to this the company is analysing the aspects of growth and development (Tsourvakas
and Yfantidou, 2018). The national and corporate culture are being affected due to impacts
which pandemic has created and this helps in addressing that how Marks and Spencer is
concerned in providing the growth and development effectively at large scale.
The company is analysing the aspects as to how effectively the corporate culture should be
focusing upon the growth and development at large scale and for the welfare of customers by
providing the products and services within the large and external market business environment.
The company is also focusing on the national culture as the business of Marks and Spencer is
impacted due to Covid. This is helping to know and analyse that what are the changes which the
business of Marks and Spencer has taken place in the times of Covid or pandemic to be said. The
employees and the staff members have been largely affected due to the Covid – 19 impacts. This
helps in addressing to the reasons why the business suffered loss and saw decrease in the sales
and profits of company (Bouranta, Psomas and et.al., 2019). Therefore, it has become very
important that proper hiring and recruiting of staff members within management are to be taken
into consideration so that they are able to seek jobs during current effects of pandemic. The
management and staff has been devastatingly affected due to pandemic as their pay became low
and this changed the culture of both corporate and nationally.
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C) Critically evaluating organizational levers to manage human resource to contribute to
sustainable competitive advantage
Organizational levers are defined as the tools or methods which are used to implement changes
effectively. There are both qualitative and quantitative levers which are being designed so that
the changes can take place in a smooth and effective manner. This helps in understanding the
aspects as to what are the necessary steps which are to be addressed in the creation of levers
which are framed for organizational development (Adla, Gallego-Roquelaure and Calamel,
2019). It is very important that Marks and Spencer also frame such positive and workable levers
which help in addressing the changes at large scale. There are some important organizational
levers to manage human resource which contributes to sustainable competitive advantage and
helps in analysing that how Marks and Spencer is contributing to remove the impacts of Covid –
19 impacts on the organization. There are different organizational levers which help in managing
the human resource to contribute in competitive sustainable advantage at large scale. These
organization levers are –
Performance Management – Performance management is defined as how the employees’
performance is being analysed and evaluated at large scale within the Marks and Spencer
Company and this helps in addressing the aspects of improvement and productivity which is
delivered by the employees in the times of Covid – 19. The HR professionals foster the
employees’ performance within the organization and help them to deliver positive attitude
towards the organization work culture (Baird, Su and Munir, 2019). With the help of
performance management the firm’s success is also measured which helps in denoting that the
company is able to analyse and evaluate the performance of employees in effective and efficient
manner.
Selecting and Recruiting – This is one of the important key levers of Marks and Spencer which
enables the process of recruitment and selection of employees by the HR professionals of Marks
and Spencer. HR professionals of Marks and Spencer deliver this role of recruiting and selecting
the individuals for the right job at right time to the right individual. This is the key aspect as to
how the employees are taking concern of the job role they are provided and are engaged in
delivering the productivity and high performance within organization (Turulja and Bajgoric,
2018). The company is also creating value as to how effectively and in appropriate manner the
impacts of Covid – 19 are also hitting the hiring and selection process. This has put a stoppage to
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the hiring process but there has been improvement seen in the hiring process as well which has
increased the chance of providing more jobs to the individuals.
Training and Development – Training and development has also been the key organization
levers which help in managing the human resource in such tough times. The employees of the
organization are trained by the HR programmes which have been framed for them and this helps
in addressing that how effectively and in appropriate manner the employees are engaged in
providing the higher productivity in their performance at large scale (Pešalj, Pavlov and Micheli,
2018). Marks and Spencer is also concerned with providing the advantages as to how effectively
the training can be provided to the employees as framed by a strategy of HR professionals. With
the help of this lever, Marks and Spencer is able to take concern as to how positively and in
appropriate manner the HR is managing the competition in the company and this keeps in view
the growth and development of the company and employees as well.
All the three organizational levers helps in knowing that how effectively and in
appropriate manner the organizational levers are being framed and are created in the most
advantageous manner. This pandemic or Covid – 19 has impacted the business of Marks and
Spencer. There are also labour markets which have been affected due to pandemic. These
organizational levers are helping to address the aspects and growth towards how effectively and
in important manner they will helps in contributing to manage the sustainable competitive
advantage (Bilan, Mishchuk and et.al., 2020). This helps in addressing how effectively and in
appropriate manner the changes are being analysed and have created ways for which company is
adopting the organizational levers so that there is smooth and effective framework of
productivity and performance addressed by the organization in the external business environment
and to the customers.
There are also certain aspects which help in knowing that Covid – 19 has impacted the
business and is ensuring that what are the aspects of growth and development in the market to be
analysed and created effectively at large scale (Giauque and Varone, 2019). With the help of
performance management, recruitment and selection and training and development the company
will be able to address the aspects as to how there are strategies which are changing by the HR
professionals of Marks and Spencer and are continuing with the aspects of concerning the growth
and development overall. The HR of Marks and Spencer are more concerned about the
employees after the Covid – 19 impacts and are providing them facilities and are fulfilling their
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needs so there is less or no retention and the company delivers sustainable competitive advantage
in the market. Being competitive in the market help in delivering the aspects of growth and
development at large scale. The HR is also concerned with the strategies which help in delivering
the positive and negative measures as to how the company is able to address how effectively and
in important manner the organizational levers are helpful effectively and largely possible.
D) Analysing the job design strategies for organization
The job designing strategies of Marks and Spencer focuses on skills and behavior which
are needed to perform the specific job. This helps in addressing the aspects as to how effectively
the jobs are designed for the specific roles within Marks and Spencer are addressing the major
requirements from the individuals who are applying for the job role. The company is able to
create value for the growth and development of the individuals by placing them at right job roles,
at right time. Marks and Spencer uses competency profiling to identify the gaps which are there
in the skills and abilities of the individuals who are designed for the job (Soenanta, Akbar and
Sariwulan, 2021). The company is also providing the jobs to the individuals who are taking
concern of all the aspects and are fulfilling desired requirements which are mentioned and
framed by the company. This also helps in addressing to the job roles in the current pandemic
situations. There are aspects as to how effectively and in appropriate manner the processes of job
to be provided to a certain candidate is being processed and undertaken during the current
pandemic.
The jobs are provided to the candidates depending upon the experience in a certain field to
which they have applied to seek job. There is one day corporate induction workshop which is
being conducted in which the individuals perform their roles and responsibilities in an
appropriate manner possible. The company is also majorly concerned with the individuals who
involve in meeting the senior and managers (Daniel, 2018). The job design strategies for Marks
and Spencer concern the aspects as to how the company is initiating the positive aspects of
growth and development of individual’s performance. Therefore, the job design strategies of
Marks and Spencer includes the aspects as to how effectively the company is taking concern of
all the strategies which are framed in analyzing and creating value for the aspects of individuals
seeking right jobs roles at right time within Marks and Spencer Company. This will help the
company to grow and develop largely and effective manner.
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E) Using corporate examples of local and transnational firms for identifying good HR practices
The corporate example of how Google uses best HR practices is defined as how effectively
and in appropriate manner the HR practices are managed and are directed by the organizations.
This helps in identifying the aspects as to how the HR practices are being framed at large scale.
The best example of how the organization uses HR practices is done by Google. The
organization which Google, follows the best HR practices which is hiring is not only done by the
HR professionals but by the committee which is formed within the organization (Aust, Matthews
and Muller-Camen, 2020).
The other example is of Unilever which helps in providing the employees major benefits
within the organization and helps in a dressing to their issues and problems in an appropriate
manner. The best HR practice which Unilever focuses on is the planning process which is the
major availability of skilled labor within organization every time and is helping the growth and
development of the organization. The process of selection and recruitment by the HR
professionals is done in the manner which helps in addressing the aspects as to how the
employees’ benefits are provided.
F) Recommendations made to employers regarding HRM practices to maintain organizational
performance
It is very important for the organizations that they take concern of the functions and processes
which are followed within organization. It is their prime duty and responsibility to take concern
of all the roles which have been allotted to the employees within organization (Rasool, Samma
and et.al., 2019). For providing all facilities and fulfilling the needs of the employees, the
employers and the organization should frame such good HR practices so that the employees are
satisfied by their job roles are taking consideration of how effectively and in appropriate manner
the employees are contributing towards the growth and success of the organization by
performing their roles and responsibilities in an effective and efficient manner at large scale and
delivering productive performances. Therefore, there are certain recommendations regarding
the HRM practices to maintain organizational performance which the employers should take
concern of and these are described as follows –
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 Security to employees should be provided by the employers within Marks and Spencer so
that they feel satisfied with their job roles and is able to gain maximum from their work.
 There should be selective hiring which is one of the best HR practices able to known for
diversified manner and this helps in creating value for the work which the employees will
be performing when they acquire their roles and responsibilities within the organization
structure (Alshammari, 2020).
 Training of employees should be done in the relevant skills and abilities which the
employees acquire such that it helps in contributing to the success of the organization.
 Making information easily accessible so that the employees are able to gain all the details
and essential information within Marks and Spencer at large scale.
 The performance based and fair compensation helps in addressing the aspects as to how
effectively and in appropriate manner the performance is analysed of the employees and
fair compensation is being provided to them.
 Effective teams should be frame so that the work is distributed and the employees are
delivering their best performance within Marks and Spencer structure by providing good
performances and contributing in the best manner (Riana, Suparna and et.al., 2020).
 The employers which are Marks and Spencer should also provide healthy, happy and safe
workplace culture which helps in addressing to the aspects as to how the growth and
development is being taken into consideration at large scale effectively and appropriately.
CONCLUSION
Thus, it is concluded from above report that strategic HRM models and concepts helped in
evaluating and identifying aspects of growth and development within Marks and Spencer. The
difference between HRM and personnel management were also identified. The HRM strategies
also aligned with demands of labour market. Evaluation of organizational levers available to
manage human resource which contributed to sustainable competitive advantage was analysed.
The job strategies of Marks and Spencer were created. Examples of local and transnational firms
were illustrated with good HR practices. Further, recommendations for good HR practices to be
followed by Marks and Spencer were provided.
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REFERENCES
Books and journals
Adla, L., Gallego-Roquelaure, V. and Calamel, L., 2019. Human resource management and
innovation in SMEs. Personnel Review.
Alshammari, A.A., 2020. The impact of human resource management practices, organizational
learning, organizational culture and knowledge management capabilities on
organizational performance in Saudi organizations: a conceptual framework. Revista
Argentina de Clínica Psicológica. 29(4). p.714.
Aust, I., Matthews, B. and Muller-Camen, M., 2020. Common Good HRM: A paradigm shift in
Sustainable HRM?. Human Resource Management Review. 30(3). p.100705.
Baird, K., Su, S. and Munir, R., 2019. Levers of control, management innovation and
organisational performance. Pacific Accounting Review.
Bilan, Y., Mishchuk, H. and et.al., 2020. Hiring and retaining skilled employees in SMEs:
problems in human resource practices and links with organizational success. Business:
Theory and Practice. 21(2). pp.780-791.
Bouranta, N., Psomas, E. and et.al., 2019. The key factors of total quality management in the
service sector: a cross-cultural study. Benchmarking: An International Journal.
Daniel, C.O., 2018. Analyzing The Concept Of Job Design On Employee’s Performance.
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management. Journal of cleaner production. 208. pp.806-815.
Michael, A., 2019. A handbook of human resource management practice. bookboon. com.
Pešalj, B., Pavlov, A. and Micheli, P., 2018. The use of management control and performance
measurement systems in SMEs: A levers of control perspective. International Journal
of Operations & Production Management.
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Rasool, S.F., Samma, M. and et.al., 2019. How human resource management practices translate
into sustainable organizational performance: the mediating role of product, process and
knowledge innovation. Psychology research and behavior management. 12. p.1009.
Riana, I.G., Suparna, G. and et.al., 2020. Human resource management in promoting innovation
and organizational performance. Problems and Perspectives in Management. 18(1).
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Soenanta, A., Akbar, M. and Sariwulan, R.T., 2021. Effect of job design and organizational
commitment to employee retention in a lighting company. Linguistics and Culture
Review. 5(S3). pp.1161-1171.
Strohmeier, S., 2020. Smart HRM–a Delphi study on the application and consequences of the
Internet of Things in Human Resource Management. The International Journal of
Human Resource Management. 31(18). pp.2289-2318.
Tsourvakas, G. and Yfantidou, I., 2018. Corporate social responsibility influences employee
engagement. Social Responsibility Journal.
Turulja, L. and Bajgoric, N., 2018. Information technology, knowledge management and human
resource management: Investigating mutual interactions towards better organizational
performance. VINE Journal of Information and Knowledge Management Systems.
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