Strategic HRM Models and Concepts for Marks and Spencer

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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