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Strategic Human Resource Management- Doc

   

Added on  2020-10-23

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STRATEGIC HUMANRESOURCE MANAGEMENT

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK...............................................................................................................................................11.1 Contribution of strategic HRM to organisation in context of Marks and Spencer...........11.2. SWOT analysis of Marks and Spencer............................................................................32.1. Human Resource planning based on SWOT analysis.....................................................43.1. Human resource policy and its importance in M&S.......................................................54.1. Importance of structure and culture to SHRM of Marks and Spencer............................64.2. Effectiveness of HRM in M&S using contingency model..............................................8CONCLUSION................................................................................................................................8REFERENCES..............................................................................................................................10

INTRODUCTIONStrategic Human Resource Management refers to hiring, maintaining discipline, creatingpayrolls and working with employees in coordination to boost retention rate, improve quality ofwork experience and increase mutual benefits in a company (Jackson and Seo, 2010). It is amodern concept of HRM and deals with utilization of available resources in the best possibleway. It highlights overall development of employees along with achieving goals and objectivesof an organisation.Marks and Spencer is a clothing brand based in UK founded in 1884. It has over 900stores across UK. This report covers all the strategic HRM functions and contributions to thefirm that take place. SWOT analysis will help in the evaluation of company and determine itsposition in business sector (Li, Frenkel and Sanders, 2011). HRM planning will be performed toimprove efficiency and effectiveness of performances and HR policies will be created to ensureeffectiveness of decisions taken by management of company.TASK1.1. Contribution of strategic HRM to organisation in context of Marks and Spencer.Human resource management can be defined as the function that give values torecruitment, management, and directing of employees in an organization. HRM function is notlimited by recruiting and selecting of employees for organization, it also deals with main issuesof company like monetary, non- monetary benefits, motivation, training, development, etc. ofpeople working for organization. The main characteristics of HRM approach is to improvequality, efficiency, productivity, satisfaction of employees working in Marks and Spencer bypolishing their existing talent, discovering creativity in them and by improvising inbuilt talent ofemployees which they have in them but are unaware of that (DuBois and Dubois, 2012).Complaints, ideas, problems, and conflicts between employees of Marks and Spencer are to besolved by HRM of company. Some important models of HRM at Marks and Spencer are:Contingency model: Proponent in this model believes that there is no specific techniqueand style to deal with for leading the organization. May a style or technique which iseffective in this situation cannot be applied on other situations. So the HRM team ofMarks and Spencer has to form new style, that completely depends upon current1

situation that is being faced by organization and internal as well as external factors of anenvironment. Only by making needed changes in old techniques that are being used bycompany to compete against competitors in market and to retain their business profits.(Sudin, 2011). The best practice model: This model denotes to give high profile to HR and to providethem with best practices, commitment from top level of management to implement bestpractices in Marks and Spencer for rewarding employees.Harvard Framework: This model states that HR policies of Marks and Spencer areaffected by the situational factors and stakeholders interest. Policies that are chosen bymangers can affect numerous factors like four Cs i.e. competence, congruence,commitment, and cost effectiveness.Guest's Model: This model discusses six factors of HRM that are- strategy, practices,HR management outcome, performance, financial outcomes, behavioural outcomes.These all models and characteristics of Human Resource Management of Marks andSpencer represents duties, responsibilities, and contributions to organization (Minbaeva, 2013).In addition to these, there are some activities that HRM team of Marks and Spencer has toperform in order to conduct smooth functioning of organization, which are as follows:Planning of staffing: To recruit new employees to organization, HRM has to conduct aproper planning process for staffing to find out requirement of human resources in organization.Benefits planning: Benefits to employees should be properly planned by HRM tomotivate and encourage group efforts of Marks and Spencer into one common direction i.e.organizational goal.Planning for recruitment: Recruitment process should be planned very nicely. To givejobs to new talent and smarter employees into the company.HRM and personnel management, both are completely different from each other. Aspersonnel management of Marks and Spencer includes payroll and ensuring compliance toemployment law (Schalk, Timmerman and van den Heuvel, 2013). In contrast to this HRmanagement considers workers as the most important element of organization and deals withtheir growth and improving them.2

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