M&S: Analyzing HR Contributions to Sustainable Performance

This report examines the role of Human Resources in contributing to the organizational success of Marks & Spencer (M&S). It evaluates the importance of organizational design theory, focusing on models like the Kaleidoscope Change Model and McKinsey's 7-S Framework, and analyzes their impact on M&S's organizational structure. The report discusses approaches to creating a skilled and dedicated workforce, including motivational theories such as Maslow's hierarchy of needs and Herzberg's two-factor theory, along with knowledge management techniques. Recommendations are provided to improve sustainable performance, emphasizing the need for M&S to adapt to emerging HR developments like globalization, hybrid work models, and a focus on employee well-being. The report concludes by highlighting how advancements in technology and evolving HR practices are reshaping the role of HR functions in the future, enabling more effective employee management and fostering a diverse and inclusive work environment.

Human Resources- Values
and Contributions to
Organizational Success

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Importance of organizational design theory in the context of organizational structure..............3
Evaluation of importance of organizational design.....................................................................5
Different approaches and techniques used to create a skilled and dedicated workforce.............5
Critical analyse different approaches and techniques for motivation and knowledge
management.................................................................................................................................6
Recommendations to improve delivery of sustainable performance...........................................7
Conduct research and contemporary knowledge to support evidence for emerging HR
developments...............................................................................................................................7
Impact of emerging HR development on role of HR function in the future................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management plays an important role in success of organization. They
ensure that they employ skilled, motivated and committed employees in organization to achieve
sustainable competitive advantages. The organization selected for the project is Marks &
Spencer. M&S is a British multinational retailer that is headquartered in London. The company
is engaged in selling of clothing, food products, beauty products and home appliances. The aim
of project is to evaluate the importance of organizational design theory in organizational
structure context. Along with this there will be application of theories and concepts for
evaluating importance of organizational design. It will also highlight the requirement for
developing motivated, knowledgeable and experienced individual and team. A contemporary
knowledge and research will be conducted to support emerging HR developments and its impact
on role of HR function in the future.
MAIN BODY
Importance of organizational design theory in the context of organizational structure
Organizational design theory can be defined as a framework that gives an outline of
company's structure for completing business activities.
Kaleidoscope change model
It is the model that looks into the changes that has taken place within the different level
of management due to key changes in present business world (Resnick and et.al., 2018). This
change model is used by Marks & Spencer to achieve sustainable growth and development and it
also impacts performance of company. To implement changes in company it is essential to
understand changes in activities which requires certain level of power. It is important for
company to set its goals and objectives in accordance to changes in business environment which
will lead to opportunities and trade in global market.
McKinsey's seven framework
McKinsey's framework is divided into two categories i.e. hard elements and soft
elements. The hard elements are strategies, structure and system whereas, soft elements are
sharing of values, skills, styles and staff.
Strategies
The strategies implemented by M&S helps it in achieving competitive advantage within
business (Razmi, Mehrvar and Hassani, 2020). The approach of company helps in ensuring that

there understanding of long term challenges and take advantages of opportunities in accordance
to strengths and objective of business.
Structure
The organizational structure of company is flat structure which involves limited level of
management and encourages employees to get involved in decision-making process. This helps
in boosting employees morale and commitment towards company.
Systems
The system adapted by Marks & Spencer is defined and well- demarcated that ensures
business operations are managed effectively and efficiently (SIMIONIDES, 2022). The system
of company is departmental in nature.
Sharing of value
The values of company are defined and communicated to all employees to develop a
supportive organizational structure and culture which will allow employees to put all their efforts
and motivate them to improve their performance.
Skills
The workforce of company is commendable with high skills and qualification. The
company has defined tasks and roles of employees and train them accordingly to enhance their
skills and knowledge.
Style
The leadership style opted by company is participative leadership style where it
encourages employees to share their views and ideas and get involved in decision-making
process. This allows leaders to regularly interact with its employees and get feedback from them
regarding structure and functioning of business.
Staff
Marks & Spencer has sufficient and efficient number of employees who are employed
worldwide. The employees are hired internally as well as externally according to their job role
and qualification.
Importance of organizational design theory in context to organizational structure
The organizational design theory is classified into three sections: classic, non classic and
modern. Organizational design sets as a foundation or framework on which company's
operations are build. It influences the leadership structure of M&S by setting reporting

relationship and authority (Kretschmer and Khashabi, 2020). It is important for company to have
clear managerial responsibilities and accountability which will enable smooth functioning of
business operations. The effective leadership structure has long-lasting effect on organizational
structure and culture. The team building and managerial hierarchy influence employees
performance and productivity. Organizational design and structure enables future growth and
development of company. This helps in gaining competitive advantages through continuous
monitoring of changes and taking advantage of opportunities in market.
Evaluation of importance of organizational design
There are various theories and concepts applied by Marks & Spencer to pursue
sustainable organizational design. The theories are Kaleidoscope change model, McKinsey's 7
model, theory of change model, etc. Kaleidoscope change model is used to understand the
importance of organizational structure in business (Haggblade and et.al., 2019). The design
choice is being picked based on style, role, aim and objective of company. The level of control
within the organization due to changes in business environment is also essential for
implementing changes within company. Entity is also required to ensure that it has allocated
right amount of time for adapting changes within organization. McKinsey's 7 framework
discusses the adaption of changes in company according to strongly recommended strategies and
other elements of framework that are categorized as hard element and soft element.
Different approaches and techniques used to create a skilled and dedicated workforce
Motivational theories
Motivation is the most critical factor that enables employer to enhance performance and
productivity of employees and ensure sustainable commitment. There are various motivational
theories that are adapted by company to motivate its employees.
Maslow need theory
This theory highlights the physiology order of needs of employees. Every individual has
their own needs which differ from each other. From Maslow need theory it can be analysed that
the first need of employee in organization is salary which will enable them to live a comfortable
life. The second priority will be to ensure safety i.e. safe and healthy work environment. The
theory is set into five stages of needs in a shape of pyramid with lowest and highest points.
Marks & Spencer uses this theory to motivate its employees by ensuring fulfilment of each level
of needs (Hale and et.al., 2019). Company is required to offer an attractive package to its

employees which will satisfy their first need. It is the responsibility of human resource
management to develop a healthy and safe work culture within organization. Next it has to look
into its intensive system which provides rewards and promotion to employees in accordance to
their performance. This will ensure belongingness and self-esteem needs of employees. Finally,
company has to look into to satisfy last level of need i.e. self actualization need.
Herzberg- Hygiene theory
This theory emphasis on factors that have been made through analysis of satisfaction and
performance in work environment. The theory has been divided into two categories: motivation
and hygiene. Individual needs are divided according to work environment elements. The
motivation element includes pay, work safety and work environment needs of individual (Chiat,
and Panatik, 2019). Hygiene element looks into development of relationship through sense of
good and friendly working condition and increase in salary and job assurance. The main
difference between Maslow theory and Herzberg is that formal focuses on motivation whereas,
later focuses on both motivation and hygiene. Marks & Spencer has to look into both the
elements of theory to motivate and enhance commitment of employees.
Knowledge management
Knowledge management refers to sharing of knowledge within organization that is
required to accomplish goals and objectives of business. It is the resolution of challenges that
incur within the organization (Schniederjans, Curado and Khalajhedayati, 2020). Management
aims to ensure that they produce, maintain, allocate and capture the required knowledge for
future benefits. Management of M&S has primary responsibility to manage sources of
information and then allocate it to employees when required.
Critical analyse different approaches and techniques for motivation and knowledge management
It is very essential for company to motivate its employees to enhance their productivity
and performance. As employees are primary pillar of business and their performance directly
impact the performance of business as a whole. Marks & Spencer uses various motivational
theories to motivate its employees and boost their morale. The two theories implemented are
Maslow need theory and Herzberg Hygiene theory. Employees are rewarded in monetary as well
as non monetary terms depending on their performance level. When one level of need of
employee is achieved they focus on next level and this motivates them to put their more
contribution.

Recommendations to improve delivery of sustainable performance
The performance of Marks & Spencer can be evaluated through its market position and
financial performance. Performance of company must state that it is eligible to compete in global
market and has long termed growth and development. Company must be able to function with its
existing procedure and structure (Good and et.al., 2019). Company is required to adapt latest
technologies to cope up with present global market. M&S needs to have effective and efficient
management and workforce and develop healthy work culture where employees get
opportunities to share their views and ideas. Entity is required to keep itself updated with
changing business environment and must be able to adapt changes effectively.
Conduct research and contemporary knowledge to support evidence for emerging HR
developments
In the modern and emerging global market it is necessary for human resource
management to think ahead and update their principles to overcome challenges. There are few
challenges that HR is facing such as globalization, employee satisfaction, employee
management, etc. The boost in speed of globalization, expansion in technologies, specialized
networking, etc. has made it easier for organization to communicate with its workforce and
human resources. The advanced technology has increase training and development programs of
employees in international market (Parry and Battista, 2019). Globalization has enabled
company to hire employees from different global market fields and organization are able to
lower its price by reducing HR cost. The emerging HR development has great impact on future
development and growth of company. Emerging HR trends has made workplace more suitable
for employees and has enhanced their productivity. Hybrid work plan is mixture of in office and
remote work. Company like Google has implemented hybrid work plan which allows employees
to work three days in a week from office and remotely on other two days.
HR of organization are planning to transform from employee well-being to healthy
organization. The concept is beyond physical health and safety of employees and its focus is on
providing flexible training and development to employees. This will boost morale of employees
and help it overall development of employees as well as organization. The healthy organization
framework includes physical health, mental well- being, financial fitness and safe and healthy
work culture. Company is operating in global market, there are employees from diverse culture
and background. HR is responsible for creating a friendly environment where employees

coordinate with each other and work in a team. Friendly environment can be developed by
encouraging equality and diversity in workplace. The productivity and growth of company will
increase by hiring skilled and qualified employees (Ben-Gal, 2019). HR management is planning
to hire power skilled employees i.e. employees who have skills, are motivated and can
communicate with others. This will enable company to accomplish its goals and objectives and
gain competitive advantage.
Impact of emerging HR development on role of HR function in the future
The advancement in technology has made work of HR easier than before. The role of HR
has been changed due to development of technology which has made changes in behaviour and
culture of organization and workplace. Hybrid work plan will enable HR to manage its
employees more effectively and efficiently. This plan has given employee satisfaction and
employees are able to work from anywhere (Wang and et.al., 2019). Technology and change in
HR practices has influenced role of HR while operating in international market. HR management
are able to analyse performance of employees, and they are even able to recruit and hire
employees through online mode. In the future role of HR will get specialized and HR has to
focus on employer brand and culture, digital and analytics, learning & change and reporting &
compliance.
CONCLUSION
The project aimed at importance of human resource management and its contribution
towards success of company. It highlighted the importance of organizational design theory and
organizational culture in growth and development of Marks & Spencer. The organizational
theories discussed in this project were Kaleidoscope change model and McKinsey's 7 model. It
further included analysis on different approaches and techniques to create skilled and committed
workforce. Lastly it highlighted contemporary knowledge and research to support emerging HR
developments and its impact on role of HR function in the future.

REFERENCES
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