HR Practices: Training and Development Report - Marks & Spencer

This report delves into the realm of Human Resource (HR) practices, emphasizing the pivotal role of training and development within organizations, specifically using Marks & Spencer as a context. The report provides a comprehensive overview of HR practices, including recruitment, selection, orientation, and employee relations, highlighting their impact on employee motivation, retention, and overall organizational success. The study summarizes the research process and compares different data collection methods, with a focus on secondary data analysis through a literature review. It emphasizes the importance of HR in fostering employee skills, career planning, and a positive work environment. The report also explores the significance of training and development in enhancing employee capabilities and contributing to the achievement of business objectives. The conclusion summarizes the key findings and offers recommendations for improving HR practices, including the importance of training and development programs for employee well-being and organizational growth.

Using Information in Human
Resources

EXECUTIVE SUMMARY
HR practices is the activities performed by the HR department. For many employees
activities HR manager is responsible which has to be performed and managing in an efficient
manner. Present study has been discussed about the HR practices in different context. Also study
has been conduct secondary data by supporting literature review on the taken HR practice which
is Training and Development.

Table of Contents
INTRODUCTION ..........................................................................................................................1
1.1 Summarises the states of the research process and compare different data collection
method.........................................................................................................................................1
2.1 Justification of HR practices.................................................................................................1
Literature Review........................................................................................................................3
Justify the summary from the review and make justified recommendation for improvement in
practice........................................................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES ...............................................................................................................................8
Books & Journals........................................................................................................................8
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INTRODUCTION
Human Resource Department is the professional need to be able to present a viable and
realistic case for improvement based on sound work research and understanding of what is
considered to be the good practice. In other words, human resource management is the most
vital department within the organization which deals with different issues related to people such
as compensation, hiring, performance management, and organization development and safety,
wellness benefits of employees. Present study will be base on HR practices and review about the
department which understand the higher business opportunity in the context of Marks & Spencer.
Further in this report will outline the topic about the HR practices by gathering the secondary or
primary data. Also it describes about the different primary research approaches and comment on
the advantages and disadvantages of these different approaches of HR practices.
1.1 Summarises the states of the research process and compare different data collection method.
The process or stages consists in the research process is very significant to get the
research outcome. Besides, it majorly focused by the researcher who conduct study on the
research topic (Ahmad, 2015). Present research will be base on the HR practices. HR practices is
the role or function performed by the HR manager within the organization. Its main purpose is to
motivate employee performance and maintained the retention rate of employees for the growth
of the organisation. Present study will be chosen M&s company in order to conduct the further
study. Research process starts from selecting a research topic and problem on which research has
been based such as present aim of the research is to identify the importance of HR practices
within the organization. Basically it motivates the business environment and spirit of work
among employees (Arulrajah, Opatha and Nawaratne, 2015). Formulating research aim and
objective is the another process of research where the research develop a framework under which
they study been conducted. Apart from the that it also helps to measure the effective outcomes to
understand the research aim.
There are two types of research collection method technique primary or secondary
research collection method which effectively used for the purpose. Present study will be
conducting study on Secondary method by following literature review.
2.1 Justification of HR practices.
The chosen topic is HR practices how it is important for the organization in infinite areas.
HR department is the backbone of the organisation who responsible for managing the work,
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systematic performance and challenging business opportunity (Asfaw, Argaw and Bayissa,
2015). Basically, HR improves the capacity of the company in different context and development
process also it managed the outcomes and helps in sustaining the future uncertainties within the
business environment. HR is the only department within the organization who is connected and
interrelated with their department. All the departments are connected directly or indirectly with
the HR managers to seek help in employee relations. This is the reason why the HR has been
chosen the topic of the present study. In terms of HR practices the HR manager is accountable
for developing strategic management and handling the wages and salaries apart from that, it
makes the system more energetic and influencing. Chosen area of HR is Training &
Development.
In other words, human resource department is the most critical department of the study
which basically covered the high potential growth in terms of managing the business opportunity
and managing the successful business targets (Bos-Nehles and Veenendaal, 2019). Human
resource department is a critical component of employee well being in any business not matter
how small it is effective and challenging task for the HR manager to analyse the critical situation
of the other department and make the HR and employee policies accordingly. This is the another
reason why the present study has been consider the HR department its one of the study areas.
The basic function of HR practices is to formulating a method for measuring and analysing the
effects of a particular.
Different Practices of HR
HR or HRM (Human Resource Management) is the most important part of the company.
And it's the best way to manage company or organization. It also helps to increase employees.
The main purpose of HR is to making sure that company or the organization is gaining success
with the help of employees. HR is expert in finding, recruiting. Training and developing
employees (Guerci, Hauff and Gilardi, 2016). HR also maintain employee benefits like casual
leave, emergency leave, sick leave and planned leave and other employee benefit. HR need to
handle everything like labours and union-zed employees and many more things. As we all know
any organization or company made of people, HRM is all about to obtain services for peoples for
increase there skills and motivate them to the maximum level to making sure that they fulfil there
promises towards company or organization.
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The human resource started in 18th century with a very simple idea by Robert Owen and
Charles and Babbage at the time of industrial revolution. They tell the world that well-being of
employees is very helpful for company and organization. In early 20th century HR come out as a
specific field influenced by “Frederik Winslow Taylor”. Selection and Recruitment In this
process HR calls for the telephonic round with the help of this round they understand your
communication and confidence skill then it comes to second round that is interview, or we can
say screening round in this round the interviewer ask about you ,your family background, your
qualifications, hobbies, strength and weaknesses, life goals and many more things (Haddock-
Millar, Sanyal and Müller-Camen, 2016). And then we come to the last but not the least round in
this round interviewer gives you any random topic and gives you time limit and word limit with
the help of these round the interviewer understand your thinking and writing process.
Then it comes to selection part in this the interviewer shortlist your application among all
the candidates who come for the interview after telephonic process. With the help of all rounds
the selection process gets very easy to find perfect candidate for the position.
Orientation This is most important part for the employee to adjust in the company or
organization he or she is going to work and understand the company or organization short-term
and long- term goals. The major part of orientation by HRM is to help the new employee about
his or her designation, job description, job role, and tell about the relationship with other position
members (Kundu and Gahlawat, 2015). Maintain good working condition As I said before the
atmosphere, good communication between you and your employees is very helpful for the
company or the organization to fulfills there short-term or long-term goals. In simple words the
well- being of employee is must. Manage Employee Relationship Employee is the pillar of the
company with the help of employee company can achieve their goals. In this the HR need to
conduct some sort of activities for organization to understand them to their professional and
personal level. Understand there priorities and help them to fulfils that and then you see the
employee can do work for at any cost. In simple words maintain a healthy relationship between
employee and HR department.
Literature Review
Theme 1: Identify the significance role of HR in Training & Development
According to Maheshwari and Vohra, (2015) Training & Development is the significant
practice of HR which promote and encourage employees in every stage of employees. Training
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and development is one of the key HR functions which is the integral part of the Human
resource development. T&D is the process of employee survival within the organization which
clearly define the methods and techniques through employee get more productive towards their
working performance. M&s provides different technical and non technical training to their
employee in order to perform the different organizational task and development areas. Training
and Development is necessary for the process and makes the study goals more creative and
challenging. In other words, Training and Development design a creative plan for the employee
development in case of more development it basically manage the goals and influence the
business task. Along with that, it majorly consider the best forming and developing results in the
high advantage working performance in order to meet out the business performance goals.
As according to Punjaisri and Wilson, (2017) T&D create employees more complicated
and makes the things more insufficient and more complex business targets. Apart from this,
training and Development is the major goals and objectives which clearly. Apart from that,
typically organizations prepare their training calenders at the beginning of the financial year
where the training needs are identified for the employees. This need identification called as
training needs and analysis is a part of the perform' appraisal process. Besides, it effectively
understand the working out goals which is majorly understand the things and objectives. It brings
the challenging task which clearly mentioned the aims and objectives to be clearly managing and
efficient. Training and development is the continuous process within the organisation which
encourage employees to be more complicated. Training opportunities can be utilized by the
different techniques which better helps to understandable the aim of the study in an efficient
manner. Large organizations provides training to their employees for better utilization of their
skills in the efficient manner. HR practices is essential for the employee development which also
create the level and effective ground for the employees development. Training & Development
among employees can be done by different manner. Besides, on of the major outcomes and
target can helpful for the business to growth and understand the targets in different manner. Such
as training can be done through creating a teaching and learning atmosphere within the
organization. Besides, this kind of managers want to develop their team members and are valued
for that effort and where all employees are encouraged to learn new skills. Another way to
through HR can develop a learning program which is collaborating and interacting with peers.
Such as digital workplace provides ways for employees to collaborate the working task and
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interact with each other regardless of their location. Like social collaboration tools. Such kind of
business encourages employees into their business task in order to better understand the aims and
objectives of the firm development. In order to critique that Rauch and Hatak, (2016) stated that
communication tool is another most significant way for employee coaching within the M&S
which mainly focused on the study and technical manner. Detect training needs and development
is the productive method to gain the business opportunity and task to make the efficient work
outcomes. T&D makes each and every employee more capable and competitive for the business
task and perform the activities into more energetic manner.
According to Sánchez-Marín and et.al., (2019) observed that companies can no longer
live without the motivation of employees and employee motivation has been reflect from the
training and development. It is required that T&D helps employees with career planning and
skills development. Some organizations fear that career planning will communicate to employees
that their jobs are at risk.
As per Villajos and et.al., (2019) illustrated that training and development is the reason of
employee retention for which somehow it is difficult for the organization growth. Companies
that offer employee development programs find success with retaining workers and make the
system more competitive and challenging. With high employee productivity and satisfaction
level of companies has always be more competitive and challenging comparative others.
Justify the summary from the review and make justified recommendation for improvement in
practice.
From the above findings it has been cleared out that how much employee training
program plays a essential role in the development growth. From the above secondary research, it
has been observed that training of employees can be the most challenging task for the company
which lead always want to know what the competition is doing and whether you're more or loss.
Start by reviewing social media sites to see what customers are saying about the competition. In
order to recommend the study, HR managers should need to start with the goals in mind that
what should need to be developed in employees as per the employees status (Villajos and et.al.,
2019). Start with the goal in mind and ask your employees that they want from the study to make
the effective working goals in order to better understand the aims and objectives of the study.
Ask employees what they want. It has been recommended by the employee which needs to be
more urgency kind of work outcomes. Apart from this, M&s also need to motivate employees
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and reduce the rate of attrition with the help of employee training programs. However, the study
also need to better understand and make the things more effectively controllable and managing in
an effective manner. Considering the role and the positive impact of retention policy and exit
interviews.
In order to contribute the retention strategies it is very important for the business to gain
high productive level of employees to better understand the maximum high opportunity. Apart
from that, the study wants to create the matter. On the other hand, organization should also need
to enhance the level of motivation of employees that helps business to gain efficient goals and
objectives within the company (Rauch and Hatak, 2016). Employee satisfaction can also make
the process more energetic for the organization while in the process of challenging business
goals. In order to identify the need of training programs M&S can also measure the skill gap
between employees. This process can also help in measuring and evaluating the goals and target
of the business in different context.
M&S should also need to make employees more serious towards the company work that
makes the process more competitive and challenging. Training and Development process can
create and encourage the process of performance management system in order to manage the
high perspective performance objectives. From the above study it has been cleared that, how
much HR role in training and development is important. Only HR manager can perform all such
duties and responsibilities in order to measure the aims and objectives from the study in the best
consideration level.
Along with the process of identification this makes the things more eventually goals
effective. Training and development is the process which refers to the process to obtained the
knowledge, skills and abilities of a specific ways. Training and development is the high potential
targets which makes the study more complicated and emerging in the different level of context.
CONCLUSION
From the above study it has been concluded that how much HR manager can influence
the success or abilities of employees within the business. Besides, study measured that how HR
practices can maintained the pace of current competition and how much it impact the HR
policies and practices. However, In order to taken deep understanding of the study, report has
been clarified that Training and development is the core substance of the company which
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generate more productive employees which are highly capable to perform the business critical
activities.
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REFERENCES
Books & Journals
Ahmad, S., 2015. Green human resource management: Policies and practices. Cogent business &
management. 2(1). p.1030817.
Arulrajah, A. A., Opatha, H. H. D. N. P. and Nawaratne, N. N. J., 2015. Green human resource
management practices: A review. Sri Lankan Journal of Human Resource
Management, 5(1).
Asfaw, A. M., Argaw, M. D. and Bayissa, L., 2015. The impact of training and development on
employee performance and effectiveness: A case study of District Five Administration
Office, Bole Sub-City, Addis Ababa, Ethiopia. Journal of Human Resource and
Sustainability Studies. 3(04). p.188.
Sloman, M., 2017. A handbook for training strategy. Routledge.
Bos-Nehles, A. C. and Veenendaal, A. A., 2019. Perceptions of HR practices and innovative
work behavior: the moderating effect of an innovative climate. The International Journal
of Human Resource Management. 30(18). pp.2661-2683.
Guerci, M., Hauff, S. and Gilardi, S., 2016. Strategic HR Practices and Tradeoff Effects on
Health, Happiness, and Relational Well-Being. In Academy of Management
Proceedings (Vol. 2016, No. 1, p. 12629). Briarcliff Manor, NY 10510: Academy of
Management.
Haddock-Millar, J., Sanyal, C. and Müller-Camen, M., 2016. Green human resource
management: a comparative qualitative case study of a United States multinational
corporation. The International Journal of Human Resource Management. 27(2). pp.192-
211.
Kundu, S C. and Gahlawat, N., 2015. Socially responsible HR practices and employees’
intention to quit: The mediating role of job satisfaction. Human Resource Development
International, 18(4), pp.387-406.
Maheshwari, S. and Vohra, V., 2015. Identifying critical HR practices impacting employee
perception and commitment during organizational change. Journal of Organizational
Change Management. 28(5). pp.872-894.
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Punjaisri, K. and Wilson, A., 2017. The role of internal branding in the delivery of employee
brand promise. In Advances in corporate branding (pp. 91-108). Palgrave Macmillan,
London.
Rauch, A. and Hatak, I., 2016. A meta-analysis of different HR-enhancing practices and
performance of small and medium sized firms. Journal of business venturing, 31(5),
pp.485-504.
Sánchez-Marín, G. and et.al., 2019. Formalized HR practices and firm performance: an empirical
comparison of family and non-family firms. The International Journal of Human Resource
Management. 30(7). pp.1084-1110.
Villajos, E., and et.al., 2019. Refinement and validation of a comprehensive scale for measuring
HR practices aimed at performance-enhancement and employee-support. European
Management Journal. 37(3). pp.387-397.
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