Human Resource Management Analysis of Marks and Spencer Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Marks and Spencer (M&S). It begins with an overview of the company, its vision, and mission, followed by an evaluation of key HRM approaches, including recruitment and selection, training and development, and performance management. The report examines factors affecting these approaches, such as supply and demand, goodwill, skills, and education. A PESTLE analysis is conducted to assess the macro-environmental factors impacting M&S, including political, economic, social, technological, legal, and environmental aspects. Finally, the report offers recommendations for improving HR functions, emphasizing workforce planning, recruitment strategies, and training initiatives. The report concludes with a summary of the key findings and the importance of HRM in organizational success. All of these elements have been compiled and provided by a student and published on the Desklib platform.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
Overview of the company......................................................................................................1
Evaluate the key approach of human resource management and the factor affecting these
approaches..............................................................................................................................1
PESTLE Analysis of Marks and Spencer...............................................................................2
Recommendations for improving the HR functions...............................................................3
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource department which is responsible for the hiring the potential candidates
who can perform their job role in an effective manner with the use of their skills and capabilities.
It is the important department which resource an organisation by evaluating the verbal and non-
verbal behaviour of the candidate (Johnson and Geldner, 2019). Marks and Spencer is the chosen
organisation for this report, it is the British multinational retail company in the United Kingdom
with the headquarters in London, England. It is dealing in selling cloths, food products and home
products. This report will cover the different approaches to human resources management and
the various factors that is affecting the approaches of human resources. Moreover, it will analyse
the various factors in the external environment that is affecting the procedure and the policies of
the business.
Overview of the company
Marks and Spencer is the leading company in the retailing industry which is founded by
Michael Marks and Thomas Spencer. This company is operating their business in 1463 locations
and currently generating the $27.4 million with the large pool of employees 78000 in their
various operations across the world. It is best known for their high-quality cloths and premium
quality of home products.
Vision
The vision statement of the company is to be the standard against which other are
measured and offer the best services with the consideration of customer satisfaction.
Mission
The mission statement of the company is to make the aspirational quality that is
accessible to all. They ensure that product can be reach to each customer.
The main consideration of choosing this organisation as this report is based on the
multinational organisation so that Marks and Spencer can meet the requirement of this report in
order to get the various approach of human resource and the impact of external environment on
the company.
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Evaluate the key approach of human resource management and the factor affecting these
approaches.
Human resource plays an important role in recruiting and selecting the potential
candidate which give their best in attaining the organisational. Employees are the backbone of
any company they run the whole operations and attains the objectivity of the business so it is
important for every organisation to have the direct emphasis of the employees and their benefits
by which they can retain in the business for a longer period of time. In context of marks and
spencer, there are various approach to HRM that is described below:
Recruitment and selection- It is the process of finding the prospective candidate which
can best suit in the specific job role by having the integrated set of skills So it is important for the
human resource manager to use the appropriate source of recruitment in order to hire deserving
candidate who can perform their job role in a best effective manner. In context of Marks and
Spencer, we must emphasize on recruiting a deserving candidate so that all the tasks can be done
in an appropriate manner.
Factors affecting recruitment and selection are:
 Supply and demand: When there is excess amount of candidate are there in the market
then it will affect the recruitment process of an organisation (Zheng and et. al., 2017). On
otherhand, if there is a reducction in the young talent. It will lead to affect the slecetion of
the right candidate.
 Goodwill of the organisation: An individual is having the good set of skills; they will
approach to recogined organisation who is having good brand value and profitability.
 Unemployment rate- When there is a less employment within the country then it will
affect the recruitment and selection of the individual as if there are more people who
tends to work.
Training and development- It is the process of enhancing the skills and abilities of the
individual by getting effectiveness on their weak areas so that they can perform in their specific
job role (Oh and et. al., 2017). In context of Marks and Spencer, they must focus on providing
the values trading session to their potential employees so that they can learn the new techniques
and methods of operating business.
Factors affecting the training and development:
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 Skills: These are the inherent abilities of the individual which makes a unique personality
of the person. If the individual is having the ability of adopting new things easily then it
helps in training of the employees and they can work with more dedication by having
good set of skills.
 Education: It is the qualification of the individual Which help them to get the strong
commannd on the specific field by learning so when the individual is having sufficient
knowledge of a specific field it will help easy training and development.
Performance management- It is the process of evaluating the working performance of
an employee so that the human resource manager can identify the high performance working and
reward them accordingly (Kim, H.J. and Park, 2017). In context of Marks and Spencer, they
must emphasis on performance of the employee so that the high working performance employee
can contribute more in company's profitability and growth.
Factors affecting the performance management:
 Goal clarity: When the individual is having the predefined targets and they are dedicated
to achieve them so this spirit helps the organisation to get their work done with the
consideration of achieving the goal of the company.
 Feedback: These are the general review from seniors and subordinates about the
performace of the individual which helps the employees to improve their weak areas so
there must be proper feedbacks to the employees by which they can improve their
performance.
 Motivation: It is the factors which influence the individual for their better performance
so that they can work with more effectiveness in their specific job role. A motivated
employee work with more dedication and with the though of attining the set objective of
the company.
PESTLE Analysis of Marks and Spencer.
It is a framwork of analysing the macro environment and their factors that is impacting
the functionality of the business and these ffactora are political, economical, social,
technological, legal and environmental (Song, Gu and Cooke, 2020). Every business must have
the direct consideration with these aspects so that they can frame the required strategies in order
to cope up with the situation in the large market. In context of Marks and Spencer, PESTLE
Analysis of the company is explained as follow:
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 Political factors: These are the factors which includes the goverment rules and
regulation, export and import duties, fiscal policies, trade and trade and tariff restrictions.
In the United Kingdom, there is a free trade policy in the country that helps the
organization to import the good in less amount and this would lead to decrease the overall
cost of carriage. On other hand, there is a huge impact of Brexit and the company had not
the preferred place to continue to their business in order to run their business in an easy
approach with the consideration of generating the higher revenue and profitability.
 Economic factors: These are the factors which includes the inflations rate, interest rate,
economic growth patterns and foreign exchange rate. Marks and Spencer is facing the
huge impact on their business as they rise their prices of the product by which the
conflicts has been arises among the small retailers. It leads to reduce the profitability of
the business. On other hand, country like UK have the good standard of living with
sufficient disposable income in the society by which company can generate the higher
profitability and revenue as the people are agree to buy the expensive goods.
 Social factors: these are the factors which includes cultural trends, demographics,
population analytics etc. and relates with shared beliefs and cultural values. This
traditional set of values affect the business and its operations (Ahmed and et. al., 2017).
Moreover, this factor is affecting the operations of chosen organization as the main
business line relates with fashion industry and it is greatly affected with customer taste
and preferences. It is important for the Marks and Spencer to have the depth knowledge
of the market and their current trends by which they can meet the changing demand of the
customers in order to get higher success and growth.
 Technological factors: These are the factors which includes the automation, research
and development and the technological awareness of the market. Marks and Spencer is
making the best use of technology and offering the quality and advance products to their
potential customers. On other hand, the advancement in the technology leads to increase
the overall cost of the product so that they are facing the slow down in their profitability
and revenue.
 Legal factors: These are the factors which includes the consumer law, labour law and
safety standards etc. (Davis, 2017). Marks and spencer is the multinational organisation
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which is operating their business on global scale so it is not important to follow the all the
laws and regulation in order to run their business organisation in an effective manner.
 Environmental factors: These are the factors which included the ecological aspects of
the business and Marks and Spencer is continuously has pledged to become the more
sustainable brand in the market. Such as carbon emissions from manufacturing processes.
They are also moving towards fair trade by providing the better compensation to the
foreign produces who receive the most of the profit from the business. In such way Marks
and Spencer is looking forward to establish a good brand image in the large market.
Recommendations for improving the HR functions.
From the above discussion, it is suggested that they are various factors which are helping
the company to establish a good brand image in the market and human resource department is
the aspect which is helping the business by hiring the potential employees by examine their skills
and competencies. It is suggested to the human resources function that they can emphasis on
choosing the sources of recruitment so that they can effectively get the deserving candidate by
having the integrated set of skills. An organisation can effectively use the various training
sessions so that they can enhance the level of the employees working in order to get the high
performance working in the organisation. Moreover, it is recommended to the human resource
manager that they can must do the workforce planning so that they can get the sufficient
employees in all the departments and they must evaluate the high performance working within
the organisation so that they can reward them accordingly.
CONCLUSION
It is concluded from the above report that Human resource play an important role in
resourcing the organisation by selecting the potential candidate for a specific job role. They must
emphasis on conducting the various training sessions so that they can enhance the capabilities of
the employees. When the individual is having the set of skills and the education required as it
reflect the performance management of the employees. Moreover, PESTLE analysis is the huge
impact on the business as political, legal and the social factor have the negative impact on the
business and the technological, Environmental factors have the positive impact on the business.
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REFERENCES
Books and Journals
Ahmed, A. and et. al., 2017. Neglecting human resource development in OBOR, a case of the
China–Pakistan economic corridor (CPEC). Journal of Chinese Economic and Foreign
Trade Studies.
Davis, P.J., 2017. How HR can create competitive advantage for the firm: Applying the
principles of resource-based theory. Human Resource Management International
Digest.
Johnson, D.R. and Geldner, N.B., 2019. Contemporary decision methods for agricultural,
environmental, and resource management and policy. Annual Review of Resource
Economics, 11. pp.19-41.
Kim, M.Y., Yu, H.J. and Park, S.M., 2017. Examining and testing the roles of human resource
development (HRD) in the public sector: evidence from US federal
agencies. International Review of Public Administration, 22(1). pp.60-86.
Oh, I.S. and et. al., 2017. Human capital factors affecting human resource (HR) managers'
commitment to HR and the mediating role of perceived organizational value on
HR. Human Resource Management, 56(2). pp.353-368.
Song, Z., Gu, Q. and Cooke, F.L., 2020. The effects of high‐involvement work systems and
shared leadership on team creativity: A multilevel investigation. Human Resource
Management, 59(2). pp.201-213.
Wallis, P.J. and et. al., 2017. Charting the emergence of a ‘knowing system’for climate change
adaptation in Australian regional natural resource management. Geoforum, 84. pp.42-
50.
Zheng, S. and et. al., 2017. Towards an adaptive human-centric computing resource management
framework based on resource prediction and multi-objective genetic
algorithm. Multimedia Tools and Applications, 76(17). pp.17821-17838.
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