HRM Presentation: Employee Engagement Analysis - Marks & Spencer

This presentation provides an overview of employee engagement within the context of Human Resource Management (HRM), focusing on Marks & Spencer as a case study. It delves into the aims of employee engagement, examining how Marks & Spencer implements strategies to foster a positive and productive work environment. The presentation also assesses the cost benefits associated with employee engagement, highlighting improvements in customer satisfaction, productivity, and reduced employee turnover. Furthermore, it addresses the legal regulations affecting employee engagement, such as equality rights and employee rights acts, and discusses potential drawbacks, including the costs associated with training and the challenges of managing diverse skill sets. The presentation concludes by emphasizing the importance of effective employee engagement in achieving organizational goals and sustaining long-term profitability.

Introduction to HRM

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Aims of employee engagement :.................................................................................................4
Employee engagement in Marks and Spencer :..........................................................................4
Cost benefits of employee engagement :....................................................................................4
Legal regulations affecting employee engagement :...................................................................5
Demerits of employee engagement.............................................................................................6
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource management is defined as the strategic management which is concerned
for recruiting and selecting the deserving candidate who is having the integrated set of skills and
abilities for performing their job role. They work with the effective consideration with the people
who are having the better approach in the market so that they can have the better results within
the market while competing with the competitive edges(Chug, 2017). It is the main department
which is working with the sole aim of generating effectiveness and better working culture. For
this respective report, Marks and Spencer is the chosen organisation for this report, it is the
multinational company which is dealing in clothing, baby products, food and household. The
headquarter of the company is in London England. This report is based on the chosen topic-
Employee Engagement. It is being described in detail with their meaning, aim, legal
implications, impact on cost and related benefits and disadvantages to the business.
MAIN BODY
The main aim of human resource management is to hire, maintain and retain the
employee within the organisation. This is also responsible for all the decisions and
implementations that is being related to the relationship between the business entity and the
employees. The main function of human resource department is employee engagement. This is
the term which is derived with the aim of increasing the level of motivation and the
determinations among the employees so that they can feel valued in their given job role. Engaged
employee of the company also care about their respective responsibility that all the work must be
done in well defined manner and reach to their desired goal. When the employees is having fuller
dedication towards their work then they do not need any supervision to keep on track of their
work(Chowdhury and Lamacchia, 2019). This create the positive impact in their given work and
also benefit the company while having the higher level of productivity and also reduce the
required level of supervision. This also helps the supervisor or the manager to use this time some
where as so that they can prove as the growth and also able to find new opportunities and
researching about the changing trends of the market. These employees work in making a positive
variation in the employee's efforts and the performance of the company. There workers are more
likely to be productive and valuable assets for the firms.

Aims of employee engagement :
The respective aim of Marks and Spencer must be consider f this topic are explained as
follows:
 Increase the employee relation between the manger and the employees and also with the
higher authorities.
 Make concern the employees about the value of the company.
 Influence the workforce for better working.
 Enhance the capabilities of the employees so that they do not need any further
supervision .
 Provide their good experience related to the people who are working in the organisation.
Employee engagement in Marks and Spencer :
It is the leading organisation that is dealing in diversified location across the world. They
are working with more than 85000 employees across 53 countries. They also believes that well-
being and engagement of employees is the significant aspects foe the growth and it must be
consideration of important note(Sobaih, Ibrahim and Gabry, 2019). This also provides the well-
meaning programs so that they can ensures the loyal and better working environment. There are
some of the programs which are being launched for increasing the participation of the employees
are a triage physiotherapy beating NHS, BIKE 24 charity and annual weight loss challenge.
The company also ensures that the workers are considering their health by influencing their
employees with some additional need that includes the Greek EAP programme.
Cost benefits of employee engagement :
Employees engagement do not show the direct effects in the productivity and the
financial standings of the company but this also gives the impact on its cost which is indirectly
can be both good or bad for the company. There are some aspects which is having the financial
benefits that the human resource department of M&S must analyse are given below:
 Improved customer satisfaction – with the help of effective employment, the
employees get the help in involving their given work completely with the help of
betterment of working environment. This is the major aspects which is having the
behaviour and concern towards the work (Küpper, Klein and Völckner, 2021). The happy
employees even unintentionally attract the attention of the customers and also give them

with the better satisfaction level. This also helps in making the employees work in giving
the customer with more values of them.
 Productivity increment – with the help of proper employee engagement, the employees
can get the help in managing their respective job role for accomplishing the betterment in
their overall working culture. In context to Marks and Spencer, they can hire more
workforce so that they can increase the productivity through researching and having some
marketing tactics. There are various surveys that can be states that the engaged employee
can be more productive than the new one. Better employees engagement can leads to
have more productivity in various functional areas. This may not directly show the
impact on the overall financial functionality of business.
 Lower employer turnover – When the company and their employees is having better
working environment with proper satisfaction. This makes them loyal within the
functional areas. This also helps them to reduce the overall employees turnover rate and
they can rightly work in their given job role(Easa and Bazzi, 2020). This turnover of the
workers makes huge looses for the company as they tends to hire new employees which
incurred more cost to them an this can be due to- expenditure on various training
programs and certain marketing charges for attracting new individuals and this also
effects the overall financial performance of the company.
Legal regulations affecting employee engagement :
 Equality rights act – It is the act which is related to the people must be given a equal
facilities in an enterprises. This is the act which maintain the equality in the surrounding
so that they can avaoid the feeling of being differentiated at the workplace and this also
eliminate the negative effects on the productivity of the company.
 Employee rights act – It is the act which states that some essential facilities that must be
given to the employees and includes- giving them particular reason for the dismissal and
giving better working environment so that they can avoid the health related issues. They
are having the better consideration in the overall working of the company so that they can
rightly maintain equality in the workplace.
Demerits of employee engagement
 Expensive procedure for company – This means that managing the employees within
the organisation with huge investment in form while given training to their employees,

the main motive of giving the training to their respective employees. But the employees
did not have the investment or the training seriously tat also creates negative impact on
the company. In context to Marks and Spencer, management must make minimum
investment on various types of employees.
 Difficulty to match IQ level – This is defined as the employees engagement that is not
necessary that all the employees is having some basic consideration and it not necessary
that all the employees is having same sense of thinking at the time of conducting their job
role. As every person is having different mind set and their own learning practices for
underrating the business functions. When the IQ level of the employees is not is not good
at their working so task cannot be completed within the set time limit. This means that
some of the employees are very fast and some are slow and that is completely depends
upon the person. In relation to Marks and Spencer,the company is facing the difficulty
while understanding the exacts problems in their job role.
 Messages turns into rumour very fast – It means that wrong message creates the
misunderstanding among the employees and the employer. While delivering the wrong
message by the top level management to the workers and this leads to create the negative
relationships among the employer and employees(Rahman, Mordi and Nwagbara, 2018).
Due to gaining wrong orders by the workers then the work can be completed
systematically. When the employees working in wrong direction then the management
are not able to get the vision, mission and the objective of the company.
 Creates difficulty to understand – This shows that in new employees or the
subordinates can faced difficulty in their given job role as the new employees are not able
to perform well and nor they are adapting the work culture of the company. This also lads
to reduce the productivity of the other employees within the organisation. In relation to
Marks and Spencer, management must maintain the change in their working culture for
the new employees so that they can easily understand the overall working of the
company. When the subordinates is not getting the work then the coordination is being
being maintained within the enterprises.
CONCLUSION
From the above discussion, it is concluded that employees engagement is the part of
HRM and also played major role for manage employees properly. The main objective of

effective employees engagement is to achieve the best output for increasing the growth of the
business. Effective human resources also helps in having better customer satisfaction for
company with the aim of having long term profit. In order to promote the employees for their
better engagement by following the some legal activities that also includes monitoring the
overall performance of the workers on monthly and daily basis. As per the company, they can
facilitates various rewards can be given foe the cash and promoting to various positions.

REFERENCES
Books and Journals
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Sobaih, A.E.E., Ibrahim, Y. and Gabry, G., 2019. Unlocking the black box: Psychological
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