Marks & Spencer's Global HRM: Practices, Issues, and Strategies

This report examines the Human Resource Management (HRM) practices at Marks & Spencer, a global company with a strong international presence. It elucidates the significance of HRM functions and the key challenges encountered by the HR department on a global scale, including managing a diverse workforce and dealing with high work pressure. The report emphasizes three critical HRM practices: training and development, reward management, and employee engagement, detailing how these practices contribute to the company's success in the global market and provide a competitive edge. It also highlights how employee engagement fosters mutual understanding and skill-sharing among employees, enhancing overall productivity and effectiveness. The report concludes by underscoring the importance of continuous skill-based training for employee career development and organizational success.

Human
resources
management

Introduction
 Human resource management is an strategic approach to the effective management of
the people and employees who are working within the company.
 it is one of the most important Department of the company who helped to identify the
skilful and talented employees who can help company to grow effectively within the
market.
 the practise is run by human resource management are helpful for their business to
gain a competitive advantages and maximise the employees performance in service of
an employers strategic objectives.

Importance and major Practises of human
resource management
 Humans resource management of the company plays various practises to make
company effective and provide them competitive advantages within the market.
 various practises of the human resource management include training and
development, reward management, performance appraisal, recruitment and selection,
Employees engagement.
 This all practise Are necessary for the global businesses like Marks & Spencer. This all
practises are useful for both employers and employees who are working within the
organisation.
 Employee can be more effective through this practises Anne become more productive,
on the other side employer get benefits becausr their organisation grow effectively
within the market and they take competitive advantages.

Key issues faced by human resource
management on the global level
 There are various challenges are faced by the human resource management of the
Marks & Spencer On the global level like-
 Controlling the workforce environment, on the global level it is not easy for the human
resource management to control and manage employees becausr, on the global level
people come from the various culture, speak different languages and wear different
clothes etc. It is necessary for the hr manager To engage employees with each other so
they can help each other in work.
 High work pressure – On the global level the work level of the human resource
management increase. Marks & Spencer is in global organisation who are having a
various stores in various places. every store require a number of employees who can
work on their stores that increase the work pressure on the human resource
Department..

Three most important practises that is
important for the Marks & Spencer on the
global level are –
 Training and development
 Training and development practises are most important part of the organization and that
is important for the HR manager of the Marks & Spencer to provide continuous
training because this company is working on the global level and it is necessary for
companies managers to provide training and development to improve the skills of the
employees get higher benefits.
 training and development provide motivation in employees and also develop new skills
that help them to be more effective and productive within their work and they are able
to help Co by achieving their goals and objectives.

Reward management practises
 Reward management practises Or another most valuable practise is run by the human
resource Department.
 Reward management are the practises that helps to increase the potential and effectiveness
of the employees and make them more sufficient to do their work and they can work in less
time.
 Marks & Spencer HR manager Also have been set reward management policies at their
workplace. Employees how to achieve the set targets to get the extra benefits for their work.
to achieve the set targets employees put more effort that make company more effective.
 Employees put their more effort within the task if they are getting any financial rewards for
their work, individual employees who are working without any reward are ineffective and
they do not give their best but when they get financial reward they give their 100% within
the task and make it more effective. the rewards they can use to satisfy their financial needs
and basic needs.

Employee engagement
 While all departments throughout the company can and should execute various
employee engagement measures, HR departments are particularly vital for employee
engagement approaches to be successful.
 The impact of employee engagement on employee retention, as well as wellbeing and
productivity, is something which HR departments must keep at the forefront of their
initiatives.
 There are five key roles that every HR department should fulfil when it comes to
improving employee engagement.
 Marks & Spencer Is global based company and it is necessary for the company to have
employee engagement to take community advantages within the market where they are
operating their business, human resource management of the company is responsible to
create engagement through the various practises under it.

To be continued
 Human resource Department of the Marks & Spencer read group practises that helps to
engage employees and create mutual understanding.
 In a group practises employees can understand each other and learn their skills as
well. In an every group employees have different kind of knowledge and skills that they
share with each other and make each other more effective within their work.
 This create good understanding and relationship between them and help them to take
competitive advantages for the Marks & Spencer.
 It is necessary for the human resource management of the company to provide a skill
based training that can be beneficial for employees as well because they will get chance
to improve and develop new skills which will help them to plan their career or make
their career more successful.

Conclusion
 As per the report has been covered case study of Marks & Spencer who are Operating
their business on global level and having a good reputation in international market.
 This report has been explained the importance of Human resource management
functions and key Challenges faced by this Department on the global level.
 this report also has been provided three major functions that help company to achieve
success in the global market and Help company to take competitive advantages within
the market where they are operating their business.
 It has been Included practises like training and development, actresses and employees
engagement practises.

Reference
 Kianto, A., Sáenz, J. and Aramburu, N., 2017. Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research. 81. pp.11-20.
 Papa, A., and et.al., 2018. Improving innovation performance through knowledge acquisition:
the moderating role of employee retention and human resource management practices. Journal
of Knowledge Management.
 Mousa, S. K. and Othman, M., 2020. The impact of green human resource management
practices on sustainable performance in healthcare organisations: A conceptual
framework. Journal of Cleaner Production. 243 .118595.
 Santhanam, N., and et.al., 2017. Impact of human resource management practices on
employee turnover intentions. Journal of Indian Business Research.
 Rubel, M. R. B., and et.al., 2018. High commitment human resource management practices
and employee service behaviour: Trust in management as mediator. IIMB Management
Review. 30(4). pp.316-329.