Marks and Spencer: Human Resource Management and Motivation

This report provides an overview of Human Resource Management (HRM) strategies employed by Marks and Spencer, a multinational retailer based in the UK. It begins with an introduction to the company and the role of HRM in achieving organizational goals. The report then delves into specific HRM functions such as staffing, maintaining stakeholder relations, and fostering a positive organizational culture. A significant focus is placed on the role of HRM in motivating employees through performance goals, recognition, feedback, and training investments. The recruitment strategies, including online job portals and social media hiring, are examined, along with the use of Application Tracking Systems. Furthermore, motivational strategies such as reward systems, recognition programs, and career advancement opportunities are discussed in detail. The report also touches on testing concepts like job analysis and concludes with recommendations for enhancing HRM practices within the company. Desklib offers this report, along with numerous other solved assignments and past papers, to aid students in their studies.

Human Resource
Management

Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Company Introduction.................................................................................................................3
Human Resource management....................................................................................................4
Role of HRM...............................................................................................................................4
Role of HRM in motivating employees of Marks and Spencer...................................................5
Recruitment strategy....................................................................................................................6
Motivation Strategy.....................................................................................................................7
Testing concepts..........................................................................................................................8
Recommendation.........................................................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human Resource Management may be referred as an approach used for effective management
within organisation so as to attain organisational goals effectively and efficiently (Stahl and et
al., 2020). It is opted by companies to enhance performance of employees so that personal and
organisational objectives can be achieved. It is a process of recruiting and selecting, evaluating,
provide training and development sessions in order to enhance performance of employees. The
process of HRM starts with recruitment of employees and ends at time of relieving of employee.
HRM plays crucial role in achieving success for company and makes it easier to achieve targets.
This project is based on Marks and Spencer, a clothing retailer company in London, UK. It was
founded in 1884 by Michael Marks and Thomas Spencer. This project report will cover a brief
introduction of company and recruitment and motivation strategies that company has opted. In
addition to that, it will cover basic testing concepts along with recommendation needed in HR
department.
TASK
Company Introduction
Marks and Spencer is a multinational retailer of clothing and accessories located in London, UK.
It was founded by Michael Marks and Thomas Spencer in 1884. This company is well known for
rendering its high quality clothes, home products and food products. Across globe, it have more
than 980 stores and out of that 615 stores are exclusive for selling food items. It is considered as
one of the largest leading retailer in United Kingdom. Marks and Spencer emphasise on bringing
innovation and creativity to its products so that it can attract potential customer and can retain
existing customers. They collaboratively work with their supplier to bring innovation to products
and can deliver quality product but at minimum price so as to gain competitive market. The core
aim of company is to provide quality products at low price as compare to its competitors like
Zara and H&M. this brand have developed by considering core values of quality, trust and
innovation. The objective of company is to build a sustainable business along with fulfilling
customer’s needs and wants.

Human Resource management
Human Resource Management is defined as an approach opted by various organisation to hire,
train and retain candidate so as to meet pre-set objectives. It is key function of HRM to retain
employees as they are leading drivers for purpose of attainment of objectives (Donate, Peña and
Sanchez de Pablo, 2016). Human resource Department has key responsibility to identify
potential candidate and to hire after meeting all essential criteria with managing performance and
resolving conflicts, if arise. It is important to hire right candidate for vacant job position or it
may negatively impact on company’s performance. The core function of HRM is to provide key
information regarding rules and policies along with motivating them by deriving peak potential
within individual. It is imperative to keep employees motivated or they may not work with peak
potential and thus leads to inefficiency of company’s operations.it helps employees in enhancing
their productive and they can be made satisfied with respective job. The process of HRM is
crucial for overall development of establishment and plays important role in achievement of
higher efficiency (Armstrong and Taylor, 2020). Marks and Spencer follows structured program
of HRM to get higher efficiency in its business by motivating and encouraging employees to
work with peak potential so as to achieve targets. Approach of HRM facilitates in motivating
employees by deriving peak potential within themselves and contributes in accomplishment of
objectives.
Role of HRM
In context to Marks and Spencer, following are some roles of HRM which are vital to company’s
success.
 Staffing –In context to Marks and Spencer, HRM of company emphasise on staffing of
professional who have potential to drive company towards attainment of goals. The
purpose of HRM approach is to recruit those candidates who meet required criteria of job
position and successfully cleared all levels of recruitment process (Shafagatova and Van
Looy, 2020). It is important to hire right candidate for vacant job position or it may
negatively impact on company’s success. One wrong hiring could lead to collapse of
business plan and adversely impact on business operation. HR department is liable to
screen all candidates and opts suitable for filling vacant job position in company.

 Maintains relations with internal stakeholders- In context to Marks and Spencer, the
purpose of HRM is to maintain healthy relationship with its employees so that there will
be no chance of conflict. There are various activities that HR department takes care of so
as to maintain relation with its employees (Zaitouni, Harraf and Kisswani, 2020). They
listen to employee’s queries and resolves as early as possible as conflict among employee
may negatively impact on company’s performance. HR department of Marks and Spencer
takes regular feedback from its employees so that alteration can be made in existing
policies and corrective action can be taken. This leads to job satisfaction and employee
can work comfortably.
 Organisational culture- It is one of the crucial aspect of company that company needs to
taken into consideration. It is important to have foster environment in which employees
feel comfortable and works with peak potential. In context to Marks and Spencer, it tries
to provide healthy working culture so that employees can work collaboratively and
effectively. Marks and Spencer has a supportive and foster culture in which all employees
feel themselves as a valued part of company.
Role of HRM in motivating employees of Marks and Spencer
The role of HRM needs to be well executed and ensure that employees are motivated enough
to reach organisational goals. It is important for company to ensure that employees should be
motivated and contributes their valuable efforts in attainment of goals effectively and
efficiently (Chowhan, 2016). It will help company in achieving higher efficiency with
reduced overall cost and reduced employee turnover. Marks and Spencer frames effective
strategies and put into practice to achieve maximum efficiency. Following are some
techniques of HRM that company opts so as to motivate employees.
 Implementation of performance goals- It is one of the most effective way in employee
motivation and engagement. Employees should be provided with rewards such as cash
prize, fringe benefit, career progression and many more. In relation to Marks and
Spencer, its sets ambitious targets which stimulate productivity. Setting of unrealistic
goal may cause reverse effect and generate dismay.
 Recognition of positive attitudes- Employees who have proactive attitude should be
valued as autonomy brings more dynamism and flexibility. In addition to that,

recognition is equally important as pay and passing positive feedback and work centred
compliments may lead to job satisfaction and employees feels valued part of company. In
relation to Marks and Spencer, it emphasises on appreciation to employees who
contributes extraordinary efforts in attaining objectives.
 Provides regular feedbacks- By providing regular feedbacks can help in enhancing
performance of employees. HR department of Marks and Spencer provides regular
feedbacks to its employees so that they can be aware about flaws and corrective actions
can be taken. It will encourage employees that company is taking care of their weakness
and constantly trying to eliminate those weakness so as to make them more productive. In
feedback loop, HR departments provides feedback to its employees so as to make them
aware what company is expecting form them and what their actual performance is. This
approach is opted by M&S in with formal and informal way.
 Invest in training- It is considered as one of the crucial tool used by many companies so
as to enhance employee performance and fills them with motivation. By providing
training and development sessions, employees can be made more productive and treated
as a form of appreciation and recognition. Due to dynamic business environment, it
becomes challenging for companies to survive and with providing training assistance
employees can be aware about recent trends and how they impact on company’s
performance. In M&S, employees are provided with technical and managerial training
sessions in order to make its functioning easier.
Recruitment strategy
Recruitment strategy may be defined as a hiring plan which defines roles of company’s
plan to recruit and at where and when job opportunity should be posted so as to hire right
candidate. The HR strategy needs to be aligned with recruitment strategy and considered
as core function of HRM. In context to HRM, the recruitments strategies are discussed
below.
 Online Job portals- This strategy is opted by many companies as it saves time of both
employer and candidate. Candidate can upload resume on job portal and from that
company can review for further process. This strategy is chosen by Marks and Spencer so
as to get right candidate for right job position.

 Social media hiring- It is also one of the most effective strategy that Marks and Spencer
opts so as to hire potential candidate. LinkedIn is most commonly used platform used by
company in recruitment process. Company invites applicants to post their resume and
contact company after evaluation of preliminary screening (O’Donovan, 2019).
 Choosing insights over data- Marks and Spencer has Application Tracking System by
which it automatically eliminates unfit candidates in terms of qualifications, skills and
knowledge. It saves time and efforts of company and it can utilise in other activities. This
application consists of various metrics which are crucial pertaining to the recruitments
strategy which involves time and cost per hire, effectiveness of hiring source, job-post
application ratio, retention ration and application to supply time ratio. This strategy is
highly effective in terms of cost as with this company can get to know about hire cost per
candidate and how it can be lowered down so as to achieve maximum efficiency.
Motivation Strategy
A great indication of a good HRM is one who keeps employees motivated and derives
peak potential within themselves. It will help them to achieve organisational goals
effectively and efficiently along with personal goals. It is seen that higher employee
motivation leads to better productivity and found more profitable for business. It is duty
of HR department to ensure that employees are motivate enough to attain personal as well
as organisational goal. In relation to Marks and Spencer, following are some motivational
strategy that company opts so as to motivate workforce.
 Reward system- It is considered as one of the significant way to promote motivation
among workforce. In context to M&S, it uses various type of reward programs such as
financial rewards, fringe benefits, appreciation and bonuses and many more to enhance
productivity of their employees.it offers employees with something to strive and gives a
healthy competition.
 Recognition- The simple act of letting employees know that they are doing significant
job and appreciating their efforts can do wonders for their motivation (Shen, Dumont and
Deng, 2018). It creates a sense of achievement among within employee and they get
encouraged and motivated enough to attain organisational goals. This motivational

strategy of M&S can bring higher efficiency in process of company and makes it easier to
attain objectives within given time.
 Career advancement opportunities- Employees are much likely to cahive if they see
career advancement opportunity ahead. It keeps them motivated and pushes towards
further development or improvement. HR department of M&S ensures that employees
should be provided with employment opportunities and avenues so as to advance their
position. Company also provides various promotional opportunities that employee can
capture so as to advance career growth.
All the above mentioned motivational strategies are opted by company in order to fill
employees with motivation. With motivation, employee can be made more productive
and works with peak potential. This will help company in attainment of objectives along
with reduced cost and employee turnover. Motivation also leads to job satisfaction and
reduced absenteeism.
Testing concepts
 Job analysis- It is considered as one of the crucial testing concept and helps in providing
basic information about type of candidate that an organisation needs. Job requirement and
job requirement provides valuable information about demand made by job on incumbent
whereas in job specification, information related to qualities, characteristics and
behaviour of employee is depicted. Employee specification is the basis to decide by
conducting a particular test and to ensure that candidate scores minimum acceptable
score. With job analysis, company get to know about job requirements and what skills are
needed to possess to fill specific job position in company. It will help company in getting
right hiring of employee.
 Reliability- After identifying tests, it is needed to test reliability of test and instrument.
Reliability of test refers to consistency level of score obtained through a series of
measurements. If a candidate possesses same score in first, second and third series under
same condition, then it is said reliable and if different, it is said to be non-reliable. Marks
and Spencer opts this technique in order to test reliability of HRM and its process. Some
of the causes of non-reliability are not performing test as per previous standards,
administering test by different person and different psychological state of candidate.

 Validity- Every selection device must aim at finding out whether candidate possess
relevant skills and knowledge which is required by particular job or not. For example,
intelligence test helps in determine that whether candidate have required level of
intelligence or not. The validity of test is a degree which measures what is intended to
measure and a valid test predicts correctly level of success or failure of candidate in a job.
All the above testing concepts are opted by Marks and Spencer so as to identify right
candidate for job position. It helps company in identifying whether candidate have
relevant level of skills and knowledge which requires to perform job. This concept plays
an important role in HRM and in achieving higher efficiency of business.
Recommendation
HR department plays an important role when it comes to recruitment and selection along
with training and development assistance. Apart from hiring from job portals, company
have to focus on prefer to refer program in which existing employees refers candidates
and it will benefit for both company and employee. In return to this, company can offer
rewards for referring right candidate. It is also an effective approach that company should
opt for hiring right candidate. It will motivate employees to and they would suggest best
suitable candidate for filing vacant job position in company. Apart from hiring
candidates, HR department should focus on retaining existing customers. Leaving
employees rapidly indicates poor retention ratio of company and may impact on its brand
image. In addition to that, it is well said that company costs three times in hiring a new
employee when an existing employees quits job. Employees should be provided with
training and development programmes so that they can capture opportunities. It will help
them in career progression and leads to higher productivity. It is recommended to HR
department to keep lines of communication open so that employees are free to
communicate, if they face any difficulty regarding job roles. It is duty of HR department
to maintain healthy relationship with its employees and tries to resolve conflicts among
employees or it may negatively impact on company’s performance. All the above
mentioned recommendations needs to be implemented in company as they are directly
liked to employee’s and company’s performance. By implementing all recommendations,
company can positively impact and thus leads to fulfilment of targets.

CONCLUSION
From the above project report, it was concluded that Human Resource Management plays crucial
role in success and efficiency of company as it relates to hiring of new talents who have potential
to achieve given targets. The main function of HRM is to fill gap between supply and demand of
manpower by using a structured process. With HRM, company can get right candidate for vacant
job position in company. It is imperative for company to choose right candidate or it may
negatively impact on company’s success. The process of HRM involves motivation and
recruitment strategies which company may frame so as to achieve higher success. In addition to
that, there are various testing concepts such as Job analysis, which can be used to test reliability
of candidate in terms of competencies, skills and knowledge.

REFERENCES
Books and Journals
Aguenza, B.B. and Som, A.P.M., 2018. Motivational factors of employee retention and
engagement in organizations. International Journal of Advances in Agriculture Sciences.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Chowhan, J., 2016. Unpacking the black box: understanding the relationship between strategy,
HRM practices, innovation and organizational performance. Human Resource Management
Journal, 26(2), pp.112-133.
Donate, M.J., Peña, I. and Sanchez de Pablo, J.D., 2016. HRM practices for human and social
capital development: effects on innovation capabilities. The International Journal of Human
Resource Management, 27(9), pp.928-953.
Jegatheesvaran, T., 2019. Contemporary motivational strategies for employees performance.
O’Donovan, D., 2019. HRM in the organization: An overview. Management science, pp.75-110.
Shafagatova, A. and Van Looy, A., 2020. Alignment patterns for process-oriented appraisals and
rewards: using HRM for BPM capability building. Business Process Management Journal.
Shen, J., Dumont, J. and Deng, X., 2018. Employees’ perceptions of green HRM and non-green
employee work outcomes: The social identity and stakeholder perspectives. Group &
Organization Management, 43(4), pp.594-622.
Stahl and et al., 2020. Enhancing the role of human resource management in corporate
sustainability and social responsibility: A multi-stakeholder, multidimensional approach to
HRM. Human Resource Management Review, 30(3), p.100708.
Zaitouni, M., Harraf, A. and Kisswani, A.M., 2020. Resources for development: the relationship
of HRM practices and continuous learning culture with training success. International Journal of
Human Resources Development and Management, 20(1), pp.75-92.