Human Resource Development Report: Marks & Spencer Training Analysis

This report provides a comprehensive analysis of Human Resource Development (HRD) practices within Marks & Spencer. It begins with an introduction to HR's importance and the company's context, including its size and employee numbers. The report delves into learning styles, exploring different approaches like activist, theorist, pragmatist, and reflector, and the learning curve's impact on employee development. Task 2 focuses on training needs at various organizational levels, comparing the needs of top, middle, and operational management. It also evaluates the advantages and disadvantages of different training methods such as performance appraisal and induction programs, and performance coaching. The report concludes with a discussion on planning a training and development workshop, emphasizing systematic approaches and employee participation. The report covers evaluation techniques and reviewing the success of the training programs. Finally, the report includes an essay section, providing a holistic view of HRD strategies at Marks & Spencer.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
In ppt.......................................................................................................................................1
TASK-2..........................................................................................................................................10
2.1 Comparison of different training need at different levels:.............................................10
2.2 Advantages and disadvantages of training methods:......................................................11
2.3 Planning for training and development workshop for identifying need.........................12
TASK-3..........................................................................................................................................14
3.1 Preparation of evaluating techniques..............................................................................14
3.2 Evaluation for workshop by making a document...........................................................14
3.3 Reviewing on evaluating success...................................................................................15
TASK-4- Essay..............................................................................................................................16
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................20

INTRODUCTION
Human Resource management is important because in every organisation they play a
major role. Human resource management involve when there is need for planning whether it may
be related to training for employees or it may be regarding organisational development or
containing of any activity (Abdullah, 2016). Marks & Spencer was founded in 1884 and
headquarter is situated at London. It deals in all types of food product and grocery. After Tesco,
Marks & Spencer is giant in retail store and has 1,382 stores. Numbers of employees working in
organisation are 82,948 people. For providing training, Marks & Spencer is required to monitor
performance so that proper training can be provided. This report consider of learning styles and
training method so that employees can develop their skills and get motivated. Therefore, by this
they will try to achieve performance appraisal and work in efficient way (Ahmed and Sattar,
2014).
TASK 1
Slide 1
Slide 2
1

Activist- Activists are those people which consider learning by doing. They do things with their
own hand without taking help from others. Their main aim is to make the hands dirty and
move out from that situation and named as experienced person. Involving of their activities
contain of high analysis such as puzzles, group discussion, problem solving, role play. They
learn things with open minded and they do not have biasses. These kinds of persons are
always dominating in nature regarding experience.
Theorist- They are this person which lives in dreams and thought of idea's. For everything or
actions, they need explanation because they have to find till bottom line. For every action
and observation they want some logic behind that situation. However, theorist person
include models, stories, some quotes and some background information.
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Slide 3
Pragmatist- These people are time consuming and they discuss case studies and problem.
Experiments are done on ideas, theories with help of tools and technique.
Reflectors- While, preparing their mind they are very slow and lazy. For every situation, they
prefer to take shortcuts or sidelines. These people include personal questionnaire, feedback,
coaching, and interview. They run for appropriate conclusion which leads to time consuming
process.
3

Slide 4
Concrete experience refers to thinking on a project deeply. As compared to reflectors,
concrete experience is formed by having a single experience to have multiple possibilities.
Whereas, Reflectors like to work as individual whereas concrete people enjoy to work as a
team.
In reflective, observation ideas and concept are more important because it contains of new
experience. Whereas, in Honey and Mumford there has no observation and ideas. Their
focus is on grabbing wide range of information and has clear and logical format.
4

To solve problem, people have to use their learning style for identifying solution for practical
issues. They try to find out solution of questions and problem. Abstract conceptualisation
people are less concerned from other people but as compared to pragmatist people, they are
more concerned about other people because they think that interacting with other will lead to
more learning.
Active experimentation person like to do experiments with their hands rather than thinking
logically. These people use other individuals for analysing and carrying out plans or
practical approaches etc.
5

Slide 6
Main role of learning curve will help the employee to develop their ability, skills, setting career
objective etc. for them. In organisation, challenges and level for an employee increases with
increase in time by developing new strategies and policies within firm. Increased in aptitude
and standards of an individual will lead to development of organisation. Growing on
individual performance will help in the overall improvement of Marks and Spencer. Any
circumstances occurred in organisation then it is adjustable by different styles, performance
assessment and some tests. By this overall development will take place.
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Slide 7
By providing training it allows the team to focus on their goals and try to become efficient at
Marks and Spencer. Learning transferred to workplace will help participants in making of
thought and idea so that employee may think what they get at end of learning process. So in
training session, employee can learn about how to greet customers and handle customer.
By using real world examples or situation, trainee can get experience and try to solve the
problem in workplace. Employee should transfer knowledge and information which was
provided at time of training session. By giving real life experiences, human resource of
Marks and Spencer can remember all things and learning which will assist in developing of
workplace goals. After, training session is over they try to tell trainees to recall all the things
which they have done in the training session.
7

Slide 8
Designing of an event will lead to fulfil all factors and appropriate outcome can be developed in
human resource. Before selecting any style or designing an event, human resource of that
organisation try to make sure that there is no relevant, clarity of object is there and have
impact on whole organisation.
It is easy, finite and measures can be get and interact with acquisition theories given in theorists
with need of pattern for finishing sideways and whole grooming is oriented in organisation.
Marks & Spencer has focuses on theorists so that design an event will be easy and it will be
achievable by every one in firm. If more challenges are occurred in organisation then human
resource of that organisation will not suffer because they were familiar with this problem
before and well in advance. Therefore, theorist has to consider all viewpoints till bottom
line.
8

Slide 9
9

Slide 10
TASK-2
2.1 Comparison of different training need at different levels:
In Marks & Spencer employee at different level have different type of training need to its
employees for better performance in organisation and try to achieve organisational goals and
values (Baker, and Saren, 2016). If there is friendly environment between the organisational
members then there is no chance of getting inequality between them. Three stages at Marks &
Spencer is as follows:
Top level management: At Marks and Spencer, top level management plays an essential
role in determining or developing of their skills and capability and help in decision making. At
Top level management training is needed in relation to how to make policies, procedure or
making any decision regarding their organisation and how to build team leadership among them
(Kraus, 2012). While, providing training at top level does require huge time because they need to
look after whole organisation if improper training is given at top level then firm might will start
incurring losses. Therefore, training at top level always be related to taking right decision and
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right time because they have to make use of opportunities which are coming outside from an
entity (Beer, Boselie, and Brewster, 2015.).
Middle management: At, middle management Marks and Spencer needs provision of
training related to managing their work and by solving their subordinates problem and guiding
them in correct way so that they may not lead to be in effective. Training helps in managing their
employees (Budhwar, Varma, and Patel, 2016.).
Operational level: Human resource of Marks and Spencer has to provide training related
to technology so that they may produce in efficient manner. By this they will achieve goals and
target which are set by organisation (Calkins, and et.al., 2015.). At this level training is also helps
in relation to policy, norms, safety so that there will be no conveyance at this level. By provided
training employee will use that technique and try to work in efficient manner and effectively
(Shafritz, Ott, and Jang, 2015.).
2.2 Advantages and disadvantages of training methods:
Training is very important for every individual because they get motivated and try to
overcome their weakness (Vaiman, Scullion, and Collings, 2012). Advantages and disadvantages
of training method that will use at Marks and Spencer are as follows:
Performance appraisal
At Marks and Spencer performance appraisal are good then their employees will get
motivation and they will try to work in that environment. If they work will recognise by
management and their subordinates then they get motivated by themselves. Employees standard
level are compared with improved areas by this they will get actual improved in an individual
(Dent, and Whitehead, 2013). These are some advantages of performance appraisal. Whereas
some disadvantages of performance appraisal are if employee will not able to perform well and
also not able to level up in organisation then that individual will get demotivated and
disappointed this will lead to increase in employee turnover rate. Therefore, training for
performance appraisal for employee given time to time by this they will get motivated and work
more for this organisation (Klingner, Nalbandian, and Llorens, 2015).
Induction
Induction program is held when there is entry of new employee in organisation. This
program help organisation to introduce new employee with existing employee and also introduce
with Marks and Spencer values, norms so that their will no weakness. Job specification,
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opportunities and challenges are of Marks and Spencer are also discussed so that they may make
up mind set and are ready to face challenges which are incurring in organisation.
These are some pros for induction training (Hülsheger, and et. al., 2013). Moreover, cons of
induction training at Marks and Spencer employee will lead to frustration because actual
scenario and actual environment are different from induction training. This will lead to employee
dis-motivation and dis-courageous in organisation. Therefore, training of induction should
consider actual scenario so that employee may know about actual situation of organisation
(Spellman, 2010).
Performance coaching
Pros for performance coaching in training is to gain courage while making decision
regarding policies, procedure or working culture to identify job opportunities and requirement at
Marks and Spencer. Proper guideline are not mentioned in organisation then their will be no
employees to meet out opportunities which are coming at firm. So, proper training is needed to
top level management so that they may make proper policies regarding employees (Van Dyne,
2012). Creating a negative guideline or polices will result in employee demotivation and biasness
between employee will take place. Participation of employee will also reduce at firm.
Assessment and evaluation of every individual in firm should be fair so that no individual will
lead to dis-motivation (Galli, and et. al., 2012).
2.3 Planning for training and development workshop for identifying need
By using of systematic approaches a plan for training and development will lead to
creation in idea by which active role of management can be found out with help of employee
participation (Wilson, 2014). This will help in reducing gap between management and
employees. Marks and Spencer management team have to find out problems which employees
are facing by solving problem employee can work in proper environment. By selecting proper
solution of problem implementation is there (Zepeda, 2011). After solution is made, performance
of employee will be reviewed for making necessary correction.
Training Activity Benefits Time
Employees at middle
management
Induction program
which include
presentation, seminar.
Introduction of new
employee. Motivation
lectures for existing
Duration of day 1: 1.5
hours.
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employees.
Managing director and
CEO
Sharing experience
through conferences.
Increase in
communication skills
and building
connection (Skok, and
Dolinsek, 2013).
Duration of Day 1 :
2.5 hours.
Lunch Break General
communication on any
topic.
Sharing viewpoints. Duration of Day 1 : 1
hour.
Team based activity Interaction among
themselves by
simulation and
management games
(Delahaye, 2015.).
Knowing process and
learning process.
Duration: 2.5 hours.
Knowledge session Asking of problems to
training person.
Duration of day 2: 1.5
hour
Snack break Informal
communication
Interacting between
person
Duration: 1 hour.
Technical Training Technical knowledge Increase in
productivity.
Duration: 1.5 hours.
Lunch break Informal
communication
Sharing knowledge
with each other.
Duration: 1.5 hour
Firm policy Communication of
Marks and Spencer
policy (Horton,
Hondeghem, and
Farnham, 2002).
Help in knowing
policy clearly.
Duration: 1 hour.
Feedback Feedback for Know about what Duration: 1.5 hour.
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training person they learnt.
TASK-3
3.1 Preparation of evaluating techniques
For evaluating a suitable technique which are used for creating a document an evaluation
take place in firm. Training is provided to employee so that they get actual benefit for
organisation (Bagshaw, and Bagashaw, 2002). Some of evaluation technique, which involve are
questionnaire, feedback form, and observation sheet etc. with help of these managements can
find actual position of employee and their actual performance.
Feedback: Feedback form is very essential in obtaining performance for improving in the
future. Managers have to observe employee performance, their improvement, and their issues or
conflict (Knowles, Holton III, and Swanson, 2014). If management gets feedback then they try to
overcome because feedback are most important issues that helps an organisation to achieve goals
and target which are set. By obtaining feedback from of training program will help management
in evaluating needs and wants of employee or trainee so that effective measures can be taken and
help organisation to evaluate training as per individuals (Ashraf and Galor, 2013). Feedback
form is necessary because by this problem can be find out and management can improve by
putting correct measures on time. Getting review from stakeholders also help management in
improvement regarding firm (O’Grady, 2013).
Questionnaire: Questionnaire contains some type of question which may help in
improving performance (Van Dyne, 2012). Questionnaire are filled by employee who are given
training so that Marks and Spencer managers can find out problem and try to resolve so that they
may work in efficient manner. Questionnaire contains some type of general question such as
what you have learnt, how you like it, is your solution identify, and what methods can be used in
improvement in organisation etc. while from these managers can take corrective action within
firm (Spellman, 2010).
3.2 Evaluation for workshop by making a document
Evaluation of training at workshop helps an employee in solving out their problems. They
identify some errors from practical experience by sharing their views to management (Galli and
et. al., 2012). Trainers are required to do some realistic and in innovative manner by using of
14

proper theories and resources. Responses are collected within an organisation to evaluate
workshop. 20 responses are taken for evaluation. Evaluation of training is done by questionnaire
format which is as follows:
1. Marks and Spencer consider training as a part of organisational strategy. Do you agree
with this statement?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly Disagree
2. Was induction training at Marks and Spencer effective for retaining employees?
 Yes
 No
3. What kind of training method was most helpful?
 Performance appraisal
 Induction
 Performance coaching
4. Was Performance coaching helpful in increasing potential of workers?
 Yes
 No
5. Was Performance appraisal helpful in building confidence among individual?
 Yes
 No
3.3 Reviewing on evaluating success
For success of evaluating method that is used is performance appraisal because this help
in increasing performance of an individual by increasing in confidence. By this they will try to
achieve more and in right manner (Wilson, 2014). Evaluating of performance appraisal is very
easy because if an individual try to achieve more target than that person will only can perform
well for organisation. If performance appraisal of individual is given on time to time basis then
that person increases confidence and will lead to self-motivation. It is most useful and effective
manner in firm because if a person is self-motivated than there is no need of providing training
15

or motivational lectures. Marks and Spencer management team have to prepare well-structured
performance appraisal because if appraisal of an entity are good than there is no problem and
individual will try to achieve targets. Appraisal will lead to reduce uncertainty and foster
engagement because then there will occur duplication at organisation. Therefore, if appraisal are
not certain then no employee will achieve goals and productivity of firm will also reduce by this
transparency will also reduce (Zepeda, 2011).
Performance appraisal increases in confidence and increases its productivity at working
environment. Therefore, by this seeing many people will encourage and they will move out from
there comfort zone and work in effective way within a firm. Performance appraisal will also help
individual in developing their skills, knowledge and behaviour of person. From this, they try to
work in a team by efficient manner. If confidence of person increases in time then that individual
will have more pushful in taking risk for better growth in an entity. If willingness of person is
increases for work than that person will grow fastest in organisation (Knowles, Holton III and
Swanson, 2014). Taking risk and responsibilities within organisation will help in increasing
knowledge more and increases in capabilities of an individual. Performance appraisal is most
trusted method for evaluating training process.
TASK-4- Essay
4.1 Role of government in aspect to training and development
Government plays a crucial role within firm in order to provide training to individuals so
that they can improve their lifelong learning. It also helps in improving the overall efficiency of
workers and thus they can carry out their task effectively and efficiently (Horton, Hondeghem
and Farnham, 2002). Here, workforce of M&S are effectively directed by the management that
suitable training would be given to them so that they can enhance their skills and abilities.
Different training programs are designed by the government that helps individual to enhance
their lifelong learning so that they can work efficiently within enterprise. Also, government
undergoes alliance with different training institution so that they can render appropriate training
programs to individuals and thus improve the experience of workers. M&S focuses upon overall
development of their workers so that they can aid in improving productivity of firm. Therefore,
M&S also aims to align with government bodies and believes in giving them full support so that
training sessions can be conducted to enhance lifelong learning of workers (Baker and Saren,
2016).
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Further, through such actions it assists M&S to reduce their cost by minimizing training
sessions and thus develops the skills of their managers by helping them to participate in
government training sessions. It will surely help in enhancing the capabilities of workers and
thus best results can be attained (Beer, Boselie and Brewster, 2015). Training is considered as the
best part of lifelong learning and development and thus UK government considers it by
organizing fruitful training sessions so that overall goals can be attained. Thus, government
carries out survey in order to assess the requirements of employees in which area they need to
improve their skills and abilities. Thus, organizing particular training sessions will help
employees in achieving organizational goals.
4.2 Development of competency movement having impact on private and public sector
Competency movement contain of both public and private sector firm for developing
knowledge and competency for intense growth. For avoiding competitive disadvantages firms
are investing more for service quality because today's market is all about service quality of
organisation (Calkins and et.al., 2010). For example Public organisation is Marks and Spencer on
of the biggest retail store in UK consider all complaints, review and management training
programs which are held by organisation human resource department. If that quality of service
which they are providing is of good and has several advantages from competitor than that
organisation will run for long term (Klingner, Nalbandian and Llorens, 2010). Marks and
Spencer have to maintain friendly relation with their customer so that they may achieve more
goals and target. Working environment of firm will also help employee for getting motivated by
themselves and work as a team in organisation. They have to increases their capabilities and
sincerity so that they may maintain distinct relation.
Private sector Company like Virgin Atlantic are developing their pace in improving
human resource. They are forming high performance prospects for some standard outcomes.
Circumstances of skills and competencies drive to learn and precast for future (Van Dyne, 2012).
Higher success will lead to valuation of never ending process. Training lies in faster utilisation of
resources and activities to influence firm workplace. Therefore, greater diversification of product
or services has to take place in real world for betterment in achieving targets and goals.
4.3 Initiative by UK government involving of contemporary training
Some measures which are taken for initiating in contemporary training by UK
government in contributing to Human resource development of Marks and Spencer. For sake of
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bringing improvement and stabilities the UK government has originated some contemporary
learning methods in public and private company of UK. By providing learning curve an
employee will train by doing practically (Wilson, 2014). Government helps in providing
qualitative learning opportunities in firm so that their will have some different qualities among
them. However, by initiating in training programs such as vocational training, job instruction
training, role playing, simulation, coaching etc. will lead to increase in efficiency.
Government has made some Acts which may consider of recreational activities and
management games so that they may work in effective manner. When governance clearly
identified areas for improvement and knowledge, it gets easier for entity to influence their
employee towards them (Ahmed and Sattar, 2014). Performance of employee will depend on
their production manner. As per acquisition needs which are made by government have to be
socialize and more reachable to learning option for firm.
Marks and Spencer contemporary facilitate training which are introduced by government
was very important for improving human resource and their expertise at organisation.
Recognisance of requirement and understanding organisational values employees were able by
this they help in achieving goals of individual as well as organisational too. Learning contributes
in human resource factors with faster progress. Acquisition has also influences hopefulness of
computer, militant restore and else firm elements (Budhwar, Varma and Patel, 2016). Faster
adaptability is getting busting and header of feeling acquisition events as per employee
movements. If there is faster adaptability at Marks and Spencer worker willingness will also
increase with increase in time and human resource of Marks and Spencer will start taking
opportunities and risk to be world number 1 retailer in world. Service of Marks and Spencer has
to make focuses on services department. UK government has made rules for sake of employee as
well as for business. By this they will try to make equality between them and no biasness can
take place (Dent and Whitehead, 2013).
CONCLUSION
From above it has been concluded that training is very essential for an individual and as
well as at management level. Training may involve in learning style of an individual so that they
may come with an output for organisation. Providing training to an employee will lead to
increase in work efficiency, get motivated and building in time management. Learning style of
every individual is different from different person some may learn by seeing, watching or by
18

doing practical’s in firm. Marks and Spencer management team has to provide training related to
their problem which they are facing at an entity which may be technical problem, time
management problem etc. by reducing their problem this will lead to increase in work efficiency
and there will be no wastage of time in firm.
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