Report on HRM Strategies, Practices, and Impact at Marks & Spencer

This report provides a detailed analysis of the human resource management (HRM) practices at Marks and Spencer (M&S). It begins with an executive summary and table of contents, followed by an introduction outlining the scope and purpose of HRM within the organization. The report explores ...Read More

Human Resource
Management

Executive summary
The aim for report to know about human resource management of Marks and Spencer. The
organization had to develop more strategy and more focused on improvement of employee
performance. In order to bring efficiency and more satisfaction for customer. They offer both off
the job and on the job methods for their employee in training programme and make their skills
for quickly adopt while in changing environment. This company has set up training method
M&S for more developing in their organization and build up their level standard.
Table of Contents

Executive summary.........................................................................................................................2
Table of Contents.............................................................................................................................3
INTRODUCTION...........................................................................................................................4
1. Purpose and scope of HRM practices in organization.............................................................4
2. Strengths and weakness of different approaches in recruitment and selection.......................7
3. Benefits of different HRM practices of organization..............................................................9
4. Effectiveness of different HRM practices in terms of organizational profits and productivity
...................................................................................................................................................10
5. Importance of employee relations in respect to influencing HRM decision-making............11
6. Employment legislation and its impact on HRM decision-making.......................................12
7. Application of HRM practices in a work related context using specific examples -.............14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management refers to process of selecting, hiring, providing benefits,
training and development, compensation, motivating employees, maintaining proper relation
with people management, ensuring employee safety and health measures in cooperation labour
law and business about high court and supreme court orders (Aydoğan and Arslan, 2020). Marks
and Spencer is multinational retail company founded by Michael marks and Thomas Spencer.
Company specialized in commerce clothes, food products, home products and other accessories
products. Organization has numerous number of stores across the country and sell their food
products through advertising, newspaper, declare the sole nature and luxury of its food and
beverages. it also provides an online food delivery services. This report evaluates the purpose
and scope of HRM and different approaches of selection and recruitment with strengths and
weakness. This report examine about effectiveness of key elements and various benefits of HRM
practices, also identify employment legislation and significant of employee relation in regard of
causing HR decision-making. This report also states application of HRM practices with work
related.
1. Purpose and scope of HRM practices in organization
HRM helps organization in making more development and build up employee relation and keep
them motivating at workplace.
Employee relation- HR team in Marks and Spencer ensuring in making good relationship with
their people management by rewards and some more benefits such as compensation, bonus,
promotion for their performance in work.
Solving problems- HR maintain the good relationship with their employee and solve their
conflicts which is important for Marks and Spencer in solving the issue among their employee,
either it can create some problems among their work.
Motivating- While having more pressure of work sometime employee get demotivated, HR
teams in Marks and Spencer helps them for motivating them and try to reduce their work
pressure (Bastida, Marimon and Carreras,2018). Make them comfortable at workplace and keep
stay with them.
Functions of HRM are classified into two categories-

Planning:- It is process of determinant the organizational goals and speculate the policies of
achieving them. Marks and Spencer planning for future oriented which clearly states direction to
business activities in performing. Other functions of organization is also depended on planning
function.
Organising:- Marks and Spencer organising structure which give subordinates task for
processing departments, assign authority, establishes channels of communication and always try
to coordinate the production.
Staffing:- This function involves hiring in Marks and Spencer that which types of peoples should
be hired, selecting employees, evaluating their execution and training and development of
employees (Cooke, 2018). HRM manages them in select, train, support them and withdraw
subordinates.
Directing:- As HR team helps organization for leading path for achieving goals and objective. It
includes such activities like maintaining morale support, getting direction for subordinates in job
etc. in energizing group efforts for completing the desired task.
Controlling:- It is process in Marks and Spencer for setting up the actual performance and take
corrective actions that are needed for organization development.
Development:- This function means to improve their skills and knowledge and helps in
performing their jobs in Marks and Spencer. Also consist with training to employee for knowing
about work before they are assigned. Organizational improvement also job action for better
suited with organization culture and people management.
Compensation:- HRM teams in marks and Spencer also provide some compensation to their
employee for making them more motivated about work and achieve more task that could be
more benefits for organization (Emeagwal and Ogbonmwan, 2018). It includes the activities such
as wages, salary, bonus, promotions and incentives etc.
Recruitment and selection:- Hiring process conducted by HRM team for recruiting and selecting
more employee for Marks and Spencer. Which are more beneficial in developing themselves and
make them capable for working in company.
Personal research:- HR department function activities conducts the research about Marks and
Spencer in management and make the proper communication between employee and employers.
Labour market:- It is also known as job market, demand and supply, in which employers are
demand and employees are supply for their jobs. Types of labour market-

Unskilled labour:- Those employees who are likely to be formal education. Their work just
involve simple job not any judgement for their work. In M&S some unskilled labour work as
maids, parking guards etc.
Semi skilled labour:- People will semiskilled labour when they have take degree from high
school but less college degree and they develop their skill while by taking training. In M&S semi
skilled labour such as salesperson and security guards and so on.
Skilled labour:- Those labour who are well labour employees with high professional degree and
have proper judgement for their work like the founder of Marks and Spencer.
Labour market trends- Interaction of worker and employee with each other. For increasing more
business more demand for have been increased and some jobs have been rapidly grown with
their high rates.
PESTEL analysis for Marks and Spencer-
Political :- The government has set all employment legal and laws for their health and safety.
M&S is retail company which has major fair trade in branding clothes and other products. Fair
trade include salt and after some years company has added recycling packing and animal
protection.
Economic :- Currently Covid-19 has affected the economic trends for M&S. their customer are
moving towards cheap items and avoiding luxury products due some of people have lost jobs and
their income is low so they are more spending money cheaper products.
Social :- M&S starting selling goods and food products online with home delivery and also plan
to become multi channel in retailer with some of their competitors in market.
Technology :- Technology has changed rapidly as time changes. M&S adopted new technology
for developing them at competitive market. Company has created many different communication
way for communicating them to their consumer through advertising, radio and newspaper in
making more customer.
Legal :- Government laws and norms always keep changing, M&S have to keep them up date
about changing them with laws and with issues for health and safety as they ensure the protection
towards the employee working in their company.
Environment :- With current environment climate states, issued with promotion on advertising
their product. M&S have developed their own green plan and also try to recycle the waste
product for saving surrounding.

Impact of advance technology on HR practices-
Better services for manager:- They have created strategies plan between both HR and manager
for M&S which is important for reviewing and increasing demand for company in future. In
training and developing the manager used IT tools for their employee, as being manager leader
their prepare task for employee.
Attractive management:- Human resource in M&S uses IT tools for developing them in
company. They analyse and assess their designs control accordingly to their performance and
skills. The management should ensure that all department in company control and target their
activities with by achieving from company what they employee do and how they do for
completing task.
Effective recruiting:- M&S use job portal internet for finding their employee and best position
for best candidates. IT tool helps in recruiting their employees and potential employee. The HR,
IT tools only used for hiring the best potential and do retain to.
2. Strengths and weakness of different approaches in recruitment and selection
Recruitment refers to activities of selecting, hiring, attracting, identifying employee. Similar it
also involves identification of staffing while in need of fulfilling the vacant job in organization. It
depends on size of organization where the recruitment have major responsibility abut the range
of employee. Marks and Spencer Recruit it employee through for new position with
advertisements, job boards, social media, agencies and also utilize the software in hiring the
candidates. Human resource management is functions of hiring the people management within
organization (Khoreva, Vaiman and Van Zalk, 2017). HR is mainly obligated for facilitating
goals through effectively establishment of human investment and mandatory in focusing the
employee which is most important for assets of organization. Different approaches-
Internal sources:- It means the candidates being selected form the company itself or existing for
taking new job at same organization as through promotion, urgently needed of employee in other
stores of Marks and Spencer. Internal recruitment can encourage in developing their skills and
knowledge. It helps in reducing cost for hiring employee and also save the time in training and
development this can be strength for company. Weakness of employee towards work as they are
limited talent with speed of work that could cause risk for company.
Advantage:

Reduced time for hiring new employee for company and take short time for induction. no more
cost being used for them for providing training and development. M&S company helps them in
improving employee morale for keeping them motivating and keep them boost for completing
tasks goals and objective.
Disadvantage:-
Increased training cost some employee are may be prefect in their work and some of employee
take time for taking responsibilities. As they have limited choices for positions and their current
employees may not be able to fulfil their responsibilities for their role.
External sources:- It means candidates hired from outside of organization through agencies,
advertisement, online website. In Marks and Spencer they hire from employee referrals, campus
recruitment which helps in developing company and new employee create new ideas with some
innovation. Qualified employee and have better completion among them due to work that can be
strength for company (Marchington and et. al., 2016). While new employee it can be higher risk
with costs and consumed more time as formed weakness in Marks and Spencer.
Advantage :
M&S select their best quality employee and try to attract more skills that bring out some new
ideas and more creative mind for company in making developed at competition market.
Disadvantage:-
In M&S while hiring the employee from outside they can have more risk and higher=er cost with
time consuming and they have to make more use of resources for hiring employee from different
fields. It can be also possible if new hires sometime may not be adopt new company rules then
they try to break their team members and try to spread negativity among their employee.
For M&S internal sources can be best for hiring the employee because that could not be much
time consuming for company and they can give some better training for their existing employee
and they have limited choice in selecting and making them developed while giving best training.
Selection process is obsessed with pick up right candidates for right job through various
approaches and applicants. Selection process in Marks and Spencer can be identified as negative
in this application which seeks to necessitate the well qualified application as possible for
selecting right person. Some methods in selection within organization can be used for promotion

and transfer, but basically focused on candidate's application from outside. The Marks and
Spencer generate information for hiring such as age, qualification, other skills and general
knowledge based on market and other area etc. The needs of job should be matched with profile
of applying candidates. Different approaches that used by selection for selecting candidates-
Interview- This can be conducted after the recruiting candidate's with their skills as in these
general question are asked which can help in building strengths for Marks and Spencer.
Weakness can be formed for company as it can calculate time-consuming process and conduct
by HR department.
Assessment- That can be conduct with online aptitude teat specially for campus drive which
generated after the recruitment process (Otoo,2019). It can create weakness for company with
higher cost in making software that will take much time. Strength that more and more candidates
with well qualified are hired with creative and knowledge-based.
3. Benefits of different HRM practices of organization
Human resource is successful required for company, involving the management of staff and
safety and health of employee and employers. Here are some of HRM benefits for both employee
and employers-
Changing plan:- The business world keep on changing with adopting new technology for more
development that could be more benefits for employee and employers as work load can be
increase and take less time for completing task. Change in plans involves in helping employee
for performing their function of Marks and Spencer. It also builds bridges between managers and
department and get more ways in taking with each other.
Safety and Health:- HRM also provide some benefits to people management in Marks and
Spencer. As company has many more stores in different countries while due to uncertainty in
stores, that stores manager will sort some poster and warning signs for minimizing expectation of
accident and company might be taken some legal action against any case which can harm their
people management.
Developing good relationship:- HRM department has some basic function for growing up their
relationship with Marks and Spencer employee and employer (Zeebaree, Shukur and Hussan,
2019). The development among them can be done while taking responsibilities of seminars,

meeting and some other formal activities that make their connection. There should be needed for
making proper relationship in organization that could help in achieving more goals and objective.
Organizational culture:- Organizational cultures involves vision. Mission and objective of
company being changing in culture of company it may reduce many conflicts of Marks and
Spencer. It may also create flexible working hour for employee that could be more benefits and
new develop culture also decrease the work load which can be more benefited for organization.
The change culture can also affect the people with their duties.
Performance appraisal:- Employers and employee are motivated by HRM by giving some
rewards such as promotion, bonus, wages and increment in salary according to their
performance. By offering them rewards from time to time that can also increase the productivity
of company (Aydoğan and Arslan, 2020). As rewards and benefits for employee play important
role in Marks and Spencer for motivating their employee and make sure to stay with them at
workplace for more developing them according to their skills and creative that can be more
benefits for human resource management in organization.
4. Effectiveness of different HRM practices in terms of organizational profits and productivity
Planning – Human Resource planning is an effective and efficient way in the overall
achievement of the company goals and objectives (Tian and Zhai, 2019). Planning is identified
as the major point in which proper analysation of the task or work is to be done . Marks and
Spencer being such giant organization follows the strategy of planning prior to any of the gaols
or task to be achieved. This not only helps in the development of the overall plan that has to be
executed but also leads to the completion on the desirable results. Planning of the company leads
to analysing various other factors which increase the process in the performance.
Compensation – Compensation in HR adds to the recruitment and retention of talented
employees of the organization (Jain and Agrawal, 2018). It pertains to all rewards and payments
provided to employees for their overall performance in the company mentioned. This factor also
contributes to the business success that the employees have achieved over the year. The
company's compensation instrument aims to enhance employee performance and behaviour
towards the work. The company attracts the best employees who require better compensation.
Thus, the growth helps this process in re defining the company's structure on new basis.

Recruitment and selection:- In company Marks and Spencer recruitment is first step in hiring
candidate's than after the selection comes in process of employee process. Company main aims
in choosing the right person for right position that could be more profit and productivity for
organization. Sources of traditional recruitment process can be employee referrals, walk in
interview, transfer and promotion for one stores to another stores with changing position which
can be more profit in company. There can be many factors that affect the recruitment process
such as salary, brand image, goodwill, organizational culture and location with working hours
etc. second step for selecting candidate's is selection with planing in human resource
management. It is process where the employee being chosen for right job with some appropriate
qualification and according job requirement (Cooke, 2018). Selection can be earned more profit
and increase productivity for company.
Training and development :- HRM department organize the proper training and development
which could be more beneficially for company in profit and that could be also increased
production. Marks and Spencer provide their employee upgraded training and make more
developed according to market situation. While at time of training company give some authority
and responsibilities and also evaluate rules and regulation of company which could not be
created more conflicts among them. Development helps them in building up their skills and
maintain the proper relation with managers and people management at workplace. In hiring the
right candidate's can also lead to take less time for training and making more developed for their
projects.
5. Importance of employee relations in respect to influencing HRM decision-making
Employee relations is defined as relations between employers and employees (Tzafrir,
2016). It is important that employees have a healthy relation with each other in the organization
which influence the Human Resource Management. Importance of employee relations which
influence HRM decision-making with reference to Marks and Spencer Company are as follows -
Individuals cannot take decisions alone – Guidance and advice is needed collectively to come
up to a certain point. Employees when working together in the organization come up with
different and brilliant ideas which helps achieve target at much faster rate. Before implementing
any plan the pros and cons should be measured, discussed and then implemented.

Healthy employee relations discourage conflict – Employees of the company do not indulge in
any type of conflict and fights which degrades their value among other employees rather they
concentrate on their work and strive hard to perform better.
Employee relations are important because company with good employee relationships enjoy
many benefits (Alnabhan, 2017). There are many factors which proves and speaks volume like,
employee engagement is very necessary tool for the activities, tasks and projects which have
been on working. This helps Marks and Spencer employees to get along with other employees
easily and comfortably. Along with this employee satisfaction is also increased while working
and employees of the company are able to judge and analyse their performance and whether they
are satisfied with their jobs. This tool is very helpful for the employees and company as well and
through this employee productivity is measured in the company whether they are performing up
to the mark or not. While in process of this work culture in the company Marks and Spencer, the
organization keeps an eye on how the employees express their experience with other employees
and at some point with organizations as well. They share their experience of work and the work
environment of the entity.
If the company fails to improve the employee relationships then it should focus on below
mentioned points to improve it in a progressive manner -
Management of the company must treat all employees in a fair manner as per the expectation of
the employees towards them (Brhane and Zewdie, 2018). Job of the employees should not be
monotonous, this should be the prior responsibility of the company to make their work
interesting so that employee retention factor decreases. Employees must be rewarded and
appreciated for their performance for achieving / over – meeting their targets and providing them
with competitive salary.
6. Employment legislation and its impact on HRM decision-making
Employment legislation is defined as the body of laws that regulate the relationships
between employers and employees (Liebregts and Stam, 2019). These laws and regulations are
also followed by Marks and Spencer company and identifies the employee related acts in the
organization.

The Employment Rights Act – The employment rights act provides a range of contractual
rights for employees, including entitlement to an itemized pay statement, national minimum
wage and terms and conditions which should be in writing, protection against unfair dismissal at
work. Marks and Spencer follows the employment rights act in favour of the employees working
in the organization and by following this it checks on whether employees have issues regarding
their work or jobs concerning.
The Sex Discrimination Act, 1975 – This act provides Protection to the employees against
gender discrimination. For example in job advertisements, in selection of employees, in
promoting them and offering training and development for better performance measurement.
Marks and Spencer provides jobs through proper process which has to be gone through during
selection and when the employees join the company or organization they are promoted on the
basis of their work and performance. In this process of providing jobs to the new employees, the
company offers training and infer to career development opportunities which have been out-
stated for the growth and development of the entity. Thus, sex discrimination act of the company
protects employees through any discrimination against them.
The Equal Pay Act, 1970 – Women and men should receive the same pay for doing the same
type of work in the company is what this act defines. This act also looks after the gender issues if
any and is focused on the equal pay of employees concerning men and women who are doing
same type of work. The company looks after the discrimination for the pay scale factor and
provides equal pay under the act.
The National Minimum Wage Act, 1998 – This act is a result of directive form in the European
Union. Cost of living of the employees is increased every year along with the rise in minimum
wage. Marks and Spencer company under this act has mentioned this act in accordance with the
employees with reference to company's laws and regulations and providing minimum wage in
comparison to the cost of living of employees.
The Working Time Directive, 1999 – Company under this act guarantees all employees
maximum 48 hours working week and a four-week holiday. Employees have choice to opt out
of the working time that has been mentioned and can work for as much longer as they want. This
act provides the company with the proper work schedule which is also mentioned in their job
status along with the employees position in the organization and the employee has to obey and
follow this law.

The Employment Relations Act, 1999 – 40% of the trade union employees who are eligible
take part in the ballot and majority of the employees are in favour of union recognition. In Marks
and Spencer, there is where more than 50% of the workforce who were union members gave
automatic recognition to the brand company.
7. Application of HRM practices in a work related context using specific examples -
Job Profile
To work with the organization and to ensure that HR is linked with the business strategy and
work in the area of all the initial work of the HR manager to ensure effective evaluation of work
and company's goals to be meet. (Otoo, 2019).
Job Description -
To Compile statistical data, create prepare report and analysis of the existing systems and records
of the company.
Develop and maintain employment records and systems.
Training and development process to be conducted appropriately.
To support HR activities in accordance with the program.
Pre and Post recruitment practices.
Qualification
Professional qualification in HRM is must and degree in any educational field.
Experience
The candidate should have around 6 years of working experience at HR post in any type of
organization.
Age
Preferably around 25.
Interview questions
Why and how you created your interest towards being an HR for the company?
What is an ideal workplace for an HR you wish?
What are your future goals as an HR Manager?
What characteristics you posses for being an HR manager?

Offer Letter for the Candidate
Name – Shelly Sheio
Appointment – HR Manager
Dear Mrs. Shelly,
We are pleased to offer to you for the position of HR Manager. We believe that you will be an
excellent addition to the team and will be well communicable while joining them as we are
looking forward to have you on board.
As mentioned earlier, your salary will be $84,000 per year and will be paid on bi – weekly basis.
Adding to it your full medical and dental coverage by the company and three weeks of paid
vacation will be provided to you. Your joining date will be January 28th 2021.
Your employment with Marks and Spencer will be on the basis of either party or on
termination at any time.
If you choose to accept this job offer, please sign this letter and return it to us as soon as you
decide.
We will look forward for your presence in our team.
Sincerely,
Tom Seyni
Vice President, Human Resource
Marks and Spencer Company
I hereby accept the HR Manager position.
Signature -
Date -
CONCLUSION
It is concluded from the above report that HRM plays an important role in the
organization and leads to various other factors which have been in the reference of the welfare of
the company as whole. The functions, roles and different approaches which are to be mentioned

in the HRM along with the recruitment and selection process are also explained on different
levels and stages which are applied to the HRM process. The key areas of HRM which consist of
its planning and resourcing are directly linked to the HR practices and the employee relations
along with legislation laws mentioned with an example of job specification of HR.
REFERENCES
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