Human Resource Management Report: Mark & Spencer HRM Analysis

This report provides a comprehensive analysis of the Human Resource Management (HRM) practices at Mark & Spencer (M&S). It begins with an overview of the company, its mission, vision, and core values, followed by an examination of the purpose and scope of HRM functions within a business context. The report then delves into a detailed assessment of M&S's specific HRM strategies, including workforce planning, recruitment and selection processes, training and development programs, performance management systems, and reward systems. Furthermore, it explores the company's approach to employee engagement, emphasizing the importance of employee well-being and flexible working practices. The report also addresses employment legislation relevant to M&S's operations. In conclusion, the report highlights M&S's commitment to effective HRM and its efforts to foster employee engagement and a positive work environment.

RUNNING HEAD: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student:
Name of the University:
Author’s Note:

1HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction:....................................................................................................................................2
Company overview:.........................................................................................................................2
Purpose of the HR functions:...........................................................................................................2
Assessment of the HR function of M&S:........................................................................................2
Workforce planning:....................................................................................................................3
Recruitment and selection:..........................................................................................................3
Training and development:..........................................................................................................3
Performance management:..........................................................................................................3
Reward system:............................................................................................................................3
HRM approach of Mark & Spencer:...............................................................................................3
Employment legislation:..................................................................................................................4
Conclusion:......................................................................................................................................4
References:......................................................................................................................................6

2HUMAN RESOURCE MANAGEMENT
Introduction:
HRM, a strategic approach, helps a business organisation to manage its people in the
company. HRM of a company has the responsibility to manage the human resource of the
company to achieve the organisational objectives. This report teams to explain the purpose and
scope of HRM. The approach of workforce planning, recruitment & selection, development and
training, performance management and reward system of organisation will be analysed. The
HRM approach of Mark & Spencer will be analysed in this report.
Company overview:
` Mark and Spencer group, a UK based global company headquartered in Westminster,
London, was formed in 1884 by Michael Marks and Thomas Spencer (Mark & Spencer 2020).
As a leading British retailer, this organisation offers quality products with great value such as
clothing, food, homeware, and other products to its customers. Steve Rowe is the present CEO of
this organisation (Mark & Spencer 2020). The mission of this company is “to make aspirational
quality accessible to everyone through the depth and range of its products” (Mark & Spencer
2020). The vision of this company is “to create a sustainable business by constant, profitable
growth to meet the accountability of this company to its stakeholder” (Mark & Spencer 2020).
Quality, service, trust, value and innovation are the core values which are followed by Mark &
Spencer. In 2019, the number of employees of these companies was 78,597 (Statista 2019). The
total revenue of this company in 2019 was 10.4 billion British pounds (Sabanoglu 2019).
Purpose of the HR functions:
The purpose of HR functions for a business organisation will be discussed in this part. The
HR department has to maintain the process of recruiting, selecting, hiring and training the
workforce. These functions are significant for a company. Without these HR functions being
completed, a company cannot meet its objectives (Keegan et al. 2018).
 The HR department has to ensure that the business operates compliance with all labour
laws
 The primary responsibility of the HR department of a company is to maintain recruiting
and training.
 For record-keeping, a business organisation relies on the HR department.
 The HR department of a company has to maintain smooth payroll and benefits for the
employees (Keegan et al. 2018)..
 Employer and employee relations are maintained by the HR department. The HR
department has the responsibility to communicate the employer and employee of a
company.
 HR department to fix the employee performance development plan. The HR department
of a company has the responsibility to support the struggling employees to improve their
skills (Keegan et al. 2018).
Assessment of the HR function of M&S:
In this part, the HR function of M&s will be analysed. The workforce planning,
recruitment and selection, development and training, performance management and reward
system of M&S will be examined in this part. The way, the authority of Marks & Spencer
control its HR functions to achieve its objectives will be analysed in this part.

3HUMAN RESOURCE MANAGEMENT
Workforce planning:
Workforce planning for a business organisation is a procedure to align its needs with its
workforce. M&S has announced that a new workforce management strategy will be used by this
organisation. New technology-driven workforce management strategy will be used by this
organisation to manage its employees. This organisation has signed a deal with JDA and REPL,
an eco-system partner of this company.
Recruitment and selection:
This organisation persist to enlarge its business. To do that Marks and Spencer Company
has to recruit talented candidates and retain its best employees. The employee turnover rate for
this company is low. The recruitment and selection procedure of this company is controlled by
the HR department.
Training and development:
The authority of Marks and Spencer is interested to transform its workforce into an
efficient workforce. Employees of this company can participate in the career path plan of M&S.
The senior management team of this company control the special training for the employees. In-
depth training and performance coaching are offered by this company for its employees.
Performance management:
In every 6 months, performance reviews of employees are analysed by this company.
Regarding their performance employees can communicate with the line manager. Based on
proficiency and competencies, employee performance is reviewed. By following the appraisal
model, the performance of the employee is evaluated.
Reward system:
For the reward system, it can be said that based on the result of employee performance
appraisal, employees of Mark and Spencer receive monetary and non-monetary benefits. To
motivate the employee, this organisation offers lucrative monetary and non-monetary benefits for
the employee. By using the system, this company motivates the employees to deliver their best
performance.
HRM approach of Mark & Spencer:
A situation where the workers are engaged in their work and they are not interested to
waste any times can be referred to as employee engagement (Griffith and Macartney 2014).
Employee engagement is connected with employee relationship. If a business organisation is
successful to enhance employee engagement in the workplace then the employee relation will be
improved automatically (Griffith and Macartney 2014). It can help a business organisation to
maximize its production and achieve its objectives. Marks & Spencer is interested to maximise
its market share to do that this organisation has to utilise its workforce effectively. Engage
workforce can support the company to achieve its goal (Griffith and Macartney 2014).
To enhance employee engagement the authority of Marks and Spencer prioritise
employer wellbeing. The employee well-being program of this company aims to create an
engaged committed and healthy workforce who can support the company to achieve its
objective. Enhance employee engagement this organisation has developed a plan. The authority
recognises employees for their work. For in-store promotions, line manager prioritises employee
suggestions. Proper communication with the employees about the employee benefits program.

4HUMAN RESOURCE MANAGEMENT
The authority of this organisation motivates employees to learn about the company. To facilitate
employee engagement this organisation utilises social media tool. Yammer, a central social
network tool of M&S, is used by the authority to maximise employee engagement through social
media. Recognition for their work can increase employee engagement. Through Blog talk radio,
a monthly program, special notes and recognition for the employee are shared by this company.
Employee performance incentives are used by Mark & Spencer to maximize employee
engagemen (Anitha 2014).
To maintain a good employee relationship and employee engagement this organisation
can adopt flexible working practices. It can help this organisation to become an employer of
choice. Getting a tag of employer of choice can health Mark & Spencer to recruit the most
talented candidates and retain its best employees. As a flexible organisation, this company can
adopt changes and respond quickly to manage its external environment to achieve competitive
advantage and hold its competitive position. Mark and Spencer can allow its employees with a
flexible schedule. Through flexible working practice, this organisation can offer certain benefits
like work from home and change of working schedule. It can help this organisation to increase
employee engagement. By offering a flexible working schedule this company can prioritise the
personal needs of the employee. Flexible working practices can be useful for Mark & Spencer to
become an employer of choice. In a competitive landscape, recruiting the best candidates as
employees is a challenge for the HR department. There are several other companies in this
industry are looking for talented candidates. Besides that, an employer of choice tag can help
Mark & Spencer to retain its best employees (Anitha 2014).
Employment legislation:
Employment legislation refers that a business organisation has to follow all applicable
laws while doing its business. Employment standards, pay equity, work hour, compensation of
the employee, rights of the employee, the safety of the employee, labour relation and other
legislations must be maintained by a business organisation. Department of employment
legislation is to protect employers from wrongdoing by their recruiters. Without employment
legislations employees will be able to several threats. As an employee in Mark and Spencer is
committed to following all employment legislations while doing its business. This organisation is
interested to become socially and environmentally responsible. Authority of Mark & Spencer
believes that employees are key for the company to achieve success. As a global business
organisation, this company has to recruit its employees throughout the world. This organisation
follows different employment legislation, set by the government. The authority of Mark &
Spencer is committed to maintaining international standards and Benchmarks like UN Universal
Declaration of Human Rights, the UN Guiding Principle on Business and Human Rights, UN
Global Compact, ILO Declaration of Fundamental Principles and Rights at work, UN women’s
Empowerment Principles (Corporate.marksandspencer.com 2016).
As a global employer, Mark & Spencer is committed to following human resource policy,
which contains data privacy, compliance with national Law, appropriate information about
employment, rights of the temporary worker, employee engagement, employee participation,
equal opportunities, disciplinary procedures for harassment and abuse, appropriate reward
system, healthy and safe workplace, workplace grievances, appropriate working hour, right to
work, forced labour and corruption (Corporate.marksandspencer.com 2016).

5HUMAN RESOURCE MANAGEMENT
Conclusion:
Thus, this report concludes that Mark & Spencer is successful to maintain its HR function and
address the key issues of the HR function. As this company believes that employees of Mark & Spencer
are key for this company to achieve its business objectives. That is the reason, this company is interested
to become employee by choice tag. It can help this company to enhance employee engagement and
improve employee relation. It will help this company to retain experienced employees and recruit the best
candidates as employees.

6HUMAN RESOURCE MANAGEMENT
References:
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management.
Corporate.marksandspencer.com, 2016. M&S People Principles. [online]
Corporate.marksandspencer.com. Available at:
<https://corporate.marksandspencer.com/documents/plan-a-our-approach/mns-people-
principles.pdf> [Accessed 16 April 2020].
Griffith, R. and Macartney, G., 2014. Employment protection legislation, multinational firms,
and innovation. Review of Economics and Statistics, 96(1), pp.135-150.
Keegan, A., Bitterling, I., Sylva, H. and Hoeksema, L., 2018. Organizing the HRM function:
Responses to paradoxes, variety, and dynamism. Human Resource Management, 57(5), pp.1111-
1126.
Mark & Spencer, 2020. About Us. [online] Mark & Spencer. Available at:
<https://corporate.marksandspencer.com/aboutus> [Accessed 16 April 2020].
Sabanoglu, T., 2019. M&S: Revenue 2019 | Statista. [online] Statista. Available at:
<https://www.statista.com/statistics/413349/group-revenue-marks-and-spencer-mands/>
[Accessed 16 April 2020].
Statista, 2019. Marks & Spencer: Number Of Employees 2019 | Statista. [online] Statista.
Available at: <https://www.statista.com/statistics/872828/marks-and-spencer-number-of-
employees-worldwide-uk/> [Accessed 16 April 2020].