Human Resource Management at Marks and Spencer: An Individual Report

This individual report analyzes the Human Resource Management (HRM) strategies of Marks and Spencer (M&S), a multinational brand operating globally. It examines how M&S creates value through its HRM practices, considering the impact of regional and national cultures on its strategies. The report explores different employment models utilized by M&S, including traditional and supported employment, and assesses the application of Storey's points of difference to distinguish between HRM and personnel management, particularly in the Asian market. It also highlights the importance of local culture in selection and discharge procedures, as well as during global expansion. The report further discusses the differences in employment law in international HRM and provides suggestions and recommendations for improving organizational performance. Overall, the report provides a comprehensive overview of HRM practices at M&S and their implications.

HUMAN RESOURCE
MANAGEMENT- INDIVIDUAL
REPORT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Examining the values which was created by the firm by using different HR strategies........3
Analysing the impact of regional and national culture within the HRM practices................4
State appropriate employment model and utilized by the firm to create value......................5
Apply Storey's points of difference as a parameter between HRM and personnel management
and state HRM or personnel management practices or both that are being used by the firm in
Asian market. .........................................................................................................................6
Importance of local culture in selection and discharge procedure and HRM practices during
global expansion of the firm...................................................................................................7
The various difference of employment law in international HRM local business system.....8
Some suggestions and recommendations...............................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management refers to the approach of effective management of of the
individuals which is within the company for achieving the competitive advantages. This one is
used to developed the term which is used to consider the strategic objectives which is there for
increasing the performance. This is the of the professional way which focuses on the suitable
policies and different procedures of the company. There are trying to make the healthy
relationship within the employees which is there requirement of the training which should be
specialised. The effective relation of the employees used to deal with the different concerns
which is considering the effective factors and the policies. The work of HRM is to manage the
different and individual benefits of the employees which tends to help in proper development in
compensation structure, leave programs, discounts and other benefits which is related with their
employees. So, the work of the HRM is to work in the area of the labours and the employees
which it can representative of the employees of related company or organisation (Sheehan and et.
al., 2016).
Here, there is chosen company is the Marks and Spencer which is a multinational brand
and is having its headquarter in London, UK which deals in clothing , food products and home
with their own level. Along with this, this brand also operated in the Asian African countries
which are there for many years and are well maintaining their brand. IN this report there is the
discussion about the HR strategies which is having the impart of the regional and national culture
along with effective organisational model. Here there is also discussion about the Storey's 27
points where the difference is HRM and the personal management of the company. There is also
the significance of the local culture along with HRM practices. There is also discussion about the
recommendation to their employees for making sure about the organisational performance and its
proper operations.
MAIN BODY
Examining the values which was created by the firm by using different HR strategies
HRM is one of the essential function in any business environment where there is the
performance which is according to the need along with achieving the objectives of the
organisations which is by linking the employees performance. There are many business function
which is there performed in the company which are there to help in performing and full filling

the business objectives. Here the HR of the Marks and Spencer, there is need to motivate their
employee for their better contribution in the performance which is there fro maintaining culture
of company along with high morale which is there in the business to fulfil the objectives
(Shivhare 2019). Values are related with achieving the objectives of the business along with
maintaining functions which is there according to needs of the business. There are many ways
thorough which business objective and the managing function can be achieved.
People and performance- There is need to perform the business functions which are there
to help in achieving the business objectives along with managing function which is according to
their need. There is need to manage different functions and the values which are there in the
organisation for managing tasks and values. This can help the HR manager for performing along
with using such operation when it is necessary as per need. There can also be analyse that
manager can use different strategies and tools which can help them in managing different
operation's for making the business in market for longer period of time. In context to M&S there
is the identification about various functions which can be used for the better results. This can
help in creating the effectivenesses in the team which can leads to the achieving results and also
can help in managing different business function according to resource which can be used by the
company (Vlados 2017).
Protection from Lawsuits- this one is the best for adding the value for the business which
is there legal protection when there is any wrong termination. There is need to manage the fair an
legal action which is there in the form of policies and in the regulations. This can help in
maintaining the trust of the employees.
Analysing the impact of regional and national culture within the HRM practices
Culture is the one which can help in guide and influencing the behaviours of the
individuals in society. There are different mindset, beliefs, values and individual pretending of
different culture which is directly or indirectly incorporated in same in personality. This can help
in creating the behaviours and able to influence their opinions along with their thought related
with different issues which is there in the society. There is the effect of various culture and
religion on the HR policies and their procedures. These are also able to influence the decision
making process of the employees who are working there in the company which is there each and
every employee having different perspective which can help in decision making. There are
different functions which are there in the M&S which can influence there where they are opening

it. There is need to incorporate the culture of different religion which is there need to carry out of
the business operation sand different processes for the interact better with the individual in such
area where there is need to carry out their business operation and the functions which can help in
to gain the faith and trust. In this outbreak of COVID, there are many problem which is faced by
the HR managers to run their businesses (Usrof 2016). In context to this there were the rule
developed which was known as the working from home which creates the productivity in the line
and also helps in managing the market share where there was less demand due to covid situation
and the HR managers of M&S were trying their best to increase the productivity as before in
which there were many challenges which were faced by the company. M&S are trying to analyse
the culture of the places where they are serving the humanity for their business. This is the one
which can help in understanding the current situation and using with this information company is
able ot take right decision which can help in increasing the productivity of the company as well
as the profit along with the brand image or value. This can help the company to manage the
market demand and to maintain the business profit which can help in to manage the business as
per the situations.
State appropriate employment model and utilized by the firm to create value
Several approaches are used by organisation to attract and retain efficient employees to
supervise smooth functioning of various operation of the organisation. Such employment model
allow the organisation to hire employees according to the current needs of that particular sector.
Marks and Spencer recruits employees through various employment models and uses structural
levers to construct these employees into valuable assets of the organisation. Traditional
employment is one of the recruitment approaches used by the organisation (Loganathan 2017).
This approach includes labour model in which organisation hires candidates with
appropriate credentials that matches the job profile, to perform tasks in during their working
shifts for some monetary amount. This model requires workers to complete their responsibilities
effectively in order to receive promotion or other rewards. This approach provides employment
certainty to workers and demand complete loyalty from workers. M&S uses organisational levers
such as application of correct progress measurement parameters which are norm in particular
field to depict development of each employees and provide them required knowledge to enhance
their abilities and take additional responsibilities.

This process helps the organisation build capable workforce which is able to utilize their
skills according to the various situations and are able to modify their abilities with change in
business environment (Cooke and et. al., 2016). Marks and Spencer recruits employees through
supported employment model which involves recruitment of candidates and giving them support
structures such as appropriate training to enhance their productivity and gives them equal
learning opportunities during their recruitment in the company. The support structure include
coaching, training sessions customised to fit the skills and removes any incompetencies. This
type of employment model requires huge financial time investment from the firm. This HR
department of the respective organisation applies various motivational theories and appropriate
leadership style is implemented during such training sessions to get favourable results. This
procedure focuses on eliminating weak points of employees so that they can advance in their
career while working for the organisation. This procedure brings loyal employees to the firm as
they are given learning and growth opportunities in the organisation and produces value by
increasing productivity and enhancing work culture (Wilhelm and et. al., 2016).
Apply Storey's points of difference as a parameter between HRM and personnel management
and state HRM or personnel management practices or both that are being used by the firm
in Asian market.
Markets in China and Britain have Human resources with different characteristics,
capabilities and job preferences. Chinese employees are inclined towards working in the same
organisation for long durations while British employees change their companies faster to gain
experience. The workers in UK usually follow the guidelines related to working hours and
require compensation for extra time while in China working beyond specified shifts without
getting extra payment is common. M&S uses various HRM and personnel practices to maintain
healthy work environment and encourage employees to develop new skills for the benefit of the
company (Sareen, 2018).
Parameters Human resource management Personnel management
Communication The HRM division of M&S in China
emphasises on increasing direct
communication between employees as
this is the norm of the country. Various
The personal management
division of M&S implements
policies which focus on
individual development of

policies such as team oriented tasks are
implemented in the workplace which
encourage employees to form strong
relationships with each other and
enhances effective communication in
the organisation.
employees under guidelines of the
organisation. The communication
process is indirect and aims to
implement regulations of
organisation ensuring presence of
Chinese culture (Malik 2018).
Occupation design HRM of the respective company
motivates employees to complete their
tasks with cooperative effort from every
team member and practices egalitarian
decision making process for their team
(Haak-Saheem 2017).
This department of Marks and
Spencer at China seeks to develop
individualistic skills in every
employee and aims to manage
them in a way which maximises
individual productivity.
Conflict
management
This HRM practices used by the
department aims to remove the main
reason for conflicts by understanding
perspective of each employee and to
identify origin of conflict.
The main objective of personnel
management division Chinese
outlet of M&S during conflict
management is to resolve the
conflict without finding and
eliminating origin of the issue.
Importance of local culture in selection and discharge procedure and HRM practices during
global expansion of the firm.
Local culture play a huge role in formation of HRM practices and recruitment process
during a firms global expansion. Marks and Spencer gathers useful information about local
culture of the selected area to formulate effective strategies which help the company reach
organisational goals.
The organisation needs to identify the development measurement parameters and
potential of the candidates available in the country to selection criteria and progress parameters
which help the company attract and retain talented individuals for the organisation. The HRM
practices which involve monitoring employee progress and giving appropriate training should be
modified to fit the cultural image of mentor and employee in order to get favourable results.

The HR practices such as CSR programmes or discharge of an employee should be
constructed according cultural norms of the location and should follow regulations and
legislations made by the governing authority of the area. This practice protects the organisation
from any legal trouble while securing presence of competent workforce for continuous
development of the organisation.In order to maintain healthy and positive workplace
environment HR department at M&S should consider cultural and traditional practices of the
citizens from the respective country (Rickley 2018).
The various difference of employment law in international HRM local business system
It is very major task to remember that help in globalisation that influence with change in
law of HRM international where the rules and regulation are also changed. This help to
organisation in effective globalisation which tend to promote the better function in various
department. It is well understand that the nature of environment is in motion that indicate
changes is occur at time to time. Organisation is prepared to take this what will be happens in
next if law is changed. There are many factor which affect the business of Marks and Spencer
which is law related terms and mentioned below:
Labour and employment law: Marks and Spencer is a hug firm with large customer base
and regulate this they need maximum number of workforce in their company. The law is major
in regulation and important to drive by organisation. So, as per the context with law. They must
focus on their working hours, holiday related vacation and many more for employee.
Intellectual property: Its is well identified that any organisation rather than Marks and
Spencer also make patent or registered their good and service to making their ow identity by
these product which is offered only form marks and Spencer. As per this, property is called
intellectual property. Whereas, intellectual property provide right to organisation which help to
create no issue regards with any other organisation. It help to develop number of right such as
copyrights, trade marks, etc. this help organisation to save from other in sense of copying
product and service. So, intellectual property right is essential for selected organisation.
Intellectual trade: It help to analyse organisation which make a brief information about
international trade compliances. The organisation must follow these compliance to make smooth
functioning of firm structure and their operations. Marks and Spencer is a huge multinational
organisation which obey internation trade compliance. There trading power is eligible in many of
countries so it is essential to know international compliance. It is major task to run their

organisation with success tag and this help to retaliate from conflict and other issues (Dung
2020).
Some suggestions and recommendations
Enhancing the human resource practices of the business organisation can play a vital role
which is by the employees in performance management. There are many suggestion or
recommendations are there which can help in shaping of the HRM practices of M&S which is for
encouraging the good performance of the employees. Some of the suggestions or
recommendation are going to discussed further (Meyer and et. al., 2016).
Training and development- There is need to govern the high level of training which can
help the personal development along with the professional growth of the employee and the
company too. There is need to use this opportunity by the employees which can help them in
getting high level of training which can help in to learn more and leads to the high productivity
and the profitability of the company along with them. This can help in reducing the high chances
of error which are there going on in the company which will get reduced and good practices will
be there which will be in the favour of the company. This can also help in to learn the daily basis
work and different tasks along with boost in their confidence.
Regular feedback- M&S need to provide regular feedback and review about their work
performance which is there one of the most important thing where it should done by the HR
managers which are having all the data of their employees who are there in the organisation (Al-
Kurdi and et. al., 2018). HR team should use the 360 degree module which are having the ability
to get the feedback by each and everyone who are there in the touch of their employee such as
co-workers, family, friend and many more. This is the one through which the company is also
able to get opportunity to full fil the gap which is there in the organisation in some of the specific
area. So, this can help in identifying the problem and also can help in to make their employee
work in such specific area where they are having lack in their performance. This can help their
employee to work on such area to improve and make them able to work accordingly in such
gaps.
Employee satisfaction- M&S needs to satisfy the need and want of each and every
employee for getting their high level of engagement which can help in increase the higher
productivity which leads to increase the profit of the company. Highly satisfied employee can

help in to give their best performance. So it is advised to the company to satisfy their employee
for the better job performance (Sweis and et. al., 2016).
CONCLUSION
From the above discussion, the management of the company which is the HRM who are
there to understand the conclusion and facts which is of the HRM practices. Such practices can
help in understanding various tasks which is about the culture and the religion which is one of
the easy way for implementing the plan along with execution of different practices. This report
has the discussion about the international and national which are there impact of local culture
which says about the functions which are having the influence on laws and legislation which is in
the international market. There is also some of the recommendation is provide to the company
which can be used by the HR managers of the company which can help in providing the one of
the best facilities for their employees for their well being in international as well as in the
national market.

REFERENCES
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