Strategic HRM Analysis: A Report on Marks and Spencer (Unit 24)

This report delves into the Human Resource Management (HRM) practices of Marks and Spencer. It begins by applying Guest's Model of HRM, analyzing its strategies, practices, outcomes, and implications. The report then contrasts Storey’s definitions of HRM with personnel and IR practices, highlighting differences and implications for line managers and employees. It explores the application of flexibility models within the organization, examining various types and their advantages. The report also addresses discrimination, equal opportunities legislation, and the difference between managing equal opportunities and diversity. Furthermore, it identifies and compares performance management methods, explores employee welfare approaches, and assesses the impact of health and safety legislation. Finally, it evaluates the impact of a topical issue on human resource planning, providing a comprehensive overview of HRM at Marks and Spencer.

Managing Human Resources
Unit 24

Table of Contents
TASK 1..........................................................................................................................................................4
1.1Explain Guest’s Model of HRM as applied to the organization...........................................................4
1.2 Difference between Storey’s definitions of HRM, personnel and IR practices...................................6
1.3Implication for line manager and employees of developing the strategic approach in the HRM ......8
TASK 2..........................................................................................................................................................8
2.1 Explain how flexibility model of applied in your organization............................................................8
2.2 Types of flexibility model developed by Marks and Spencer.............................................................9
2.3 Advantages of flexible working practices from both the employees and employers perspective.. .10
2.4 Impact of changes in the labour market have had on flexible working practices...........................11
TASK 3........................................................................................................................................................13
3.1 Explanation of the forms of discrimination occur at the work place ...............................................13
3.2 Implications of equal opportunities' legislation in the organization...............................................14
3.3 Difference between the approaches to managing equal opportunities and managing diversity.....15
TASK 4........................................................................................................................................................16
4.1 Identify and comparison the performance management methods.................................................16
4.2 Thomas Cook approaches used to managing employee welfare...................................................16
4.3 Implications of health and safety legislations on human resource practices...................................17
4.4 Evaluation of the impact of another topical issue on human resource planning. ...........................18
CONCLUSION.............................................................................................................................................19
REFERENCES..............................................................................................................................................20
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INTRODUCTION
Human Resources management is the practice that is being adopted in an organisation for
managing the human resources and inventory in structure and effective way. For better
understanding regarding the human resource management, Marks and Spencer is taken for
reference. Discussion related with the human resource management of Marks and Spencer will
be done. Mark and Spencer is a British multinational retailer company in the world and listed in
London stock exchange. Company was established in 1884 by Sir Michael Marks and Thomas
Spencer. Marks and Spencer is the company involves in selling clothes, luxury and food
productions. Mission of Marks and Spencer are delivered the new quality and innovative product
in the areas of cloths, food, home and financial services. Company believes in delivering better
quality products according the preference of the consumer, at affordable price. According to the
company human resource department of the company promote the working environment free
from all type of description and harassment, it ensures that each and every employee should get
equal treatment in all the aspects of employment, it ensures that training programs should be
delivered on time, provision of incentive is also there in the company, it renders the quality
services to the target customers. Report will include the in depth information of human resource
management and their functions.
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TASK 1
1.1 Explain Guest’s Model of HRM as applied to the organization.
Competition is increasing and in this increasing competitive environment organizations can exist
with the product that they focus on the investment as well as human resources and workers that it
is the assets of business. Although business strategies as a means of the competition are a
common conversation for a business, taking a strategic approach could be beneficial for the
people working within the company (Maclachlan, 2011). So as to apply the strategic approach
Marks and Spencer is focusing on the human resource management and so trying to apply
Guest’s Model of HRM at workplace. Hence, understanding the Guest’s Model will help Marks
and Spencer in making appropriate decision:
Guest’s Model
One of the biggest contributors in HRM is Devid Guest. Certain set of perspective and
approaches are delivered BY David Guest and John Storey in concentration with human resource
management. Some of the aspects that are provided by David Guests are as follows:
HRM Strategy: Human resource strategies are the most important aspects that help in managing
the employees (Ciobanica, et. al., 2016). According to Guest it is necessary that an organization
should develop the strategy. Somewhere it could be related with the companies policies as the
human resource policies of Marks and Spencer is to develop the strategies in relation with the
human resource, like planning the human resource, developing a proper process of recruitment
and selection of people, making decisions in relation with motivating the employees, evaluating
the ways to motivate the employees and ways with the help of which discrimination could be
reduced and equality could be practiced in the company.
HRM Practices: Marks and Spencer have effective set of HRM practices which helps in
managing its human resource. Some of the practices are providing training to the workforce so as
to develop them, managing the performance of the employees and appraising them accordingly,
building relationship with the employees (Vasconcelos, 2015).
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HR Outcomes: Human resource management of Marks and Spencer focus on the outcomes and
try to bring positive outcomes. It has a flexible working environment so as to ensure that it could
meet out the objectives and goals that will help in the progress of the business.
(Bach, et. al., 2013)
Behavioural Outcomes: HRM of Marks and Spencer uses 360 degree strategy to collection of
information related to human behaviour of particular situation. According to human resource
management of Marks and Spencer it is essentials that behaviour of the employees should get
analysed and appraisal should be provided according to their behaviour (Vasconcelos, 2015).
Performance Outcomes: Performance is another aspect that is necessary to be evaluated by the
HRM of Marks and Spencer. Human resource management of marks and Spencer track the
performance of employees by gathering the performance report on monthly basis and provides
rewards accordingly.
Financial Outcomes: Marks and Spencer evaluate the necessity of finances with the help of the
mails sent by its employees to the human resource management. Employee’s sends mail
regarding the requirements of the finances and approval is made according to the credit capacity
of the employees (Maclachlan, 2011).
1.2 Difference between Storey’s definitions of HRM, personnel and IR practices.
To evaluate the effectiveness of the present human resource management Marks and Spencer
done the comparison between the Storey’s definition of HRM and personal and IR Practices:
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Storey’s HRM at Marks and Spencer Personnel Management / IR Practices at
JCB
Acc. to Storey’s HRM of Marks and Spencer is a
distinctive approach which is being used by the
organization so that it could achieve the
competitive advantage with the application of
strategic deployment of the employees which are
committed and are able to perform the tasks which
are allotted to them.
Personal management of JCB is a kind of
administrative function which exists in the
organization. This helps in building positive
relationship between the management and the
employees. Personal management of JCB
ensures that the people having effective set of
skills should get hired so that they can work
achieving the organisation goal effectively in
the business.
Marks and Spencer’s HRM makes decision which
are faster and effective (Maclachlan, 2011)
Personal management of JCB have a slow
process of making decisions
HRM of Marks and Spencer believe that its
employees should remain motivated
PM of JCB focus on developing the skills of
the employees (Samavati, et. al., 2016)
It has a transformational management It has a transactional management
Employees are free to communicate directly with
the upper level management which makes the
communication process of Marks and Spencer more
clear and effective.
JCB do not have such type of communication
system. It is restricted and has specific way of
managing the information due to which
massages are delivered in a very vague manner
and unclear manner.
HRM of Marks and Spencer takes the strategic
planning into consideration (Ciobanica, et. al.,
2016)
PM of JCB do not rely on strategic planning
Storey’s HRM at Marks and Spencer Personnel Management / IR Practices at
JCB
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HRM is the process of enhancing the
knowledge and influencing the employees so
that the individually and group of person
working together to achieving the goal of
business.
It is the administrative function that include the
delegation, authoritative and relation between
the employees and employer in the business.
HRM is the process for seeking the
development of the employees through the
training programme. It focuses on the
motivation, employees engagement,
performance management.
Personal management focuses on the
conducting the activity recruitment, selection
with less or no intention to develop the skill of
employees in any manner
HRM of Marks and Spencer maintain
relationship directly to the customers and
manage the preference of the customers.
It manages the employee and employer relation
in the business.
Marks and Spencer HRM use the strategy
related to the culture, structure etc. Personnel Management / IR Practices used the
personnel and labours procedures to develop
the business.
Marks and Spencer HRM have description of
job is teamwork. Personnel Management / IR Practices follow
the division of labour and divide in workforce
related the department.
1.3 Implication for line manager and employees of developing the strategic
approach in the HRM
Interpretation of Marks and Spencer is approach is based on the development of human “Soft”,
and “Hard” situational contingent approach. Line manager of Marks and Spencer decides
whether to apply the “Soft” approach to manage the employees of to apply the “Hard” approach.
Line Manager applying the soft approach that the employees are motivated and committed to
work for achieving the target of the organisation. Line manager applying the “Soft” approach to
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manage the human resource ensures that the environment of the organization could remain
flexible, innovative and should have the committed employees. He ensures that proper training
should be provided to the workforce and they should remain participative to manage every type
of work (Vasconcelos, 2015).
On the other hand applying the “Hard” approach line manager of Marks and Spencer will be able
to develop the strategic approach. In this HRM will be closely linked with the business strategy.
Line manager adopting such type of approach views the employees as the resources which are to
be used dispassionately and in the form the rational manner of the humanity. Hard Contingency
approach is mostly used to minimize the cost on the human resource and is seen as the cost
minimization strategy.
Analysing both the aspects it can be evaluated that line manager of Marks and Spencer should
apply “Soft” approach to retaining the employees in the organisation and also motivated them in
the firm. (Mishra, et. al., 2015).
TASK 2
2.1 Explain how flexibility model of applied in your organization.
One of the challenges that are being faced by the management of Marks and Spencer is
introduction of the change and to describing the strategies that will give the better result to the
every situation. In such type of situation HRM of Marks and Spencer model are used the
manager to making the strategy related to external condition and internal environment that they
clarify the competition. Hence, applying flexibility at the workplace will help it to manage the
challenge and to internal decorum of the organization.
HRM of Marks and Spencer ensure that the responsiveness should be there. Organization should
respond positively to every challenge as well as change. Responsiveness ensures that the work
process and change could be managed in a proper manner.
Differentiation will also help the organization to remain flexible. HRM of Marks and Spencer
ensure that it could avail the different services and concepts to the employees so that they could
remain prepared to accept the change and manage it (Ciobanica, et. al., 2016).
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HRM of Marks and Spencer try that the efficiency of its workforce could become efficient
because enhanced efficiency ensures that they could accept the change and manage it effectively.
Analysis of the impact of the change is done on timely basis in Marks and Spencer so that HRM
could manage to develop the strategies accordingly. Such type of activity helps in remaining
flexible and moves on the path of success and sustainability.
Hence, it is necessary that Marks and Spencer should apply the strategy of remaining flexible as
it will help the organization to accept the change and overcome from the challenges which could
affect the process of the organization in near future (Samavati, et. al., 2016).
Meaning of Flexibility model – It is the model that describe the ability of a business to move
employees other responsibility and duty within the company. It reflects the ability to adopt the
changing condition and issues related to the outsourcing, training, etc. This model provide the
justification for recent development in the changing and adaptive pattern. It provides the help to
manager to determining the high skill and high group of employees recruit the specific person
from the target market. It also helps the employees to motivate the adapting the change. This
help to reducing the labour turnover and retaining the skilled employees in the business.
2.2 Types of flexibility model developed by Marks and Spencer.
As Marks and Spencer is planning to manage the challenges and to ensure that organization
could attain success in near future it is necessary that it should adopt various types of flexibility.
Hence the types of flexibility that could be adopted by the company are:
Functional Flexibility: Adopting functional flexibility will help Marks and Spencer to redeploy
the employees in any kind of portfolio or process to manage the work at peak time. Marks and
Spencer should adopt the strategy and provide cross training to the employees so that they could
remain prepared to adopt any kind of change and manage the work accordingly (Ciobanica, et.
al., 2016).
Numerical Flexibility: This is the strategy that helps the organization in allocation of the work
to the employees according to the requirements of the workplace. Requirement of the workforce
at the workplace could be evaluated by the company which will help in making the decision of
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placing right person at right job at right time. It helps in evaluating the number of employees
required at the workplace so as to manage the work and making the decisions accordingly.
Financial Flexibility: Flexibility is reinforced by certain type of payment systems. These
payments that are applied at the workplace are known as financial flexibility. This type of
flexibility will help Marks and Spencer to keep the track on the financial systems and overcome
from the challenge that could affect the business (Mishra, et. al., 2015).
2.3 Advantages of flexible working practices from both the employees and
employers perspective.
Flexible methods are not only developed to help the employers but it also helps employers.
Marks and Spencer takes feedback from the employees who help the organization to gather the
information of whether they are comfortable with the flexible working practices or not and
whether these practices are helping the employees in managing the challenges or not. There are
certain flexible working practices that are developed Marks and Spencer so as to help the
employees and support them to work effectively at the workplace:
Employment at PartTime: This is the employment in which agreement is made between the
employer and employee in which employee works for the half hours and help the company to
manage the work accordingly. Such type of agreement helps the employees to earn money and
manage others works (Vasconcelos, 2015).
Temporary Staff: Temporary staff members are hired on contract basis and signs the agreement
that they would work till the requirements of the company will meet after which company could
terminate the agreement with them. This helps the organization to reduce the expenses and
manage the work.
Teleworking and Home working: Teleworking is the flexible working practice that will help
the organization to manage its customers and providing them quality service. Home working or
work from home helps in reducing the expenses that would indulge in fulfilling the requirements
of employees at workplace (Jones, 2009).
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Zero Hour Contract: This is the contract in which no set working time is being provided by the
employer to the employee. In this employees have the freedom to work at the time they want
which allows them to manage the work according to their requirements.
Adapting such type of flexible working practices will help Marks and Spencer to reduce the
expenses that could indulge in managing the employees and work. In the same manner such
types of flexible practices helps the employees to manage the work and funds (Bach, et. al.,
2013).
2.4 Impact of changes in the labour market have had on flexible working practices.
Change one of the most challenging aspects that are attached with Marks and Spencer. One of
the most concerning factors is the impact of change on the labour market. Labour is one of the
most important parts of Marks and Spencer without which it will not be able to manage the work
and attain success in the competitive market. Adapting the flexible working practices at the
workplace helps Marks and Spencer to avail various set of opportunities to the labour which
helps them to refine their skills and develop the quality to manage the work.
It is necessary that Marks and Spencer should develop the strategies and should provide
appropriate training and development programmes so that the employees can improve their skill
and knowledge. It is necessary that Marks and Spencer should adopt the flexible working
practices so that its labour could work according to the requirement and manage their earnings
accordingly (Maclachlan, 2011).
 This model help to reducing the unemployment that create the position in the market
place of the company.
 Lower wages growth labour market can help the firm to keep low wages rate through the
production that also reduce the cost and company generate the more profit.
 They do not give the contract to the guarantees and weekly hour and leading that made
and that relate to the workers.
 This model help to motivated when they are trained and skill and quality to manage the
quality of the work.
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TASK 3
3.1 Explanation of the forms of discrimination occur at the work place
Discrimination at the workplace is a legal offence. It is necessary that marks and Spencer should
work to reduce discrimination and ensure that ethical practices should be applied at the
workplace. It is essential that all the employees working in Marks and Spencer should be treated
equally not on the basis of the caste, religion, gender, disability or culture. There are various
discriminations that should be known by Marks and Spencer so that it could eliminate the
discrimination from the workplace.
Direct Discrimination: This is the discrimination in which employees are selected on the basis
of the castes, cultures, religion, gender or age and the geographical basis.. It is necessary that
Marks and Spencer should avoid direct discrimination as it could affect the image of the
company (Samavati, et. al., 2016).
Indirect Discrimination: This is the discrimination in which individuals are not being
discriminated rather there are certain groups that are discriminated. In this case employees are
treated equally but some exception. If the condition of the job requirement of the female
candidate as this work on female. In this case Marks and Spencer could do discrimination which
should be in legal boundaries.
Some statistics that developed and regulated by the ministry of Justice according to it there are
certain data and figures related with the Employment Tribunal Claims which were raised in
Scotland, England and Whales (Fan, et. al., 2016). According to the ministry there is a list of
awards that are related with the unfair dismissal and discrimination claims.
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