HRM Report: Analysis of HRM Strategies for Marks and Spencer

This report provides a comprehensive analysis of human resources management (HRM) strategies within Marks and Spencer, a fashion clothing company. It examines how HRM creates value through various strategies, including talent acquisition, retention, and protection from lawsuits. The report explores the impact of regional and national cultures on HRM practices, emphasizing the need for alignment with local values and concerns. It also delves into the use of appropriate organizational models of employment, particularly in the context of cultural differences between the UK and China. Furthermore, it utilizes Storey's 27 points of difference to distinguish between HRM and personnel management. The report discusses the importance of transnational HRM, focusing on employment laws and practices. Finally, it offers suggestions based on the discussion and debate of HRM in the context of Marks and Spencer.

Human resources
management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
Examine how value was created by the firm by using HR strategies..........................................3
Analyse the impact of regional and national culture...................................................................5
Use appropriate organisation’s model of employment................................................................5
Using Storey’s 27 points of difference between HRM and Personnel Management..................7
HRM practice needs to be undertaken in general and the practices need to carry out HRM in
transnational/international-subsidiary..........................................................................................8
Examine the differences in terms of employment laws...............................................................9
Based on the discussion and debate what suggestions..............................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
Books and journals....................................................................................................................12

INTRODUCTION
Human resources management can be defined as a function within an organisation which
is related to human resources within the organisation. It include different functions such as
recruitment placement orientation transfer promotion and various other which are related to
functions of human resources and essential to considered by the management in order to achieve
the strategic objectives. It is identified that HR professional need to manage the human resources
in effective way where organisation can perform its function as well as improve the policies and
procedure according to the hiring process. It also involve number of features which are related to
retaining the employees by providing the number of benefits (Bringezu and Bleischwitz, 2017).
With this it also includes number of employees which are performing their functions as well
as achieving the goals and objectives by considering the behaviour of different individuals.
Inform manager to establish appropriate relations between different individuals so that it can
improve the organisational policies and achieve the goals and objectives in an effective manner.
It include different functions which are managed by the employees in order to meet the
objectives of the organisation functions and achieve better results. In context to the present report
there is discussion about the marks and Spencer fashion clothing company with the UK with
providing number of products and services within the clothing industry. Organisation is
operating within retail industry where it provides number of fashion outfits to different
customers.
This report consist discussion about different aspects of human resources management
within the organisation which also include the trends and values which are related to HR
professionals and strategies. Discussion about Asian countries as well as their impact within the
presence of HRM functions. The various other discussions on HRM will also be used to mention
din under this report (Bröckermann, 2016).
TASK
Examine how value was created by the firm by using HR strategies.
HRM is essential function in business environment. This is related to performing
business function according to needs and achieving business objectives by linking performance
of employees. This is related to adding values to work where hare are number of functions which

can be perfumed by business objectives. adding values, HR manager of Marks and Spencer need
to motivate employees towards their overall performance in terms of maintaining the culture of
company towards the high morale. Values are related to achieving business objectives and
managing function according to needs of firm (Collings, Wood and Szamosi, 2018). There are
different ways which can be use to achieve business objectives and managing functions:
People and performance: This is important for HR manager in organization to perform
function which will helps in achieving bushiness objectives and managing function according to
needs. This is related to managing various values and performing tasks in accordance with
business functions. This help HR manager in performing business operations and using these
operations according to needs. Therefore, it is also analyses that manager in firm is using tools
where they can manage functions and using these function according to needs. In context of
M&S, it is identified that there er different functions which can be used to achieve better results.
This make it effective for team to achieve results and manage function according to resource
used by firm.
Talent acquisition and retention: Acquisition and retention strategies important which is
performed under the function of HRM department. In context to this organisation used to
improve its function and create values by using appropriate talent acquisition and retention
strategies. This help the HR in managing the function as well as developing an appropriate
system in order to attract recruit train motivate and retain the employees within an organisation.
In context of marks and Spencer it is identified that management within the organisation use
effective tools and techniques to increase the service efficiency as well as add value to business
(Glendon, Clarke and McKenna, 2016).
Protection from Lawsuits: To create the value within the organisation HRM function
also plays an important role in protection from lawsuits to the organisation. Effective strategy
which is used by HRM department within the organisation in order to maintain the working
conditions as well as improve the organisational efficiency and value. In context of marks and
Spencer HR professional with an organisation use appropriate system which provide the speed to
work with employees as well as perform the functions according to the laws and rules formulated
by different governments. This help in improving the organisational functions and achieving
goals.

Analyse the impact of regional and national culture
Culture guides and influences the behaviours of the individuals in the society. Culture has
the ability to shape the personality of the individuals. Different cultures have different mind sets,
values, beliefs and the individuals pertaining within these cultures directly or indirectly
incorporate the same in their personality. It creates an impact on the personality of individuals
and also influence their opinions and thought about various issues prevailing in the society. The
regional and national culture creates an impact on various human resource policies and
procedures (Howells, Sauer and Shanklin, 2016). The culture even influence the decision making
process of the employees working under the organisation as different employees have different
perspective and these perspectives guide their decision making skills. Numerous functions of
Human resource management of Marks and Spencer are influenced by the culture of the area
they are operating in. It is somewhat essential for an organisation incorporate the culture of the
region at which they are carrying out their business operations and processes in order to interact
better within the individuals of that area and to gain their faith and trust. The national issues and
concerns directly effect the practices led by the Human resource management of Marks and
Spencer. For example, the outbreak of COVID-19 in the world has made a major impact on the
operations of Human Resource department of Marks and Spencer. The company has provided
remote work to there employees in order to protect them from the spread of the virus and
promote their health and well-being. Marks and Spencer is trying its best to analyse the culture
of the regions its operating in and is also working to align its Human resource practices with the
same in order to enhance the productivity of the operations and management systems. The
company is leaving no stone unturned in order to align with the culture and capitalise on the
same in order to acquire a good market share in its respective industry. In this way, the company
will also be able to maintain its current position in the market and capture large set of
consumers. So it can be concluded that Marks and Spencer's human resource practices are guided
and influenced by the regional and national culture of the same and the same has also provided a
competitive advantage to the business organisation.
Use appropriate organisation’s model of employment
Culture act as a most important factor within the organisation which is related to the
organisational function and achieving the objectives. Number of factors which are related to
knowledge believes habit of individual and different others. In context of marks and Spencer, it

is identified that there are various factors which are related to management of culture within an
organisation and improving the role and growth success of firm. Identify the these factors are
essential in order to meet the requirements of organisation and performing the function in
appropriate way. Context of China and UK both of the Nations are adopting appropriate HRM
functions and enabling environment which help in improving the organisational functions. HRM
department within the organisation tends to develop various functions which help in improving
the culture of local area as well as providing benefit to the organisational functions (Levin and
Anderson, 2016).
In context to this HR manager within marks and Spencer used to develop different
practices which help the organisational employees in performing the function as well as working
within the safe and secure environment. In context to the both of Nations it is identified that the
culture within China is secured and effective. This can be seen from the functions where HR
manager within marks and Spencer can easily improve its functions as well as provide fair
practices with low level of discrimination and harassment.it is also identified that the
environment within UK is effective in order to develop the practices where there are different
benefits which can be availed by the organisation. These benefits are related to providing flexible
working hours improve organisational functions as well as managing the roles and
responsibilities by enabling healthy working environment. Therefore, identified that international
HRM is paying attention to the organisational functions which help in improving organisational
functioning as well as achieving better results. This also help in improving organisational system
and showing appropriate functions by both neck local and national culture (Manzo and Devine-
Wright, 2020).
Along with the cities identify the culture of China is not believed by different other cultures
within the global world. This impact on the organisational performance because China is using
improper cultural system which emphasis on capturing and reducing the power of other Nations.
It is identified that in order to improve the development function within an organisation and
enabling appropriate HRM functions. Organisation need to support its employees by using
appropriate functions as well as enabling better system so that flow fund can be managed in a
positive manner.

Using Storey’s 27 points of difference between HRM and Personnel Management
There are difference amongst the international market, between UK and Chinese market.
Employees in UK are more focus on reliability and rules and work according to that for which,
they require flexible working hours, effective policies and relevant working environment which
they expect from the organisation in which they keen to work. On the other hands, into Chinese
market employees need not require less time or not leniency but they seek to get fair pay and no
discrimination would be encouraged. HRM practices promotes welfare and provide attention on
employees requirement and personal management work as a motivator for them to work hard
which will be beneficial for both organisation and employees.
Benchmarks Human resource
management
Personnel management
Communication HR department has immensely
perform the flow of effective
communication in every
department and every team
members. Mangers of Marks
and Spencer focus on assign
group task and activities so
that communication will flow
and work would done
effectively (Memon, Salleh
and Baharom, 2016).
Under this department,
employees performance and
activities are in hands of one
manager to encourage time
management but the
communication will not flow
as the team focus on retaining
secrets. They involved in more
of individualism rather than
socialism.
Job design Marks and Spencer influenced
on more of performance
appraisal of employees and
effective team engagement
according to employees
abilities. This swill enhance
both production and profit.
Under this department, the job
is dividing as per division of
work in which individuals are
dividing according to their job
specification like labour force
and executives. This promotes
quality management and easily

check on performance,
through which less effective
area could easily be identified.
Conflict handling Manager of Marks and
Spencer effectively give
solutions and support in the
disputes to encourage value
and relations amongst the
teams and high authority.
Mangers focus on building
inter personal relations which
automatically tends to less
conflicts and more of
coordination. They encourage
bias free culture of the
organisation.
Under this department,
manager focus on solving
problems at temporary basis
and not take pride in solving
problems up to its roots.
Which creates unacceptable
environment and being barrier
in management activities. This
make the culture and
organisation under coordinated
and lack of efficient working.
HRM practice needs to be undertaken in general and the practices need to carry out HRM in
transnational/international-subsidiary.
In order to carry out smooth and peaceful operations of Marks and Spenser, it extremely
necessary for business organisations to have adequate information about the local culture and the
human resource management practices. The organisation can capitalise on approaches such as
ethnocentric, poly centric and geocentric in order to analyse and examine the same.
The relevant and effective information about the culture and human resource practices can help
the company in order to recruit, hire and select talented employees within Marks and Spencer
even at the international level. Marks and Spencer is also required to invest its time, money and
effort in order to expand its operation in foreign countries (Mitchell, 2018).
A large set of government guidelines needs to be incorporated in organisation in order to
operate the business in another country. Marks and Spencer's needs to take care of various
essential elements while expanding the the business operations such as acquiring a government

certified licence. The organisation also needs to take an insight on the exporting procedures and
guidelines of the specific country. Marks and Spencer also need to focus on franchising, leasing
as well as FDI.
The company needs to the study and examine the area they are tries to cater their offering
to in order to meet the requirement of that particular area and seek the attention as well as
capture the interest of individuals residing in that area. The company should also focus on
acquiring a competent workforce from diverse countries and backgrounds in order to promote
diversity in the organisation. This will in turn help the company to create a positive impact in the
society and benefit and leverage from the same in the market environment.
Examine the differences in terms of employment laws
It is very necessary to understand that globalisation get influence with the changes in laws, rules
and regulations. It is very clear that effective globalisation tends to promote the smoothing
functions in the business. It is very well known that nature of environment is dynamic that means
it can be change anytime, the companies should prepare for upcoming unknown happenings.
There are many laws that effect the changes of Marks and Spencer are well explained below: Labour and employment law: Marks and Spencer is the large organisation that needs a
huge number of workforce in their organisation. There is a important law that have to be
follow by the organisation i.e. Labour and employment law. It is very necessary for the
organisation that they have to focus on these important that include working hours,
holidays related information, etc.
 Intellectual property: It is determined that company should make possible that they
registered their products and services for saving their intellectual property right.
Intellectual property save the right of organisation in such a way that no other
organisation is not doing fraud with other organisations. It includes copyright,
trademarks, etc. that are very necessary for saving from copying of their products and
services. Marks and Spencer is the large organisation for them it is very necessary to do
intellectual property rights (Morgeson, Brannick and Levine, 2019).
 International trade compliances: It is analysed that companies should make aware from
international trade compliances. That means companies should follow all the important
compliances that influence the organisation structure and their operations. It is very well
known that Marks and Spencer is the multinational company that should follow all

international trade compliances. Because they do trade in many countries so it is very
necessary to understand the international compliances. It is important to run their
business successfully so that they can not face any conflicts and problems.
Based on the discussion and debate what suggestions
Employers can play a vital role in performance management by enhancing human
resource practices of the business organisation. Some of the suggestions and recommendations
on how employers can shape the HRM practices of the organisation in order to encourage good
performance are mentioned below:-
 Training and Development: Employers of Marks and Spencer can provide extensive
training and development opportunity to the employees in order to enhance their
productivity and performance of the same. Training helps in reducing the chances of error
and mistake at employee's end and educates the employees on how to effectively
complete their daily work and tasks. The employers can also provide skill enhancement
and development opportunities to the employees working under the organisation in order
to boost their confidence and encourage them to achieve organisational goals and
objectives effectively and efficiently (Renz, 2016).
 Regular Feedback: Human Resource Department of Marks and Spencer can provide
regular reviews and feedback to the employees working in the organisation about their
performance. Human Resource team can utilise 360 degree module to review the
performance and this will also help the organisation to identify the gaps and the specific
areas where the employee needs to improvement and can work accordingly to bridge
these gaps.
 Employee satisfaction: In order to achieve the goals and aspirations of Marks and
Spencer it is highly vital for the same to satisfy the needs and wants of employees.
Employee satisfaction is interlinked with their performance. Highly satisfied employees
will exhibit good performance in comparison those employees that have lower
satisfaction. So in order to increase the performance levels of the employees, it is advised
that an organisation satisfy and accomplish the needs of the same effectively (Smith,
2016).

CONCLUSION
The above report on Human resource management has well concluded the facts which are
eradicated within the organisation through HRM practices. As these practices involves various
tasks by understanding organisations culture and regions which creates easy way to implement
the plans and execute desired practices by taking all together employees towards organisation
profit. Also, this repost has discussed about international and national subsidiaries which impact
on local culture of the business also how these functions influence on employment laws and
legislation into international market. Along with this, various recommendation has provided in
order to serve best facilities for employees and their well being into national and international
market.

REFERENCES
Books and journals
Bringezu, S. and Bleischwitz, R. eds., 2017. Sustainable resource management: global trends,
visions and policies. Routledge.
Bröckermann, R., 2016. Personalwirtschaft: Lehr-und Übungsbuch für Human Resource
Management. Schäffer-Poeschel.
Collings, D.G., Wood, G.T. and Szamosi, L.T. eds., 2018. Human resource management: A
critical approach. Routledge.
Glendon, A.I., Clarke, S. and McKenna, E., 2016. Human safety and risk management. Crc
Press.
Howells, A., Sauer, K. and Shanklin, C., 2016. Evaluating human resource and financial
management responsibilities of clinical nutrition managers. Journal of the Academy of
Nutrition and Dietetics. 116(12). pp.1883-1891.
Levin, P.S. and Anderson, L.E., 2016. When good fences make bad neighbors: overcoming
disciplinary barriers to improve natural resource management. Coastal
Management. 44(5). pp.370-379.
Manzo, L.C. and Devine-Wright, P. eds., 2020. Place attachment: Advances in theory, methods
and applications. Routledge.
Memon, M.A., Salleh, R. and Baharom, M.N.R., 2016. The link between training satisfaction,
work engagement and turnover intention. European Journal of Training and
Development.
Mitchell, B., 2018. Resource and environmental management. Oxford University Press.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Smith, A., 2016. Experiential learning. Edward Elgar Publishing Limited.