International HRM: Marks and Spencer's Strategies and Practices Report

This report provides a comprehensive analysis of International Human Resource Management (IHRM) practices, focusing on the case of Marks and Spencer. It begins with an introduction to the organization, followed by an examination of HRM functions in both the home country (UK) and host country (USA). The report details key HRM functions such as human resource planning, performance management, recruitment, and selection, highlighting how these functions are implemented and adapted in different geographical contexts. It evaluates the current IHRM policies and practices of Marks and Spencer, considering relevant legislation such as the Minimum Wages Act, Equal Pay Act, and Health and Safety Act. The report concludes with recommendations for improving IHRM strategies and practices, offering insights into how the company can enhance its global competitiveness through effective human resource management.

International Human
Resources Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Introduction to organization........................................................................................................3
HRM functions of both the home and the host country..............................................................3
HRM functions in host country...................................................................................................5
Evaluation of the current IHRM policies and practices .............................................................6
Recommendation.............................................................................................................................7
CONCLUSION ...............................................................................................................................8
REFRENCES...................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
International Human Resource Management means those set of activities that leads upon
targeting human resource management on international level. This leads towards meeting goals
and objectives of organization at global level. Through such management an organization is able
to achieve competitive advantage at international level. These practices are based upon grabbing
attention by improving reward system which leads over retaining staff members by benefiting
staff and employees working within an organization. The concept of human resource
management leads upon enunciation structure with quality of employees required over working
within an organization. Scope of international human resource management is wider as it deals
upon aspects related to growth within an organization. The organization taken is Marks and
Spencer which has been operating in UK. The report is based over HRM functions in relation to
host and home country with its pros and cons.
MAIN BODY
Introduction to organization
Marks and Spencer which is an multinational organization within London and established
by Michael Marks and Thomas Spencer in the year 1884. The organization holds specialisation
towards supplying high quality of clothes, food products and home products. It has 977 stores all
around the world upon different locations within UK(Brewster and Söderström, 2017). From
these stores 615 are only used for selling food products/ The organization is leading retail
organization within United Kingdom. Further, organization has been showing products which are
unique from its competitors making customers attraction possible at global. They are working
with suppliers in close way making innovation brought over products. The main purpose of
Marks and Spencer is based over making connection possible with its customers helping in
making business expansion possible over large extent. The brand has been developing its core
values of service, quality, trust and innovation. The aim of organization makes development
possible with sustainable business perspective making demands of customers meet more
effectively through generating system.
HRM functions of both the home and the host country
HRM functions are those perspectives which is based upon making sustainable
improvement possible within an organization. These functions are responsible over making

comparison possible in relation upon various kinds of aspects. Through comparing process over
staffing and manpower management which leads over enhancing staffing of HR manager which
deals over professionalism within workplace. These functions helps upon managing
enhancement with capabilities over staff members helping in changing business environment for
an organization like Marks and Spencer. In relation to its HR operations within United Kingdom
it has adopted two important functions which are discussed as follows:
Human resource planning
This is an important HR functions that is known over future needs within an organization.
It leads over shaping an organization more effectively which helps upon creating plan for human
resource management(Noe, and et.al., 2017). Through planning better strategies regarding
human resource enactment is developed. Planning is an important part which makes human
resource improved more effectively. The function is based upon planning in relation to
workforce making improvement possible within its quality. Through planning human resources
are protected with future growth perspective and long term sustainability is achieved.
Performance management
This functions holds responsibility in relation over improving productivity and working
performance of an organization. Through performance management an organization is able to
perform functions more effectively which is based upon clearing goals setting and obtaining
feedback through it. In relation to performance management tools are used like annual
performance review and 360-degree feedback which makes performance improved more
effectively. Also through performance management within HRM makes employees performance
improved within an organization. Further, 360 degree feedback and annual performance review
which makes all kinds of loopholes covered within organization policies.
These functions has helped Marks and Spencer to develop better human resource
management within its home country UK. These are two important functions which made Marks
and Spencer more popular within UK. Apart from this other aspect over human resource
development has been covered which has helped Marks and Spencer achieve its goals and
objectives more effectively within UK. Since the Marks and Spencer become familiar with the
market of United Kingdom and has analysed it more effectively which made stability achieved in

more effective way with success. Human resource management has helped Marks and Spencer in
managing there stakeholders and staff member within UK for making its global existence
created. Through these functions Human resource management within UK made Marks and
Spencer attain focus over key responsibilities in relation to creating strong workforce through
bringing in right candidate (Mondy and Martocchio, 2016). Also the functions helped in
improving training and development programs which made workforce more skilled for UK
market conditions. These functions helped Marks and Spencer solve issues through conflict
solving techniques developed. Core functions of HRM was enhanced which made speed of
communication enhanced making task to be completed effectively. This lead path to be formed
for Marks and Spencer within local market of UK. The important functions discussed above
played great role in motivating employees towards working with positive attitude within
organization. Marks and Spencer has managed risk related to market condition making success
with profit to be attained within United Kingdom.
HRM functions in host country
Marks and Spencer has attained success within global market of USA through its human
resource management. As it helped in developing more strong vision and mission for global
success. The HRM department of Marks and Spencer used two of its main functions which are
discussed as follows:
Recruitment and selection
This is second most important function of human resource which is based upon attracting
and selecting best candidates for working within organization. Through using this function
employee with best skills and knowledge is selected in an organization. This made Marks and
Spencer select best candidates for its operations in USA. Also the function made HR department
prepare better policies for newly selecting candidates. Marks and Spencer used technological
support to create employment opportunities within USA market. It has helped in achieving better
and effective recruitment system. In USA for developing better funnel of recruitment tools were
used since new market condition exists.
Learning and development
It has made employees develop skills and needs over future developed by helping in
shaping responsibility in relation to HR development. This is based over making learning to be
improved which leads upon development of workforce. Through learning and development

various aspects has been used in order to make learning done more effectively. In relation to
Marks and Spencer since the market of USA is new for an organization HR manager of Marks
and Spencer is able to analyse market conditions which made its expansion possible within
market of USA.
Through applying these functions within USA market conditions various perspectives
were understood by Marks and Spencer which made organization develop more effectively.
These functions has helped in selecting local people as employees making market capturing
possible more effectively.
Evaluation of the current IHRM policies and practices
The department of IHRM department creates healthy and positive impact over
organizational culture. It holds importance over maintaining positive relation towards employees
which is related to organization(Bratton and Gold, 2017). It has helped in making expansion
possible within market of USA. This is needed for supervising IHRM practices over fulfilling all
requirements and demands of employees over solving problem more effectively with appropriate
way. This is based over attaining success within an organization. Also through IHRM practices
strong and healthy relation is developed within an organization. This lead over solving issues by
removing problems within organization. Further, through IHRM employee relation becomes
more effective in nature through policies and guidelines prepared by department if Marks and
Spencer. These policies has made Marks and Spenser form strong number of healthy
relationship with employees by making them part of decision making. IHRM has played
important role in relation to developing opportunities that enhances knowledge and skills of
employee. It also enhance the relationship of mangers and employees and encourage a spirit of
team work among employees. It brings transparency in operations of organisations and help the
organisation to gain employees trusts. There are certain important legislation which has been
used by IHRM depart of Marks and Spencer for making its develop strong relation with
employees working in USA. These legislations are given as follows:
Minimum Wages Act, 1998
The act has been developed in order to give minimum wages to employees within an
organization. In order to make sure these changes government has set some fixed amount
required to be paid over work done by them. This is responsibility of human resource department
to follow this legislation before making any important decision. It is based upon government

which increases pay in direct manner which effects productivity of an organization. Human
resource management should be focused over guidelines decided by government.
Equal Pay Act, 1970
The act has been formed in order to deal with any kind discrimination taking place within
society or at workplace. This cat has been promoting over making employment condition
improved on large scale(DeCenzo, and et.al., 2016). As per the act equal treatment should be
given to an individual in terms of colour race, religion and gender. The main objective of this act
is to close the wage gap between men and women in an organisation. This particular act bring
equalities in an organisational and it is mandatory that all the stakeholders and supervisors of the
organisation must stick to this law. It will result in increase employment of women and thus
enhance the overall productivity of whole country as women occupy half of the population of the
country.
Health and Safety Act, 2004
This act has been formed in order to make sure that workplace safety is maintained
within any cost. Te act mainly encourages all kinds of health facilities which is required to be
given to employees.
Recommendation
This discussion has made understanding developed over various kinds of perspectives
that is related to human resource management. Further an organization like Mark and Spencer
has been taken which is an popular retail organization of UK. Upon comparing IHRM functions
it has been marked out that they helped the selected organization to establish within local market
of UK and within international market of USA. Further, evaluation of IHRM in terms
employees and employer relation is done with this important legislations has been explained
regarding it.

CONCLUSION
From the above discussion it can concluded that international human resource
management is based over process relating within managing of actions which enhances
organizations more effectively. This management makes human resource work upon quality of
employees and workforce making skilled employees recruited within an organization. This
makes task quality completed. Also in this report various kinds of international human resource
functions has been discussed in relation to different geographical area. Then human resource in
relation to employer and employees relation is explained with various kinds of legislation to be
used within it. Then in end recommendation is provided over learning developed from it.

REFRENCES
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DeCenzo, D.A., and et.al., 2016. Fundamentals of Human Resource Management, Binder Ready
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REFERENCES
Books and Journals