Marks & Spencer: HRM Practices, Employee Engagement and Retention

This report investigates the significance of employee involvement in enhancing Marks and Spencer's commercial success, particularly in its international expansion. It employs a literature review analyzing various perspectives on globalization's influence and utilizes research methodologies such as questionnaires, primary and secondary research, sampling, data gathering and analysis, and both qualitative and quantitative approaches. The study gathers and analyzes data using thematic analysis to address objectives related to understanding employee engagement and retention, identifying the impact of HRM practices, and analyzing associated issues within Marks and Spencer. The findings emphasize the importance of employee satisfaction, communication, rewards, and a positive work environment in fostering engagement and retention, while also acknowledging challenges such as lack of management commitment and the need for tailored approaches. Ultimately, the report provides recommendations for Marks and Spencer to further improve their HRM strategies and enhance employee engagement for sustained organizational success. Desklib provides a platform for students to access similar solved assignments and research papers.

Research project

Abstract
The relevance of employee involvement in driving Marks and Spencer's commercial
performance is the subject of this report. It is a multinational corporation that has decided to
expand its activities internationally. An organisation or researcher has carried out a variety of
operations in order to achieve this. The literature review was done by analysing the writers'
perspectives on the influence of globalisation. Furthermore, research technique was completed
using various methods such as questionnaires, primary and secondary research, sampling
methods, data gathering and data analysis, qualitative and quantitative research, and so on. All of
them are considered the most effective strategies for assisting an investigator in gathering
relevant data for the current study. The researcher gathered and analysed reliable and relevant
data with the use of theme analysis. Finally, each of the study objectives was met within the time
frame allotted, resulting in a conclusion and suggestion.

Table of Contents
Abstract............................................................................................................................................2
Introduction......................................................................................................................................4
Background/Context of the Research.....................................................................................4
Research Question..................................................................................................................4
Research Aims and Objectives...............................................................................................4
Literature Review.............................................................................................................................6
Methodology..................................................................................................................................13
Discussion......................................................................................................................................21
Recommendation...........................................................................................................................24
Conclusion.....................................................................................................................................25
References......................................................................................................................................27

Introduction
Maintaining employee engagement is an important factor to consider if you want to
reduce employee turnover. Organizations are looking for different securities that can assist in the
process of utilising knowledge, competences, skills, and prospects in order to maintain
competitiveness in the business in the current environment of increased economic instability
(Anwar and Abdullah, 2021). With the changing scenario, the overall organization requirements
in the retailing industry are changing at a rapid pace, making it necessary to develop an overview
of how this will impact job retention rates. The current research proposal is based on a review of
the different relevant methodology that will be used in the continued study.
Background/Context of the Research
Employee satisfaction is a premise in project management. It's defined as a satisfying, task
state of mind marked by dedication, vigour, and absorption. It is defined as having a high level of
fuel and mental resilience at work, despite the fact that the individual is experiencing difficulties.
People who are satisfied engaged will contribute to a higher degree of comfort, which will in
turn lead to increased job joy and happiness and profitability.
Research Question
Questions:
 what is the basic concept of employee engagement and employee retention?
 What are various practices of Human resource management and impact on employee
retention and employee engagement?
 identify some of the issues associated with employee retention and employee
engagement?
Research Aims and Objectives
“To analyse the practices of human resource management and its impact on employee
engagement and retention.” A study on Marks and Spencer
Objectives:
 To understand the concept of employee engagement and employee retention in Marks
and Spencer

 To identify various practices of Human resource management and impact on employee
retention and employee engagement in Marks and Spencer
 To analyse various issues associated with employee retention and employee engagement
in Marks and Spencer

Literature Review
concept of employee engagement and employee retention in Marks and Spencer
Employee engagement, according to Yassin (2018), is an organizational improvement
that is defined as an optimistic, going to fulfill employment state of mind that is unified by the
aspect that refers to involvement, inspiration, enthusiasms, and time weekly working. Highly
employees are more likely to satisfy the organisation by enhancing their level of contribution by
trying to perform their responsibilities more effectively. Labourers who are engrossed are
motivated to complete about there tasks in a productive and lively manner (Agarwal, 2021). At
the workplace, the approach of employee engagement are responsible for keeping all the
employees so that they can stay committed with the goals of the company. It is defined as an
approach that enhances the chances of success in the organisation with better performance which
contributes more to the company and level of productivity. Due to better employee engagement,
one can understand his or her role in the company in an efficient manner for serving the goals of
the company. Under which all the employees are included as a team which are given constructive
feedback in order to improve their skills and achieve more. The chosen company is also
committed towards the having a safe and healthy environment in which the employees are taken
care and their personal development is also focused. The company is successful due to its
employees and the company want the people enjoy coming to work so that they can contribute
more to the company. They treat their employees with respect and dignity and along with it, the
respective company keeps a open communication system under which employees get the
opportunity to express their views. In addition to this, the company take feedback from the
employees such as by listening groups, surveys and meetings. The company treat all thee
employees equally irrespective of their age, sex, religion, colour, national origin, sexual
orientation and nationality. Their main policy is to promote a positive environment which is free
from discrimination and harassment in order to provide equal treatment to all the employees so
that they feel connected with the company. All above mentioned policy and rules will bring
increased level of employee engagement and involvement in the company. Better employee
engagement is directly linked with better sales and more revenue at the stores. Another thing,
the employees of the chosen company also meet outside the company which leads to better
employee engagement inside and outside the workplace. The survey which is done by company

in relation to employees are also considered by the management in order to improve employee's
involvement in the business. Further to this, from time to time they keep on adding innovative
action planning in the business area in context of employees. With the help of insight report, the
management get the information about the position of the employees in the company. For
further betterment, the company can also formulate policies and procedures which can serve the
employees better. Various set of information and task will be provided in written manner so that
the employees will be clear and able to understand better about information in the company.
Also, their personal information will be handled with data protection laws and treated with
sensitivity.
Practices of Human resource management and impact on employee retention and employee
engagement in Marks and Spencer
As per views of Alzyoud (2018). Rewards and incentives will be used as part of a pay
increase to motivate and retain staff for the long lasting benefit of the company.
Employeeemployee recognition and information exchange, it can lead to better long-term
commitment (The Influence of Human Resource Management Practices on Employee Work
Engagement, 2018). Individuals are also ready to take chances and capable of dealing with a
variety of competent challenges at work. Human resource management is defined as an unified
and strategic approach to managing personnel in order to achieve set goals and objectives. It is
the artistry of dealing with the general nature of employment relationships, as well as the actions
or decisions that are related to various human resource practises across time (Chelladurai and
Kerwin, 2018). Employee communication, incentives and recognition, learning and development
are the four primary characteristics of human resources development that must be examined in
order to understand how employee engagement may be enhanced in the
organisorganizationation. Marks and Spencer is ready and able to take an inclusive strategy that
will help with appropriate upstream and downhill discourse in order to keep clear lines of
communication open inside the company.Hrm practices are thought to be critical in developing
employee engagement and resulting in a skilled workforce. It is a centralised system that aims to
glean job commitment and engagement to the organization's goals.

According to Irsadul Haque, 2022, Human Resource management representatives in Marks &
Spencer are aimed at consideration of most suitable and appropriate strategies to manage
workforce in workplace. For instance, primary and major of these HRM practices in M&S
include recruitment of suitable employees, developing positive and productive working
environment, compensation and benefits, access to knowledge and information, training and
development. The meaningful process of HRM practices in M&S initially starts with designing
appropriate job roles and recruitment of individuals for fulfilment of needs and requirement of
respective business organisation. These practices further goes on continuously towards
development of favourable working conditions as well as organising training and development
programs for their employees. All these positive initiatives further contribute additional values
towards organisation success as well as retention of employees within respective business
organisation. Furthermore, initiating all these positive positive efforts towards betterment of
employees allows HR management representatives to ensure satisfied workforce as well as
upright efficiency and productivity in workplace. Therefore, it facilitates employees in
developing efficient sense of belongingness towards respective organisation which allows
management representatives to retain their existing workforce (HR PRACTICES OF MARKS &
SPENCER, 2022).
According to Ashleigh Webber, 2022, Representatives engaged in carrying out HR
practices in Marks & Spencer are initiating additional efforts towards effective compensation
benefits for employees. For instance, it includes consideration of most efficient job roles in order
to develop enhanced pay and benefits to their employees. This initiative of respective business
organisation contribute additional values towards both employers as well as employees.

Referring to respective business organisation, satisfied employees and effective job roles are
major benefits associated with employers whereas enhanced pay and compensation allotted to
employees is major benefits associated with employees of respective business organisation.
Another major consideration HR managers in M&S is effective employee engagement, which
further facilitate in satisfied workforce engaged in carrying out business operations and
activities. These initiatives impact upon employee retention for respective business organisation
in a positive manner. Therefore, satisfied workforce has always been observed with maximum
employee retention in a business organisation (Marks and Spencer announces enhanced pay and
benefits package, 2022).
According to Julian Amani, 2022, the respective business organisation has increased their
employee benefits with their decision for partnership with cushion. For instance, Cushion is a
financial technology company, which facilitate M&S in revising their financial strategies in a
more effective manner. In addition to that, compensation and benefits to employees is one of the
major element in financial strategy of respective business organisation which allows company to
contribute something extra to their employees. With access to support of partner company i.e.,
Cushion, M&S ensures effective financial planning with consideration of all the elements and
components associated with the same. Furthermore, with introduction of all these additional
benefits for their employees it contribute positive values towards retention of employees in
workplace. Therefore, it impact upon respective business organisation in a positive manner
(M&S EXPANDS EMPLOYEE BENEFITS THROUGH CUSHON PARTNERSHIP, 2022).
ISR model of employee engagement
When an employees think in the company's mission, values, and goals, this is referred to as
cognitive (thinking). It affects a person's sense of connection and makes them proud to work for
a company. It shows that staff are proud of their connection with the corporate. Affective (Feel):
This factor is closely linked to corporate loyalty. Behavioral (Act): It depicts an engaged
employee's activities, perceptions, and feelings toward the organisation. Organizations could
perhaps investigate these three elements in depth in order to develop meaningful and functional
ability of the organization.

various issues associated with employee retention and employee engagement in Marks and
Spencer
According to the view of …………employee retention and employee engagement both
are having various issues within a company. Some of these are mentioned below -
Top management's lack of insight or commitment - There's a lot that goes into keeping a
company afloat, and it can be difficult to prioritise concepts like employee engagement over
more tangible concerns. To keep information exchange reliant and consistent between various
organizational levels, a lot of foundation is required, and the infrastructure required may not be
in place.
Align the leaders and managers around a unified marketing strategy that prioritises employee
engagement and a workplace morale.
Generalization - Employers frequently try a one-size-fits-all approach with their employees,
which may or may not work for everyone on the same level. Different things pique the interest of
different people; for example, autonomy or variety in their scope of work, as well as work
schedule flexibility. Determine your employees' skills and talents and requirements likes and
dislikes and execute flawlessly.
Using tactics such as training sessions, seminars, and panel discussions, train management staff
about work engagement and what it includes.
Work-life equilibrium is lacking - Many organisations disregard the role of job mix, promising
employees to prioritise their work in the majority of circumstances. A healthy business balancing
is vital for employees to function at their optimal efficiency. On-site gyms, flexible schedules,
and off-site work, among other benefits, go a long way to getting members feel cared for by
management, and we all know that a happy employee and a rewarding working environment lead
to a positive firm.
Inconsistency - A failure to communicate with staff and managers is the first stumbling obstacle.
Job satisfaction, pleasure, and strong employee morale are all notions that people identify with
engagement, but it covers all of it and more. An engaged employee enjoys their work, creates
high levels of productivity, and is committed to the organisation. They are loyal to their business
and job, and often advocate it to others.
According to Merin, (2021). There are number of reason due to which employees leaves the
company. It could be due to inappropriate salary, lack of application are one of the foremost

reason that influence the employees to leave their jobs from the organisation. According the
mentioned author are the some challenges that impact the mentioned organisation function in
employee retention. Dissatisfaction in the salary is one of the major reason that influenced the
employee to looking for the new job. Employee will surely leave if their work is not appreciated
by the right amount of percentage hike in their salary. Hence, any miscommunications between
the employees regard to their salary expectation can cost the higher cost of employee turnover in
the organisation function. Various researches has highlighted that 1 out of every four employee
think that an attractive salary package shows that the organisation concern about their employee.
Therefore any inappropriate package can impact the employee retention process for the respected
firm.
Lack of application is another reason which decreases the employee faith towards the
organisation functions. Employee feels that their efforts should be appreciated by thr upper level
management of the organization. The gap in expressing the view that employee are the valuable
assets influenced the mindset of the employee to leave the job and find other organisation.
Hence, it is mandatory for the employer to adopt the effective and efficient appreciation practises
at their workplace in order to enhance the employee retention and their productivity. The lack of
mentioned practice rise the low productivity due to lack of employee confidence (Top 5
Employee Retention challenges, (2021).
According to Christopher smith, (2020) employee engagement has the direct influence on
the employee productivity and job satisfaction. In regard to this organisation culture is one the
major part that impacting the employee engagement at the workplace. In regard to this the
mentioned business should need to develop the positive working culture in which an employee
can feel more energetic and positive. On the contrary the lack of mentioned factor enhance the
complexities at the workplace as well as create the employee accidents such as clashes in the
communication, lack of productivity. In addition to this, it is recommended to the organisation in
order to create the reward and recognise excellent program at their workplace in order to
influence the productivity and engagement of the employee. Therefore the respected organisation
should adopt the effective practices that create the positive working condition for their
employees .
Another factor that impact the employee engagement is regard to the job satisfaction. The
mentioned organisation should focus on the development of the effective workplace environment

that can assist the team leader in order to enhance the job satisfaction. In addition to this all the
deployed roles should includes the purpose, which received after the completion of the task.
Hence, these factors should be according to the concern of the employee such as compensation,
career and development opportunities and other perks that assist the organisation to create the
more effective employee engagement (7 Factors that Affect Employee Engagement, 2020).