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).

Methodology
Methodology of Investigation
The process of collecting data in an effective and efficient manner is referred to as the research
approach. Inductive and deductive approaches are the two basic types of this approach. Inductive
approach (Rodrguez-Sánchez, Mora-Valentn, and Ortiz-de-Urbina-Criado, 2019) is a type of
approach that aids investigators in the development of theoretical. The deductive approach
involves evaluating computational and quantitative data. The descriptive design will be used in
this research report to aid in the investigation of quantitative data.
Research Methodology:
There are various types of research strategies that can be employed in order to obtain sufficient
data. Grounded theory, case study, and action research are examples of research strategies. All of
these factors contribute to having a sufficient information base. In the current research method, a
survey strategy will be used, in which a questionnaire will be formulated for the collection of
primary information, and a case study method will be used for secondary sources, which is based
on the collection of secondary sources in the research.
Tools & Methodology
There are a variety of research tools that can be used to gather the necessary data for the current
research project. Surveys, questionnaires, interviews, and case studies are some of the methods
that can help with gathering enough data.
A questionnaire is a good way to get information from a large group of people. It may allow
participants to express their opinions on pre-determined questions asked (Brewster and
Hegewisch, 2017). It will include multiple choice, open ended, and closed ended questions to aid
in the analysis of the particular segment of applicants' viewpoints.
Approach to Sampling
Sampling is the process of selecting a specific sample from a larger group of people. Analyzing
or selecting a whole population segment may not be a simple process. As a result, the
investigator must choose respondents based on the requirements in order to meet the
predetermined goals and objectives. Probability sampling and non-probability sampling are the
two types of sampling techniques.

Probability sampling is a technique for assisting respondents in the selection of respondents
without the use of specific criteria. Investigators use it to select respondents in a short period of
time.
Considerations in Ethics
The ethical considerations are a principles that guide research practises and designs. The goal is
to develop a detailed overview of the real-life phenomenon that is investigating organizational
performance and related aspects. In today's world, research ethics is associated with human
rights, dignity, and integrity, all of which must be taken into account in order to ensure the
research work's credibility (Flamini, Gnan and Pellegrini, 2020). In this study, an ethical
approval form will be used, and proper consent will be obtained from each respondent, ensuring
that all moral concerns are followed and that the contestants' privacy is not violated.
Q1) Can execution of strong employee engagement leads to growth and development of marks
and Spencer?
Agree
Disagree
Q2) Which department of Marks and Spencer is associated with managing employee
engagement?
Sales and marketing Section
Finance
Human resource department
Q3) Does strong employee engagement provides benefits for Marks and Spencer company?
Agree
Disagree
Q4) which is the major aspect that implementing employee engagement strategy must have?
Easy connection
Time saving

Cost saving
Q5) What are the major benefits of strong employee engagement in Marks and Spencer?
Maximising productivity
Increased employee performance
Raising market share
Gaining Customers attraction
Q6) Does employee engagement leads in developing growth and success for an enterprise?
Yes
No
Q7) What are the major factors which are associated with employee engagement within an
organisation?
Technology
Employee performance
Sales
Q8) Out of the following, what advantage will be provided by strong employee engagement?
Ease Of Communication
Higher Availability
Proper flow of information
Q9) Does implication of employee engagement are essential for the company to capture market
share?
Yes
No
Q10) Does strong employee engagemnet leads an organisation to expand internationally and
create competitive advantage?

Yes
No

Data analysis
Q1) Can execution of strong employee engagement leads to growth and development of marks
and Spencer?
Agree
Disagree
It is analysed from the above graph that a strong employee engagement helps in growth and
development of Marks and Spencer. This can be easily seen from the graph that 40 respondents
out of 50 are agreeing that the execution and implementation of effective employee engagement
strategies help the company to grow effectively. On the other hand, there are 10 respondents who
think that presence of strong employee engagement is not associated with growth or
development of Marks and Spencer.
Q2) Which department of Marks and Spencer is associated with managing employee
engagement?
Sales and marketing Section
Finance
Human resource department

there are different departments within Marks and Spencer which are associated for managing and
developing employee engagement. These include sales and marketing, finance and human
resource department. From the graph, it is clear that human resource department has most of the
responsibilities associated with managing employee engagement. Moreover, sales and marketing
section helps in employee engagement as there are 10 respondents agreeing to this. Finance
department is not associated with management of employee engagement according to the graph
as no respondent has agreed to this.
Q3) Does strong employee engagement provides benefits for Marks and Spencer company?
Agree
Disagree
Employee engagement helps Marks and Spencer to make their employees grow and develop.
From the graph com it is clear that 90% of respondents see that strong employee engagement
provides a lot of benefits two Marks and Spencer. On the other hand, there are only 10% of
respondents putting employee engagement has nothing to do with benefits towards growth and
productivity.
Q4) which is the major aspect that implementing employee engagement strategy must have?
Easy connection
Time saving

Cost saving
From this graph, it is analysed that there are several aspects which are included in
implementation of employee engagement strategy lake easyconnection, time saving as well as
cost savings.it is evaluated from this graph that 10 respondents have agreed to easy connexion
and time saving as the major aspect while implementing employee engagement strategy. On the
other hand 30 respondents are saying that cost saving is the major aspect while implementation
of employee engagement strategy.
Q5) What are the major benefits of strong employee engagement in Marks and Spencer?
Maximising productivity
Increased employee performance
Raising market share
Gaining Customers attraction
there are different benefits of having strong employee engagement within Marks and Spencer.
These include increased employee performance, maximisation of productivity, raising market
share and gaining customer attraction. Contents each have supported increased employee
performance, raising market share and gaining customer attraction. On the other hand the major
respondents have agreed that maximising productivity is the major benefit of employee
engagement in Marks and Spencer.

Q6) Does employee engagement leads in developing growth and success for an enterprise?
Yes
No
Employee engagement has led for development, growth and success of the enterprise. According
to this graph, it is clear that 48 respondents have agreed that employee engagement helps the
company to grow further. It helps in motivating and encouraging employees to give their best
while completing the tasks provided to them. In this way overall performance of the organisation
is enhanced.
Q7) What are the major factors which are associated with employee engagement within an
organisation?
Technology
Employee performance

Sales
This graph shows that there are different factors linked with employee engagement in the
company. These include technology, sales and employee performance. 20 respondents have
supported employee performance as the major element that is associated with the efforts required
for employee engagement. Then respondents have agreed to the technology factor as it is very
important for initiating employee engagement. There are 20 respondents who have said that sales
is the major factor but just increased if the company is having strong employee engagement.
Q8) Out of the following, what advantage will be provided by strong employee engagement?
Ease Of Communication
Higher Availability
Proper flow of information
According to the above graph, it is clear that there are different advantages of having strong
employee engagement which includes higher availability, ease of communication and proper
flow of information. It is clear that ease of communication is supported by 30 respondents. There

are ten respondents each which have said that higher availability and proper flow of information
is initiated when the companies having strong employee engagement.
Q9) Does implication of employee engagement are essential for the company to capture market
share?
Yes
No
This graph shows that implication of employee engagement is very important for a company in
order to capture market share. There are 40 respondents who have supported that implication of
employee engagement is very important for the company in capturing market share. On the other
hand, their attendance wandering oh thank that having strong combine gagement is not
associated with capturing and increasing customer base.
Q10) Does strong employee engagemnet leads an organisation to expand internationally and
create competitive advantage?
Yes
No

From the above graph com it is clear that having strong employee engagement will help the
company in expanding internationally. It will also help in developing competitive advantage.
There are 35 respondents who think that strong employee engagement will help to increase
customer base at international level on the other hand there are 15 respondents who said that
having strong employee engagement is not associated with creating competitive advantage
within market.
Discussion
Employing the employee engagement and involvement approach as a business owner can result
in a more strong work ethic and individuals who are more content with their professions and they
feel like they are an important part of the organisation. This can help you retain your best
employees for longer, resulting in enhanced workplace productivity and consistency. A careful
balance of commitment and collaboration can also assist your employees in completing tasks
more swiftly and efficiently. The goal is to maintain a careful check on your work process to
determine whether the active engagement versus absorption is ideal. Employees that have
positive working relationships are more inclined to give it their all and put in extra
effort.Employee involvement is the practise of allowing employees to participate in the decision-
making process of a company. It also entails active employee participation in order to boost
market presence and growth in order to create income. The practise is important since it aids in
aligning a company's staff with its aims and objectives. Organizations have moved away from
brick and mortar in the corporate sector, resulting in a significant change toward modernity.
Employees have played a critical part in digital transformation, which has reached its pinnacle.
To get the most out of your employees, you'll need to mould them to fit the changes and
encourage employee participation in organisational activities. Maintaining solid relationships
with your staff requires more than just good communication. It also requires recognising and
applauding your employees' contributions at work. Employees like it when their superiors

compliment them because it enhances their motivation. Employees who are motivated become
excellent team members. Employees who are more committed are less likely to experience
burnout. Amongst the most frequent causes of unsuccessful businesses is employee conflict. The
most typical reason of such interactions is arguments between an employers and employees.
These discrepancies will continue to grow if they are not addressed, exacerbating any current
imbalances. In this circumstance, the group's only fair option is to establish a healthy and
professional relationship. This will assist them reach company goals and objectives by creating a
working environment that allows them to upskill and expand their talents. To effectively
implement employee involvement in the workplace, you must first grasp what it is and how
people can participate. For the programme to be implemented, management must carefully plan
it out and ensure that all of the organization's higher-ups are on board. Businesses can make
objective decisions regarding their personnel and eliminate internal conflict as a result of this.
Fostering confidence in the business involves a lot of effort of the of the employer and the
employees. It's hardly a push to compared it to a crossword, with excellent employee relations
being the most critical piece. Employees ’ positive interactions plant the roots of workplace
trustworthiness. Most companies hire as personnel management officer for the same reason.
These executives are in capable of ensuring the business's employee relations activities on track.
A programme can only be successful if it gets the necessary support and active employee
engagement. To encourage maximum participation from your staff, you can hold seminars
explaining the program's benefits. Once the programme is up and running, match it with the aims
and objectives of the organisation, and you'll see favourable effects in the long run. Employee
involvement, as well as planning and strategizing, are essential components of every programme.
It would be ideal if you devised a plan that allows the software to seamlessly integrate into the
existing organisational structure. The organisation will be able to formally offer the programme
to employees if the onboarding process is smooth. Employees will understand the importance of
employee involvement and how it will play a critical role in boosting their work efficiency with
the program's easy implementation. Employee involvement in organisational structure has its
own set of advantages. You will not only gain a new perspective on things, but you will also be
better able to develop an employee-friendly culture. By adopting employee involvement
programmes, they may create a culture that prioritises their employees' needs and values their
importance. As a result, higher production rates and lower staff turnover are fostered, both of

which are helpful to the firm in the long run. So, put an employee involvement programme in
place in your company and see the beneficial results. Employee involvement refers to when
employees participate in company operations collectively in order to attain a common goal. A
computer security firm, for example, might assemble a staff of personnel dedicated to developing
doomsday security scenarios. Every employee is encouraged to contribute by coming up with
suggestions based on real-life scenarios that could jeopardise computer security. To manage a
successful organisation and an efficient employee involvement programme, all parties must be
able to communicate effectively. Understand the needs and expectations of your customers and
follow up frequently to ensure that there are no gaps that need to be filled. Active listening is
another important aspect of effective communication. The more you listen to employee feedback
and what they have to say, the more likely you are to have a clear picture of things and
communicate effectively with them. This will make the programme more effective by including
collaboration and communication into it. Your staff go to considerable lengths to participate in
the planning and decision-making processes of the company. They generate their own ideas and
thoughts in order to put the company ahead of its competitors. It requires time and effort to assist
an organisation in doing so. And, to keep your employees' excitement alive, show them as much
appreciation as possible. Appreciation boosts your employees' morale and motivates them to
bring out the best in themselves. This increases their commitment to their professions and
increases their efficiency while actively participating in organisational matters. Employee
involvement refers to the possibilities you provide for your employees to participate in
workplace decision-making. Employee involvement refers to the direct interaction between
management and employees that encourages people to accept responsibility for a project's
outcome. Workers have an impact on the process through collaborating with management on
critical choices. Providing more opportunities for your employees to seek new training, specific
motivational methods to boost employee productivity, and establishing an organisational
structure that encourages free-thinking and empowers employees to make important decisions
without managerial approval are all examples of employee involvement practises. In hierarchical
organisations, where senior management makes the major decisions that employees are expected
to implement, employee involvement is often more difficult. Because this style of organisation is
based on administrative authority rather than employee participation in decision-making, this is
the case. Flat organisational designs that value teamwork and dispersed reporting ladders are

more likely than traditional organisational structures to encourage increased employee
involvement with less resistance. Employee participation differs from employee involvement in
that participation relates to the actual business tasks that workers execute, whereas involvement
refers to the level of influence that employees have in decision-making over which business
activities they perform. Employee engagement encourages a collaborative approach in which a
group of workers completes a project by combining their varied skill sets to reach a shared goal.
The majority of the discussion focused on primary and secondary research. In the case of
primary research, a discussion will be based on the questionnaire results (Wright, 2016). On the
other hand, in secondary research, the discussion is mostly focused on the information gleaned
from the literature review.
The following is a discussion based on primary research:
The first theme is to gain a better understanding of the phenomenon of employee engagement.
Interpretation: This pyramid represents an understanding of the phenomenon of employee
engagement among Marks & Spencer employees. This pyramid has been determined that 40 out
of 50 workers have an accurate knowledge of the phenomenon of employee engagement among
Marks & Spencer employees. On the other hand, the remaining ten employees of a company are
unaware of the concept of employee engagement.
Furthermore, with the support of employee involvement, an organisation can improve its growth
and development on a global scale. As it will help an organisation achieve long-term growth and
success on a global scale. Employee involvement also helps an organisation attract a big number
of customers and build its reputation in the eyes of customers and in the marketplace.
The second theme is the approach for entry modes. Interpretation: For Marks and Spencer to
penetrate the emerging market, this chart has been viewed as useful sorts of entry modes. Joint
venture is the most important entry route, according to 20 of the company's 50 employees.
Foreign direct investment is the most beneficial entrance approach for a firm, according to 15
staff. 10 people realise that a merger and acquisition is a good way for Marks and Spencer to get
into a new market. The remaining 5 respondents must propose any alternative ways for a
company to enter a new country or location.
The third theme is the benefits of staff involvement. Interpretation: Employee engagement,
according to this pyramid, has a variety of benefits for Marks and Spencer's economic success.

Employee involvement, according to 20 out of 50 employees of a company, helps them improve
their business operations. Marks and Spencer can simply increase their consumer base with the
help of employee involvement, according to 16 workers. The remaining 14 respondents believe
that by including employees in their work, a company can simply grow its operations and get
greater results in a shorter period of time.
The impact of employee engagement on company functions is the fourth theme. Interpretation:
The above pyramid summarises the influence of employee engagement on Marks and Spencer's
business functions. Employee involvement has a greater impact on human resource functions,
such as recruiting and selection of knowledgeable individuals, according to 12 respondents.
Employee involvement affects the marketing department, according to 13 employees, when
launching a product to the market. Employee engagement, according to 14 respondents, has a
direct impact on the company's operational function while transforming raw materials into
completed goods. The remaining 11 respondents believe that employee involvement has an
impact on the financial function of an organisation when acquiring various resources such as
human resources, raw materials, and so on.
The fifth theme is the impact of employee engagement, both positive and bad. Interpretation:
According to the above pyramid, there is a positive and negative impact of employee
engagement on Marks and Spencer's business performance and success. Employee engagement
has a favourable impact on business success for 45 out of 50 Marks and Spencer employees,
whereas employee engagement has a negative impact on business performance for the remaining
5 respondents.
Theme 6: Factors that affect employee engagement are required Interpretation: The above data
has been interpreted to meet the needs of many elements for an organisation as it expands its
business operations through employee involvement. The legal component is the most important
factor that the organisation must follow, and 15 out of 50 Marks and Spencer employees have
awareness of it. Government policies are one of the primary factors for Marks and Spencer when
expanding their activities on an international basis, according to 16 respondents. The remaining
19 Marks & Spencer employees believe that competition is the most important component
because without it, they would not be able to earn the maximum amount of money.
Themes 7 and 8: Employee Engagement Challenges Interpretation: The downsides of employee
engagement that have a detrimental impact on corporate operations have been concluded by this

pyramid or information. Higher competition, according to 10 out of 50 workers, is a big concern
that will have an influence on business as it expands its operations. Customer buying behaviour
is influenced by staff engagement, according to 9 respondents, which will have a global impact
on corporate operations. 15 Marks & Spencer employees are aware that financial collapse is a
big danger of employee engagement, which will have a detrimental impact on the company's
operations as it expands. The remaining 16 respondents believe that communication is a big
obstacle to employee engagement, and that it will have an impact on the effective expansion of
corporate operations.
The effectiveness of employee engagement is the eighth theme. Interpretation: The effectiveness
of employee involvement in promoting corporate success at the international level has been
summarised based on the aforementioned facts. 25 of the 50 respondents agreed, 15 strongly
agreed, 7 disagreed, and the remaining three strongly disagreed.
Theme 9: How to Deal with Employee Engagement Issues
Interpretation: Based on the provided information, methods for overcoming hurdles to employee
engagement have been identified in a systematic manner. The adoption of flat communication,
according to 16 respondents, is the most effective strategy to overcome the influence of
communication. Marks and Spencer staff believe that the corporation should deliver high-quality
products and services to help businesses overcome the effects of increased competition.
Adoption is the opinion of ten respondents.
Employee involvement is a critical factor in a company's success. It aids in efficiently providing
the organisation with a competitive advantage. It has the potential to increase the level of
competition. Furthermore, rivalry might be related to the cost of a service or product,
technological adaptation, target market, speedy manufacture through organisations, and so on. If
a company's production costs are low and it sells at a low price, it can increase its market share
on a global scale. On the other hand, when conducting commercial operations in the worldwide
market, technology will be improved. Marks and Spencer can use this to upgrade and adapt new
technologies in order to provide high-quality services and products.
On the basis of secondary research, we'll have a discussion: Employee engagement is the most
important activity that can help a company expand its operations and activities abroad (Kollman,
2016). Employee engagement is critical to an organization's performance and growth via
boosting client base, increasing sales, and improving brand image, among other things. All of

these are important advantages of employee involvement that will aid a company's growth in the
marketplace. Employee engagement is a critical notion that allows businesses to expand globally
in a more efficient manner. Marks and Spencer attracts a huge number of customers and also
provides them with high-quality products and services by assessing their demands and needs in a
substantial way. Employee involvement has both a positive and bad impact on a corporate
organisation. Employee engagement, and from the other hand, poses a variety of dangers to
Marks & Spencer's operational processes, including communication barriers, cultural differences,
financial failure, customer buying behaviour, and increased competition (Hanson and et. al.,
2016). All of these variables have a negative impact on business success and productivity. As a
result, it is the manager's obligation to find effective solutions to overcome them.
Recommendation
The importance of employee engagement in the advancement of corporate operations has been
advised based on the aforementioned statistics. There are various suggestions for Marks &
Spencer on how to counter the unfavorable effects of employee engagement and generate global
company success. Some important recommendations will be given, which are as follows:
• Marks and Spencer's use of flat storytelling is the most effective technique to minimise
miscommunication and deliver each piece of information to their staff. As it will aid them in
their future success and development on a global scale.
• Marks and Spencer must give high-quality services and products to their customers in order to
help the company overcome the effects of increased competition.
• Adopting an effective pricing plan would help Marks and Spencer grow their customer base
and improve their brand image in the marketplace and in the minds of their customers.
• Optimal resource use will also assist a company in expanding its sales and market share. As it
will assist an organisation in achieving long-term goals and objectives within a certain time
frame.
• The company should use a variety of promotional channels to assist them increase the number
of customers while also allowing them to achieve competitive advantages in a short period of
time.

• While globalising its commercial activities, an organisation must consider a variety of
elements, including legal considerations, related legislation, and competition. All of these are
amazingly useful and crucial variables that will aid an organization's performance and growth.
Conclusion
The importance of employee engagement on corporate success has been concluded based on the
evidence shown above. A questionnaire was completed in order to get information regarding
employee engagement. Because this instrument aided an investigator by providing precise data
on respondents' perceptions of employee involvement, it was useful. For this, 40 respondents are
aware of the phenomenon and importance of employee engagement, while the remaining 10 have
no knowledge of the topic. In addition, a joint venture is the most important entrance mode
approach for an organisation to successfully develop its company activities at an international
level. Employee involvement has a variety of advantages for corporate performance, including
improved operations, increased client base, and so on. Apart from that, there are a variety of
disadvantages to employee engagement in the workplace.
Reflection
Performing this research can be considered one of my major accomplishments. It was a
worthwhile experience that was required as part of my coursework. This was the first time I
interpreted a project that emphasised the importance of employee involvement and the
invitations that come with it in the context of business. It was a fascinating topic that will benefit
me by improving my research and management abilities. Apart from that, the creation of a Gantt
chart aided me in managing all of the critical activities or tasks while also giving them full
consideration. Along with this, I had to deal with a number of challenges, including a lack of
time, an insufficient amount of funds, and the management of critical inquiry activities. As a
result, it was initially difficult for me to acquire data for the current study because it was
unrelated to the business that I had chosen. Further research on the subject aided me in gathering
sufficient evidence or data for the conclusion of this study. Overall, I am able to accomplish each
component of the project within the provided date thanks to this investigation. Because it will
help me grow and succeed in the future. I need to design a questionnaire that will aid me in
collecting correct data by offering relevant and credible information about the topic.

Alternate methodology
Methodologies of Alternative Research It is one of the most important aspects of data collecting
and analysis in order to obtain positive results. In order to perform this inquiry, a questionnaire
was employed as the approach, which aids in the collection of accurate data from respondents.
Interview, on the other hand, is chosen as an alternate research methodology because it saves
time and money when gathering information about a given topic.

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Appendix
Q1) Can execution of strong employee engagement leads to growth and development of marks
and Spencer?
Agree
Disagree
Q2) Which department of Marks and Spencer is associated with managing employee
engagement?
Sales and marketing Section
Finance
Human resource department
Q3) Does strong employee engagement provides benefits for Marks and Spencer company?
Agree
Disagree
Q4) which is the major aspect that implementing employee engagement strategy must have?
Easy connection
Time saving
Cost saving
Q5) What are the major benefits of strong employee engagement in Marks and Spencer?
Maximising productivity
Increased employee performance
Raising market share
Gaining Customers attraction
Q6) Does employee engagement leads in developing growth and success for an enterprise?
Yes
No

Q7) What are the major factors which are associated with employee engagement within an
organisation?
Technology
Employee performance
Sales
Q8) Out of the following, what advantage will be provided by strong employee engagement?
Ease Of Communication
Higher Availability
Proper flow of information
Q9) Does implication of employee engagement are essential for the company to capture market
share?
Yes
No
Q10) Does strong employee engagemnet leads an organisation to expand internationally and
create competitive advantage?
Yes
No