Marks and Spencer: HR Strategies for India's Competitive Market

This report evaluates the recruitment, selection, and training practices of Marks and Spencer in India, focusing on how these HR strategies contribute to the company's competitive advantage in the Indian market. The research explores the current trends in recruitment, selection, and training, assesses the impact of HR policies on M&S's competitive benefits, and identifies the challenges the company faces in recruiting and selecting employees in India. The report includes a project management plan outlining the scope, cost, communication, risk management, resources, and timeline for the research. It utilizes both qualitative and quantitative research methods, including interviews with HR managers, to gather data. The analysis of the interview data reveals insights into the HR managers' awareness of current trends and their perspectives on the company's practices. The report concludes with recommendations for implementing effective HR policies to gain a competitive edge in the Indian retail sector.

MANAGING
SUCCESSFUL BUSINESS
PROJECT

TABLE OF CONTENTS
TOPIC:.............................................................................................................................................1
INTRODUCTION...........................................................................................................................1
BACKGROUND.........................................................................................................................1
Rationale: ...................................................................................................................................1
P.1 Aim and Objectives...............................................................................................................2
P.2 Project Management Plan.....................................................................................................2
P.3 Work-break down structure, Gantt Chart and Time line......................................................4
P.4. Research Methodologies.....................................................................................................5
P.5 Data Analysis........................................................................................................................6
P.6 Recommendations...............................................................................................................11
P.7 Reflection............................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

TOPIC:
How does Marks and Spencer can improve the recruitment, selection and training of
employees to meet international requirements and to create competitive advantage over its
competitors in India.
INTRODUCTION
Globalisation refers to the integration of markets within the world economy which
consequently rises the interconnectedness of national economies. Multinational corporation are
those which operates in one and more countries. These are the functions of this
interconnectedness as they can form and utilise the connection between national economies to
operate within the multiple countries (Deresky, 2017). It is very important for company to
improve the recruitment, selection and training of employees to meet international requirements
and to create competitive advantage over its competitors in host country (Multinational
Corporation + Globalisation, 2015).
In this present research paper, Marks and Spencer is being chosen as multinational
corporation and the host country selected is India. With the systematic and proper use of research
methods and techniques, scholar will evaluate recruitment, selection and training practices
undertaken by retail sector firms (Marks and Spencer) with regards to meeting international
requirements and getting competitive edge.
BACKGROUND
This present research study is based on the Marks and Spencer which is one of the
famous retail firm in United Kingdom. This study will focus on the recruitment, selection and
training of employees to meet the international requirements as well as to gain competitive
benefits in the market of India (Mamic, 2017). The level of competition is very high in the retail
sector of India as there are already 14 millions outlets operating so, skilled and knowledgeable
workforce is very essential for the company. So, researcher will evaluate the current HR policies
of Marks and Spencer and provide further justification for improvement.
Rationale:
The reason for choosing the topic, recruitment, selection and training practices
undertaken by retail sector firms with regards to meeting international requirements and getting
competitive edge in India is that when any company operates in any other nation they face
various benefits and challenges in managing HR policies because every nations have their own
1

criteria. Further, the level of compensation is also very high in retail sector so, it is very
important for organisation to undertake effective HR policies so that they can meet the
international requirement and could get competitive benefits which is another reason for
choosing particular topic (Malhotra, 2016).
P.1 Aim and Objectives
Aim:
To evaluate recruitment, selection and training practices undertaken by retail sector
firms with regards to meeting international requirements and getting competitive edge in India:
A study on Marks and Spencer”.
Objectives:
 To identify the current trends of recruitment, selection and training.
 To determine the impact of HR policies on the competitive benefits of Marks and
Spencer over its competitors in India.
 To assess the challenges faced by Marks and Spencer in recruitment and selection of
employees in hots country.
 To provide recommendations for implementing effective HR policies within organisation
to gain competitive advantages.
Research Question:
1. What are the current trends of recruitment, selection and training?
2. What are the impact of HR policies on the competitive benefits of Marks and Spencer
over its competitors in India?
3. What are the challenges faced by Marks and Spencer in recruitment and selection of
employees in hots country?
4. What are the recommendations for implementing effective HR policies within
organisation to gain competitive advantages?
P.2 Project Management Plan
The approved formal document which is used to guide both execution and control of the
project is called as project management plan. Researcher creates the project management plan
following input from the project and the key stakeholders of project.
Scope:
2

The utility of the project or research study is called as scope. The scope of this present
research is both in corporate sector and academic sector. This research study is helpful for
organisation to seek betterment in the HR policies to gain competitive benefits as well to meet
the global business requirements (Sharp, Peters and Howard, 2017). Apart from this, research is
also very useful in academic sector who are studying related subject of topic like HR,
Globalisation, MNC's, etc.
Cost:
Cost also plays an essential role in completion of the project. It is important for
researcher to prepare the budget before implementing the project as well as allocate the required
cost to each and every activity. In this present report, £4000 cost will be required.
Communication:
In project management plan, communication plays a vital role. It is the duty of researcher
to communicate each and every thing to all the people who are directly or indirectly participating
in the research (Halcomb and Hickman, 2015). Circulars, emails and messenger are used by
scholar to overcome the communication gap.
Risk:
Risks are uncertain, so it is essential for scholar to analyse and evaluate all, the risks
which have potentially to arise in the research. There are various types of risk associated in
conducting the research like physical risk like any physical discomfort, pain, injury, disease or
illness during the research. Further, the risk of loss of data, theft of data or any other legal risk
are there which can be arise (Lock, 2017). So, it is better to overcome those risks to avoid
interruptions.
Resources
To complete the research, resources are very important to have in order to reach the end
conclusion. In this present research study, laptops, stationery items, USB, people, equipment,
funding and facilities etc. are required to complete the research.
Time:
Time element is also an important aspect of project management plan as it is very
important that study should be completed don time. In this present research, researcher has less
time so he/she is planning for taking interview instead of survey (Kusters, 2016). Within in 35
days this research study will be completed any how.
3

P.3 Work-break down structure, Gantt Chart and Time line
Task Name Duration Start Finish Predecessors
Research proposal 2 days Mon 18-03-
19 Tue 19-03-19
Aims and objectives 4 days Wed 20-03-
19
Mon 25-03-
19 1
Research methodologies 7 days Wed 20-03-
19 Thu 28-03-19 1
Data collection 8 days Tue 26-03-19 Thu 04-04-19 2
Data analysis 4 days Fri 29-03-19 Wed 03-04-
19 3
Data interpretation 5 days Fri 05-04-19 Thu 11-04-19 4
Finding and conclusion 2 days Fri 05-04-19 Mon 08-04-
19 2,4
Recommendations 1 day Fri 12-04-19 Fri 12-04-19 5,6
Execute the plan 1 day Tue 09-04-19 Tue 09-04-19 7
Submission 1 day Mon 15-04-
19
Mon 15-04-
19 8,9
4

5

P.4. Research Methodologies
Research Type:
Quantitative and Qualitative are two types of research types which is used by scholar in
conducting the research. The concept of qualitative methods is concerned with understand the
behaviour of human from the perspectives of informants by undertaking feeling, words and
emotions of respondents. Whereas, the concept of quantitative methods is concerned with
discovering the facts about the social phenomenon by undertaking statical or numerical data.
Researcher has applied qualitative methods in which views of respondents has been taken and
result is also based on the views (Quinlan and et.al., 2019). Therefore, by using qualitative
methods, scholar has evaluated recruitment, selection and training practices undertaken by retail
sector firms with regards to meeting international requirements and getting competitive edge in
India
Research Approach:
Inductive and Deductive are two types of research approaches which needs to be study in
conducting the research study. Research approaches are the plan and procedure to collect,
analyse and interpreted the data. Inductive research approaches is aimed and testing theory.
Whereas, Deductive research approach is begins with the aggregation of data on the subject
matter, after the enumerator looks for the structure for information, working to develop a theory
which could explain those patters (Koro-Ljungberg, 2015). Scholar in this present study has
applied inductive approach as it is the best way to reach the end conclusion as well as it most
suitable technique when study is based on qualitative method. Therefore, by using inductive
methods, scholar has evaluated recruitment, selection and training practices undertaken by retail
sector firms with regards to meeting international requirements and getting competitive edge in
India.
Sampling:
The small part of large population is called as sampling. Sampling is the technique by
which it is easy to study to evaluate the large sample by selecting the small sample size. It is not
possible for researcher to study the entire data because of lack of money and time. Probabilistic
and Non-Probabilistic sampling are two methods in which researcher has use Probabilistic
sampling. In probabilistic sampling, representatives have equal chances for selection in the
6

sample (Knudsen and Stage, 2015). Thus, scholar has selected 5 Human resource managers of
Marks and Spencer for conducting interview.
Data Collection:
After the selection of sample, researcher start looking for methods used for aggregation
of information. Primary and Secondary are two major classification in collection of data. When
researcher aggregate the data by own efforts is called as primary data such as interview, survey,
observation, on the contrary, when data is collected through another sources like books, articles,
dairies and journals is called as secondary data. In this present research, scholar has collected
data from both the sources (Vannini, 2015). Interview is conducted for collecting the data on
recruitment, selection and training practices undertaken by retail sector firms with regards to
meeting international requirements and getting competitive edge in India.
Data Analysis:
Once the data is gathered, scholar has start looking for the evaluation of data. It is
technique used to clean, mould and transform the data in a meaningful information. Qualitative
and Quantitative are two techniques used to analyse the data. Researcher has used qualitative
techniques to analyse the data where researcher has prepared check list for interview questions
and evaluate the outcomes.
Ethical Consideration:
Norms and standards are ethics which makes differences in what is right and what is
wrong. It is very important for scholar to follow all the norms and standards in order to maintain
the validity and reliability of the study (Sinkovics, Jean and Kim, 2016). Enumerator has
followed all the norms and standard specified in research which are as follows-
 All participants are adults.
 Informed concent.
 Respondents are not forced to participate and to stay as they are allowed to leave
the survey.
 All the secondary data are collected from authentic sources.
 Privacy and security of data is maintained.
7

P.5 Data Analysis.
Interview Checklist
1. Are you aware about the current trends of recruitment, selection and training.
HR Manager 1: Yes, I am aware of the current trends of recruitment, selection and training like
employment branding, inbound recruiting, talent pool, Experts digitalised training etc.
HR Manager 2: I am aware but partially. I don't have deep knowledge of current trends like I
have little bit knowledge of CRM.
HR Manager 3: Yes, I am also aware of current trends as now it is very important for
organisation to gain competitive advantages in both domestic and global market.
HR Manager 4: No, I am not aware of any current trends of recruitment, selection and training
as I have never attached to all these things.
HR Manager 5: Definitely, I am aware of current trends as it is the era of digitalisation so it is
very essential to be aware of current trends.
Theme 1: Majority of managers are aware of current trends of recruitment, selection and
training.
Interpretation: From the above interview conducted by researcher from 5 HR managers
of Marks and Spencer, identified that majority of managers are aware of currents trends of
recruitment, selection and training as 3 managers committed that they are highly aware. As per
the secondary data, it is identified that if organisation ignored the current trends they will be
throw out of the market as competition is very high in retail sector and customers have option to
move. Hamburabi, Ramaswamy and Singh, (2016) said that, for skilled and knowledgeable
candidates, it is important for HR managers to be aware of current trends (Currents Trends of
Recruitment, 2019).
2. Do you think, your organisation is meeting international requirements in terms of
recruitment, selection and training?
HR Manager 1: Yes, our organisation is meeting the international requirements very effectively
as we adopt current trends which attracts skilled and knowledgeable candidates in our
organisation. In terms of training, we provide high level of training by calling experts, so our
workforce is able to meet the global demands.
HR Manager 2: I am not sure about my answer but, frankly speaking, I knew that our company
8

tends to focus highly in recruitment and selection of candidates as well as training to
employees.
HR Manager 3: Yes, I am dam sure that our organisation is very well aware of the current
trends like inbound recruiting, talent pool, Experts digitalised training for which we are able to
meet the international requirements.
HR Manager 4: No, I don't think our organisation is able to meet the international requirements
as organisation provides expert training and all that but not on regular basis so that employees
are not aware of current trends of market.
Theme 2: Marks and Spencer is meeting international requirements in terms of
recruitment, selection and training
Interpretation: From the above interview conducted by researcher from 5 HR managers
of Marks and Spencer, identified that organisation is meeting the international requirement in
terms of selection, recruitment and training as they 3 mangers are agreed. They said Marks and
Spencer adopt current trends which attracts skilled and knowledgeable candidates in our
organisation. In terms of training, they provide high level of training by calling experts. Very less
number or we can say single manager is committing that Marks and Spencer is unable to meet
international requirement as they said they are not following current trends. As per the secondary
data collected, retail sector business used Recruitment automation tools in order to find, attract,
engage, nurturing and converting candidates into applicants (Hanaysha, 2016).
3. What are the current trends you focus on the recruitment, selection and training.
HR Manager 1: Employment branding, inbound recruiting, talent pool, Experts digitalised
training as these are the current trends which I focus on recruitment, selection and training.
HR Manager 2: Yes, I am aware of current trends like social media recruiting which I think one
of the best way to focus on recruitment, selection and training, rather I don't know any other
way to hire candidates.
HR Manager 4: No, I am not sure about any the current trends.
Theme 3: Current trend of recruitment, selection and training.
9

Interpretation: From the above interview conducted by researcher from 5 HR managers
of Marks and Spencer, identified that Marks and Spencer is focussing on employment branding,
inbound recruiting, talent pool, Experts digitalised training as these are the current trends. They
committed that it is very important for organisation to use current trends of recruitment and
selection because if organisation does not follow the current trends than they will not get skilled
and knowledgeable candidates and they will also able to obtain competitive advantages in the
market. On the other hand, only few managers are not sure. As per the secondary information
collected, it is identified that social media is one of the best way to hire new, skilled and eligible
candidates (Chakraborty, Gupta and Saha, 2017).
4. Do you think, the HR policies of Marks and Spencer gain the competitive advantages
over the competition in India?
HR Manager 1: Yes, I think HR Policies of Marks and Spencer gain the competitive advantaged
over the competition in India.
HR Manager 2: No, In my opinion, HR policies need to be improve as per the current tends.
HR Manager 5: Yes, Definitely, Marks and Spencer is giving cut-throat competition in the
Indian market.
Theme 4: HR policies of Marks and Spencer gain the competitive advantages over the
competition in India
Interpretation: From the above interview conducted by researcher from 5 HR managers
of Marks and Spencer, identified that HR policies of organisation gain the competitive
advantaged over the competitors in India as majority of managers are agreed. They said the HR
policies are very effective as the recruitment and selection techniques are highly advance,
training session is also highly advance. They also said that the HR policies are aligned with the
business strategy which is also the best way to gain competitive benefits. Organisation calls
expertise to provide training to employees. As per the Yaseen, Shatnawi and Obeidat, (2018)
Human Resources Policies and Procedures are Important as they provide structure, control,
consistency, fairness and reasonableness in firm. They also ensure compliance with employment
legislation and inform employees of their responsibilities and the Company's expectations.
10

5. Are you aware about the employment legislation of India and your company is
following accordingly?
HR Manager 2: Yes, Marks and Spencer is very well aware of employment legislation and do
focus on ethical practices.
HR Manager 5: I am not sure as I am from outside India and newly recruited in Marks and
Spencer.
HR manager 4: Yes, definitely, we work according to framework set by Indian government.
Theme 5: Aware about the employment legislation of India and your company is following
accordingly
Interpretation: From the above interview conducted by researcher from 5 HR managers
of Marks and Spencer, identified that majority of managers are aware about the employment
legislations of India and they committed that there organisation follows them accordingly. They
said that organisation are very well aware of work and safety act, fair wages, equal pay and all
other laws which are mandatory to follows. As per the secondary data, of organisation avoid or
do not follows all the laws and legislations it will influence the brand image as well as firm have
to face punishment or action or penalties (Dmour and et.al., 2015).
6. What are the challenges you faced in recruitment and selection of employees in India?
HR Manger 1: Yes, organisation faced lack of understanding between hiring managers and
recruiters.
HR Manager 3: Lack of performance management.
HR Manager 4: Not sure.
Theme 6: Challenges faced by Marks and Spencer in recruitment and selection of
employees in India
Interpretation: From the above interview conducted by researcher from 5 HR managers
of Marks and Spencer, identified that there are some challenges that organisation faced in
recruitment and selection of employees in India like lack of understanding between hiring
manager and recruiters, lack of performance management. Managers said that organisation do
not focus on evaluating the performance of employees on regular basis like no use of KPI's,
benchmarking, 360 degree feedback etc. Further, some manager said that lack of communication
11

as well as understand in between hiring managers and recruiters could lead lots of issues in the
process of recruitment. As per the secondary data collected, there are various challenges that
organisation faced like failure to attract candidates, retaining the employees and understanding
the culture in host country (Hanaysha, 2016).
7. What according to you suggest on improving the HR policies of Marks and Spencer so
that they can meet the internation requirement as well as gain competitive advantages?
HR Manger 1: Should use advance technologies.
HR Manager 3: Should invest of R&D for better skills.
HR Manager 5: Not sure.
Theme 7: Suggestions by HR managers.
Interpretation: From the above interview conducted by researcher from 5 HR managers
of Marks and Spencer, identified that HR manager provide some recommendations on bringing
improvement in HR policies of Marks and Spencer so that they can meet the internation
requirement and gain competitive advantages. Managers suggested that organisation should use
advance technologies like ERP software, CRM software, online advertisement of job so that they
can hire skilled and rigjt person for right at right tome. Further, another manager suggested that
firm should invest in R&D so that they can be aware of the current trends of recruitment,
selection and training.
P.6 Recommendations
From the above analysis, researcher has evaluated various things which is beneficial for
organisation, thus, scholar is providing some recommendations to company for better HR
policies within organisation which are as follows-
 Marks and Spencer should focus on aligning the HR policies with business strategy so
that the requirements of company could be fulfilled (Deresky, 2017).
 Marks and Spencer should invest in R&D so that they could be aware of currents trends
of recruitment, selection and training.
 HR managers should use advance technologies to hire better skills and knowledgeable
employees.
12

 Further, HR manager should provide training on regular basis so that workforce become
skilled which could results in meeting the international requirements.
P.7 Reflection
From the above research paper, I have learned many things which is very beneficial for
my careers. I have learned deep about the HR policies and recruitment, selection and training
process which is very important for my job work. I have feel very pleasure in conducting this
research study. I formulation of aims and objectives I have some complexity because I have to
narrow down my aims so that I can reach the end conclusion of my research. After that, I have
prepared project management plan which is also one of the importance task in conducting the
research very systematically. In addition to this, I evaluated various research techniques to
collect the data and make the research study realisable and valid. Further, the most amazing
experience is data collection through interview as I have interacted the HR managers of Marks
and Spencer where I have learned the importance of aligning HR policies with the business
strategies. After conducting the interviews, I have identified some recommendations of Marks
and Spencer which is also the best part of the research. At the end, I want to conclude that this
research study makes me very confident that I could conduct more studies in the future.
CONCLUSION
The above report comes to the conclusion that recruitment, selection and training
practices undertaken by retail sector firms with regards to meeting international requirements and
getting competitive edge in host country is very important for organisations. The impact of HR
policies is vital on gaining the competitive befits in the market. Further, company operates in any
other nation they face various benefits and challenges in managing HR policies because every
nations have their own criteria.
13

REFERENCES
Books and Journals:
Chakraborty, T., Gupta, D. and Saha, R., 2017. Role of Psychological Predisposition on
Employability of Management Students: Moderation Analysis through Soft Skills
Training. The International Journal of Indian Psychology, Volume 4, Issue 2, No. 95,
p.101.
Deresky, H., 2017. International management: Managing across borders and cultures. Pearson
Education India.
Dmour, D and et.al., 2015. The practice of HRIS applications in business organizations in Jordan:
An empirical study.
Halcomb, E.J. and Hickman, L., 2015. Mixed methods research.
Hamburabi, M., Ramaswamy, S. and Singh, K., 2016. Opening of Indian Legal Market Report
presented by INBA: Entry of foreign Law Firms India (Vol. 4). Indian National Bar
Association.
Hanaysha, J., 2016. Testing the effects of employee empowerment, teamwork, and employee
training on employee productivity in higher education sector. International Journal of
Learning and Development, 6(1), pp.164-178.
Knudsen, B.T. and Stage, C., 2015. Affective methodologies. Basingtoke: Palgrave
Macmillan, 10, p.9781137483195.
Koro-Ljungberg, M., 2015. Reconceptualizing qualitative research: Methodologies without
methodology. Sage Publications.
Kusters, J.F., 2016. The value and necessity of the project management plan: the pre-award phase
of BVP projects from the vendor’s perspective.
Lock, D., 2017. The essentials of project management. Routledge.
14

Malhotra, A., 2016. Impact of HRM Practices on Employee Attrition A Study of Selected BPOs
in National Capital Region.
Mamic, I., 2017. Implementing codes of conduct: How businesses manage social performance in
global supply chains. Routledge.
Quinlan, C and et.al., 2019. Business research methods. South Western Cengage.
Sharp, J.A., Peters, J. and Howard, K., 2017. The management of a student research project.
Routledge.
Sinkovics, R.R., Jean, R.J.B. and Kim, D. eds., 2016. Advancing the International Marketing
Research Agenda with Innovative Methodologies. Emerald.
Vannini, P. ed., 2015. Non-representational methodologies: Re-envisioning research. Routledge.
Yaseen, H., Shatnawi, Y. and Obeidat, B., 2018. Reviewing the Literature of the Effect of Talent
Management on Organizational Effectiveness. Journal of Social Sciences (COES&RJ-
JSS), 7, pp.139-156.
Online:
Currents Trends of Recruitment. 2019. [Online]. Accessed through:
<https://www.talentlyft.com/en/blog/article/87/15-new-recruiting-trends-you-should-
implement-in-2019-updated>.
Multinational Corporation + Globalisation. 2015. [Online]. Accessed through:
<ftp://ftp.repec.org/opt/ReDIF/RePEc/rau/journl/SP12/REBE-SP12-A9.pdf>.
15