Talent Planning and International Resourcing at Marks & Spencer

This report provides an analysis of international resourcing and talent planning, focusing on Marks and Spencer (M&S). It identifies key factors affecting these processes, such as recruitment policy, demand and supply of the workforce, organizational size, growth and expansion, and the company's image. The report explores how organizational and HR strategies can be developed to accommodate changes in international resourcing, including identifying hiring needs, estimating activity duration, managing project schedules, and fostering effective working relationships. Recommendations are provided for M&S, such as utilizing expert judgment and various tools for estimating activity resources and durations, emphasizing the importance of understanding local culture, and leveraging emotional intelligence in leadership. The conclusion emphasizes the significance of international HRM and talent planning for organizations like M&S and the importance of adapting strategies to ensure effectiveness and efficiency in achieving organizational goals.

International
resourcing and talent
planning
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Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Factors affecting international resourcing and talent planning..............................................3
How organisational and HR strategies can be developed to accommodate the changes.......4
Recommendation....................................................................................................................5
CONCLUSION................................................................................................................................6
References:.......................................................................................................................................7
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INTRODUCTION
International Human resource management (HRM) refers to the term which is used for
the organisations which perform the function of managing the activities of human resource at an
international level. It also covers the typical functions of HR as well such as recruitment,
selection, training and development, performance management, remuneration and many more,
but all these practices are done on international level. Along with this, it include the additional
practices such as multiple industrial relation activities, global succession planning, expatriate
management and many more. The chosen organisation for this report is Marks and Spencer
which is a multinational retailer of home products, food products and clothing having
headquarters in London, England, United Kingdom. It was established by Michael Marks and
Thomas Spencer in 1884. This report covers the factors which implies impact on international
resourcing and talent planning along with the ways of developing the organisational and HR
strategies.
MAIN BODY
Factors affecting international resourcing and talent planning
Talent planning is a encompassing scheme for hiring, processing, continuing expert a
organisation. Due to instant and continuous change in the job requirement, it is getting difficult
for the organisations to make and develop the plan related to the needs of future hiring. Talent
planning is the best decision for HR team when the organisation want to retain the best
employees and keep hiring only the best employees to come in the organisation. It has been
found that the international resourcing and talent planning get affected from several of factors,
some of them are given below:
 Recruitment policy: There are to ways of doing recruitment i.e. Int5ernal and external
sources. Need of organisation, recruitment costs and financial implications are the some
factors which decide the recruitment policy. The human resourcing policy of marks and
Spencer define the aims of recruitment and provide a well defined structure for the
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purpose of implementing the programs related to the international resourcing and talent
planning.
 Demand and Supply: The inaccessibility of workforce both inside as well as outside the
organization is an essential factor in the process of resourcing human. If marks and
Spencer has a demand for more professionals and there is limited supply in the market
for the professionals demanded by the company, then the company will have to depend
upon internal sources by providing them special training and development programs.
 Size of organisation: It means that the size of business determine the need of human
resource or work force. Marks & Spencer is a multinational company whose stores are
located in the several countries. It means they are require huge amount of human
resource to complete their business operations.
 Growth and Expansion: The expansion of business organisation require more
employees in the organisation. In the context of Marks & Spencer, if they are planning
to expand their operations in a new country, they are require to hire more employees so
that they can perform their business operations in an effective and efficient manner.
 Goodwill or Image of the organisation: Representation of the organization is another
factor which effect the international resourcing and talent planning. This can work as a
potential constraint for recruitment. Marks & Spencer is an organization having
positive image and goodwill as it will get easy for the management to find the
employees. Image of a company is supported on what organization does and impressed
by industry. Managerial activities such as good public relations, rendering public
service like building roads, public parks and many more helps the organisation in
creating positive image or reputation.
How organisational and HR strategies can be developed to accommodate the changes
In order to develop the organisational and HR strategies to fit the changes in the
international resourcing process and talent planning, it is necessary for Marks & Spencer to
follow a well defined process of recruitment which help them in resourcing the employees in
their organisation. Some of ways of developing strategies are given below:
 Identifying the hiring need: It is necessary for the organisation to know about the need
of employees and the skills which they want in their employees. By knowing about the
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exact need of organisation, HRM can easily do the process of talent planning and
international resourcing.
 Estimating Activity Duration: After doing the planning of estimating the resources it is
required for organisation to figure out how the long each activity will take. This process
of estimating the time duration of all activities is known as activity duration estimating.
Under this step of the management of Marks and Spencer have to look at each and every
activity least along with consenting their scope and resources and analysing and how
long it will take to perform. Sometimes they take a rough estimation and then they
define it for the purpose of making correct.
 Project Schedule and Critical Path: It is necessary for organisation to get the project
schedule approve and signed off by the stakeholders and functional managers. It makes
sure that they have to read the schedule understand that date and resources comments
and after that they started corporate. The Marks and Spencer also need to obtain
confirmation that the resources will be available as outlined in this schedule. The
management do not have power to confirm the schedule until receiving approval and
commitment from the resource assignments outlined in it.
 Working with the individual: Working with the other people involved in the process of
international resourcing and talent planning the organisation have to deal with the
people both logically and emotionally as well. Successful working relationship among
the individuals started with the appreciating the importance of emotions along with the
the process of relating them to the types of personality, negotiations, setting goals and
leadership styles.
Recommendation
It is recommended to the human resource management of Marks and Spencer that they should
use several Tools and techniques for the purpose of estimating the activity resources such as
expert judgement, alternative analysis, published estimating data, project management software,
bottom up estimating and many more. HRM also can use several Tools and techniques for the
purpose of estimating the duration of activities which include expert judgement, analogous
estimating, parametric estimating, three point estimating, reserve analysis and many more. In
order to keeping the project on a track the critical path method plays an important role as a tool.
Every network structure has a something that is called critical path. By following above
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mentioned Tools and techniques the HRM can remove the challenges which they are facing
while doing International resource and talent planning. It is also necessary to know about the
culture of the location, for where the HRM is doing recruitment. There are several factors which
affect the process of international Sourcing and talent planning. While performing these
activities a the organisation is required to completely know about the needs and requirements of
organisation so that they can hire the candidate having the proper or specify skills and
experience. For the same purpose HRM is required to do the coordination with the operation
team so that they can know about their needs. At the end it is recommended to the organisation
to be use emotional intelligence which include self awareness empathy relationship management
and self-regulation. Leadership style refers to the personal characteristics and life experiences.
So so the human resource manager have to follow the leadership style which is predominantly a
Pathfinder.
CONCLUSION
From the above report, it has been concluded that international human resource
management is an important concept in the organisation as it is related to performing of al the
tasks related to the human resource in the organisation. It also perform the function of
international resourcing and talent planning. Marks and Spencer is an international organisation.
They are required to hire the employees for several of locations. The HRM of Marks & Spencer
perform the function of international resourcing in which they hire the best skilled and
experienced staff which wok for the achievement of organisational goals and objectives. But due
to availability of several factors, this function get effected. Furthermore, it has been analysed that
the developing organisational and HR strategies at work place is also an important concern as it
leads to bringing effectiveness and efficiency in the organisation.
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References:
Books and Journals
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In Effective talent management strategies for organizational success (pp. 283-300). IGI
Global.
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The case of European multinationals. Thunderbird International Business Review, 61(6),
pp.857-872.
Tikhonov, A. and Konovalova, V., 2020, April. The Impact of Social Media on Recruitment:
Opportunities, Benefits. In Proceeding of the International Science and Technology
Conference" FarEastСon 2019": October 2019, Vladivostok, Russian Federation, Far
Eastern Federal University (Vol. 172, p. 415). Springer Nature. Muhammad, M., Wan,
C.D. and Morshidi, S., 2021. Retaining and Integrating International Faculty into
Malaysian Universities: Issues and Challenges. International Faculty in Asia, pp.79-94.
Turner, P., 2018. Attraction, recruitment and resourcing of talent. In Talent Management in
Healthcare (pp. 221-252). Palgrave Macmillan, Cham.
Vecchi, A., 2019. Global work arrangements and talent management in the born-virtual
organization: The case of Automattic. In Research Handbook of International Talent
Management. Edward Elgar Publishing.
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