BMS 413 - Managing People at Marks and Spencer: A Case Study Analysis

This report provides a comprehensive case study analysis of Marks and Spencer's (M&S) approach to managing people. It begins with a company overview, highlighting M&S's business and employee statistics. The core of the report is a literature review exploring three key themes: recruitment and selection strategies, employee and employer responsibilities for development, and HR systems and procedures. The review analyzes various academic perspectives on these themes, including discussions on recruitment policies, the importance of employee relationships, and the role of HR departments. The report then delves into a discussion and analysis section, evaluating the effectiveness of M&S's recruitment and selection strategies, how the business manages employee development, and a critical analysis of their HR systems and procedures. The report concludes with a summary of findings and recommendations for managing people at M&S, providing insights into the company's practices and suggesting areas for improvement within the context of HRM.

Foundation Degree in
Business & Management
(Year 1)
Managing People (BMS 413)
A Case on Marks and spencer

Contents
INTRODUCTION...........................................................................................................................3
Company overview (200)................................................................................................................3
Literature review (1000)..................................................................................................................4
Theme 1 The process of the recruitments and selection strategies in the Marks and Spencer....4
Theme 2 The responsibilities of the employee and employer for employee development in the
company.......................................................................................................................................5
Theme 3 Human resources systems and procedures...................................................................6
Discussion and analysis...................................................................................................................7
The evaluation of the effectiveness of recruitments and selection strategies in marks and
spencer.........................................................................................................................................7
How the business manages to have the significant development of the employees....................8
Critical analysis of there HR system and procedures for Marks and Spencer.............................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Managing people is considered to have the people management by selecting the people,
providing the training, providing direction regarding the significant job along with the feedbacks
on the employment performances. This is considered to be the responsibility of their successful
manager to make their proper level of integration of both positive and negative aspects in order
to make the work force productive. This have been the important task to have management of
people in order to have the increase he efficiency of people that’s manager have to lead,
motivates and inspire people. The manager of the company tends to have the development of
managerial skill which tends to be knowledge and ability of the individuals in term of managerial
positions to have the fulfilling the specific management activities and task.
On the other hand, this issue has the personnel management leads to make the lack of
adaptability as the personal managements have the following the plans and protocol in the
standardized ways for the business manages it people (Metz, Ilies and Hörmann, 2018).
Manages people always have the issues for devoting the resources best in ways employees along
with creating the sperate set of issues. This have the inclusion of cumbersome and expensive
programmes and lack of understanding what is the need for employees.
In this report, there will be proper level of discussion in the chapter of literature review
and data analysis as per the state to make the critical aspects of the HR system and procedures
for Marks and Spencer. In addition to that’s the report will have the reviewing of the various
aspect, believes and perception with process of the recruitments and selection strategies in the
Marks and Spencer along with responsibilities of the employee and employer for employee
development in the company. The report will be concluded with the summarizing aspect along
with recommendation and solution for the managing the people in the Marks and Spencer.
Company overview
Marks and spencer group plc (commonly abbreviated as M&S or colloquially Marks and Sparks)
is the British multinational retailer being headquarter in the Westminster have been specialize in
the selling the high quality of clothing, home products and foods ones. The firm have succeeded
in providing the high-quality fashion along with award winning foods and the stylish homeware
recently dealing with 1500 store across here 57 countries as the one of UK leading retailers. The
firm have the great level of understanding over the importance of aspirations, being in touch and
innovation in order to value everything in perfect manner.
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As the time observed the number of the employer have the being the worldwide fluctuated as
there the total number of the employee which areas working in the company at the present
situation 85,209 Marks & Spencer employees, the highest number during the five-year period.
By 2019, this number had fallen to 78,597 employees (Memeti, Azizi. and Luma-Osman, 2019).
The firm have the level of the incorporated with various level of the employee benefits to be
rewarded the work to be performed. This is helps in the competition the industry standard
allowing the employee to work in the motivates, passion and decisions.
Literature review
Theme 1 The process of the recruitments and selection strategies in the Marks and Spencer.
As per the view Frolova, Kopytova and Matys, (2018), it has been stated as the recruitment and
selections have the processing for hiring for performing the employee workforces for the
organizations as the employee have hired based on the requirement. The human resource
management theories have the major level of emphasis of the techniques of the recruitment and
selections along with outlining the benefits of the interviews, assessment and psychometric
examinations as employee selection process. The author supported the statement, the recruitment
policies in the retail sectors have the offering of insights into the processing for the involvement
of the recruitments policies and differencing of the managerial objectives. On the other hand,
the Yu, (2017) contradicted the statement process of recruitments is not the simple selection
process which have the major level of dependency on the management decision making and the
broad level of planning to appraise on pathways towards the creating more level of innovations
for the development of the corporate culture ethics which is specific to the country.
According to the view of the Hu and et.al., (2018), the company is tends to have the successful
level of demonstrations over the development of the HRM organizations strategies as well as
the organizational performances which have the discovered as the aspect of the employment
security, training and development programs, recruitment and selection, teamwork, employee
participation, and lastly, personnel planning are the most essential practices. The author
supported the statement as this have the showed up the that the selective level of hiring tends to
take the positive impacts over the organizational performances which provided the sustainable
precatives for the executive and official involved. On the other hand, the Zhao, (2016)
contradicted the statement as there is positive level of connection which is exiting between the
firm performances and training is cohorts with human capitals standpoint. The author have the
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suggestions that’s the manager tends to the develop the HR practices which are more level of
focussing training aspects in order to make the achievement over competitive benefits.
Theme 2 The responsibilities of the employee and employer for employee development in the
company.
As per the view Noguera, (2018), it has been stated as the employer and employee relationships
have the covering of the key areas of the Employment relationship, Collective Bargaining,
performance and reward management which help in the determining their nature of the
organizational commitment and performance in the perfect manner. The author supported the
statement as the achievement of the organizational objectives have the major level of
dependency on the employment relationship as suggesting the individuals level overpowering
need to be consistent as the event of the strategic change. On the other hand, the Magasvári,
(2018) contradicted the statement as employee relation have been characterised as both level of
conflict and corporations as the management have the employee relation has been the vital level
of success and failure which is needed to be discusses as the central level of human resources
management. In addition, the author stated as considering more level of competitive nature along
with technological advancement have turned out to be more critical aspects in order to meet the
changing need for the consumers along with effective human resource managements for
achieving the business success.
As per the view Oke, 2016), it has been stated as employer and employee of the company tends
to be work together in the term of daily basis handling the different roles and duties in which the
primary roles and duties have been remained fairly static over the despite of change in
technology in order to make the business more global and efficient. The author supported the
statement, the role of the employee is the to have the putting together the personal and
organizational resources in order to have the action best in terms of ability. On the other hand,
the Gallo and et.al.,(2019) contradicted the statement talent management is the aspect which
tends to be different from the development of managing the people concept which tends to be
the part of schemes which helps in the building high performing workplaces in order to
translate the teams which is driven to helps the employees with training and developing the
further knowledge which is simply referring to the future needs. The author supported the
statement as there retentions strategies will be implemented on the company’s along with
focusing on the concept of employee engagements e as the talents management is revolving
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around hiring a and active developing the staff require funds and high performance workplace.
As per the view L'Écuyer and et.al.,(2019), it has been stated as the company have the have the
important note in order to make the rope development of their strategy so that’s the things don’t
have rush. The author supported the statement as there strategy should be wide as the needs to be
tailored as per the corporate strategy in account he company mission an value ae considered to be
essentials.
Theme 3 Human resources systems and procedures
As per the view Lyskova, (2018), it has been stated as every organization have the essentials
level of working to be the part of one vision which tends to be achieved buy there formulation
the different level of stages and creation which is done by the HR department. The author
supported the statement as the effective level of designing have the dependency human resource
planning do the process of the masking the fictive level of forecasting. It makes the proper
involvements in term of evaluations, promotion and layoff. On the other hand, the Lysenko and
Sereda, (2018) contradicted the statement as this have the inclusion of the various aspect such as
the recruitments, selection, hiring and retailing and development which make their proper level
of boarding the employee in his skills and abilities for the limited level of up gradation. The
author supported the statement as maintaining the employee remunerations and benefit
administration have the making the proper level of decision making in the term of upon salaries
and wages, Incentives, Fringe Benefits and Perquisites etc. As per the view (), it has been stated
as performance management and developing the employee relation have helping the employer to
make the proper level of evolution and assess the needs accordingly for the training and
development and adding value to them. Hence this will make the proper level of look into the
regulation which are such as Labour Law and Relations, Working Environment, Employee
health and safety, Employee- Employee conflict management, Employee- Employee Conflict
Management, Quality of Work Life, Workers Compensation, Employee Wellness and assistance
programs, Counselling for occupational stress. All these are critical to employee retention apart
from the money which is only a hygiene factor.
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Discussion and analysis
The evaluation of the effectiveness of recruitments and selection strategies in marks and
spencer.
The marks and spencer have the have the major level of believe in the implementing the
systematic approach in order to make the conduct of the recruitment and selections on the basis
of the company human resources strategy along the equal opportunities of goals. The successful
level of demonstrations over the development of the HRM organizations strategies as well as the
organizational performances which have the discovered as the aspect of the employment
security, training and development programs along with recruitment and selection
The firm have the development of the both internal and external recruitment process as the
former is been done through the advertising the vacancy with help of mails and noticeboards.
This have their stated to make the proper level of improvement in the sales assistant to the super
visor and moving the further level. On the other hand the external recruitment tends to be done
with the use the websites in order t make the advertising of the job vacancies which is considered
to be free and the states as the company don’t want to have their spending the expenditure. There
firm is using the methods such as the poster on the window which can only be viewed by the few
locals peoples . As the firm have the proper level of suggestions over using thee job centre and
new paper as there as the methods of their advertisement. The recruitment policies in the retail
sectors have the offering of insights into the processing for the involvement of the recruitments
policies and differencing of the managerial objectives (Naser and et.al.,2017). The firm have the
comply of the more level of relevant laws which are tends to make the proper level of reaction
social discrimination and providing the equal level of opportunity to the employees which is on
the bases of the conducting the ethical requirement of recruitment and selection. This have the
tendency of the company to make the proper level of adjustment over the sophisticated market.
So the recruitment and sections process have turned out to be the essential tool of the company
in order to make the achievement of the goals with the continuation of innovations and growth is
perspective future.
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How the business manages to have the significant development of the employees.
The company have the major level of tendency observe developing their personal effectiveness
programmes which have the major level of the consisting over the servals things such as the
management of the communication skills, confidence building, conflict management, creativity
and innovation, personal presentation, presentation skills, time and pressure management. . The
employee discount can be the perfect motivations for all instore and outstares purchased. in
terms of the employee’s holidays thee can be entitled level of the mainstem 28 days.
In addition to that’s thee firm have the bias level of relationship over maintained their
development which have the proper level of environment of their enhancing the personal
knowledge and the individual’s entity (Metz, Ilies and Hörmann, 2018). In addition this will be
extended to make there improvement in the hidden talents potentiality and the developing the
talent which helps in improving the life standards and the make the professionals to archive it
personal objective along with organization objectives. Hence the company have the major level
of focus in developing the talent manager as talent management is the aspect which tends to be
different from the development of managing the people concept which tends to be the part of
schemes which helps in the building high performing workplaces in order to translate the teams
which is driven to helps the employees with training and developing the further knowledge
which is simply referring to the future needs. The firm have the believe in the rapid
organizational transformation which imposed on the basis of objectives as tends to mainly driven
as regret fashions from top to down. There is widespread level of attitude and the behaviour of
company’s along with completing of laws to the stakeholder. This will help in protecting and
completing the obligation and responsibility the right of the individuals and companies. The
company have the further level of development which is maintaining the employee relation
which has been the vital level of success and failure which is needed to be discusses as the
central level of human resources management to meet the changing need for the consumers
along with effective human resource managements for achieving the business success (Frolova,
Kopytova, and Matys, 2018). The company have been clearly recommended to look forward for
the have the regular check of the salaries and keeping the change in the markets.
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Critical analysis of there HR system and procedures for Marks and Spencer.
As to make the critical analysis over the aspect of the HR system and procedures for Marks and
Spencer it have the celery level of look out to the number of the employees form the year 2014
-2019 as the is the time period the firm have been felt the large level of fluctuation. In the years
of the April 2017 , there were a total of 85,209 Marks & Spencer employees, the highest number
during the five year period. By 2019, this number had fallen to 78,597 employees. there
retentions strategies will be implemented on the company’s along with focusing on the concept
of employee engagements e as the talent’s management is revolving around hiring a and active
developing the staff require funds and high performance workplace. As this have the inclusion of
the various aspect such as the recruitments, selection, hiring and retailing and development
which make their proper level of boarding the employee in his skills and abilities for the limited
level of up gradation (Yu, 2017). Performance management and developing the employee
relation have helping the employer to make the proper level of evolution and assess the needs
accordingly for the training and development and adding value to them. This is considered to be
the responsibility of their successful manager to make their proper level of integration of both
positive and negative aspects in order to make the work force productive. This have been the
important task to have management of people in order to have the increase he efficiency of
people that’s manager have to lead, motivates and inspire people.
CONCLUSION
The statement process of recruitments is not the simple selection process which have the major
level of dependency on the management decision making and the broad level of planning to
appraise on pathways towards the creating more level of innovations for the development of the
corporate culture ethics which is specific to the country. The employer and employee
relationships have the covering of the key areas of the Employment relationship, Collective
Bargaining, performance and reward management which help in the determining their nature of
the organizational commitment and performance in the perfect manner. It has been stated as
performance management and developing the employee relation have helping the employer to
make the proper level of evolution and assess the needs accordingly for the training and
9

development and adding value to them. There firm is using the methods such as the poster on the
window which can only be viewed by the few locals’ peoples.
The firm have the comply of the more level of relevant laws which are tends to make the
proper level of reaction social discrimination and providing the equal level of opportunity to the
employees. As the firm have the proper level of suggestions over using the job centre and new
paper as there as the methods of their advertisement. employee relation has been the vital level of
success and failure which is needed to be discusses as the central level of human resources
management. The changing need for the consumers along with effective human resource
managements for achieving the business success.
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REFERENCES
Books and Journals
Online
Metz, D., Ilies, L. and Hörmann, B.O., 2018. The impact of human resources management
system effectiveness on performance. THE ANNALS OF THE UNIVERSITY OF ORADEA,
p.471.
Memeti, A., Azizi, A. and Luma-Osman, S., 2019. Human Resources Management System: SoA
Reference Model. International Journal on Information Technologies and Security, 4(11), pp.29-
38.
Frolova, O., Kopytova, A. and Matys, E., 2018. Evaluation of the working life quality as a part
of the human resources management system of a modern enterprise. In MATEC Web of
Conferences (Vol. 170, p. 01064). EDP Sciences.
Yu, S., 2017. Human resources management and evaluation system based on fuzzy analytic
hierarchy process. Journal of Interdisciplinary Mathematics, 20(4), pp.951-964.
Hu, L and et.al., 2018, June. Research on Pattern and Motivation of Human Resources
Management in Public Security Colleges. In 2018 2nd International Conference on Management,
Education and Social Science (ICMESS 2018). Atlantis Press.
Zhao, J., 2016, January. A service process model for outsourcing human resources management
decision support system: based on dynamic requirements perspectives. In 2016 International
Forum on Management, Education and Information Technology Application. Atlantis Press.
Noguera, F., 2018. PUBLISHING THE RESULTS OF INTERVENTION-RESEARCH IN
HUMAN RESOURCES MANAGEMENT. Intervention Research: From Conceptualization to
Publication, p.203.
Magasvári, A., 2018. Position-based human resources management system in Hungarian public
service.
Oke, L., 2016. Human resources management. International Journal of Humanities and Cultural
Studies (IJHCS) ISSN 2356-5926, 1(4), pp.376-387.
Gallo, P and et.al.,2019. Innovative Trends in Human Resources Management: Evidence for the
Health Care System.
L'Écuyer, F and et.al.,2019. Strategic alignment of IT and human resources management in
manufacturing SMEs. Employee Relations: The International Journal.
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Lyskova, I., 2018, March. Mental Reengineering as an Intellectual Technology of Human
Resources Quality Management in a Modern Organization. In 2nd International Conference on
Culture, Education and Economic Development of Modern Society (ICCESE 2018). Atlantis
Press.
Lysenko, E. and Sereda, E., 2018. THE NEW JOB POSITION IN HUMAN RESOURCES
MANAGEMENT THE TALENT MANAGER. In 5th International Conference on Political
Science, International Relations and Sociology (ICPSIRS) (pp. 51-58). FUTURE ACAD.
Naser, S.S.A and et.al.,2017. The Reality of Electronic Human Resources Management in
Palestinian Universities from the Perspective of the Staff in IT Centers.
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