Marks & Spencer: HRM Strategies for Talent Resource and Development

This report analyzes Human Resource Management (HRM) strategies at Marks & Spencer, focusing on talent resource and development. It examines the fundamental concepts of HRM, its role in organizations, and its impact on talent management. The report explores Marks & Spencer's strategies for talent acquisition, employee training, and leadership development. It highlights the importance of aligning HRM practices with organizational goals, fostering a positive work environment, and promoting employee engagement. Key strategies discussed include clear goal setting, performance-based rewards, leadership development, diversity and inclusion, career advancement opportunities, and flexible working arrangements. The analysis emphasizes the role of HRM in enhancing employee productivity, organizational performance, and customer satisfaction within the competitive business environment.

Analysis and Findings

Table of Contents
Chapter 4: Analysis and Findings....................................................................................................3
Discussion........................................................................................................................................3
References........................................................................................................................................8

Chapter 4: Analysis and Findings
Discussion
Theme 1: The basic concepts of human resource management and its role within an
organisation
It can be summarised that human resource management is an approach through which the
company is able to manage its main asset that the workforce. This management is considered
essential as it allows the company to hire and manage people in order to attain the objective of
the company (Stone, Cox and Gavin, 2020). As it is essential to bring right kind of people at the
job and along with it happy employees seem to be more productive. In any company the
preference is given to happy and passionate employees as they are considered to be best kind of
people. HRM plays an essential role in linking all the functions of the human resource. It also
supports in building better culture at the company and along with it, motivation of employees is
must to perform in the company and to attain the desired goals of the company. As the market is
changing at a high speed because the technology is updating constantly. Human resource
management helps in maintaining good bonds in order to ensure about continuity of the business.
Human resource management is known to maintain the efficient employees at the work. IT
comprises of wide range of various activities such as motivating, training, hiring, promoting and
firing the employees (Macke and Genari, 2019). It also enables the business to create a pool of
deserving people for long term in the company. It is known to play an efficient role in the
retaining various employees for the purpose of maintaining the level of productivity and
profitability at the company. Furthermore, it also supports in monitoring the allocation of various
resources. So, it makes sure that they are full utilized with minimum wastage in order to appoint
right person with right job which leads to improve the level of effectiveness in an organization.
HRM is known to build up better coordination in between the employer and employees by
considering the various ideas and suggestions in the different tasks and policy making. It is one
of the crucial functions in the company as it has the power to impact all the functions of the
business. From operations, production marketing and sales in the company. It comprises of large
scope as it is linked with the career growth and that is why it sets the realistic and attainable
goals. In order to attract more opportunities in the company and the chosen company will be able
to collect the data easily. Such data collection will support in taking best decisions into the future

(Bratton and et.al., 2021). So, it can be summarised that with the help of proper HRM strategy
the company and its department can perform better in the market. As it is must to keep up with
the trends of the market in order to keep the customers satisfied. That is why it is correct to say it
is universal in nature and it takes place in every part of the company. It is interlinked with the
strategic decision-making process of the company. HRM is known to be targeted on the
decisions instead of record keeping or writing rules. The primary resource that is crucial to any
organization's ability to achieve its objectives is its workforce. The business will be able to
maintain the customers' engagement with the organisation with the aid of a strong team and
workforce. It may be said that when employees receive perks, they will contribute more to the
business' operations. As a result, employees can receive better support, which will enhance their
performance (Hasanzade and et.al., 2019).
Theme 2: The role of human resource management in talent resource and development within
Marks & Spencer
From the information it can be understood that the practise of recruiting, employing, deploying,
and managing personnel inside an organisation is human resource management. It is a crucial
idea that serves as a strategic method by which a corporation can raise employee productivity
and organisational performance levels in the market (Stewart and Brown, 2019). Along with it,
managing a company's most precious asset, its workforce, is essentially what human resource
management is all about. Human resources encompass a variety of functions, including pay and
benefits for employees, talent management, compliance training, and advancement in workplace
safety. In order to give clients, the highest level of satisfaction, a business must meet the needs
and demands of its employees. Additionally, human resource management is essential to an
organisation because it enables it to perform tasks and projects with the greatest efficiency
possible, hence increasing its productivity overall. Whatever the size and scope of a firm, human
resource management is a critical component. In many firms, HRM plays a significant role in the
development of talent resources (Stahl and et.al., 2020). In this situation, human resource
management is essential to carrying out successful hiring, performance management, career
management, and organisational leadership development. By analysing employee performance
and further providing them with appropriate training, Marks and Spencer is managing its talent
resource and fostering development with the use of an effective human resource management
system. It effectively aids organisations in improving worker productivity, skill, and knowledge

while assisting businesses in ensuring higher industry growth. Organizations must consider
human resource management as it enables them to effectively manage their staff. When it comes
to managing personnel resources and development the chosen company uses a variety of tactics.
This company benefits from a high-performance culture that is inspired by a solid leadership
structure (Adla, Gallego-Roquelaure and Calamel, 2019). Additionally, this business is utilising
talent management techniques, giving training to employees with the aid of various tools and
activities. Organizations are also making use of feedback systems, which facilitate effective
personnel management and development assistance. When employees believe their contributions
are important to the company's objectives and future. They are then more likely to be content and
productive across the board for the business. Because of this, leadership that is open and direct is
recognised to result in significant changes and increased economic performance. In order to
sustain higher productivity and performance inside the organisation, the relevant company has
adopted a training programme for its personnel (Zhang and et.al., 2021). Additionally, they have
the choice to submit feedback in order to help the business make more changes. In the
competitive business environment of today, it can be said that every leader focuses on the
company's objectives with the intention of achieving them. Additionally, it can also be said that a
competent leader prioritises the best possible use of people resources in order to accomplish their
objectives. Additionally, it appears that company conditions are changing more quickly, which is
why client expectations are also rising. The primary goal of the selected business is to satisfy
customer needs and maintain the organisation in the market for an extended period of time by
maximising staff potential. Work-life balance, organisational dedication, and job satisfaction are
all related since they all aid in producing higher-quality results and enhancing employee
performance. The dynamic and competitive character of the business world makes it more
difficult for businesses to operate effectively. Job satisfaction is a crucial element in a company
that contributes to workers' increased confidence and commitment to doing their jobs well.
Employees are a crucial component of every business organisation since they aid in reaching the
predetermined goals and objectives in today's cutthroat business environment. In order for
employees to feel motivated and content in completing the tasks assigned to them by the
company in an efficient manner, it is the duty of the business organisation to maintain a healthy
work-life balance (Úbeda-García and et.al., 2021). Maintaining a healthy workplace for

employees is crucial for business managers to ensure that they are motivated to achieve the goals
in a successful manner.
Theme 3: Strategies adopted by Marks & Spencer in terms of talent resource and development
The company's aims will also have a significant influence by making its goals more attainable
and obvious. All businesses must have long-term planning in place if they want to create a safe
and productive work environment. For instance, it is necessary to maintain them prominently
visible in order to make the company's goals more evident to all personnel. Additionally, to
continue having open and appropriate discussions about them so that each person is aware of
their role within the organisation. When employees feel invested in the company's objectives and
future, it is evident (Adikaram, Naotunna and Priyankara, 2021). Due to the fact that the chosen
organisation uses a variety of strategies in regard to its human resource and development
process. All such strategies are presented below-
 To make the company's goals more attainable for the staff so that greater talent can be
kept, all of these tactics are described below. The staff will be able to perform
successfully when the targets are clear, thus it can be done by outlining the goals clearly.
 Additionally, it is clear that when employees are rewarded based on their performance,
this results in natural performance. The right kind of recognition and compensation
must be given to the staff members in order to inspire them to do well for the business.
Consequently, it will be simpler to achieve success in the company's operations. The
business must also implement the necessary leadership development and training.
 Additionally, it is considered that a good leader prioritises the best possible use of
people resources in order to accomplish their objectives. Additionally, it appears that
company conditions are changing more quickly, which is why client expectations are also
rising. The primary goal of the selected business is to satisfy customer needs and
maintain the organisation in the market for an extended period of time by maximising
staff potential.
 The specific organisation embrace diversity because it is regarded as the key component
in controlling the development of talent resources. This will enable the organisation to
maintain a positive work environment and retain its top personnel. It is well known that
having a diverse workplace has several advantages and chances for the business. Such
businesses value innovation and innovative thinking.

 In order to sustain higher productivity and performance inside the organisation, the
relevant company has adopted a training programme for its personnel. Additionally,
they have the choice to submit feedback in order to help the business make more
changes. In the competitive business environment of today, it can be claimed that every
leader sets the company's goals with the intention of achieving them.
 Another strategy employed by the selected organisation is to offer prospects for career
advancement. Employees in any organisation must be provided equal opportunities to
develop new skills. Additionally, the chosen organisation offers its staff a variety of
training programmes to help them develop soft skills and open up new career prospects.
 The chosen organisation always assures that a good working environment is provided,
protecting the mental health of the employee. It is evident that the majority of workers
have mental health issues at work. Because of this, they frequently result in leave, which
has a negative effect on the firm and its operations.
 Flexible working is one of the primary employee perks offered by the selected company,
which helps in attracting top talent from around the world. As a result, the employees
work-life balance will improve which is important for their jobs. Additionally, employees
now have more time to spend with their families and engage in other activities. The
organisation also offers its employees flexible scheduling options, which is the primary
factor influencing the workers' performance.

References
Books and Journals
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Bratton, J., Gold, J., Bratton, A. and Steele, L., 2021. Human resource management. Bloomsbury
Publishing.
Hasanzade, H., Mirsepasi, N., Faghihi, A. and Najafbagy, R., 2019. Designing a framework for
Entrepreneur-oriented Human Resource Management in the Public Sector. Public Administration
Perspaective, 10(2), pp.159-185.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Stahl, G.K., Brewster, C.J., Collings, D.G. and Hajro, A., 2020. Enhancing the role of human
resource management in corporate sustainability and social responsibility: A multi-stakeholder,
multidimensional approach to HRM. Human Resource Management Review, 30(3), p.100708.
Adla, L., Gallego-Roquelaure, V. and Calamel, L., 2019. Human resource management and
innovation in SMEs. Personnel Review, 49(8), pp.1519-1535.
Zhang, Y., Xu, S., Zhang, L. and Yang, M., 2021. Big data and human resource management
research: An integrative review and new directions for future research. Journal of Business
Research, 133, pp.34-50.
Úbeda-García, M., Claver-Cortés, E., Marco-Lajara, B. and Zaragoza-Sáez, P., 2021. Corporate
social responsibility and firm performance in the hotel industry. The mediating role of green
human resource management and environmental outcomes. Journal of Business Research, 123,
pp.57-69.
Adikaram, A.S., Naotunna, N.P.G.S.I. and Priyankara, H.P.R., 2021. Battling COVID-19 with
human resource management bundling. Employee Relations: The International Journal.