Level 4 Business Management: M&S Induction, Training and Leadership

This presentation analyzes the induction, training, and leadership practices within Marks & Spencer (M&S). It begins by highlighting the importance of induction and training programs in enhancing employee performance, including increased morale, cost reduction, and change management. The presentation then details various measures used to assess employee performance and identifies common challenges encountered during training, such as hectic schedules and a dispersed workforce, along with proposed solutions. It further explores different management and leadership styles, such as autocratic, visionary, and democratic approaches, comparing their characteristics and suitable applications within M&S. Finally, the presentation examines the influence of organizational structure on the company's culture, discussing the pros and cons of functional and project-based structures, and concludes by emphasizing how effective training and leadership contribute to overall organizational success. The presentation references several academic sources to support its claims.

Managing People in
Organizations

INTRODUCTION
This presentation is based on M&S which is one of leading
firms operating in UK retail sector. It provides
customers with the wide range of products or services.
In this, presentation will provide deeper insight about
the level to which induction as well as training &
development contributes in performance enhancement
within M&S. Further, PPT will also shed light on
leadership styles that needs to be followed in M&S.

1. Induction and training in M&S
• Induction is a procedure in M&S to introduce someone to a new
job or organization and training means teaching or developing
any individual in any specific skill or knowledge that is related
with useful competencies.
• These are one of the most important potential motivators which
can lead to both short term and long term benefits for individuals
and M&S.

Ways in which induction and training
programs leads to greater performance and
output
Induction as well as training and development program helps M&S
in enhancing performance in the following manner:
 High Morale of employees
 Lower Cost of Production
 Lower Turnover and absenteeism of personnel
 Facilitates change Management within M&S

Contd....
Employee performance at M&S is looked in terms of outcomes.
There are number of measures that could be considered by M&S
while measuring employee performance:
 Productivity
 Efficiency
 Quality effectiveness
 Profitability

Planned training consists of
following steps
 Identification and defining training needs
 Required learning in terms of skills and knowledge
 Defining of objectives of the training
 deciding in advance that who will provide training
 Evaluation of training

Possible challenges encountered by
organization during the process
There are 5 types of challenges that are encountered by
M&S during training and induction programs. Following
mentioned are all of them with their solutions:
 Hectic schedules of employees
 A dispersed workforce
 Different learning habits
 Lack of engagement
 Training that is not relevant

Measures to overcome challenges identified
Solution of hectic schedules of employees
1. Face to face training on weekends should be avoided and travel
requirements should be limited for training.
2. Micro learning approach should be considered within M&S in order to
deliver useful and relevant content in bite-sized chunks.
3. Several concepts should be communicated at once with clever graphics.
4. To provide employees of M&S with quick opportunities for feedback and
their learning progress, short, straightforward assessment should be prioritize.

Contd....
Solution of a dispersed workforce
1. In order to unify dispersed team social tools should be used like; video
conferences, online forums, etc.
2. Forums and webinars could be used as a safe space to voice questions and
concerns.
3. Training goals should be clear from the very start. All the team members
should be informed about what is expected of them during training and how
their learning outcomes will benefit them ion their jobs.
4. Training agreement should be implemented in M&S

Contd....
Solution of different learning habits:
1. Need analysis should be conducted in order to know the learning
preferences off audience.
2. Software with simple user friendly interface should be chosen.
3. tools should be used to open up communication channels like;
discussion forums so that all learners are enabled to ask question.

Cont.…
Solution of Lack of engagement:
1. Practical learning Activities like; case studies, scenarios, role-plays, etc.
should carried forward in the training for active engagement of learners in
problem solving.
2. In order to enable them interact casually, discussion forums and other
informal live online spaces should be used in M&S.
3. Active learning culture should be established in M&S to boost emotional
engagement.
4. Learning outcomes should be communicated to increase behavioral
engagement.