Global Pandemic Impact on Accelerating Workplace Transformation at M&S

This report examines the impact of the global pandemic on accelerating workplace transformation at Marks & Spencer (M&S). It identifies the concept of workplace transformation, assesses the pandemic's influence on M&S's workforce, analyses the challenges faced during this period, and recommends new strategies for improvement. The research employs a qualitative approach, utilizing an inductive research method and interpretivism research philosophy. Data collection involves both primary and secondary sources, with thematic data analysis used for interpretation. The report also discusses ethical considerations, research limitations, and a reflective analysis of the researcher's experience, highlighting skill development and future performance goals. It concludes by emphasizing the importance of adapting HR strategies to ensure effective workforce transformation in the face of global challenges.

Background of study
Workforce transformation can be understood as highly essential aspect integrally crucial
for bringing productive working vision significantly on extended determinants. The covid -19
has come up as global pandemic, which has been also found to be major parameter highly
impacting workforce transformation goals within longer time period (Mingaleva and et.al, ,
2021). M&S being one of the best retail fashion company having best scale workforce structured
policies, which has evolved to bring on fundamental expertise rise dynamically.
AIM: To analyse impact of global pandemic on accelerating workplace transformation. A study
on M&S.
Objectives:
To identify concept of workplace transformation
To ascertain impact of global pandemic on workforce transformation at M&S
To analyse reasons due to which workplace transformation is issue in recent global
pandemic, at M&S
To recommend new strategies for enhancing workplace transformation at M&S.
Research questions
 What is the concept of workplace transformation ?
 How has global pandemic impacting on workforce transformation at M&S ?
 What are the reasons due to which workplace transformation faces issues in recent global
pandemic, at M&S company ?
 What new strategies can be taken place for enhancing workplace transformation at
M&S ?
Reasons for choosing this research project
The rationale and optimum reasons for choosing this research project can be understood
that with changing global pandemic impact on working parameters, there has been drastic shift in
HR workfare transformation aspects which holds huge importance. Also, by researching on this
topic currently holds huge importance for strengthening untapped competent abilities for
workforce transformation. Also, M&S being one of the best retail fashion firm dealing in the best
strategies and resourcing aims to further develop high level workforce transformation within
global pandemic. The topic for research also holds huge importance, to enhance operative

working engagement actively on larger arenas based on recent targets for gaining wider working
engagement actively in company workplace.
Literature review
The aim of conducting literature review is to further develop in depth information from
secondary research sources, which are based on extended new aspects pertaining to extended
informative goals. By analysing research, study will present an in depth authentic work based on
gaining practical work established for strengthened specific pace.
As per the views of .Savoskin and Rozhkova (2021),workforce transformation can be
analysed to be highly essential aspect where companies in recent times are adopting the best new
rise investments for transforming young talented minds actively within workforce. The
workforce transformation holds huge importance, for companies to enhance new extended time
period growth where higher level of workplace engagement is worked on. Research has shed
light on parameters, where workforce transformation opens up scope for strategic work
expansion rapidly.
As noted by Grimm, (2021) ascertaining impact of global pandemic on workforce
transformation at M&S holds huge importance for determining long term impact of policies by
HR and also further bringing competent vision worked on rapidly. Covid -19 pandemic on global
domains has been found to be one of the most significant change, where workforce
transformation holds huge uncertainty. The new investment related with change in efficacy done
by HR department can be also analysed to be essential for strengthening workforce
transformation profoundly within longer time period based on which workforce has to be
transformed on diversely.
As per the views of Ajgaonkar, Neelam and Wiemann (2021), analysing reasons to
which workplace transformation is significant issue within recent global pandemic at which
companies are taking best steps to evaluate strengthened working vision actively. It can be also
analysed that workforce transformation signifies new range of competent abilities, based on
which determination to enhance long term primitive optimization holds huge importance within
extended longer time. As major practices have been shifted to online networks, and virtual
workplace practices issues analysis in recent global pandemic enables business to diversify
stringent expansion functionally.
Research Methodology

Research type: There are two types of research types, which are divided into qualitative
research and quantitative type. The qualitative research type is based on collecting and analysing
non-numerical data, which are presented in theoretical format easy for quick understanding.
Quantitative research type on other hand is based on usage of numerical data findings, highly
accurate and specifically formulated with usage of graphs and tables. For recent research
qualitative research will be used to obtain more in depth information connected, based on
theoretical scenarios for reaching accurate findings ((Kraus and et.al, 2021).
Research approach: Inductive research approach is systematic qualitative data research
approach, where it further specifies evaluation of theories actively done in precise format.
Inductive approach aims at developing theory, while deductive research approach aims at testing
an existing theory profoundly. For recent research study inductive research approach will be used
for reaching new theory benchmarks within qualitative research as it also provides benefit of
flexibility in decisions for research to be more authentic.
Research philosophy: The interpretivism research philosophy, associated with qualitative
research and is based on research performance to be specific formulated, based on fundamental
research tasks which makes results worked on in strategic format. The positivism research
philosophy on other hand involves collection of quantitative data, precise and analysed using
statistics. For recent research in study, interpretivism research philosophy will be used for
gaining highly authentic information competently based on extended new channels innovatively.
Data collection: Primary data collection is based on gaining first-hand data gathered from
researcher and sources of information directly in form of surveys, interviews. The secondary
research on other hand are collected form already published articles and from reliable internet
sources. For present research, primary and secondary data collection will be used on for gaining
in depth informations pertaining to extended rise and efficacy parameters worked on (Altman,
and et.al, 2021)
Data analysis: Thematic data analysis will be used within present report, by using graphs and
creative charts which will further enhance up optimum functional working specifics. By using
thematic data analysis method, research will be done in appropriate manner presented to further
develop optimum significant research results.

Sampling: Purposive sampling and non purposive sampling are two methods, where it is known
as subjective sampling. The non probability sampling is based on method where researcher uses
judgement when choosing members to participate in surveys. For recent research, sample size of
20 HR managers will be taken for gaining effective rise on results with accurate findings.
Reliability and validity: The role of reliability and validity can be understood to be higly
essential where research will be done by using only reliable and valid informations, where this
will make study done behind research authentically correct. Also valid data will be used, to make
findings worked on with huge optimum efficacy and also pertain towards proper working results.
Ethical considerations: The ethical forms will be get signed by employees, which will make
sure that information attained from employees are ethical and highly reliable for further data
analysis. Ethical considerations, also will make sure that proper focus will be given to accuracy
and proper set standards reach to be attained.
Research limitations: The research is limited to only M&S Company within retail industry,
where cost and capital also have been found to be limitations for research project. There is
limitation of capital, time and area of research which signifies scope behind research to be
limited.
Reflective analysis :
While working on this project, I have been able to further enhance new working skills
innovatively based on extended technical productivity parameters for strengthened advanced
results. By taking part in research project, I was able to evolve on towards new performance
skills, based on accurate findings actively for gaining functional growth rapidly worked on. I
have been able to develop rapid expertise enhance significantly based on optimum findings and
new extended channels for connected functional growth diversely. The reflective analysis also
shed in depth light on my strength, where technical dynamics and authentic working pace related
to untapped competitive abilities (Rotatori., Lee and Sleeva, 2021).
My time management skill, analytical research skills and team management skills has
been significantly expanding towards varied extended pathways which further enhances abilities
rapidly. I have been able to significantly work towrads authentically advanced research targets,
based on channelled expertise for strengthened business goals based on extended new yeild

parameters. The research project has also shed in depth light on performance evaluation
benchmarks based on significant new untapped paradigms within longer time frame for more
competent performance. While attending lectures, and online learning sessions my interests
towards extended new performance goals has been diversely expanding for retaining new
specific benchmarks. I have been able to develop new critical engagement based on optimum
keen scenarios, where research result were authentic and also primitively advanced for
strengthened working engagement in new competent functional pathways. I have been also able
to develop best scale technical targets, where strengthened vision and quest growth enhances
abilities to develop the best technical pathways. My research aspects, based on extended
channels further synchronises the best scope for extended paradigms profoundly within longer
time frame. My performance related goals have been also informatively worked on, for
extending new determined rise based on extended pathways.
Rotatori, D., Lee, E. J. and Sleeva, S., 2021. The evolution of the workforce during the fourth
industrial revolution. Human Resource Development International, 24(1), pp.92-103.
Altman, E. J and et.al, 2021. The Future of Work Is Through Workforce Ecosystems. MIT
Sloan Management Review, 62(2), pp.1-4.
Kraus, S., and et.al, 2021. Digital transformation in healthcare: Analyzing the current state-of-
research. Journal of Business Research, 123, pp.557-567.
Ajgaonkar, S., Neelam, N. G. and Wiemann, J., 2021. Drivers of workforce agility: a dynamic
capability perspective. International Journal of Organizational Analysis.
Grimm, J., 2021. Securing the remote workforce in the new normal. Computer Fraud &
Security, 2021(2), pp.8-11.
Savoskin, A. V. and Rozhkova, N. A., 2021. Digitalisation of state companies. Digital Law
Journal, 2(1), pp.83-93.
Mingaleva, Z.and et.al, , 2021. Organizational Capacity Assessment Model for Digital
Transformation. Advances in Digital Science, 1352, p.70.