Analyzing People Management Issues and HR Support at Marks & Spencer

This report explores people management within Marks and Spencer, addressing challenges faced by line managers such as adapting to innovation and fostering employee relations. It highlights the essential knowledge, skills, and behaviors needed for effective people management, including leadership and communication skills, and a strong understanding of management principles. The report also examines HR processes that underpin performance management, such as 360-degree appraisals and performance management reviews, emphasizing the importance of planning, monitoring, reviewing, and rewarding employee performance. Recommendations include leveraging performance management review processes to align employee objectives with company goals, enhance engagement, and improve employee retention. The conclusion reinforces the role of HR in workforce planning and the significance of addressing management issues through innovation, employee retention strategies, and robust performance management practices to ensure organizational growth and profitability. Desklib offers a range of similar solved assignments for students.

INTRODUCTION TO
PEOPLE

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................3
INTRODUCTION ..........................................................................................................................4
TASK ..............................................................................................................................................4
Current issues which are faced by the line manager related to people management..................4
Knowledge skills and behaviour needed to be an effective people manager..............................5
HR process which underpin and support management when it comes to effective performance
management................................................................................................................................6
Recommendations:- ...............................................................................................................7
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

EXECUTIVE SUMMARY
Human resource department concern for hiring and retaining the potential candidates
which ensures the better functioning within the organisation. There are various issues that are
emerging while operating the job role people management such as adaption of innovative
technology and the retention of the employees. Furthermore, effective communication skills,
proper knowledge of the management helps the people to be the excellent line manager in an
organisation. Lastly, performance review techniques support the better performance management
of the employees and also they can be rewarded for their more efforts.

INTRODUCTION
Human resource management is the department that is concern with the recruitment and
selection that is also responsible for searching out the deserving candidate so that they can
perform well in their given job role. They are further responsible for developing various training
programme for the employees. Behind every successful organisation, there must be effective
functioning and people management is the dynamic concept that will covered in this receptive
report (Burnard, 2021). There is the huge impact of COVID-19 on people management over past
three years. There are various types of challenges and the issues such as discrimination at
workplace, wrong working techniques that is majorly affecting the overall profitability of the
company also the productivity of the employees. Additionally, there are problems such as
miscommunication among the people that majorly impacting the overall performance
management within the organisation. This respective report is based on the Marks and Spencer, it
is the multinational company which is operating their business across the globe and the company
is established in 1884. furthermore, this report will cover the ongoing emerging issues that is
being faced by line manager and there are various skills, behaviour and knowledge that is needed
to an HR manager. Additionally, this respective report will cover the HR process that underpin
the performance management in an organisation.
TASK
Current issues which are faced by the line manager related to people management.
There are emerging challenges and problems that is being faced by the line manager in
context to the people management. Due to the huge impact of COVID-19, there is the drastic
impact in the economy. There are certain challenges that is being faced by the line manager in
consideration to the Marks and Spencer are explained as follows:
 Adaptation to innovation: With the passage of time, innovation is the important aspects
which helps in enjoying higher profitability and also the competitive edges in the market.
But adaptability of emerging technology make difficult to the employees as it take lot of
time to learn to learn new techniques and ample of opportunities and
responsibilities(Bryer, 2021). In relation to Masks and Spencer, adopting new technology
is the major issues and due to lack of guidance at the workplace to the employees and
become familiar to the new techniques in order to perform better in the given job role. In

order to solve these emerging issue the line manager can various training programs so
that they can rightly adopt the new technology and innovation at the same time.
 Relation with employees: In consideration to the people management, This is becoming
major challenge that is being faced by the line manager in an organisation. It is signifiant
to the direct emphasis on the retention of the employees so that they can perform well
which also reflect the overall functionality of the business. When the line manager make
the better relationship with their employees so that they can also contribute to the
employees retention within the organisation. In context to Marks and Spencer,employees
perform better in their given task which leads to have the higher productivity and
profitability to the company.
Knowledge skills and behaviour needed to be an effective people manager.
Human resource manager is the one who is engage in recruiting and selecting the
candidate who can perform well in the given job role so it is the big task and needs knowledge,
skills and behaviour to be the effective people manager and In context to Marks and Spencer,
these aspects are explained as follows:
 Leadership skills: Leader is the person who influenced the actions of their employees or
the subordinates so that they can rightly working in their given job role. An individual
must have the leadership quality by which they can manage group of people for
conducting nay sort of task related to the overall functionality of the business.(Dancer,
2021). In relation to Marks and Spencer, an individual with effective leadership skills
can be the outstanding people manger and attains the overall functionality of the business.
 Good communication skills: It is defined as the medium in which the message in being
send to the person in order to make them understand. Excellence communication skill
also helps the employer and the employees to get accurate information by which all the
functions can be operated in an appropriate manner within the functions of Marks and
Spencer.
 Knowledge of management: It is vital for the people to have theoretical knowledge of
the principles of management and their various functions that includes planing,
organising, supervision and controlling for the same(Uzo, Shittu and Meru, 2018). In
context to Marks and Spencer, knowledgable individual can understand the major task in

more efficient manner by which all the operations can be operated in an appropriate
manner with the aim of reaching to the predefined goal of the company.
HR process which underpin and support management when it comes to effective performance
management
Human resource department play an significant role in designing and implementing the
various task that is needed for an organisation to successfully attains their goal in an appropriate
manner. It act as the middle man among the employees and the top level management. There are
various process which support the effective performance management and also responsible for
the better performance with the help of proper training programs given to them and these are
given below:
 360 degree appraisal:- This is also knows as the holistic employee review process that
comprises of integrated options and also having the views of the workers and team
members of the company(Cooke, Dickmann and Parry, 2020). They major focuses on the
consecutive feedback not only all rounded feedbacks so that they can also initiate
appraisal to their employees in an appropriate manner. This makes them more dedicated
in their given job role.
 Performance management review:- It is the process that is directly related to the
collaboration and the effective communication to the employees so that they can rightly
maintain the overall working to the company. In this process, the top level management
and the employees also having the authority to make their collective plan by analysing
the various objectives in an organisation. It is the process that is has been divided four
parts and each steps and their performance. There are various steps which has been taken
for effective performance management that are given below:
◦ Planning stage:- It is the stage that is being considered as the first step in which the
management and the human resource defines their job role and also the objective of
the company. In this step, all the objectives and goal of the company aligned in a
systematic manner(Olander and Hurmelinna-Laukkanen, 2019).
◦ Monitoring:-In this step, the goal are made into sub goals by which all the task can
be effectively operated in an appropriate manner.

◦ Reviewing:- In this aspects, the management and the employees of the company take
the collective review of employee's performance so that they can rightly attains the
goal of the company in the financial year.
◦ Rewarding:- It is the last step in which human resource manager give the rewards
and recognisance to the employees who is high performing throughout the year in
order to attains the overall productivity of the company.
Recommendations:-
As it is recommended to the Marks and Spencer that they must use the performance
management review process so that they can effectively influence their employees for their better
working. In this context, employees must aligned their objectives which can benefits both the
employer and the employees. There are further benefits which are explained as follows:
 with this, objectives of the company are clearly defined with the emerging opportunities
with them.
 This also enhance employee engagement as they are influenced to their given job role.
 This also influence the retention of the employees in long run.
CONCLUSION
It is concluded from the respective report that human resource management continuously
working for the betterment and the workforce planning so that all the operations can be operated
in an appropriate manner. There are certain issues which is being faced by the line manager and
can be resolved by the innovation and the retention of the employees. Furthermore, leadership
and effective communication skills is needed to be the better human resource manager to work in
well defined manner. Performance management review is the process which support the effective
performance management within the organisation so that they can ensures better growth and
profitability.

REFERENCES
Books and Journals
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technological innovation.
Dancer, H., 2021. People and forests at the legal frontier: Introduction. The Journal of Legal
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Bryer, T.A., 2021. Introduction to the Handbook of Theories of Public Administration and
Management. In Handbook of Theories of Public Administration and Management.
Edward Elgar Publishing.
Uzo, U., Shittu, O. and Meru, A.K., 2018. Introduction: Indigenous management practices in
Africa. In Indigenous Management Practices in Africa. Emerald Publishing Limited.
Kovalenko, S.M and et. al., 2020. General aspects of introduction of management systems in
educational organizations in pursuance of ISO 21001: 2018. Management, economy and
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Cooke, F.L., Dickmann, M. and Parry, E., 2020. Important issues in human resource
management: introduction to the 2020 review issue. The International Journal of
Human Resource Management. 31(1). pp.1-5.
Burnard, T., 2021. Introduction: The Management of Enslaved People on Anglo-American
Plantations, 1700–1860. Journal of Global Slavery. 6(1). pp.1-9.
Aungsuroch, Y., Gunawan, J. and Fisher, M.L., 2022. Introduction: The Evolution of Human
Resource Management. In Redesigning the Nursing and Human Resource
Partnership (pp. 1-13). Palgrave Macmillan, Singapore.
Shaw, S. and Cunningham, G.B., 2021. The rainbow connection: a scoping review and
introduction of a scholarly exchange on LGBTQ+ experiences in sport
management. Sport Management Review, pp.1-24.
Harris, E., 2017. Introduction to performance management and control. In The Routledge
Companion to Performance Management and Control (pp. 1-9). Routledge.