Human Resource and Talent Planning Report for Marks and Spencer

This report provides a comprehensive analysis of resource and talent planning within Marks and Spencer (M&S). It begins with an overview of the firm, its labor needs, and an examination of current UK labor market trends, including the impact of various legislations such as the Equality Act 2010 and the Anti-discrimination Act 1994. The report identifies present and anticipated skills requirements, considering factors like government influence and technological changes. Part 2 delves into the recruitment and selection processes, including a flowchart, job analysis, job descriptions, person specifications, and various recruitment methods. The report concludes with a discussion of the human resource lifecycle and provides recommendations for process improvements. The analysis covers key areas like workforce planning, talent management, and strategic HRM, offering insights into how M&S manages its workforce to achieve its organizational objectives.

Resource and Talent
Planning

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1- Labour Market & Skills Analysis.....................................................................................1
Overview of firm and various sorts of labour needs...................................................................1
Various kinds of legislation........................................................................................................2
Present and expected skills necessitate for organization.............................................................3
Difference into the similar sized companies...............................................................................4
Recommendations and Conclusion.............................................................................................5
PART 2- Recruitment and Selection ...............................................................................................5
Selection and Recruitment process flowchart.............................................................................5
Job analysis.................................................................................................................................6
Job description of two different jobs...........................................................................................6
Person specification for two jobs................................................................................................8
Selection and Recruiting methods...............................................................................................9
Recommendations for improvement of processes......................................................................9
PART 3- Human Resource Life-cycle.............................................................................................9
HR life cycle...............................................................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCE.................................................................................................................................12

INTRODUCTION
Resource and talent planning is an essential function within every firm or industry that
involves coordination between human resource and other functional department to analyse needs
of resources within the organisation (Armstrong and Taylor, 2014). It generally, given their
contribution to managing talent within firm for betterment of future. The present assignment is
based on Marks and Spencer, it is one of the best British multinational retailer which is
headquartered in London, UK. This firm specialises in selling high quality of clothing, food
products as well as home products. This company was formed in the year of 1884 by Michael
Marks and Thomas Spencer moreover, this report is segmented into three parts whereas, 1st part
will explain about present labour market trends along with legal needs that affect workforce
planning. It also identify anticipated and current skills needs. Within 2nd part, explanation will be
based on several processes and documentation that leads effectual selection and recruitment. At
last, in 3rd part life-cycle of human resource will get covered on the behalf of HR strategies.
PART 1- Labour Market & Skills Analysis
Overview of firm and various sorts of labour needs
Marks and Spencer is one of the largest retailer plc within the United Kingdom that has
their own stores around 300 across the UK. This company is dealing with so many types of
clothing, food products, footwear, gifts, home furnishing as well as home appliances. This
company also own and manage additional stores within Europe, Hong Cong, Canada and so on.
By having good image in marketplace this is very famous organisation and also considered as
fast growing company that provides customers personal loans, credit cards, life insurance,
pension plans and saving or investment.
Workforce planning: It refers to the continuous process which is used by firm in order
to identify their priorities and needs towards workforce by which they can meet organizational
objectives.
Talent: It refers to the natural skill or ability of an individual in any kind of management
skills or activity at workplace. In regards with M&S there are so many talented employees who
helps them to achieve goals.
Talent management: It is the set of HR processes that combined with different types of
methods and tools used by firm. Along with this, these talent activities are larger rather than the
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individual parts. In M&D talent management needs to increase firm’s productivity which is
based on employee’s performance so that they can achieve goals.
Through having large number of stores across the UK this brand work with huge group of
people in which HR manager plays significant role within the each sector of respective company.
Along with there are so many staking holders, investors, employees and contractors which makes
firm attractive. There are few needs of labour are mentioned below:
Independent contractors: These are considered as a important aspects of business firm
as they always offers different types of goods and services to business along with they totally
depends upon verbal agreement. Therefore, these assorted contracts based on short period of
time in which recruited workers perform their job responsibilities but at the same scenario they
are not liable to for paying income tax. For instance, based on tax contract employees have to
submit IRS form 1099 MISC file before the end of financial year so that they can report about
their earnings. Therefore, these sorts of independent contractors are mainly selected and hired by
HR manager of M&S and so many firms who perform their role in an effective manner.
Employees: Without employees organisation is nothing so in order to attain highest level
in the world HR manager of Marks and Spencer is needed to recruit huge skilled employees so
that they can run their business smoothly. Employees generally considered as an essential aspects
of firm who works in several departments like administrative, human resource, research and
development departments etc. As respective firm having so many departments so they need to
have large number of employees by which they can attain their goals in a perfect manner.
Others: These sorts of people are includes interns, tenures and apprentices, whereas, HR
manager of Marks and Spencer bring few interns from the management colleges in order to
maintain their overall business at high level.
Links of a systematic approach to talent resourcing and strategic HRM
Systematic approach: It refers to the particular process which can be determined the
project viability and procedure which is based on experienced application as well as evaluation
to develop best results in a short way. Thus, it is directly related to talent resourcing and strategic
HRM in which, with the help of this approach HR manager of M&S is able to identify various
methods by which they can grab the best employee’s talent towards work. Furthermore, they
applied strategic HR management which helps them to develop numerous theories in order to
implements of them so that they can achieve desired results within specific timeframe.
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Current labour trends of UK in regards with Marks and Spencer
Labour market considered as a mechanism in which labour as well as workforce have
several kind of needs and demand at any kind of workplace. Along with labour market generally
operate at national, regional, local and global levels. Moreover, within the current trend of UK
labour market there are so many factors within the Marks and Spencer, changes within the
business environment like maximisation of consumer demand towards goods and services direct
affect labour towards their jobs. Along with there are so many government interventions like
training and investment and regeneration programmes to support education kind of factors within
the geographical area. On the other side, legislation affects employment rights within the trend of
labour market like Sex discrimination act, Equal pay act and many more. These assorted trends
within labour market of UK at Marks and Spencer also influence HR processes like recruiting,
selecting and many more as during the so many changes within environment firm is not able to
reach their goals on time and face few issues at workplace.
Various kinds of legislation
Workforce laws and legislations always work for formulating different type of
relationship between employer and employees. In short is mainly made for employer or
employee. As per this, employer gives authority towards work to explicit their belief from
employees. On the same side, employees can be aware about work within an organisation.
Therefore, HR manager of Marks and Spencer have to make so many legal aspects or
legislations in order to have effective workforce as per firm's requirement. There are few laws
and legislations followed by M&S, mentioned in beneath:
Equality Act, 2010: According to this act, HR department of Marks and Spencer is
needed to distribute same opportunity to employees during interview before recruiting and
selecting along with after their joining also. It shows they are following positive culture in
workplace which helps employees to adjust in firm effectively. It motivates employees through
giving regular training sessions for them.
Anti-discrimination act, 1994: As per this act it has been suggested to HR of Marks and
Spencer that, they should always follow positive working culture in order to make environment
of business positively. Therefore, they does not discriminating on the behalf of age, gender,
income and so on. With the help of following this act they can increase productivity of firm.
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Unfair Dismissal act 1977: This act has been formulated to protect employees every
time. On the behalf of this employer do not have authority to discriminate its employees without
any notice. Thus, it is necessary for HR manager of Marks and Spencer to follow these sorts of
norms and laws in order to overcome errors from the organisation and make every employee
happy. Therefore, this act is considerable as an important aspect for every business by which HR
manager can create so many tools to formulate targeted goals to achieve better objectives in
future.
Different types of legal requirements:
Equality act, 2010: According to this act, firm are needed to pay equality to their
employees to overcome several issues like partiality between them. In relation with Marks and
Spencer, HR manager is responsible to provide equal pay to their workforce by which they can
reduce negatives issues from workplace. Further, this act improves the working performance of
employees and encourages them towards achievement of goals.
Disclosure and barring service law: According to this type of act employers are able to
take help within the recruitment process of people. In relation with Marks and Spencer, this act
as well as service law use by their HR manager in order to recruit employee that create safer
decision of recruitment process which is beneficial for both employee or employer at workplace.
Conclusion: From the abovementioned legal requirement respective firm is able to
sustain long time at marketplace through developing best workforce planning that influence
others in a positive way. Therefore, it is necessary for firm to consider every legal need to
increase business productivity.
Present and expected skills necessitate for organization
Within the current period of time employees of Marks and Spencer have different types
of grading skills by which they can make so many ways to finish their work within short period
of time. By having huge knowledge about specific objectives through attending different types of
training sessions within organisation. It will have good impact on industry so that they can
manage each and every organisational activities properly. There are few kinds of market trends
within retailing industry such as government influence, supply and demand, international
relations and so on. All these trends are managed by HR of Marks and Spencer in order to deal
with any kind of situation to identify skills as per the needs of market trends. Along with it is
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same for anticipated skills. There are different types of anticipated skills which is needed by
Marks and Spencer, discussed below:
Government influence: It can be held any time as it depends on the government when
instant increment of interest rates of UK it directly influence national growth. For this Marks and
Spencer is needed to have few rules and policies so that they can easily deal with situation. In
order to dealing with current trends they have to keep a good financial team who can manage
their budget and overall amount of products by following legal rules and terms. On the other
side, within anticipated skills is same in which M&S needs to be develop analytical skills for
finding several fluctuations within business. By focusing on governmental influence they can get
better experience and make new policies in a better way.
Technological change: This is one of the major influenced market trend which generally
influence overall functions and operations of firms within the retailing sector. In M&S Interest of
things trend is increasing day to day. As Marks and Spencer has been adopted different types of
techniques in order to make their every product attractive by putting huge afford on their work.
These type of skills mainly effect on the overall business and worked it. As they are valuable
technological changes that make firm's valuable and effective. In the case of anticipated skills
Marks and Spencer needs to improve their overall functions and operational activities so that
they can grow regularly and main thing they need to follow several governmental laws and
legislations. For this, HR manager is able to conduct different types of training and developing
session for giving better knowledge to employees to gain competition at marketplace.
Difference into the similar sized companies
Basis Marks and Spencer ASDA
Current Skill Within the current scenario
M&S is applying personal
development skills for
employees in order to provide
huge knowledge so that they
can maintain professionalism.
There are large number of
skills which is use by this
firms such as communication
skills, research skills,
flexibility and so on. With the
help of these sorts of skills
they can develop more
professionalism within
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workplace. In order to increase
their growing successfully they
are needed to have several
programmes to achieve
business goals.
Anticipated Skill These skills of respective firm
includes unique idea with
having innovative concepts
that would help to achieve
targeted goals and objectives
in a proper manner.
It develops better future of an
organisation in order to have
rapid change for labour
market. In order to gain more
achievements within the firm
they need to focus on its
technical skills.
Recommendations and Conclusion
According to the above specified report, it has been evaluated that there are large number
of different laws and legislations which directly affect overall works of an industry in both
positive and negative way. Therefore, it is essential for firm to compare themselves to other to
know their weakness to grow successfully.
Recommendations: With the help of above mentioned report it has been recommended
to HR of Marks and Spencer that they should use online hiring portal for selecting outside people
to attract large number of candidates. Along with this, they should apply written test and
interview methods to hire right candidate. With the help of using these method Marks and
Spencer is able to recruit knowledgeable people for betterment of firm.
PART 2- Recruitment and Selection
Selection and Recruitment process flowchart
Manager of human resource within M&S is mainly use normal styles for recruiting and
selecting candidates to attract them most. Together with, this method also allows them to select
applicants through conducting own research development programmes in order to take formal
interviews to select best candidates. There is flowchart of Marks and Spencer has been specified
below:
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On the behalf of above mentioned recommendations it has been observed that HR
manager of respective firm able to attain large number of candidates application on its own
websites. For this, applicants get link from several portals of jobs. These assorted CV's
application are stored and give information automatically. After this, applicants are shortlisted
for their interview and written test to get final selection.
Job analysis
It is the process of measuring and collecting overall information in relation with specific
jobs with its needs and duties, it mainly helps firm to analysing that what applicant would be best
for a job. With the help of this HR manager of M&S is able to accomplish job position within
firm with suitable candidates. There are 2 different types of vacant position which is provided by
Marks and Spencer for the post of HR and Marketing manager.
Job description of two different jobs
Job Description
Job Information
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Post: Marketing manager
Company: Marks and Spencer
Job Purpose
Able to manage several activities of marketing of an organization within UK and offer training
to all market enforcement so that they can develop maturation successfully towards firm.
Roles & Responsibilities
 Render training to fresh member of marketing squad.
 Doings marketing actions such as online advertisement and social campaign for Marks
and Spencer.
 Measure and prediction fund for marketing process and taking support for financial
department.
 Answerable for every month income of organization.
Job Description
Company: Marks and Spencer
Job Details
Post: Human resource manager
Company: Marks and Spencer
Job Purpose
To distribute advanced cultivable manpower to firm with updated knowledgeable skills and
should able to formulates various policies in order to give better environment to people at
workplace.
Roles & Responsibilities
 To select and recruit candidates according to firm's needs to accomplish job emptiness.
 To offer training and developing programmes to employees day to day to create better
knowledgeable skills of them for job needs
 To revaluation action of workers at every month.
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 To render mortal and assessment to workers.
 To follow all laws and legalisation connected with employees.
 Hold frequency of turnover towards employees.
Job Analysis
It is a process of determining particular business and roles and responsibilities of people.
On the other side, methods of job analysis are always based on observation such as work method
analysis, direct observation and critical incident method. With the help of several methods HR
manager of firm is able to offer basic foundation for so many HR activities. On the other side,
Job analysis is the form of recording so many activities which involves skills and knowledge
needs of the performer of particular job. With the help of this, developer of job description is
able to gain accurate information with effective tools and methods by which they can easily
execute few essential information for their performer along with it develops the great strength of
firm in front of applicants.
Person specification for two jobs
Person Specification
Post: Human Resource Manager
Department: Human resource department
Attributes Essential Desirable
Qualification & Experience Graduation certificate and
Masters should be from
human resource university.
Along with minimum 3 year
of experience as a HR
manager.
Experience of 6 years in human
resource department from US
based Large scale computer
developing company.
Skills or knowledge High credible
Soft talking ability
Employees and employer
legislations knowledge.
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Person Specification
Post Marketing manager
Department Marketing department
Qualification  Complete graduation from famed university of marketing.
 Full masters from famous university.
Skills Required  Efficacious abstraction skills
 Great presentation skills
 Social skills
 Logical and social skills.
 Unit employed skills.
Experience Minimum 3 years of.
Selection and Recruiting methods
Marks and Spencer required to have large number of employees along with they should
focus on its employees working performance. In this HR manager of of respective firm should
use several method of selection and recruiting people in a best way. There are few methods those
are listed below:
Recruitment Methods
External Recruitment: According to this, HR manager of Marks and Spencer is
responsible to recruiting employees from external method by which they can tell them what type
of job post they have and able to increase their workforce from them. This is the best way to
recruit employees through applying several kinds of technological skills and talent of previous
people to achieve huge competition at marketplace.
Web Advertising: As per this, advertisement can be done on several websites in order to
attract large number of people towards firm. As it is less cost effective along with time
consuming method.
Selection Methods:
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Skill based and experience based evaluation: In this HR manager of Marks and
Spencer is able to hire to selling staff members by which they can contribute and able to reach
targeted goals towards firm.
Interview: It is most essential method which is more effective to select right candidates
just because face to face interview always apply good skills and knowledge of candidates.
Recommendations for improvement of processes
In order to improve their overall functions it is recommended to Marks and Spencer that
they should use documentation process at large scale through implementing on several methods
to achieve targeted goals.
PART 3- Human Resource Life-cycle
HR Context
It is one of the way as well as area which are needed by every firm in order to deal with
their every functional activity in a smooth manner. In regards with Marks and Spencer HR
manager plays crucial role through dealing with every situation of firm and develop best desired
results for them. Along with HR manager has ability to build strong relation with labour at
workplace by which they can get high motivation and works accordingly.
HR life cycle
It mainly includes several stages from each and every employee played their role in a
well manner. Herein, HR manager also plays significant role in firm. In context with Marks and
Spencer, stages of HR life cycle mentioned below:
Recruitment:
It is the process of developing best ideas or ways in which people can easily apply for
their desired jobs. It also encourages them to apply for job feel free within any organization.
Therefore, it is one of the best processes for HR life cycle used by so many firms to satisfy
employee’s needs. According to this initial stage, HR manager goes through so many processes
of selecting and recruiting candidate for job vacancy towards firm. It is considered as a selection
and recruiting employees approach. For betterment of future HR manager is needed to have
several kind of communication, listening and analytical skills to understand needs and wants of
applicant as well. In context with Marks and Spencer, HR manager always implements on so
many new tools and technologies in order to make appropriate decision towards achievement of
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goals. Thus, manager prefer to use several vacant jobs approach on portal in order to select
knowledgeable people for firm. By having these assorted aspects they can get support at high
scale and able to attain organisational goals effectively. Using online job portals respective
organisation is able to get huge support and liable to bring high talented skilled employees to
achieve goals.
Positive aspect: It is less time consuming time process to hire candidates along with it is
cot less aspect that gives positive results.
Negative aspect: Sometimes, as per this process manager is not able to deal with all
concerns that develops negativity in between firm or employees.
Orientation and boarding
These assorted processes are most essential aspect of every firm by which they can
develop numerous concepts for their employees so that they can learn overall aspect of firm and
achieve goals on time. It is considered as a 2nd stage of this HR life-cycle in which HR manager
is able to concentrates on recruit high skilled employees towards organisational goals, working
culture, rules and regulations and so on. All these sorts of factors are comes in the induction in
which employees get hired and introduced through staff members as well. Thus, core HR
strategy of Marks and Spencer is to develop high image in front of their employees so that they
can work accordingly. Along with this, they should use power point presentation so that
employees can easily understand their job roles and responsibilities and achieve targeted goals.
Positive aspect: Orientation process includes so many welcome activities of employees
along with on board includes positive impact on employees’ retention. Thus, with the help off
this firm can easily convey their message to them.
Negative aspect: Ineffective orientation and on boarding programmes develop stress for
employees so that firm is not able to give high performance in front of them.
Career Planning and Performance management:
In this third stage, manager is liable to measure overall performance of employees. So the
main motive of this stage within HR mind is to evaluate employee's performance to check that all
employees are working effectively or not (Dessler, G., 2013). If there is something than firm is
able to support them. Therefore, it is essential for firm to take feedback from employees so that
they can facilitate training sessions and lectures for them into the organisation. With the help of
this firm is able to achieve its organisational growth perfectly.
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Positive aspect: It increase self-development and career opportunities for employees.
Negative aspect: Sometimes, lack of awareness and objectivity develop negativity.
Succession Planning:
With the help of recruiting potential and skilled employees Marks and Spencer HR
manager can effectively able to increase their organisational productivity in a well-defined
manner that further lead towards making significant increase in overall profitability of company.
Positive aspect: With the help of this they can execute so many strategies to achieve
desired goals.
Negative aspect: Hiring new employees effects the development of opportunities within
the existing workforce.
Exit:
In this stage of HR life cycle organisation HR manager hold the responsibilities towards
effective management of employee entry as well as profitability. In addition to this, it is
important for entity HR manager to identify those individuals those who are looking towards
better opportunities and tend towards joining Marks and Spencer.
Positive aspect: It is cost effective and goodwill for firm so that they can easily deal with
any situation.
Negative aspect: Sometimes, this stage can be waste of time and not develop desired
results.
Suggestions
According to the above specified HR life cycle stages it has been recommended for firm
that they should adopt few unique technological methods in order to achieve desired result within
short period of time. Furthermore, they should develop new ideas to run their business
successfully.
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CONCLUSION
As per the above mentioned report, it has been concluded that resource and talent
planning is one of the most important process by considering which organisation can able to gain
more competitive advancements. In order to recruit skilled and effective candidates company can
take advantage of different types of strategies and measures. In addition with this with the
assistance of different form of recruitment methods company can ensure more growth
advancements. There are different types of legal laws as well as measures that further aid entity
to conduct their functioning in best effective manner.
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