Strategic Human Resource Management Report for M&S Company

This report delves into the realm of Strategic Human Resource Management (SHRM), analyzing key aspects within the context of Marks & Spencer (M&S). The report commences by defining HRM and its pivotal role in organizational success, followed by an examination of Individual Performance Related Pay (IPRP). It explores circumstances under which IPRP motivates employees, such as aligning pay with performance and acknowledging individual differences, and those where it may not, like limited salary increments or perceived inequity. The report then transitions to the critical areas of employee training and development, addressing the challenges faced by employees working abroad and proposing solutions through HR practices. The report provides a thorough understanding of SHRM principles, challenges, and best practices, offering valuable insights for HR professionals and students alike.

Strategic Human
resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Task 1.....................................................................................................................................1
Individual performance related pay..............................................................................1
Circumstances IPRP tends to motivate employees.......................................................3
Circumstances IPRP do not tends to motivate employees............................................4
Task 2.....................................................................................................................................5
Training and development of employees......................................................................5
Challenges employees face while working in abroad...................................................7
Solutions with HR practices..........................................................................................8
CONCLUSION................................................................................................................................9
References:.....................................................................................................................................11

INTRODUCTION
Human resource management is defined as the managing of employees in an
organization. Such as in terms of their job satisfaction, payroll, motivation and many more
aspects related to employee so that they can work as per the needs and requirements of the
company so that they can give more productivity to the firm by working satisfyingly. There are
many roles and responsibilities of human resource department which is associated with the
workforce of the company and there are many practices of human resource which benefits
employer, employee and organization as well (Ardito and Petruzzelli, 2017). Organization
chosen here is the Marks & Spencer, it is one of the leading international retail company based in
UK in 1884. It is deals with the variety of products and a large range such as latest fashion
clothes for women, fresh fashion for men and smart kids wear as well. Moreover, they sell home
products, food products and clothing of it's own label. The following discussions are made on
the concept of individual performance related pay, what can be the circumstances when IPRP
can motivate employees and what can be the situations when IPRP cannot motivate employees,
how the human resource can manage the training and development of employees in particular
requirements in the company, what can be the challenges faced by the employees while working
in abroad and how can the human resource practices can sort out such issues and problems in an
organization in context of M&S with a proper findings and conclusion out of this assignment.
MAIN BODY
Task 1
Individual performance related pay
It is defined as one of the practice of human resource function which is very effective in
terms of motivating the employees. This is related with the financial assistance to the employees
that is the monetary motivation to the workforce. Because if employee works harder and in an
effective way in an organization then they will definitely expect the some sort of the recognition
or return of it's work in the company (Armstrong and Taylor, 2020). So this is one of the method
through which the staff could get motivated and inspired to work more for the firm. Financial
support is the basic way in which the human resource can motivate employees. It is of two types
that is short term schemes which states that employee can be given some sort of a bonuses,
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commissions and incentives for their good work in the company so that they can even work more
good after receiving such financial assistance in an organization. Another type is long term
schemes which states that the employees can get promoted for higher salary and high designation
in an organization so that they can work more potentially in the company by getting motivated
and inspired through the method of individual performance related pay adopted by the human
resource management.
There are several advantages of adopting such methods and those are as follows: it is a
type of framework that a manager can use for the individual performance and pay to an
employee for better productivity in an organization. This is considered as major motivation
technique such as the staff are more likely to focus on the work if they are told that they can get
more pay if they work more better or perform better in the firm. It helps to analyse the best
performers in an organization and tends to reward those who are really benefiting the firm in
good aspect, so that other people who are not doing good can be motivated from the employees
who are giving their best of their work (Armstrong, 2019). Therefore, it can be said that this
method is an efficient way in dealing the poor performers in an organization. It also supports the
firm in retaining the employees in the more better way so that they could not suffer employee
turnover in the company which is considered as a huge loss for the firm., thereby securing the
employees stability towards the firm. This also ensures that the healthy work culture could be
maintained in an organization by measuring the performance and rewarding accordingly to deal
with the best as well as the poor performers in the company.
There are several disadvantages as well in adopting such methods and those are as
follows: this method can also result in demotivation among employees if the goals or objectives
which are assigned to them are too difficult to achieve. Reason behind such demotivation is that
if the tasks are not in a state of accomplish able mode than the employee will get stressed and
panic about the task and will definitely get demotivated out of it. If manager is not a skilled
person and do not know how to judge the best performers and poor performers than it can create
the problem for the employees and can become the victim of partiality in an organization which
will obviously result demotivation among them (Bailey, Mankin, Kelliher and Garavan, 2018).
This method can affect the company because the money which they can spend in the
development and investment for the firm will then spend in increasing the salary of the
employees can become the hindrance for the firm to grow. If some employees get rewarded and
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some are not than it can result in a conflict in the company and can affect the team spirit and
cooperation among them. Therefore, it is evaluated that the method is good to adopt by the
human resource but it is important that how it has been adopted otherwise the company can
suffer the major disadvantages out of such method.
Circumstances IPRP tends to motivate employees
There are various circumstances in which the employees gets motivated by adopting the
method of IPRP. There are many basic points which affects such situations like type of
occupation of a person which means that on what type of position an employee is and
accordingly they will expect the increment in the salary or bonuses or incentives (Boon, Eckardt,
Lepak and Boselie, 2018). Another aspect is the standard of income an employee is receiving
currently and what they are expecting more for it's work and it's totally dependent on their
satisfaction level from their salaries. Values in a country can be the other aspect that it is
important to consider that what are the values that a country has adopted in terms of the labour
laws and a type of occupation a person must get the financial support like for example minimum
wages set by the government for a worker. Individual differences is another factor which tends to
motivate employees which means the identity of every individual as per their characteristics and
behaviour according to the situations they expect more salary form the company and gets
motivated which can either be consider as the competitiveness nature among the employees.
There are many other several factors which affects such method and motivates employees.
It is important that equity and efficiency must be highly observed in an organization. The
company may buy workers motivation and energy to follow organization goals by administering
financial rewards in an even handed and efficient way. When equity is increased, the workforce
feel that they are all are valuable at the equal level by the company and hence they endeavour to
accomplish the set regulations of performance (Brewster, 2017). The disparity between workers
which is often a demotivation cause is also destroyed. The pay off system must consequently be
enforced and managed in an prompt way taking into thought process the needs and requirement
of the employees in the firm.
Visibility of financial rewards can cause many firms that do not unwrap the sum of
money of compensation to their staff but those that do have a much potentiality in motivating
workforce through performance related pay. Revealing the rewards will really make the worker
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see the equity of the scheme hence get impelled towards accomplishing definite modular because
they are alert that a definite compensation are waiting for them. Investigation displays that
worker in institution where the compensation are not achievable feel to be in a worsened
condition than the actualized one, hence results in demotivation. The non-financial compensation
must also be publicised so that they can be in sight to all staff members and can result in
increment on the justness of the compensation system.
Reversed compensation decisions can result in structured reward system in an
organization in such a manner that a compensation conclusion can be turned so as it does not
have be that the identical person is compensated in a particular manner terribly. For example
incentives that are offered to a particular staff member in a specific year can be offered to some
other staff member in the following year, basis of doing such act is the performance of an
employee. These alteration will certainly attack motivation in staff members and boost them to
put in excess attempt as it is not apparent that they get a definite sum of money in the form of
salary (Collings, Wood and Szamosi, 2018).
Circumstances IPRP do not tends to motivate employees
Companies are having the increment pools of the salary is low. Such companies may go
through a lot of time period and resources in evaluation and ranking of workforce which often
results to huge expectations by staff, hence ultimately it leads to disappointments among them.
The compensation size to be settled on workers is a leading factor to reckon before presenting a
performance related pay system. Workforce who put in a lot of attempts but get very minimum
increments in salary can get demotivated and even discontinue in utmost conditions.
If reward system leads discrimination among staff members. Organizations often have
compensation systems that are contrary for administrator and other employees. They may also
change as per to the level of administration where superior decision maker are evaluated and
rewarded differently from inferior administrator (Crawshaw, Budhwar and Davis, 2020). This is
done by companies because it may look believable for case to motivate new and inferior workers
to aim to attain greater positions in the company so as to increase the captivating compensating
schemes. Nevertheless, limitation of eligibility may be ineffective and sleeveless although it was
seen as a great thought in the ancient years when there were numerous tiers in firms could aim to
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accomplish more, but in the contemporary world, work surroundings of the companies are
blandish in framework and workers are anxious to uncover the compensation system.
Circumstances are like when the economy is adversely affected. During time period of
minimum rising prices as pay deviation appears littler, workers are unable to observe the
disparity in their earnings, hence there is not much a consequence. In time period of huge rising
prices, nevertheless when pay deviations looks high, they are able to observe the modifications in
the worth of their wealth and that they have get a momentous emergence in their remuneration. It
is yet difficult to make the differentials due to the less funds on salaries, therefore, effectual
administration is utilised for performance related pay. This content originates when
administrators expect that the idea of effectual governance and performance related pay is
identical (Delery and Roumpi, 2017). Where the compensation system is ineffective and does not
compensate the deserving employees. This can discourage huge performance and leads to
demotivation and the miserable performance will be at a pleasure zone as they have no ground or
base for betterment in employee's performance. Therefore, it can also affect the performance of
the company because if employees are only not performing well due to low motivation level then
they will definitely not work better and and then it can lead to the low performance and poor
operations in an organization negatively affecting the reputation in a market and goodwill as
well.
Where the responsibility of various employees are inter connected to one another. The
problem in this condition is the inability to differentiate the particular contributions made by
every employee in a specific task assigned. Even if breakup is manageable, it still take a lot of
instance. If the discontentment is on a big amount of workers then it can definitely impact the
organization negatively which may affect the entire motivation of staff members and therefore it
can result in inefficiency in the company (Emeagwal and Ogbonmwan, 2018).
Task 2
Training and development of employees
There are various training methods that can be adopted by the human resource
department in order to train the employees to work abroad or in a overseas location. They are as
follows:
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Training is one of the method which includes various other methods like classroom
based, instructor based and many more. They can either of theoretical learning or practical based.
Both types are important accordingly for the employee in which they feel comfortable to learn
and explore more about the abroad workings and living there. Task or job rotation is another
method of development of the employees which states that assignments are given to the
employee who are going abroad and they have to finish it either practically or theoretically for
better understanding of the deepness of working in the abroad by giving them some sort of
responsibilities and they need to fulfil that timely (Jiang and Li, 2019). Coaching can be the
methods of development to the employees which states that enhancing and polishing of the
employee skills so that they can work comfortably there with minimum problems and can mange
any issue that occurs to them so human resource gives coaching for such brushing up the abilities
in employees. Mentoring is also one of the method to develop the employees in working in
abroad which states that this methods contains the role of the leader where leadership style is
important to adopt to guide, direct, inspire and motivate the employees to work in an effective
and efficient way while working in abroad.
Workshops is an another method to train the employees which states that other
employees who are already working either internally or externally can share there practical
experience to them so that they can learn about living there and how they can manage such
adverse situations in other new city or country. Simulations are also the methods to train and
develop the employees to manage their working in abroad which states that employee must be
trained that how they can react to the sudden situation or in an emergency and how that can
mange such explosive problem in abroad so there simulation training guides the employees for
such circumstances (Jiang and Messersmith, 2018). Conferences is a methods which train
employees to work abroad which states that expertise train such employees either by
theoretically or by practically. They share their examples and live experiences with employees so
employee can gain knowledge out of such examples. This is much similar to the workshops
method of training. On the job development is method to train and develop the employees which
states that the employee must be trained fully practically by creating the real time situations in
front of them so that it can be measured that how much they can tackle such situations in abroad
so that they can be well trained practically.
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Self study is another method to develop the employees which states that human resources
provides time to the employees to self analyse all the things before going to the abroad like
researches, findings, internet surfing, contacting different people and many more methods which
is suitable for the employees to grasp more. 360 degree performance review is also a method to
train the employees which states that feedback must be given to employees about their
performance so that they can work more to improve that and this helps the human resource
department and employees as well to get trained by learning out of the mistakes (Nankervis,
Baird, Coffey and Shields, 2019). Career planning is another method that guides to train and
develop the employees which states that human resource must think about the personal
development of an employee along with the professional development which includes the career
planning that should have the self satisfaction by the employees, this can be well trained to the
employees who are visiting abroad.
Challenges employees face while working in abroad
There are various challenges which are faced by the employees who going to abroad and
those are as follows:
Language is one of the challenge where employees can stuck and it is the most important
part because until and unless, if employee don't know anything about the language then it can be
difficult for them to mange in such a new place as without understanding the language they can
even communicate with other people. Culture is also a challenge where employees may feel
uncomfortable living there because until and unless, if employee do not have any knowledge
regarding the culture of the place where they are actually visiting then it can be difficult for them
to manage living and understand the living culture over there (Michael, 2019). Business practices
is another challenge where employees can be unaware of the business culture in that particular
place. It is obvious that the business practices are not same every where so it is important to learn
about the different business practices in that place that they have adopted because without
knowing this, its can be difficult for an employee to manage in an organization. Personal life is
also a challenge where employees can get messed up because without having any knowledge
about the personal life, living standards of the person who are already living there, it can be
difficult to assume of themselves that how they have to live there and how they have to handle
their personal life like family and friends.
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Financial issues is a major challenge where employees can get easily stuck because
money management in outer locations are really very difficult especially when there is no
knowledge about the expenses and savings part. Initially employee could not save anything for
themselves but after getting experience of expenses in a particular location then it can be
possible for them to manage the money, savings and expenses (Noe, Hollenbeck, Gerhart and
Wright, 2017). Health and safety is a personal challenge but an important one because initially
employee must not be knowing about the health and safety culture at that city or country so they
will not be able to adjust in heath and safe circumstances in an unknown location. Because if
employee got affected in their physical as well as mental health than it can be most difficult for
an organization to tackle such major problem with one of it's employee. Food is also the major
challenge for the employees because if food is not proper than it can be almost impossible for an
employee to live in such a place. Food is a basic necessity for every one and if that basic need is
only not fulfilled than how the employee can live and survive in abroad (Wright and Ulrich,
2017).
Solutions with HR practices
There are various solutions to such challenges faced by the employees while going to
abroad which are related to the human resource practices and those are as follows:
Pre departure training is one of the solution to face the challenges by an employee which
states that the employees must be trained before leaving for abroad and training must include the
teaching of culture of the new location which is very necessary so that employee can be
comfortable staying there. It also includes the situation of each employees because every
employee have different thought process and different preferences so in order to take care such
things, it is necessary to train them wisely. Training also includes the teaching of languages they
speak, safety and security of family and how to maintain the personal life in such a new location
(Rees and Smith, 2017). Local support is one of the solution to face the challenges by an
employee which states that it is the responsibilities of the human resource department that they
are accountable for the local support to their employees and taking acre that they are comfortable
living there or not because they they are dissatisfied then they will definitely cannot concentrate
on working in an organization. Things which needs to ensure by the human resources are
accommodation of it's employees with good living standard, all the utilities are provided to them
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or not, if the employees are married then taking care of the school and children and moreover,
ensuring about the personal tax amount.
Training to building up a network is one of the solution to face the challenges by an
employee which states that it is important for the human resource department that they must
provide the training to the employees to build up the network among different people in new
location because developing a network can support the employees in many ways for living there
happily and they will be satisfied with the social relationship as well. This can be attained by the
arranging the informal introduction to the other employees before sending them to the
assignment of task assigned to them. By encouraging the use of social media and connecting the
employees so that informal relationship can also be build along with the professionalism (Storey,
Ulrich and Wright, 2019). Healthcare is one of the solution to face the challenges by an
employee which states that human resource department must take care of the health care
facilities to the employees so that in case of any emergency in an unknown location, employee
must not feel lonely in getting it's treatment done. Therefore, it is essential to provide the
healthcare facilities to the employees for better satisfaction among them so that they can work in
a proper condition and mental state.
Training for adaptation is one of the solution to face the challenges by an employee
which states that human resource is responsible for the proper training of employees that how
they can adopt in new culture and location with their families. Because of every specific training
is provided by the human resources are to be required at it's own level but it is also significant to
train them to adapt for the nature and culture so that they can become self dependent in terms of
tackling every situation they are facing there without depending on the human resource
department all the time (Stewart and Brown, 2019).
CONCLUSION
It is concluded that strategic human resource management is an important function to
study about the human resource practices which are essential in an organization to carry out for
the benefits to the employees, employer and the firm as well. This function is mainly to handle
the employee behaviour in an organization so that the company can firm operate in a smooth
manner and to maintain harmony in the company. It is said that employee or workforce in a firm
are the assets that is needed to be taken care of in any way so that they can work harder and can
give productivity to the company. This is the reason behind the necessity of the human resource
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function in the company so the management of the employees can be done in an appropriate
manner with good motivation and inspiration to them. Therefore, adopting the human resource
practices are very significant for the firm in order to keep stability in the market with a good
image and customer loyalty (Westover, 2019). Therefore, it is important to analyse the individual
performance related pay, determining different situations and conditions that how the staff can
behave or motivate and what can not be the circumstances through which they cannot get
motivated, examining the training and development of the employees, interpreting the challenges
faced by the workforce while working in abroad and observing the solutions that are find out by
the HR practices. Hence, this essay covers all such concepts which are essential to study about
the human resource management in a more better way.
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