Strategic Human Resource Management: Training & Development at M&S

This report investigates the significance of strategic human resource management (HRM) and the impact of introducing new processes in training and development, focusing on a case study of Marks and Spencer. It aims to highlight the importance of strategic HRM in enhancing employee and business performance. The research objectives include identifying the significance of strategic HRM for employee development, analyzing its role in successful business performance, assessing its advantages for overall employee development, and measuring the influence of new training processes on employee performance and efficiency. The literature review covers the holistic approach of strategic HRM in assembling quality workforces, providing training and development, and creating a positive work environment. The report further discusses the role of strategic HRM practices in achieving business goals through effective staffing, compensation, and communication, along with the advantages of strategic HRM in manpower planning, technology training, and fostering a culture of communication and collaboration. Ultimately, the study seeks to understand how strategic HRM and training initiatives contribute to improved employee performance and organizational success.

The importance of strategic human
resources management and the impact of
introducing new processes in training and
development

Abstract
The aim of the current investigation is to highlight the importance of strategic human
resource management within an organisation so that performance of employees as well as
performance of business. It is being identified in the current investigation is that majority of
respondents believe that strategic human resource management is very important because it is
directly linked to success and development of the organisation.

Acknowledgement
I am very thankful to my professor who have provided support in completing
investigation appropriately. They have given their precious time to help me in collecting and
analysing information in a systematic way.
I am also grateful to my family, relatives and friends who have supported me emotionally
to conduct investigation in systematic and appropriate manner.

Table of Contents
Abstract ...........................................................................................................................................2
Acknowledgement...........................................................................................................................3
Introduction .....................................................................................................................................5
Background to the project .....................................................................................................5
Aim and objective ..................................................................................................................5
Rationale and significance of project ....................................................................................6
Research questions ................................................................................................................6
Literature Review ............................................................................................................................7
To identify the significance of the strategic human resource management for the development
of the employees ....................................................................................................................7
To analyze the role of strategic human resource management practices for the successful
business performance. ...........................................................................................................8
To analyse the advantages of strategic human resource management for the overall
development of the employees. .............................................................................................9
To measure the influence of introducing the new processes in the training and development in
order to improve the performance and efficiency of employees............................................9
Methodology and data collection, including research objectives/hypotheses ..............................11
Results/Findings.............................................................................................................................13
Analysis/Evaluation of Results/Findings ......................................................................................25
Conclusions ...................................................................................................................................27
Recommendations .........................................................................................................................27
REFERENCES .............................................................................................................................29
APPENDIX....................................................................................................................................31

Introduction
Background to the project
The concept of the strategic human resource management tends to be associated with the
connection that is prevailing between the human resources and the strategic gaols and overall
strategy of a company. Thus, the main aim and focus of the strategic human resource
management tends to be related with the advance level of flexibility to have higher innovation
level along with gaining higher competitive strength. Beside this, the concept of the strategic
human resource management is also vital and important to create and develop a proper fit for the
purpose of having an improved and effective organisational culture. Apart from this, strategic
human resource management also comprises and focus on development of employees thus, a
vital impact of introducing new processes in training and development is also being analysed and
reviewed in the current study. The organisation selected for current study is Marks and spencer
which is well known retailer of UK established by the Michael Marks and Thomas Spencer by
the 1884. It has been seen that being a big multinational company Marks and spencer are facing
many challenges and issues in effectively managing its employees thus, current study is
undertaken to review about the identify the significance of the strategic human resource
management for the development of the employees along with influence of introducing the new
processes in the training and development in order to improve the performance and efficiency of
employees.
Aim and objective
Research Aim
The main aim of current study is, “To study the role of strategic human resource
management in order to influence the new processes in context training and development
sessions”. A case study of Marks and Spencer.
Research Objectives
• To identify the significance of the strategic human resource management for the
development of the employees
• To analyze the role of strategic human resource management practices for the
successful business performance.

• To analyze the advantages of strategic human resource management for the overall
development of the employees.
• To measure the influence of introducing the new processes in the training and
development in order to improve the performance and efficiency of employees.
Rationale and significance of project
The selection of current research topic based on the significance of the strategic human
resource management for the development of the employees is vital and significant as many
organisations are facing many issues in effectively managing and retaining its employees. It has
been seen that lack of effective communication along with setting effective balance and
coordination between the workers and strategic goals of a firm become difficult. Therefore,
selection of current research topic is vital and effective as it supports better underdoing about the
benefits and need of strategic human resource management. Along with this, the current study
along including discussion about influence of introducing the new processes in the training and
development in order to improve the performance and efficiency of employees which ensures
higher success and improved growth for a firm. Beside this, current study is also vital and
important from the view point of the researcher as it meet the personal interest along with
academic need and also ensures improved skill and competency level.
Research questions
 What is the significance of the strategic human resource management for the
development of the employees?
 What is the role of strategic human resource management for the successful business
performance?
 Which are the main advantages of strategic human resource management for the overall
development of the employees?
 What is the influence of introducing the new processes in the training and development in
order to improve the performance and efficiency of employees?

Literature Review
This section forms out a vital part of every investigation as it ensures a systematic and
effective analysis of pre-exiting literate to have a better base and framework for further study.
The current literature review is based on the topic of the Strategic human resources and influence
of introducing the new processes in the training and development in order to improve the
performance and efficiency of employees along with its objective. A range of online articles and
journals are being analsysed and reviewed to meet and effectively analysis the set objective a
discussion of which has been provided as below:
To identify the significance of the strategic human resource management for the development of
the employees
With respect to the information provided by Rees, G. and Smith, P. eds., 2021, it has been
analysed and seen that the concept of the strategic human resource management tends to be
based on some holistic approach that focus and emphasis on the assembling of the best team and
quality workforce for the improved business growth and success. Further, the strategic human
resource management tend to comprises of the providing of the training, development, work
environment, benefits, and compensation for the workforce of a company which they need to
perform at their best amongst. Thus, the definition of the strategic human resources management
comprises of the process and practice of attracting, hiring, developing, rewarding, and retaining
employees for their benefit and the benefit of each department and the business as a whole
(Nayem and et. al., 2020).
Along with this, it has been seen that the strategic human resource management tend to be
significant and vital for the development of the employees as it seeks to effectively achieve the
high level of the competitive advantage through the way of having proper strategic deployment
strategy that are focused on creating the highly committed and capable workforce. It has been
also reviewed that the strategic human resource management tend to make use of an integrated
array of cultural, structural and personnel techniques to ensure better development of the
employees along with focusing on setting a balance between the workforce and proposal strategy
of the firm. Thus, an analysis can be made out that ensuring effective understanding of the
business goals and strategy among workers along with focusing on regular evaluation and
motivation of team are the main significance of the strategic human resource management that

supports and leads to improved development of the employees along with setting better balance
and coordination at workplace.
To analyze the role of strategic human resource management practices for the successful
business performance.
As per the view point of Hamid, Z., Muzamil, M. and Shah, S.A., 2020, it has been
analysed and seen that the strategic human resource management tend to lead out and set a string
foundation for business organisation thus plays a vital role for the successful business
performance. It has been reviewed that when the strategic human resource management tends to
be properly applied within a firm than it ensures that the company and all of its resources and
departments are working as a whole and in most coordinate way for ensuring working together to
reach its goals. Thus, implication and adoption of the strategic human resource management tend
to gives the business a greater chance to succeed through ensuring proper staffing, employee
compensation and benefits, and defining/designing work. Further, it has been also seen and
analysed that the implication of the strategic human resource management tends to supports and
provides with the effective tactic and vital set of actions that help a business organisation to
effectively achieve the strategic short as well as longer term goals. Along with this the strategic
human resource also supports and leads to effective communication of goals and objective of
organisation thus ensures clear direction and improved guidance for employees along with better
coordination level that reflects the significant role of strategic human resource development
practices for the successful business performance (Hermans and Avendaño, 2021).
Further, with respect to the information provided by the Kasirlo, M. and Naami, A., 2020,
it has been also seen rat the strategic human resource development leads to recruitment and
hiring of most talented and suitable candidates for various job role based on the required skills
and competency. Thus, it ensures higher performance and efficiency level through ensuring the
hiring that best meets and satisfy the departmental needs to take the company to the next level
and beyond higher success and growth. Along with this, one of the main and vital aspect of
strategic human resource management tend to includes and comprises of the selecting and
making use of the effective motivational tools and techniques therefore, lead to higher
performance and commitment level within in employees which ensures improved success for the
firm. Beside this, continuously focusing and ensuring the measurement of the performance of
employees along with filling the skill gap within the firm by the way of leading continuous

training and development is also a significant role of strategic human resource management
practices for the successful business performance.
To analyse the advantages of strategic human resource management for the overall development
of the employees.
According to Collins (2021), there are various advantages of strategic human resource
management for overall development of staff as they help in planning manpower requirement
and also train their staff on technology in order to develop their skills and knowledge.
Gives clear business strategy and vision for the future is one of the advantages of
strategic human resource management for overall development of staff. The main role of
strategic human resource management is to provide clear business strategy to employees so that
they can know their roles and responsibility and also accomplish their work in smooth and
effective manner (Sakawati and et. al., 2019).
Ensures high productivity is also an advantage of strategic human resource
management as they focus on creating culture of communication, mindfulness and collaboration
which helps in improving the motivation and morale level of employees. Strategic human
resource manager provides training and development opportunity to staff and also create better
working environment for employees. When the productivity of staff increases they contribute
better output and accomplish the goals effectively (Bordunos and Kosheleva, 2018).
Develops and retains highly competent is another advantage of strategic human
resource management for improving the development of employees. In Marks and Spencer,
human resource manager focuses on developing their employees by providing them training and
development classes. It helps in enhancing knowledge, skills, abilities and competencies of
employees due to which they can compete with their competitors in effective and efficient
manner. They also focus on retaining staff by fulfilling their needs and requirements within
workplace.
To measure the influence of introducing the new processes in the training and development in
order to improve the performance and efficiency of employees.
As per the viewpoint of Collings and et. al., (2021), there is a great influence of
introducing new processes in training and development in order to improve the performance and
efficiency of employees. Training and development is one of the activity which helps in

improving the performance of employees in organisation. It also helps in reducing staff turnover
and also focus on reducing the maintenance cost.
Motivates employees is one of the factor of training and development that helps in
improving the efficiency and performance of employees. By introducing new process in training
and development helps in motivating the employees due to which they can give their productive
outcomes in achieving the goals and objective of business. The new process helps in increasing
the motivation level of employees by fulfilling their needs and expectation.
Creates learning environment is also a factor which helps in enhancing the efficiency
and performance of staff within workplace. It is the responsibility of human resource manager to
create learning environment for their employees so that they can improve their skills and think
out of box. By creating learning environment, manager can improve attention, supports
emotional and behavioural regulation of employees and also reduce anxiety while working
(Muindi, 2017).
Keeps pace with technological changes is another factor which are influenced while
introducing new process in training and development for improving performance and efficiency
of employees within organisation. The human resource manager of Marks and Spencer mainly
focus on providing training and development opportunity to employees so that they can learn
about new technology.

Methodology and data collection, including research objectives/hypotheses
Research methodology is one of the vital chapters because it provides particular methods
for accumulating and analysing apt piece of information. This chapter helps in undertaking
present study in effective and efficient manner.
Research Philosophy: Research philosophy is one of the methodologies that is of four
kinds that are positivism, interpretivism, pragmatism and realism. Researcher has chosen
positivism philosophy because it leads in systematic and practical research by analysing
information available in quantitative way (Ngozwana, 2018).
Research Approach: Research approach is comprised of two set of approaches that are:
inductive and deductive approach. Researcher has dependent upon deductive approach because it
supports in scanning and testing of accumulated facts and figures. Deductive approach has great
significance because it is one of the scientific approaches which deals in statistical figures and
facts (Abutabenjeh and Jaradat, 2018).
Research Strategy: There are several kinds of research strategies which are: observation,
experiments, survey, action research, interview and many more. Researcher has chosen survey
strategy because it accommodates in carrying out first hand information in the form of numeric
nature. Questionnaire is developed under survey strategy because it accumulates numerical and
primary data (Seehawer, 2018).
Research Choice: Research choice is of two parts that are: qualitative and quantitative
research choice. Researcher has chosen quantitative research choice because it helps in collecting
statistical and quantitative piece of information without consuming longer time duration. It also
assists in presenting data in tabular and graphical format (Tayebi Abolhasani, 2019).
Data Collection: Data collection is of two major types that are: primary and secondary
data collection. Investigator has selected both the methods because it helps in creating
investigation with the combination of first hand and second hand information. Primary data
collection helps in accumulating first hand data through questionnaire. On the other hand,
secondary data collection assists in taking out second hand and used information from the
sources like books, articles, journals, newspapers, publications and many more (Hay and et. al.,
2019).
Sampling: Sampling is of two kinds that are: probability and non-probability sampling.
Researcher has selected probability sampling because it helps in choosing large number of

respondents by following random method in effective and efficient manner. 51 respondents are
chosen and they are the employees of Marks & Spencer.
Ethical Considerations: Ethics is very essential for completing investigation. Researcher
has focused on maintaining reliability and authenticity of facts and figures. Researcher has also
made sure to provide safety to respondents while accumulating information.
Limitations: It is not an easy procedure of collecting piece of information and conduct
systematic investigation. Lack of time is one of the limitations which is faced by investigator.
The other limitation is selecting appropriate resource for gathering information (Lattanzio and
et. al., 2019).
Time Horizon: Time is one of the significant elements that help in completing tasks and
activities in appropriate way. It is classified into two major parts that are: longitudinal and cross-
sectional time horizon. Cross-sectional time horizon helps in completing every task in real time
situation without taking longer time duration (da Silva, 2017).