Strategic Leadership and Human Resource Practices at M&S Org

This report provides an analysis of strategic leadership and human resource management (HRM) practices within Marks & Spencer (M&S). It explores the purpose and functions of HRM, including staffing, development, and compensation, and examines their contribution to achieving organizational objectives. The report critically discusses the impact of HRM on organizational performance and development, considering factors driving change within the organization. Furthermore, it evaluates various leadership theories and models relevant to organizational management and discusses the implementation of strategies to overcome resistance to change. The analysis incorporates real-world examples from M&S, highlighting the practical application of these concepts. Desklib provides access to similar reports and solved assignments for students seeking further insights into strategic leadership and HRM.

Strategic Leadership
and Human Resource
Practices

Table of Contents
INTRODUCTION...........................................................................................................................3
LITERATURE REVIEW................................................................................................................4
TASK 1............................................................................................................................................4
TASK 2............................................................................................................................................7
TASK 3............................................................................................................................................8
TASK 4..........................................................................................................................................10
RECOMMENDATION AND CONCLUSION.............................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Strategic leadership defined as manager’s potential in order to express strategic vision for
concerned orgnisation. This is to motivate and persuade in relation to acquire those vision. HRM
refers to the practice of recruiting, hiring, selection of employee for better outcome of the
organisation. The organisational HR department is responsible for accountability, building better
relatioship and the effect and regulation of the policies. In relation to provide the better
environment and standard for organisation and their employee. In relation to this, chosen
company is Marks and Spenser. In this report there is a discussion about the purpose and
function of HRM in organisation along with scope of staffing development and compensation
activities within organisation. There is some of the discussion about the contribution in relation
to achieve organisational objectives. There is critical discussion about the organisational
performance impact of HRM on the organisational development. There is also discussion about
the factor driving change in the organisation along with theories and models. There is discussion
about the implementation plan and analysis of strategy in relation to overcome from resistance
(Bagheri, 2016).
Company Profile
This company have approx. 85,000 employees and having 35 to 55 years old man and
women as their client. Main copeitiors are like Next and Waitrose & Partners, Asda, Tesco etc.
This Aim and objective of report
Aim
To understand strategic leadership and human resource practices in any organisation.
Objectives
 To understand the concept of strategy leadership along human resource practices.
 To analyse Corpus along with functions of HRM in an organisation.
 To analyse application of different leadership models and theories for organisational
Management.
Significance and Contextual Relevance

Staffing, compensation and development is strategic in nature because
staffing helps to identify right staff at right place that could help customer
and compensation helps to hold and retain them in organisation.
Development is done when there are experienced staff who get retain by
company and lead to high growh and profit which is strategic in
nature.LITERATURE REVIEW
TASK 1
Critically analysing main purpose along with fuction of HRM
In any of the organisation there is need of personnel and there are many function of HRM is to
gain services of manpower which is there in relation to develop their talent and skills. There is
possible to focus on maintaining the motivation of employee which can provide them better
performance in an organisation. In context to M&S, this is one of the large organisation in home
appliances and clothing in whole world. So, there is need for strong HR department to maintain
the competitive strategy in market.
Functions of HRM
Recruitment and selection- This is the chain of activity in which there are different steps
which are like screening, selection and many more. In relation to find out the potential candidate
for a specific job role for M&S they are the one who required one of the best employee for the
our company. So, they can gain the potential of that employee to make benefit for their
organisation (Brewster, 2016).
Orientation- This is another main function of HRM which is able to provide the
information about organisational work practices, hierarchical and environment and many more.
In context to this, there is need to conduct some program for newly joined employee to provide
them the information about their job role along with kind of position within the organisation.
Purpose of HRM
There are many purpose for the HRM which are going to be discussed further.
Compensation- This is the some kind of monetory value which is provided to the
employee. HRM is able to examine the effort of employee and provide them the compensation to
motivate them forgetting their performance better on each day.

Law compliance- This is another purpose of HR department which is able to provide
better environment for their employee. This can be done by using legal compliance in the
organisation. In Mark and Spencer company, they treat employees equally and able to gain
potential outcome from them (Buckley, 2019).
Reviewing the scope of staffing development along with compensation of HRM activities
Staffing, development along with compensation are one of the most important HRM
activities. This is able to provide the organisation to run their business is smoothly. There are
different roles and responsibility of Human Resource Management in relation to gain potential
outcome.
Staffing- This is the most important function in which organisation need to get the
personnel for their organisation to make each and every operation successful. Mark and Spencer
are able to staffing the employee in such a manner that they can get better and height outcome
from them. Due to staffing they can be competitive in nature and can gain high benefit in
competitive advantage. Because staff are the rare resources and organisation which are unable to
provide profitability and sustainability in market.
Development- This is the one which is defined as the complex integration of different
system within organisation. To understand the organisational structure and theories there is need
to know about the employee and their effort. They are the one who perform their best in relation
to achieve the organisational goal is automatically lead to high development of the organisation
(Chan, 2018).
Compensation- This is the one which is a kind of monetary value for the employee that is
provided to thanks for the extra effort and for maintaining the motivation level. Mark and
Spencer are able to provide the compensation to the employee in relation to maintain and
increase their motivation level. So, they can perform their best in organisation and leads to high
productivity.
From above, it can be said that staffing, development and compensation are some of the
major activity with an organisation which can help them to get high competitive advantage in
market.
Analysing the contribution of HRM activity for achieving objective of organisation
The different activity in relation to achieve the objective and goal of organisation. Mark
and Spencer use different kind of activity in relation to get some better strategy in the

marketplace that can lead to the organisation productivity are discussed further (Chowhan,
2016).
Training and development- This is the one which is provided professionally to the
employee. So, that can provide their best for their productivity and can lead to receive the
organisational goal and objective.
Facilitate Change management- This is the one which have the high potential for an
organisation which Mark and Spencer can provide high opportunity to their people. In relation to
achieve the organisational goal and objective, they are used by the website and different
promotional activities along with different platform to gain them finance from different
stakeholders.
Effective administration- This is the one which Mark and Spencer have the best and
highly effective to provide better productivity to the organisation.
From above it can be said that in Mark and Spencer there are different activities which
are used for achieve the goal and objective of organisation (Greer, 2017).
Discussion the Paradigm shift in different perspective HRMS affect the contemporary HRMS
Today's market is highly competitive in nature and respect to Mark and Spencer there is a
need to recruit some highly skilled talent to perform better in the competitive market. There are
different challenges which are faced by organisation. HRM is approach in developing along with
recording and retaining their employee to perform well in the organisation.There are some of the
collection which is a period contemporary to maintain competitiveness in the market are
discussed further.
Compliance with rules and regulation- Mark and Spencer is able to comply with rules
and regulation in order to perform better in eyes of law. This is the one which can provide them
the have value in the brand name and known by their customer. This is the strategy or tactic
which is able to identify the environment and threat along with opportunity in the external
environment. It to be confirmed that there should be some state, local of federal labour law
which can provide benefit to their hiring, practices along with base payment and so on (Liao,
2016).
Management changes- In today time, there is a need for change in the management
process in this competitive era. So, M&S needs to make some changes in their management for
implementation of better business plan. This can lead to achieve them high benefit and

productivity. In context to Mark and Spencer to resolve their issues with creative solution
relation to operate in better manner in this competitive market.
TASK 2
Critically discuss the link between HRM and activities along with organisational performance
HRM is the one which is responsible for recruiting, selecting and training along with
development of the employees within organisation. This is responsible for deciding the
compensation for the employer in relation to provide different benefit. In relation to encouraging
employee relationship. Whereas, organisational performance is the one which is able to provide
different output against input. This includes some of three specific area that are like market
performance, stakeholder return and the financial performance of organisation.
According to Mohammed Hamid 2019, one of the main objective for an organisation is to
enhance their performance in three different area in which compensation management employee
development and citizenship behaviour. Organisational performance can increase by different
learning opportunity which is provided to the employee to learn different skills for better output
(Lopez-Cabrales, 2017).
Applying critical analysis HRM activities contribution to organisational performance
Each and every organisation have focus on to achieve high level of competence and
performance. In relation to gain competitive advantage against HRM activity explain further to
contribute toward the organisational performance.
Talent management- This is the one key factor that is performed by the Mark and
Spencer to identify and retain the employee who have high talent and skill.
Performance management- This is the one which is most important component that is
appraisal, from this Mark and Spencer can recruit one of the best candidate have to trained them
to lead to high performance and high productivity.
Knowledge management- This is the one in which Mark and Spencer help to maintain
their appropriate structure for the employee to provide different incentive. In relation to achieve
goals and their vision. This is the one which is there in the management to provide better
performance to increase the overall productivity (Mayfield, 2016).

Discussing the impact of HRM on organisational development
HRM involves in different practices which is in relation to manage the workforce in the
company some of the practices like hiring, selection in providing training and deciding the
compensation for the employee are the practices within an organisation. Some of the impact of
these activities are explained further.
Promotion of positive behaviour- Mark and Spencer have a positive work culture along
with environment which motivate and assist their employee to be happy so that they can lead to
high productivity at the same time.
Development of employees- Mark and Spencer have different HRM practices which are
in relation to satisfy their employee and to motivate them. This can help to perform their best and
leads to high productivity of the company. This is the one which can be effective resources
which can directly impact of organisational performance (Miles, 2017).
Flexible workplace- This is the one which is required by the employee in each
organisation. This can provide them different flexibility which can motivate them to retain in that
company and give their best as the performance for high productivity. Mark and Spencer are able
to provide this flexible workplace to the employee. So, they can work and maintain their
personal life is flexible work hour.
TASK 3
Evaluating range of leadership theories along with models of Organisational Management
Leadership theories are the one who explain how and why certain people become leader.
This is the one who identify the characteristics of leader and explain about the way which can be
had talked to built and improve leadership skill. There are some of the leadership theories and
organisational management model discussed further.
Leadership Theory
Trade theory- This is the one in which certain level of trait of leadership which help them
become effective leader. This is the one which describes about the courage, self confidence and
many more which is needed in the leader (Nankervis, 2016).
Advantage- Optimal use of natural resources, large-scale production, stability in prices,
increase in efficiency.

Disadvantage- Economy dependence, political dependence, mis-utilisation of natural
resources.
Behavioural theory- This theory pay attention regarding leaders behaviour while making
decisions. So that, it can easily manage the team members. There are different type of leaders
like autocratic, democratic and Laissez-faire leaders.
Advantage- It address key questions, helps to mangers leadership style etc.
Disadvantage- It is time taking process to learn, other consideration to mange employees.
Contingency theory- This theory addresses many question such as which type of
decisions should be made by the leader in relation to provide benefit to the organisation.
Advantage- Dynamic in nature, change according to situation, takes advice and opinion
of their employees.
Disadvantage- It is a complex approach, sometimes hard to handle situation by managers,
inadequate of literature.
Organisational Management model
Line model- This is simple and mostly used by the CEO who generally monitor their
director in organisation. There are different area manager who works under them and make
hierarchical structure.
Functional model- This seems like line model but difference is that, team member report
to different manager rather than only one.
Line and staff model- In this, manager at its level have their own staff members. For
example- director reports to CEO only through own staff.
Discussion application of different leadership theories along with models for Organisational
Management
Application of Leadership Theory
Trade theories- This is the one which provide useful information about leadership. This
can be applied at any level in any organisation. This is able to examine the position of company
that how to make stronger (Noe, 2017).
Behavioral theory- There are different organisation who have made several theory in
their premises. In this, there is promotion of participatory behaviour and developing team
support and need of individual employee and able to fulfill the objective of group and individual.

Contingency theory- Leader in an organisation have information about the how to
implement contingency theory in relation to provide positive implication for a specific solution.
Most suited leadership style in relation to development of organisation
Mark and Spencer follows the transactional leadership style which can reach leaders of
an organisation. Assume that their subordinate are not motivated enough to complete the task
effectively. So, this leadership style help them to motivate and guide in order to make the work
effectively to achieve the organisational objective and goals. Leader of Mark and Spencer are
result oriented and in relation to this, they motivate their high performance and fulfill the
requirement to generate result (Rees, 2017).
The company has only one leader in a group and they are rewarded by seniors in relation
to perform well at the desired level. Mark and Spencer is focused on clear chain command where
leader are the one who share relationship dxchange with their employee. In relation to this, Mark
and Spencer provide regular feedback for the employee about their performance in the company.
This leadership style is highly effective during any type of issues and this can help then to focus
on task.
Mark and Spencer leaders respected to achieve specific goal with the help of the
employee to work on them effectively. They are also expected to get constructive feedback for
employee performance. Leaders are expected to focus on high productivity and reduces the
deviation within employees.
TASK 4
Critical analysing factors which driving change in the organisation
Technological change- This is the one in which each and every organisation adopt new
technology along with time. This can make to provide high competitive advantage from rivals.
Social changes- This is the one which impact the expectation along with need and want
level of income and many more. In relation to Mark and Spencer, the constantly will motivate
the customer need and their expectation and performance (Renz, 2016).
Nature of employee- There is no need to identify the nature of employee over time. This
can provide high value and tradition about the productivity of companies. Company face
different problems due to employee turnover which can increase the problem for company.

Marketing competition- This is the one which is highly effective within organisation.
This can provide high level of customer base for the Mark and Spencer by using creating
awareness from social media and other platform. This can make the mind of people to purchase
their product (Rogers, 2016).
Therefore, it can be said that a change implementation plan significantly contributes to
the overall strategic growth of the company to a great extent. This is because the plan helps in
managing the process of change and also minimizes its overall impact on the business, its
employees as well as other stakeholders. The plan also guides the company in achieving its goals
and objectives in an effective manner. As a result, this can increase the overall performance and
profitability of the firm.
Evaluating the change Management Theory along with models
For any organisation, implementing change needs different models and theories which
are discussed further.
Lewin's change model
This model is able to change the potential of an organisation in relation to understand the
structural and organisational changes in three different stages.
Unfreeze- This is the first stage in change management business to educating about the
change which can provide importance for an individual and for the organisation. In context to
M&S, during changes this stage can help to explain and provide the information to employees.
Change- This is the stage in which transition take place and people spend their time
along with in their level for their happiness, occurrences and development (Semuel, 2017).
Rephrase- This is the one in which people accept the change. In context to this, this
model defines the significance of new culture for individual and organisation.
ADKAR Model for change
It can be referred to as a change management model and ADKAR is an acronym for the
five tangible outcomes that people need to achieve in relation to ensure a lasting change, such as
awareness, desire, knowledge, ability as well as reinforcement.
Goal 1 – Creating awareness of need to change
This is an important goal wherein the company will create awareness about the change
and in order to ensure that the employees are aware about the change, the company will provide
explanation and brief its employees regarding the same.

Goal 2 – Foster Desire
This is an important goal wherein the management of the company should start
designating change leaders. This will show that they support the process of change but also they
will be able to connect with the people within company who will get affected by the same
(Srivastava, 2016).
Goal 3 – Provide knowledge about how to change
All the employees in the company should have the knowledge about the change that is
the company should provide knowledge to the employees so that they are able to adapt
themselves to it effectively.
Goal 4 – Employees should have the ability to make the change
Employees should have the ability to make the change and they should be encouraged to
share their ideas and thoughts. At this stage, effective training should be provided to the
employees so that they are able to work productively.
Goal 5 – Reinforce the Change
In order to reinforce the change, new technology can be installed and the managers
should direct and guide their team members in order to help them perform effectively.
Bridges transition model
This model is regarding the concentrate on tradition. This is the one which happens with
employee due to change. In context to M&S, during change in the culture there is a need to focus
on the reaction of people that can help to identify and losing or letting go. In this. people can be
in confusion, chos of education about change and the last phase that can show the new beginning
within organisation (Stewart, 2019.
So, these prospective stages of change Mark and Spencer is able to explain their people
about the significance of change so they can perform their best.
Developing Change management implementation plan
In relation to develop change in an organisation, there is crucial to make plan and
implement in effective manner in an organisation. In context to Mark and Spencer, change occur
in the organisation and implementation should be in effective manner that are discussed further.
Steps Activities & plan
Define change along with This is the first step for chain management implementation plan in
which this states that there is need to define the change which is