Strategic Resource Management Report for Marks and Spencer - HRM

This report analyzes strategic resource management within the context of Marks and Spencer (M&S). It explores the contributions of Human Resource Management (HRM) to organizational objectives, including employee engagement, training and development, compliance management, and cost/quality control. The report details the role of HRM in the organization, focusing on recruitment, retention, and employee development techniques such as career development opportunities, training sessions, and job rotation. It examines the contributions of these techniques to employee engagement and the strategies HRM departments use to support organizational goals. Furthermore, the report addresses the physical resources required for achieving objectives, the role of physical resource management, and the processes used for planning physical resource requirements. The analysis covers topics such as tools, machinery, buildings, and infrastructure, providing a comprehensive overview of strategic resource management practices within a retail environment. The report concludes by summarizing the key findings and their implications for effective resource management.

STRATEGIC RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Human resource management contributes to the achievement of organisational objectives1
1.2 Role of human resource management within organisation...................................................2
1.3 Process to plan human resource requirements......................................................................2
TASK 2............................................................................................................................................3
2.1 Recruitment and retention strategies used in organisation....................................................3
2.2 Techniques used for employee development in an organisation..........................................4
2.3 Contribution of human resource development techniques and ensuring engagement of
employees....................................................................................................................................4
2.4 Effective strategies used by HRM department to support achievement of organisational
strategy........................................................................................................................................5
TASK 3............................................................................................................................................5
3.1 The physical resources required to ensure attainment of objectives.....................................5
3.2 Role of physical resource management within an organisation............................................6
3.3 Appraise the process that an organisation uses to plan its physical requirements................6
TASK 4............................................................................................................................................7
4.1 Marketing activities contribute in achievement of organisational objectives.......................7
4.2 Role of marketing operations within organisation................................................................7
4.3 Appraise processes that an organisation uses to develop its market.....................................8
TASK 5............................................................................................................................................8
5.1 Information system management contributes in achievement of organisational objectives.8
5.2 Evaluate role of marketing operations within organisation..................................................8
5.3 Appraise processes that an organisation uses to plan its information systems requirements
.....................................................................................................................................................9
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Strategic resource management refers to proactive management of employees to maintain
their efficiency and productivity for smooth functioning of organisation. HR manager conducts
different activities like selecting prospective employees, determining their payroll and making
employees work in collaborative manner. It helps to improve the quality standards of individuals
while working in company and maximising mutual benefit of employment. Through strategic
resource management, systematic approach is determined to analyse the current utilization of
resources and modify them according to the changes in market conditions (Berman and et. al,
2015). Marks and Spencer is a leading multinational retail company that is specialized in
availing clothing, food and home products for their target market. In the current report, cited
organisation is focused to develop strategies for proper management of its workforce.
TASK 1
1.1 Human resource management contributes to the achievement of organisational objectives
Marks and Spencer is a large business enterprise where several transactions take place
simultaneously. Human resource professionals are involved in formulating strategies that focus
on recruitment and retention of skilled employees so as to promote company’s productivity.
HRM contributes in many ways to attain organisational objectives that are listed as below: Employee engagement: Primarily, human resource department of M&S conducts
procedure of recruitment and selection in effectual manner (Levenson, 2014). They take
in consideration the fact that candidates are provided with equal opportunity to present
their skills and abilities through laws and regulations. Training and development: According to this function, HR specialists provide training
and development sessions to workforce so that it increases their productivity. Marks and
Spencer adopt on the job and off the job training sessions for employees. They create
training manuals, facilitate instructions and ensure training objectives of individuals. Compliance management: Another crucial contribution of human resource manager is to
handle labour relation and dispute resolution in Marks and Spencer. The cited business
enterprise will ensure that the employees are made familiar with government regulations
with regard to wage, labour and equal opportunity requirements.

 Cost and quality control: In addition to this, human resource specialists develop such
compensation packages, benefit materials and employee assistance program that will
help to reduce cost of production for the company (Boselie, 2014). HR team of M&S is
responsible for quality control that is directly related with successful accomplishment of
company’s goals.
1.2 Role of human resource management within organisation
HRM is considered as an important branch of management that ensures proper
controlling and monitoring of manpower. Managers in M&S are responsible to hire, train and
develop staff and when it is necessary HR managers dismiss them. HR manager is able to make
maximum and optimum utilisation of existing talent so that desired outcome can be generated.
Role of HR manager is to coordinate employee benefits and suggest employees to train and
develop them regarding upcoming future responsibilities.
Marks and Spencer is able to acquire higher profitability and develop brand image in
company by increasing commitment level of individuals. They adopt various motivational
techniques like availing positive work environment, reward system and career enrichment of
individuals so that desired outcome can be attained (Smith, 2014). As they hire right employees
for the right position, it becomes beneficial to handle critical challenges that are taking place at
the workplace. HR team of M&S helps to expand business operations by developing competitive
edge in the market. They make efforts to build capacity of company by offering expected
services and products to customers.
1.3 Process to plan human resource requirements
Every year, M&S requires number of employees to undertake different activities and
operations in the favour of organisation. In order to conduct this process effectively, one should
identify current and future needs of employees and managers in the cited firm (Molina-Azorín,
2014). It helps to achieve organisational goals in a better way. Now, below described is the
process that is used by M&S to plan human resource requirements:
 HR team of concerned business firm will determine and analyse organisational objectives
in an effective manner. The HR mangers will focus on this prospect so that the objective
to be achieved will be attained by proper and effective strategies formulation.

 Now, from the updated human resource information, HR team of M&S is able to
determine current number of employees as well as their capacity and potential to perform
different activities that can be analysed effectively.
 Next step in planning human resource requirement is to evaluate different positions
according to their job profile as estimated (Collings, 2014). HR team of M&S get
involved in preparing job description and person specification for the concerned post.
 However, forecasting demand and supply of human resources the HR managers are also
responsible to estimate manpower gaps that are present in an organisation. In case of
deficit new professionals are employed in the company while in case of surplus they are
terminated form enterprise.
 Finally, human resource action plan is executed by company so that requirements can be
fulfilled in an effective manner. It is monitored effectively in order to compare actual
performance with that of set standards.
TASK 2
2.1 Recruitment and retention strategies used in organisation
Recruitment strategies
Marks and Spencer is involved in making effective use of human resources by adopting
different recruitment and retention strategies. In order to hire the most qualified applicants, cited
enterprise is involved in attaining suitable candidates from the pool of talent (Kelly, 2011). HR
team frames different stages of selection procedure that involves preliminary interviews, written
examination, group discussions and panel interview so that the candidates would be judged
properly on the basis of their skills and abilities. Moreover, they also follow rules and regulations
related to employee legislation so that candidates would become confident on the grounds that no
discrimination will take place in the cited firm and they will be provided with a chance to present
their capability in a significant manner.
Retention strategies
Another essential function of HR team in M&S is to retain qualified, experienced and
skilled employees in organisation. Concerned retail firm focuses on adopting reward
management and performance appraisal technique (Gruman and Saks, 2011). Through this
strategy, individuals are able to concentrate entirely on their work and make efforts to attain the

assigned targets. It not only avails financial benefits but provides self actualisation about their
capabilities. Promotion to higher positions avails better growth and development opportunities to
professionals and they are able to perform in favour of organisation.
2.2 Techniques used for employee development in an organisation
The employees are able to enhance their skills and upgrade existing knowledge to
contribute effectively in success of an organisation. It is believed that regular training prepares
employees to unpredictable changes in the system or unforeseen adverse situations. There are
various techniques involved in employment development of M&S which are specified below:
Providing career development opportunities
Marks and Spencer adopts strategy of career development so that employees are
motivated to perform their roles and responsibility in effective manner (Dezdar and Sulaiman,
2013). Promotion to higher positions not only develops experience of individuals but they are
also able to determine important decisions and strategies they need to make while performing job
role.
Training sessions
Another important technique is to avail training and development sessions to employees
at regular interval. Various techniques can be adopted such as conducting seminars, field work,
conferences, team activities and many more so that individuals can easily render their services.
Marks and Spencer invest good amount of capital to render training sessions to individuals so
that desired outcome can be attained.
Job rotation
In addition to this is another strategy adopted by organisation that involves moving an
employee through series of jobs so that they can feel comfortable while carrying out the tasks
(Chen and Huang, 2016). There should be development of individual's skills that aim to
contribute in different departments and learn basic principles about other job profiles.
2.3 Contribution of human resource development techniques and ensuring engagement of
employees
As mentioned different techniques of employee development that helps to improve
efficiency of individuals as they can attain desired targets of the company. The training and
development program is organised by M&S to ensure that each and every individual participate

in the session and improve their quality standards. Through this they are able to contribute in
organisational activities through proper utilisation of resources.
Marks and Spencer adopts performance appraisal technique so that employee engagement
can be conducted through 360 degree appraisal method. Here, the professionals are provided
opportunity to attain effective incentives through achieving assigned targets (Hoobler and
Johnson, 2014). Apart, M&S also considers the prospects of job rotation technique where the
employees are made to transfer from position to another or from one department to another. This
is done in order to provide little experience and knowledge about various positions and fields.
2.4 Effective strategies used by HRM department to support achievement of organisational
strategy
There are various strategies adopted by HR department that support attainment of
business strategy. It is considered beneficial to execute a systematic analysis of varied tactics
which need to be undertaken by the human resource department. There should be requirement of
individual that provide individuals with proper opportunity to build skills and abilities of
individuals. They analyse the requirement of human resources so that an appropriate tactic is
build to motivate individuals in performing their duties effectively.
For example, HR department of Marks and Spencer analyses the need of training and
development program so that it assists them to improve the skills and capabilities of individual
and perform better results. Thus, implementing training and development strategy helps in
supporting the attainment of business strategy.
TASK 3
3.1 The physical resources required to ensure attainment of objectives
Physical resources refers to resources that are made by individuals and help in conducting
daily activities of business operations in much quicker and easier manner (Minniti, 2014). Marks
and Spencer has several physical resources that help in attaining goals and objectives of the
company.
Tools and machinery
The aim of Marks and Spencer is to minimize waiting time of clients and deliver better
and faster services to customers. In order to attain this objective management insist on adopting
innovative technology over the workplace. For example, after purchasing the products,

customers wait for hours at the bill counter for payment. Thus, through implementing updated
technology machines it assists in decreasing the waiting time and satisfy the needs of clients.
Building and infrastructure
Another important physical resource is buildings and infrastructure of Marks and
Spencer's outlets (Gruman and Saks, 2011). It is essential to design a layout and action plan to
design layout for its stores. They should provide airy, fully ventilated and well facilitated
services to customers so that can easily purchase products from the stores.
3.2 Role of physical resource management within an organisation
It can be evaluated that physical resources such as building, material, machines and
equipment and many more play a crucial role in order to achieve the business objectives.
According to researches, all these resources assist firm to develop effectual relationship among
clients through satisfying their needs. Further, through the physical resource such as machine it
helps in implementing innovative technology within business that helps in satisfying the needs of
customers by reducing the waiting time at the bill counter. Also, in order to provide convenience
to clients business undertake physical resource like building and thus manage the design and
layout in order to attain customer attraction and satisfaction.
This helps Mark and Spencer to attain customer loyalty as they feel comfortable enough
with services levied by organisation (Boella and Goss-Turner, 2013). There operations are
conducted in effective manner which leads increasing productivity of the company.
3.3 Appraise the process that an organisation uses to plan its physical requirements
It is essential to develop strategies that help to make effective and optimum utilisation of
resources. All the major factor of production should be utilised in significant manner. There
should be coordination between different activities taking place in an organisation. It ensures
individual to undertake different activities in favour of Mark and Spencer. Employees should be
given equal opportunity to express new and innovative ideas in favour of organisation.
Through the physical resource such as machine it helps in implementing innovative
technology within business that helps in satisfying the needs of clients by reducing the waiting
time at the bill counter (Kelly, 2011). Also, in order to provide convenience to clients business
undertake physical resource like building and thus manage the design and layout in order to
attain customer attraction and satisfaction.

TASK 4
4.1 Marketing activities contribute in achievement of organisational objectives
Marketing department is responsible to develop strong customer relationship and increase
profitability of the company. It helps to promote existing products and introduce new
commodities in desired market. Mark and Spencer is able to develop brand image in the market
along with expansion activities in new territories increases its profit margin.
The organization is required to carry out marketing activities within firm such as
adopting online sources in order to attract target market. All the promotional techniques helps in
contributing effectively to the attainment of business goals. Furthermore, undertaking marketing
mix strategies such as 4 P's i.e. product, price, place and promotion assists business in effectively
contributing to enhance the sales and profitability objectives of firm (Developing a Human
Resource strategy, 2015.). The marketing team of Mark and Spencer concentrates on covering all
these four prospects so that products availed are according to customer needs and expectations.
4.2 Role of marketing operations within organisation
Marketing operations generally comprises activities such as advertising, public relations,
promotion and sales. It is a process through which M&S product and services are introduced in
market and promoted for potential customers.
 Marketing operations play crucial role in increasing sales figure of the company. The
marketing team of M&S works on this principle that as awareness become reality the new
customers start to spread benefits of using cited firms products.
 Marketing leads to building brand image in the market so that company reaches higher
expectations of the public. M&S is able to expand its market operations in emerging
market with proper execution of resources.
 In addition to this marketing operations foster an environment where healthy competition
takes place so that desired outcome is generated (Dezdar and Sulaiman, 2013). As
opposed to companies that have a monopoly on products and services that can charge
almost any price, marketing helps keep pricing competitive for a business to try to win
over consumers before its competition does.

4.3 Appraise processes that an organisation uses to develop its market
Strategic planning should take place that provides guideline about activities should be
performed at what time. Managers and their respective subordinates should work collectively to
make better utilisation of resources. Proper marketing and promotion of Mark and Spencer
product line will to expand its market operations. The potential customers will be attracted
towards offers and schemes availed by cited company. These activities help to strengthen
relation with potential customers and company is able to maintain its competitive edge so that
desired outcome is attained.
The assistance of market development process was to identify target market and enhance
profitability of the company. It aims to attract good amount of customers to satisfy their needs
and requirements for performing different activities in favour of company (Chen and Huang,
2016). Mark and Spencer adopt different marketing strategies attain organisational success in the
market. Adopting all these market development processes assists in expanding the market share
of firm.
TASK 5
5.1 Information system management contributes in achievement of organisational objectives
Technological advancement is essential for an organization to undertake different
activities in favour of company. The information management system focuses on managing data
and information to provide efficiency and effectiveness of strategic decision making. It helps to
formulate efficient plans and policies to individuals so that they can attain organisation success at
faster pace. When the strategy formulation process starts the strategic and tactical level managers
conduct market study. Through this method the organisation is able to plan its polices according
to current market trends and patterns. It helps to understand needs and expectations of clients and
produce commodities accordingly (Levenson, 2014). There is increasing opportunity to make
proper use of information availed to employees so that it implementation of policies become
easier.
5.2 Evaluate role of marketing operations within organisation
The information management system plays crucial role in contributing attainment of
Mark and Spencer objectives. It provides assistance to develop products and services by adopting
information system technology and improving functionality of the company. It helps

management of concerned company to review their sales, costs and other operations in
significant manner so that desirable outcome can be attained. As the marketing team of mark and
Spencer implement effectual information system it helps to achieve competitive edge in the
market and develop effective policies in same context. The significance of information
management system helps to assist management to determine contribution of its own department
towards business success (Smith, 2014).The essential data and information will be recorded and
maintained in form of sales figures, presence of stock, inventories and employee database.
5.3 Appraise processes that an organisation uses to plan its information systems requirements
Marks and Spencer needs to update and upgrade software s related to information system
management. It can be assumed that by implementing effectual information system in business it
is able to develop distinct image of firm in market place. They are able to manage activities of
human resources in effective manner so that wider growth aspects of the company are addressed.
The information system management helps to maintain proper record of data such as
absenteeism of employees, availability of stock and arrangement of sales figure in order to
measure growth and development of the company.
CONCLUSION
From the above report it can be concluded that strategic human resource management is a
fruitful concept to monitor and control activities of individuals. HRM plays crucial role in by
recruiting, selecting, training and motivating existing human resource of the company. Marks
and Spencer is a large business enterprise which require skilled and qualified manpower to
undertake different business operations in favour of company. Business is required to develop
effectual objectives such as employee satisfaction that helps HRM in contributing towards its
achievement. Further, M&S needs to undertake varied physical resources such as material,
building and equipment etc. which helps them to achieve organizational goals and objectives.

REFERENCES
Books and Journals
Berman, E. M. and et. al., 2015. Human resource management in public service: Paradoxes,
processes, and problems. Sage Publications.
Boella, M. and Goss-Turner, S., 2013. Human Resource Management in the Hospitality Industry:
a Guide to Best Practice. London: Routledge.
Boselie, P., 2014. Strategic human resource management: A balanced approach. Tata McGraw-
Hill Education.
Chen, C. J. and Huang, J. W., 2016. How organizational climate and structure affect knowledge
management—The social interaction perspective.International Journal of Information
Management. 27(2). Pp. 104-118.
Collings, D. G., 2014. Integrating global mobility and global talent management: Exploring the
challenges and strategic opportunities. Journal of World Business. 49(2). pp. 253-261.
Dezdar, S. and Sulaiman, A., 2013. Successful enterprise resource planning implementation:
taxonomy of critical factors. Industrial Management & Data Systems. 109(8). pp. 1037-
1052.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee
engagement. Human Resource Management Review. 21(2). pp. 123-136.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee
engagement. Human Resource Management Review. 21(2). pp. 123-136.
Hoobler, M. J. and Johnson, B. N., 2014. "An analysis of current human resource management
publications". Personnel Review. 33(6). pp. 665–676.
Kelly, J., 2011. Human Resource Strategy. Employee Relations. 23(1). pp. 94–104.
Levenson, A., 2014. Organization design and talent strategies for emerging markets.
Organizational Dynamics. 43(3). pp. 205-213.
Minniti, M., 2014. The role of government policy on entrepreneurial activity: productive,
unproductive, or destructive?. Entrepreneurship Theory and Practice. 32(5). pp.779-790.
Molina-Azorín, J. F., 2014. Microfoundations of strategic management: Toward micro–macro
research in the resource-based theory. BRQ Business Research Quarterly. 17(2). pp. 102-
114.
Smith, L. G., 2014. Impact assessment and sustainable resource management. Routledge.