Talent Management Report: HRM Practices at Marks and Spencer

This report provides an in-depth analysis of talent management, focusing on the case of Marks and Spencer (M&S). It begins with an abstract and introduction defining talent management as a continuous process for retaining and developing skilled employees. The main body investigates existing literature on talent management and examines HR practices within M&S, including strategic employee planning, talent acquisition and retention, performance management, learning and motivation, and career development. The report also identifies issues within M&S, such as training, policy adjustments, and digitalization. It then explores the company's adherence to key HR practices, including the Equality Act 2010, the Human Rights Act 1998, and the Low Pay Commission Act. The report concludes with recommendations for improving training, implementing new policies, and developing technological advancements. Finally, the report summarizes the key findings and the importance of talent management strategies for organizational success.

TALENT MANAGEMENT

ABSTRACT
It has been discussed that talent management is the key factor of the organization which
helps in finding the loopholes of the organization and work on them to make the organization
work efficiently with the help of different organizational technique applicable. There are
different acts being mentioned which are applicable to the employees in organizational terms.

Table of Contents
TALENT MANAGEMENT............................................................................................................1
ABSTRACT.....................................................................................................................................2
INTRODUCTION...........................................................................................................................4
Talent management......................................................................................................................4
MAIN BODY...................................................................................................................................4
Investigating the literature...........................................................................................................4
HR practices considered by Marks and Spencer's. .....................................................................6
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
Books and Journals....................................................................................................................10
Online.........................................................................................................................................10

INTRODUCTION
Talent management
It includes a continuous process which involves the retention of skilled and high quality
employ for the continuous skill development and motivating them for better performance. Most
important function of talent management is to create such a workforce which stay with the
organization throughout the long run. Marks and Spencer is multinational British retailer
founded in 1884 by Michael marks and Thomas Spencer (Liu, and et.al, 2020). The company is
headquartered in London. M&S deals in clothing, home and food products mostly with its own
label. The report will explain the investigation of literature on talent management and consider
the HR practices being performed under talent management and further in the study it will
conclude the recommendation.
MAIN BODY
M&S is among the largest multinational retailers with its headquarters located in London,
England. The company widely deals in different product lines such as clothing line provided in
the market, company also offers home products and there is the food product line being provided
by the company which includes of different food items provided by the company such as its
quick meals and frozen food items (Gallardo-Gallardo, Thunnissen, . and Scullion, 2020).
In Marks and Spencer, The process includes of increase in motivation of the quality
employees which are supposed to stay within the organization throughout the log run. It is
process of attracting and retaining of the employees in the organization which marks and
Spencers follows for its employee retention. Marks and Spencer keeps to build up the workforce
as motivated throughout the time as the retention of the employee is important and it is best
managed under the talent management. Currently marks and Spencer has a staff strength of
75,505 but the highest staff strength marks and Spencer had in 2017 was 85,209. The company's
turnover is 10,377.3 million as per 2019.
Investigating the literature
As per the view of Gipper, (2020), Strategic Employee Planning is one of the components
which are to be followed under the talent management.“ The process includes of developing the
goals and the strategic plan for M&S in which the company plans and organize its structural

formation of the employee where M&S differentiate the skills of its existing workers and work
on them to improve the skills and make better working employees for the future oriented goals
to be achieved by the company with the help of the skilled workers and proper planning to reach
the company targets and goals.
Talent Acquisition and Retention
At an organization, retention of the employees is very important and is considered
among the major criteria to be full filed because it saves the cost of the company of training. The
new employees over again and the retention is done for the existing skilled employees to keep
them motivated in the workforce for the long run of the company. As marks and Spencer is
future oriented company and works for long term purpose in the existing market and with the
help of employee retention the company manages to fit in the long run.
Performance Management
As per the view of Musso and Weare, (2020), performance management is a
process which is performed within in the organization. It includes of managers and employees
working with each other under same plan. It is a continuous process under which the training is
given to the employees for the better functioning and increase the productivity of the current
working employ all this process is done under the line managers who look after the continuous
program of training and development, and then they evaluate and review the performance of the
employee being trained. Aliening the right person with the right role will move the organization
forward.
Learning and Motivating
According to the views of Andrade and Loureiro, (2020) learning is more important than
training. It is a process of information and skills which requires time, knowledge and experience.
M&S focuses on the learning of its employees as per the change they need different types
of learning is provided to the employs for different work type for suppose an employ is working
at the front desk at a clothing store of M&S the learnings would be different in respect to other
positions. Learning results to better working and increase in motivation of the employ. The
compensation remains the major concept for the company to provide better working alignment
to the existing employee. This allows M&S to align and strategies its goals with the most
efficient employees and rewarding contribution to there success of better alignment between

employees and company. M&S works efficiently under this process, which further helps the
company to achieve its objectives and goals in the future with the help of contribution being
given and aliment being set for the future prospective.
Authors stated that career Development is another component of talent
management. Marks and Spencer works on the career development program of its employees by
using different tools and technique like increment in the pay cheque of the existing employee
providing various training to the employees for better quality of work and more over efficient
working skills are been polished within the organization. It ties back to retention program.
According to Laredo, Concepcion and Mamani-Macedo, (2021), Succession Planning
includes the process in which the key positions are to be filled quickly by the existing
employees or by the new employees. Under this the key people or leaders are to be changed after
a point of time in the organization and the positions are to be filled by other employees. The
employees who are to be considered as best suited for the position are to be given the training
and learnings regarding the position and all the related knowledge for the better understanding of
there new post as per there required skills.
Issues
1. Currently the company is facing training related issues in the organization on which it
needs to work.
2. The policies of the company need be changed as well.
3. Digitalization of the company needs to be done in more efficient way.
HR practices considered by Marks and Spencer's.
The HR practices are governed by the following:
 Equality act 2010 — Under this act Marks and Spencer's works for equal treatment to its
employees, no discrimination should be there at the work place for making a better place
to work. There is this discrimination law which helps protect the rights of an individual
and advance equality for all. The act consist of legal framework for the protection of
individuals rights. Mainly the act works for the individuals' equality rights weather in an
organization or outside the organization the act works for all. Understanding the rights to
be treated equally in employment including when applying for jobs, promotion, flexible
working, reasonable adjustments, equal pay, and retirement (Meyers, and et.al. 2020).

 Human Right act 1998- The human right act came into force in the UK in October 2000.
Under this act of human rights an individual has full rights to perform any function or
work as per the UK constitution, nobody can stop an individual from performing any
legal activities as per the human right act, it sets out all the fundamental rights and
freedom of performing or freedom of speech that every one in the UK is entitled to. By
this act one can seek justice in British court. All the public bodies must respect the rights
(van Hoek, Gibson and Johnson, 2020.). Low pay commission act- This is the act especially designed for the income and
fulfilling the basic needs in day to day living of an individual. There is a basic amount set
by the government to be given as per the wages, a criterion is set that a specific amount is
to be given in the corporate as well. The amount being paid to the employs should be
fulfilling the basic needs. Nobody should be paid below the minimum wage as per the
government rules and act. It helps improve the company policies and make a better place
to work at (Järvi, and Khoreva, 2020).Recommendations
Improvement of Training — There should be a slit change in training process of the
company for the purpose of cost saving and better understanding of the employees.
Rationale : The reason for giving the above recommendation is that
Training is a continuous expense for the company which the company bares over the period there
is a lot of cost incurred in this process of training and development in the company. A lot of
amounts is being spent in this process.
Time scale: Time required for the change in the training programs of Marks and Spencer will be
6 months.
Costing: Costing of the company will be reduced after the implementation of the new
preprogram.
Implementation of policies - Another recommendation is related to creating new policies
accordingly and implementing them as per the needs and requirement.
Rationale : Policies need to change over a period not a single policy is to be present there in the
organization for long time as the needs and requirement of the organization changes so does the
policies need to be updated accordingly.

Time scale: Marks and Spencer will require 8 months in creating new policies and implementing
them in the organization.
Costing: Costing may be changed a little after applying the new policies and could result in
increase in the prior cost.
Development of technology — Creating online platforms for the purpose of improving
the skills and knowledge of the existing employees is the recommendation provided to
Marks and Spencer.
Rationale : Development of technology, technology changes rapidly in the current scenario as
per the needs and wants of the system. There should be a change in technological factor of the
organization so that it will be easy for the existing employees to work on it and understand it.
Time scale: Marks and Spencer will require less than a month in adopting the technologies.
Costing : This will reduce the costing of the company and could be a cost-cutting feature for the
company.
Prioritization : As per the recommendation
1. Firstly the training given to the employees need to be changed
2. New policies need to be created and apply
3. Development of technological advancement is important

CONCLUSION
As per the report has been summarized literature is being investigated by applying Strategic
Employee Planning Talent Acquisition and Retention Performance Management Learning and
Motivating Compensation at Mark and Spencer- The alignment remains the major concept for
the company Career Development and Succession Planning, HR practices considered by marks
and Spencers. Equality act 2010 — under this act Marks and Spencers works for equal treatment
to its employees, no discrimination should be there at the work place for making a better place to
work. As there are laws and acts created for the equality of all. The Human Right Act 1998 The
human right act came into force in the UK in October 2000. It is mentioned above that there is
also a Act for the salary and wages which is specified in the act that a particular amount of wage
or salary should be given to the worker or employ. The Low Pay Commission act- This is the act
especially designed for the income and fulfilling the basic needs in day to day living of an
individual.

REFERENCES
Books and Journals
Andrade, H. S. and Loureiro, G., 2020. Comparative Analysis of Strategic Planning Based on a
Systems Engineering Approach.
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: context
matters.
Gipper, B., 2020. The economic effects of expanded compensation disclosures. Journal of
Accounting and Economics, p.101338.
Järvi, K. and Khoreva, V., 2020. The role of talent management in strategic renewal. Employee
Relations: The International Journal.
Laredo, A., Concepcion, L.P. and Mamani-Macedo, N., 2021. A Proposal for Modeling of the
Management of Talent Recruitment and Training in Peruvian Sports Centers.
In Proceedings of the 5th Brazilian Technology Symposium (pp. 505-513).
Springer, Cham.
Liu, Y., Vrontis, D., Visser, M., Stokes, P., Smith, S., Moore, N., Thrassou, A. and Ashta, A.,
2020. Talent management and the HR function in cross-cultural mergers and
acquisitions: The role and impact of bi-cultural identity. Human Resource
Management Review, p.100744.
Meyers, M. C., van Woerkom, M., Paauwe, J. and Dries, N., 2020. HR managers’ talent
philosophies: prevalence and relationships with perceived talent management
practices. The International Journal of Human Resource Management. 31(4).
pp.562-588.
Musso, J. A. and Weare, C., 2020. Performance management goldilocks style: A transaction cost
analysis of incentive intensity in performance regimes. Public Performance &
Management Review, 43(1), pp.1-27.
van Hoek, R., Gibson, B. and Johnson, M., 2020. Talent Management For a Post‐COVID‐19
Supply Chain—The Critical Role for Managers. Journal of Business Logistics.
Online
Competency-Based Talent Managment Model (2011). Available
through<https://workology.com/competency-based-talent-managment-model/>