Marks & Spencer: Talent Planning, Challenges & Competitive HR Edge

This report provides an in-depth analysis of human resources planning and talent management at Marks and Spencer, a multinational corporation. It identifies various factors impacting international resource and talent planning, including salary and benefits, working environment, job security, and employee motivation. The report explores how organizational and HR strategies, such as rewards and benefits, effective communication, and active leadership, can be developed to accommodate changes and enhance international resourcing and talent management. Furthermore, it offers recommendations for Marks and Spencer to respond to challenges and sustain a competitive advantage in the HR context, emphasizing the importance of hiring skilled employees and implementing training and development programs. The report concludes that effective talent management and resource practices at the international level are crucial for gaining a competitive edge.

Business report

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Different range of factors which lead to impact on international resources and talent planning.
.....................................................................................................................................................1
How organisational and HR strategies can be developed in order to accommodates those
changes........................................................................................................................................3
Recommendations on how business can respond to the challenges to sustain their competitive
advantages in HR context............................................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resources planning is one of the crucial part of organisation when it is conducting
business practices at international level. It is essential that company is able to attract and retain
right skilled employees in order to successfully perform organisational practices as well as
accomplishment of desired goals (Greer, 2021). It has been determined that expansion of
business at international level will assist in gaining competitive edge over other rival companies.
This report is based on Marks and Spencer organisation. This is one of the well known company
that is conducting business practices in different market area. Marks and Spencer company was
developed by Michael Marks and Thomas Spencer. This company is providing its products and
services to different part of the world and it head office is located in London, England, UK. This
report includes information about HR planning and talent management issues. In this different
range of factors which lead to impact on international resources and talent planning has been
determined. Apart from this it has been determined how organisational and HR strategies can be
developed in order to accommodates those changes. Different recommendations on how business
can respond to the challenges to sustain their competitive advantages in HR context.
MAIN BODY
Different range of factors which lead to impact on international resources and talent planning.
International resources and talent planning can be describe as the process of business that
assist in attracting large number of candidates to work with respective company. international
resources includes different activities of business that help in full filling the staff needs of
business at international level. Marks and Spencer company is conducting its business practices
at global level and it is crucial that it has appropriate staff members to conduct business activities
in accurate manner (Roundy and Burke-Smalley, 2021). This will affect its productivity and
performance of business in order to attain desired goals. There are different crucial and
significant factors of business which will lead to have major impact over Marks and Spencer
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company international resources as well as talent planning. These factors are mention below in
detail –
Salary and benefits - This is one of the essential factor which will lead to have major
impact over business talent management process. It is crucial for organisation to provide
right and accurate salary to its employees that are working at international level in order
to encourage them to successfully work with respective company. The relationship of
salary and benefits with talent retention is one more part of making individuals stay in the
organization (Berman and et.al., 2021). Reasonable remunerates and compensations to
the employees have been found to have a huge adverse consequence on the expectation to
stop from the organization. Helpless compensation and prize plans would have added to
loss of talent. It has been identified that employees are international level have different
needs of salary and benefits so this needs to be consider by Marks and Spencer company
while performing talent management process.
Working environment – Working environment can be describe as the surrounding in
which company is conducting business practices in order to successfully and effectively
conducting business practices. Employee Retention is another greatest test and includes
how to establish and keep up with every day working environments in which the talented
ones can productively seek after the delight of work and monetary benefits from their
individual or collective commitments. It is essential that Marks and Spencer company
have positive and friendly working environment at international level as this will lead to
significantly affect talent management process of company. New age chiefs are searching
for challenging tasks with sufficient remuneration to get proficient fulfillment where as a
powerful work-life balance strategy is no just about consenting to the law.
 Job security – It is important for respective company to provide right and accurate job
security to its employees so that they are able to conduct business practices in effective
and accurate manner. Increasing quantities of organizations mergers and acquisitions
have left employees feeling disappointed from the companies that they work and
tormented by worries of generally speaking job security (Anwar and Abdullah, 2021).
Employers have a need to hold their stuff back from leaving or going to work for
different companies. Truth be told, companies that offer employee improvement
programs are tracking down progress with holding workers. Job security will help in
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retaining employees with the company that is conducting business practices at
international level. It is crucial that all employees have job security as this will assist
them to effectively work and attain desired goals of business.
 Motivation - Motivation can be describe as the process of influencing and encouraging
employees to work effectively and efficiently with in respective company in order to
attain desired goals. motivational issues are more complicated due to the abundance and
opportunity such countless employees have delighted in. As time goes on, individuals
need natural compensations to continue onward and to perform at their pinnacle. It is
essential that Marks and Spencer company is conducting different task and practices in
order to motivate them so that they can successfully and effectively conduct business
practices and accomplish desired goals. Workers have been compelled to assume greater
liability for their own professions, going where the work is fulfilling and where they can
foster abilities that will ensure their employability, in whatever organization.
How organisational and HR strategies can be developed in order to accommodates those
changes.
There are different organisational and HR strategies that could be developed by company in
order to successfully accommodate different changes in organisation and enhance international
resourcing and talent management process. This is one of the crucial and significant process of
business that needs to be successfully and correctly implemented by organisation It has been
determined that through effective organisational and HR strategies Marks and Spencer company
will be able to successfully perform required set of practices as well as accomplish desired goals
(Anwar and Abdullah, 2021). It has been analysed that while conducting international resources
practices as well as talent management planning there are significant factors that affect business
performance. It is crucial to correctly deal with the changes and smoothly conducting business
practices. different organisational or human resources strategies that could be consider by
respective company in order to deal with the changes and enhance business practices are mention
below -
 Rewards and benefits – This could be consider as one of the significant business strategy
that will assist company to deal with the changes in appropriate manner. It has been
identified that through effective rewards and benefits Marks and Spencer company will
be motivate employees as well as encourage them to successfully deal with the changes
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in organisation. In this organisational and human resource strategy respective company is
encouraging employees to effective conduct talent management process as well as meet
with desired goals and objective of business.
 Effective communication – Right and accurate flow of communication is the essential
human resources strategy that would assist respective company to enhancing and improve
business performance. Communication is a fundamental piece of adequately overseeing
organizational change. A dream for change is just pretty much as amazing as the
communication that upholds it. It has been determined that effective communication
practices will lead to provide right information to all employees about the required
changes with in organisation so that all staff member is able to conduct business practices
appropriate and accurately according to business requirements and goals. Viable change
management communication gives lucidity to why the change is required and mobilizes
employees with a need to keep moving for the change.
 Active leadership – Leadership can be explain as the capability to an individual to
influence and encourage other to perform required set of activities in significant manner.
It has been determined that leadership play effective role in business for providing
accurate guidance and direction to employees for accomplishment of set goals.
Leaderships sway on change is surely known. The issue is that numerous leaders do not
understand the essential job they play in change. Instruct leaders on their jobs, and
empower them to propel change effectively. This assist the organization with
understanding and decipher how the change affects their teams, the organization and the
marketplace. Marks and Spencer company needs to have active leadership practices so
that required changes could be significantly implemented and set goals of business is
timely accomplished. It has been analysed that through the support of active leadership
needed changes in business will be correctly or accurately implemented in order to attain
desired goals.
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Recommendations on how business can respond to the challenges to sustain their competitive
advantages in HR context
There are different recommendations to the manager of Marks and Spencer company in order
to successfully deal with the challenges to sustain their competitive advantages in the context of
HR. Survival and sustainability arise as central points of interest to consider in a competitive
environment. Firms are presently moving in planning exercises and practices that give them extra
competitive advantage. Marks and Spencer company is dealing in highly competitive market
area and it is important that this company is focusing on gaining competitive edge over other
rival companies. Human Resource Management has arisen as one such region with the
conviction that management of individuals gives a forefront for setting up a competitive
advantage for a firm. Compelling HR rehearses bring about submitted workforce, which can
contribute towards firms development. It is crucial that this company is able to significantly deal
with the challenges of business so that it is able to sustain competitive advantage as well as
successfully conduct business practices. Sufficient tending to of employee needs lessens
whittling down rate and subsequently devoted and talented employees are held, which become a
resource for the firm. Retention of talented workforce and planning of good HR rehearses have
incredibly helped organization to accomplish competitive advantage over different firms.
Different recommendation to Marks and Spencer company is mention below -
 Hire right skilled and professional employees – Human resource professionals fluctuate
in the sorts of abilities and experience they bring to a job. It is recommended that Marks
and Spencer company is focusing on attracting right and skilled employees so that
business could conduct its practices in accurate manner. it is essential that respective
company have professional experienced person who have potential to conduct required
set of business in effective and efficient manner. Many are heads capable at handling
payroll and executing benefits programs, however have minimal more leadership status
than your administrative workers. By hiring right skilled and professional employees
Marks and Spencer company will be able to gain edge over other rival companies.
 Training and development – Training and development is one of the crucial part of
company as this will help in increasing skills and capabilities of employees to attain
desired objectives. characterizing employee jobs and required qualifications, an
effectively participatory HR division can screen employee movement levels, assurance
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and client support accomplishment to plan and carry out suitable preparing programs with
line directors and chief management teams.
 It is recommended to Marks and Spencer company to conduct training and development
program as this will assist in developing potential of employees to gain edge over other
rival companies.
CONCLUSION
From the above report it could be concluded that it is important for company to effectively
conduct talent management process as well as resources practices at international level.
expansion of business at international level will assist in gaining competitive edge over other
rival companies. There are different crucial and significant factors of business which will lead to
have major impact over company international resources as well as talent planning. Right and
accurate flow of communication is the essential human resources strategy that would assist
respective company to enhancing and improve business performance.
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REFERENCES
Books and Journals
Greer, C.R., 2021. Strategic human resource management. Pearson Custom Publishing.
Roundy, P.T. and Burke-Smalley, L., 2021. Leveraging entrepreneurial ecosystems as human
resource systems: A theory of meta-organizational human resource management. Human
Resource Management Review, p.100863.
Berman, E.M. and et.al., 2021. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Anwar, G. and Abdullah, N.N., 2021. The impact of Human resource management practice on
Organizational performance. International journal of Engineering, Business and Management
(IJEBM), 5.
Collins, C.J., 2021. Expanding the resource based view model of strategic human resource
management. The International Journal of Human Resource Management, 32(2), pp.331-358.
Wilkinson, A. and Dundon, T. eds., 2021. Contemporary human resource management: text and
cases. SAGE.
Flynn, W.J., Valentine, S.R. and Meglich, P., 2021. Healthcare human resource management.
Cengage Learning.
Liu, P., Qingqing, W. and Liu, W., 2021. Enterprise human resource management platform based
on FPGA and data mining. Microprocessors and Microsystems, 80, p.103330.
Vrontis, D., and et.al., 2021. Artificial intelligence, robotics, advanced technologies and human
resource management: a systematic review. The International Journal of Human Resource
Management, pp.1-30.
Garg, S., and et.al., 2021. A review of machine learning applications in human resource
management. International Journal of Productivity and Performance Management.
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