Marks and Spencer: Workforce Planning and Talent Management Report

This report provides an in-depth analysis of resource and talent planning strategies, specifically focusing on Marks and Spencer (M&S). It begins with an introduction to resource and talent planning, emphasizing its importance in business management. The report then delves into the influence of labour market trends, such as globalization, environmental sustainability, demographic changes, technological advancements, and urbanization, on workforce planning. It explores various legal requirements, including federal, state, and international laws, and their implications for HR practices. The report further examines how to determine current and anticipated skills requirements through job descriptions and specifications. It also covers the application of documents and processes for effective recruitment and selection, including the role of job descriptions and personal specifications. Finally, the report evaluates strategies for managing the human resource lifecycle within the context of HR strategy, concluding with a summary of the key findings and recommendations for M&S.

Resource and talent planning
Contents

INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
LO1 Analyse labour market trends and appropriate legal requirements which influence
workforce planning......................................................................................................................3
TASK 2............................................................................................................................................6
LO2 Determine current and anticipated skills requirements in varying contexts.......................6
TASK 3............................................................................................................................................7
LO3 Apply the appropriate documents and processes which contribute to effective recruitment
and selection................................................................................................................................7
TASK 4..........................................................................................................................................12
LO4 Evaluate how to manage the human resource lifecycle within the context of HR strategy
...................................................................................................................................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Resource and talent planning arranging is the capacity of the executives that considers
coordination from enrolment group and business. It assist the executives with making getting
ready for future to maintain a business effectively. The fundamental capacity of business
association is to utilize accessible assets inside business endeavours. The current report will
accentuation on assets and ability arranging that help to keep up the business work. The
administration consider in this report is Marks and Spencer. It was set up in 1884 by Michael
Marks and Thomas Spencer (Guo, and Wang, 2021). The organization as of now has 960 stores
across the United Kingdom, it include 615 that one sell food items, and through its TV
promoting, declares the elite nature and extravagance of its food and refreshments. It request to
pull in the clients. This report will considers various points, for example, current market work
patterns which impact ability the board and arranging, distinctive kind of legitimate necessity
and lawful prerequisites that decides current and expected abilities necessity. Also, report will
covered set of working responsibilities and individual determination for enlisting the various sort
of sections.
TASK 1
LO1 Analyse labour market trends and appropriate legal requirements which influence
workforce planning
Workforce planning is a fundamental interaction or structure that exists as an activity plan
which is for the most part thought of or utilized by directors at whatever point needs and
necessities of workforce need to inspect. It is a significant vital device that helps the directors
and heads of Marks and Spencer in setting them up against any basic circumstances or openings
that may emerge in not so distant future (Ali, and et.al., 2021). There are various benefits or
advantages that labour force arranging has like ID of gifts, holding representatives for a more
drawn out time frame and so on Ability anticipating the other hand alludes to an interaction
which includes a progression of steps, for example, employing, enlisting, holding of
representatives and so on In present setting, market drifts just as enlistment of representatives get
influenced which thus influences execution of workers. Different significant market patterns
have been clarified as under:

 Globalisation – Globalization refers to a cycle which targets interlinking or interfacing
individuals just as various locales of the world which further helps in development and
extension too. Globalization focuses on free and successful exchange rehearses alongside
cross boundary exchanges also (Agrawal, and et.al., 2021). This further turns out to be a
central point which influences execution of Marks and Spencer as by rehearsing
globalization gifted and talented representatives will in general move or leave their
current business concerns.
 Environmental sustainability – It is a significant part of business which focusses on
keeping up viable nature of climate. For this chiefs need to guarantee that they are
embracing strategic policies which further control exhaustion or debasing normal assets.
Additionally by receiving such strategic approaches nature of climate is guaranteed with
the goal that successful strategic policies can be guaranteed.
 Demographic change – Demographics are a fundamental component that joins generally
populace part of a spot inside a predefined time span. Changes in socioeconomics alludes
to changes or adjustments that may happen in a business inside a predefined time span.
There are various components mixed in socioeconomics like normal age, future rate,
reliance proportion and so forth corresponding to Marks and Spencer it has been seen that
now a days multiple ages have begun cooperating. By doing so everyone gets a chance of
discovering some new information.
 Technological change – Technology turns out to be a vital factor of each business
substance as without the utilization of innovation no association can work in a powerful
way (Khan, 2021). By receiving changes in innovation, directors of Marks and Spencer
will actually want to accomplish their hierarchical objectives and targets inside a
predetermined time span. Additionally they have right now began an online conveyance
application for their clients which further improves their altruism and productivity too.
 Urbanisation – Urbanisation refers to a process in which people of a country or nation
shift from their rural livelihoods to urban cities and towns in search for work.
Urbanisation greatly affects talent management in Marks and Spencer. This happens as
people today have started shifting from rural areas to urban areas. Hence now more and
more work force can be employed. Above mentioned are certain current market trends

that have an impact on talent management as well as workforce planning in business
concerns in UK.
Different types of legal requirements an organization
Human resources management executives should follow all business activities and
sections, safety and security measure and other important by performing applicable sources to
manner the sections where the management perform their functions and operations (Beer, 2021).
As it will incorporates the section of the government, state and neighbourhood laws that will
relate to various sort of the spaces of HR like enrolment of the benefits and work relations in the
business as effectively. As there are various legal requirements in the business of Marks and
Spencer as that are discussed below:
 Federal Laws – Government laws cover the entire extent of business, from the
representative's recruiting up to end. The Branch of Labour oversees significant rules and
guidelines influencing business and labourers. The laws in Marks and Spencer endorse
guidelines for wages and hours, security and wellbeing, medical advantages, retirement,
labourers’ pay and working conditions.
 State Laws – Human resources management executives includes complying to state laws
administering various parts of business like family and clinical leave, posting
prerequisites, manager notice as before to it in the security, pay and hours, and labourers’
remuneration. Marks and Spencer deals with various sections in the business to
incorporate the sectional features as related to the state laws.
 International Laws – Expanding globalization has seen enormous associations working
together universally or setting up tasks abroad (Novo, and et.al., 2021). Marks and
Spencer will guaranteeing the manner of the lawful and administrative consistence can be
trying in an unfamiliar climate where laws and strategic policies might be extraordinary.
Types of legal requirement an organisation
Marks and Spencer have legal requirement in the business that are register for the
business tax. As there are various sort of legal requirement in an organisation.
 Businesses Employment Law Obligations – As Experience with laws that influence the
work environment is a significant sections. Businesses that are urged to connect with a
leader who is knowledgeable about work matters prior to settling on major choices.
Business lawyers can likewise help draft and audit work approaches to ensure the

everyday connections with representatives are legal too. Marks and Spencer that might
not have customary admittance to a work and business legal counsellor are especially
defenceless against committing errors (Soluk, and Kammerlander, 2021). As an initial
step, entrepreneurs ought to perceive which government and state work laws apply to
them and keep a fundamental comprehension of every law's prerequisites.
 Health and Safety Legal Obligations – Marks and Spencer business is obligated to
consent to the Occupational security and Health principles made as per to the Code and
of the conducts, guidelines and in respect to made it. Moreover, every business should
give and keep up, to the extent is sensibly practicable, a workplace that is protected and
without hazard to the well-being of the representatives and the guideline extends to
fashioners, merchants and providers of gear in foundations should find sensible ways to
guarantee the security of the specialist.
 Insurance Legal Obligations – Marks and Spencer offer is for the sectional part that are
made on a composed application for the protection. In the field of property and obligation
protection, the specialist agent and large has the option to acknowledge the safeguard's
proposal for inclusion and tie the agreement right away. In the field of area as the manner
of the protection, the specialist by and large doesn't have this force, and the agreement
isn't legitimate until the home office of the guarantor has analysed the application and has
returned it to the guaranteed by the specialist.
TASK 2
LO2 Determine current and anticipated skills requirements in varying contexts
Labour Market
A labour market is where labourers and representatives in Marks and Spencer to
communicate with one another. In the labour market, Marks and Spencer contend to employ the
best, and the specialists seek the best fulfilling position (Acs, and et.al., 2021). A labour market
in an economy capacities with request and supply of work. In this market, work request is the
association's interest for work and supply is the labourer’s supply of labour. The supply of
demand labour in the market is affected by changes in the dealing power as effectively.
Legal requirements in business

 Protect the personal assets – By protecting the personal section of the information and
data it will be easy for the Marks and Spencer to keep hold their plan of actions and
implement them as effectively. The company deals with various barriers and obstruction
by which they unable to form their privacy sections in the business.
 Check if you must publicize company –By publicize the company and their sections for
the consumers and visitors it will be easy for the company to deal and communicate with
them at any time and at any where (Feddersen, and et.al., 2021). There will be no
restriction and obstruction in the business as related to their point of valuation in the
business as effectively. Marks and Spencer has publicize their company for their visitors
and consumers by which they can control and manage their authorisation in the business.
 Understand to insure the workers – Marks and Spencer deals with various strategic
approaches in the business by which they have form their goodwill in the business at
international and multinational sections. The company operates their approaches and
sections from a specific place and by this the company have sectional approaches in the
orientated authorities in the business as effectively.
 Don’t forget about federal taxes – The Company should know about the orientated
manner of the taxes by which they have to deal in the business. Marks and Spencer deal
with the federal section of taxes in the business have an area of field to perform their
roles and responsibilities as effectively (Wang, and Wang, 2021). The government
charges heavy duty taxes and charges that will also helpful in the business to maintain
their deals with the company.
 Check if the industry needs licensing – By having license, the company can sustain in
the market place for a longer period of time with an applicable manner of the image or
goodwill. As it is helpful for the company like Marks and Spencer who are in the market
place for a vast longer period of time with proper documentation and license to deal with
various consumers and visitors in the business as effectively.
Job Description (JD) and Job Specification (JS) or Personal Specification (PS) documents will
help the company to determine the current and future skills requirement. As it will include the
basic orientation method by which the company deals with various issues and problem to figure
out the performance management terms and resource planning terms in the business. The skills

and requirements for the business is related to the current labour trend for performing the
managerial functions and operations in the business.
Job Description – As it involve the criteria of the performance of section that enhance the role
of the various key functions of the consumers who are managing the dealing in the business. As
it involves the sections of the keeping records of consumers along with time, managing staff
actions and problems, managing consumer enquiries and many more effective set of skills and
abilities in the management for performing the managerial functions and operations.
Person specification – As it involve various key features like they have the good and effective
set of presentation who have effective interactive and communication abilities, staff faculty of
official strategies and actions to determine and measure the problems, practice up teams from
multi-cultural contextual and at last it also involve the manner of well-informed in all aspects of
safety and security measure in the business
TASK 3
LO3 Apply the appropriate documents and processes which contribute to effective recruitment
and selection
Effective recruitment and selection
Job Description
Job title - Manager
Reported to - Executive manager
Job summary - Manager is accountable to achieve various functions such as paperwork,
managing consumers and visitors of the business.
Responsibilities:
 Keeping records of consumers along with time
 Managing staff actions and problems
 Managing consumer enquiries
Qualifications:
 Effective interactive and decision-making abilities
 Ability to manage more than one duty at a time
 Degree corresponding
 Good consumer facilities abilities

Person Specification
Company name - …
Job title –manager
Qualification Must communicate in fluent English
Abilities and competent ices Effective interactive and communication
abilities
Knowledge Staff faculty of official strategies and actions to
determine and measure the problems.
Previous experience Should be eager to work at front desk
Experienced required Should be ready to work at front desk
Special features (for example, a track record of
writing financial reports for a company board)
Exercise up teams from multi cultural
contextual
Personal qualities (for example, self-
motivation)
Well informed in all aspects of safety and
security measure in the business
Recruitment - Enrolment is a manner of an interaction of filling the empty situation in the
administration by estimating the viewpoint as the skilled and capable contender for expanding
the proficiency and improvement of the administration.
Strength of recruitment - The strength of enrolment is addresses that it affected a higher
qualified possibility for expanding the benefit and usefulness proportion of the association
(Zhou, and Park, 2021). This cycle assists them with discovering the perfect individual for empty
occupation in the administration according to their effectiveness.
Weakness of recruitment - Enrolment measure is anything but a simple represent drawing in
the sufficient individual. Some of the time a people are not picked chosen are not the correct one
for the work position. Enrolment measure is an unreasonable interaction which cause it to kill a
person by repeat the synopsis and resume of them.
Recruitment and selection is termed as an effective term of series by which management will get
an effective individual to match their roles and responsibilities in the business. As it will also
helpful for the key sections by which they have strategies of inner enlisting are advancements,
move, representative proposal and some more.

As there are two types of recruitment like, internal recruitment and external recruitment
that are as follows -
Internal recruitment - This sort of enlistment implies that when the administration fills the
empty spot in the current work force. As to it they welcome the people from inside and got
recruited them inside.
Strength of Internal Recruitment -
Internal recruitment is tedious by deal with the method of leaders and furthermore they
have their legitimate line of terms. This strategies is understanding since it would exclude
continue seeing, posting, leading meetings preparing and short posting of candidate.
Weakness of Internal recruitment -
The weakness of internal recruitment is that they have not limitless jobs and way
according to putting the people for work point. It expands the preparation and creating cost for
present people that will likewise needs a movement for the new position way.
External Recruitment – External recruitment is a techniques of recruiting the people from
outside the administration (Xu, and et.al., 2021). The procedure of outer enrolment is relates
with promoting, enrolling, profession fairs, understudies and numerous different sources.
Strength of External Recruitment - By such external recruitment, Marks and Spencer gets the top
nature of staff workforce with new capacities and information. It spread out the reach and they
likewise impacted the sufficient individual with new master.
Weakness of External Recruitment - As this interaction connected with some unacceptable
people which are not capable for the work segment. External recruitment declares a wide degree
of cost from the Marks and Spencer as they need to put it on various circumstance for the interest
of work force personnel (Gaimaro, and Lomellini, 2021). It is likewise a tedious part of errand
in the administration that the supervisor need to sees the many resumes to choose the sufficient
individual for the profession.
Selection - Selection is a method of choosing a sufficient people to top off the empty position.
That additionally alludes to condemn to unacceptable and reasonable applicants and pick the best
individual with complete articulation and capacities to fill the empty occupation post and this
make it more viable.
Strength of selection - Selection measure overlooks the aura while choosing the people and it
additionally remove the up-and-comers who are not having an information, capacity and quality.

It likewise assists with estimating the different individual according to their work information,
schooling, experience, and so forth
Weakness of Selection - The Selection process additionally have detriments that it won't present
a clearness of generally speaking circumstance of the people and just as it doesn't have assurance
of their guarantee. Some of the time the administration may not choose the correct individual for
the work this will hurt the administration and their tasks.
Selection Approach
Interview - For choosing the appropriate individual for the work position the meeting ought to be
led. It is set up to social event the substance through different cycle.
Strength of Interview - The strength of meeting is to move up the essential and essential by talk
with technique. It additionally assists with developing a connection between the interviewee and
questioner.
Weakness of Interview - As it is an incomplete technique that addresses the composed test which
is a higher priority than meet (Mustonen, and Lehtinen, 2021). A mess may likewise create
between the applicants and questioner as in light of the fact that there is no data of what will
talked about at meet in the administration.
Different recruitment and selection methods
Methods of selection
 CV – This document is utilized by a business to choose whether candidates match the
prerequisites of the individual determination. A few jobs just require a CV, with no
application structure, as this may urge more candidates to apply.
 Interviews - It is normally a manner of the meeting during which the business will pose a
progression of inquiries and see how the competitor responds to them (Vuppalapati,
2021). The presentation of every applicant can measure up.
 Tests – Marks and Spencer organizations deals that will ask work candidates to finish a
test. It may be a functional test or a paper-based test, contingent upon the opportunity and
chances as effectively.
 Group activities - By finishing the assignment the conduct of the candidates can be seen
to distinguish the individuals who cooperate with other people, the individuals who are
pioneers, and the individuals who may work better on singular shops as effectively.

Methods of Recruitment
 Direct advertising - Setting position adverts on your vocations site, work sheets, web-
based media and industry distributions is a superb method to discover loads of
candidates. It additionally offers openness to the Marks and Spencer’s manager marking
and lifts the organization's standing as effectively in the business.
 Promotions and transfers – Promotion and transfers aren't exactly the same thing, yet
the idea is something similar. As per to the Marks and Spencer, the representatives are
recognized to fill open jobs. An advancement implies that the individual climbs the
stepping stool and is given more obligations and furthermore a boost in compensation.
 Employment exchanges – Employees submit new opening to the trade and are given the
subtleties of appropriate applicants (Liao, and Wang, 2021). Utilizing a trade is
financially knowledge yet generally fit to more junior, production line, farming and
craftsman jobs.
 Internships and apprenticeships - By offering positions in the management of the
Marks and Spencer’s apprenticeships is an amazing method to become more acquainted
with the qualities of people and can be viewed as a functioning meeting. During the
contact time frame, line and recruiting administrators can assess the possibility to
recognize understudies and students who can be up skilled and created to fill future jobs.
TASK 4
LO4 Evaluate how to manage the human resource lifecycle within the context of HR strategy
HR life cycle involves various stages which are to be used in the Marks and spencer at the
time of operating functions in the business environment. Each stage is having their own
challenges and opportunities which are to be faced by manager of a company. these stages are
discussed below:
 Recruitment: This stage is considered as the most first stage that is looking for new
candidate for their organisation (Guo, and Baruch, 2021). As in context with M&S
mangers, first recruit employees for the long run for their organisation effectively. They
select those employees who are providing their full potential and have good qualification
in dealing with the day to day operation. Recruiting is about the building of a good
candidate who is fitting best to the role.

 Education and training: Then next stage which is coming is induction and training, as
after the employees are being selected in the organisation then this becomes a
responsibility of the manger to provide proper training to the employees about the task
and work which re to be performed in the company regular. This enhances employees’
skills. By these employees get motivated and results in learning new and required things.
 Motivation and carer planning: This is the next stage after training as in this stage
employees are being trained and they are well established in the organisation. So, manger
should have to focus on providing those opportunities and growth for their future so then
employees are being retain in the organisation for long run and they get motivated
towards their work (RISTIĆ, and et.al., 2021). In context with marks and spencer
organisation, manager of the company, in this stage they focus on motivating employees’
productivity by enhancing their knowledge and make them involve in their decisions and
initiatives.
 Evaluation and retention: In this stage, once employees start working in an
organisation effectively. Their performance is being measured by the leaders and
manager of the company. As if employees work with full concentration then he will be
get appraised a helps them in developing their growth and opportunities for their future.
Mangers have to conduct performance management programmes in order to analyse
employee’s performance and this brings more information for them that who is behaving
better and who is not doing hard working. By performance appraisal programmes
employee’s performance are measures and they are given rewards accordingly.
 Separation and termination phase: This is the last stage of HR life cycle, as in this
manger should understand why employees are leaving from the organisation. And what
they could do for retaining them for long run in organisation (James, 2021). In M&S,
managers are conducting talent management strategies to enhance the performance of
employees and this helps them in retaining employees for long run. This helps them in
increasing their productivity and this helps them in developing their knowledge and skills
also.
Stages of the HR life-cycle

This implies that the cycle begins with business methodology, which is converted into HR
system, authoritative plan, and HR exercises, including selecting, preparing and advancement,
right until the worker's exit.
 Business strategy – The HR of Marks and Spencer plays an important role in the
business plan of actions for performing managerial operations and functions as
effectively.
 HR strategy – The HR strategy relates to the Human Resource plan of actions to ensure
the business goals and targets of the management as effectively.
 Organizational design – The HR deals with the various sort of actions and design in the
business for formulating the orientated section and approaches in the business of Mark
and Spencer as effectively and efficiently in the management (Barbosa, and de Oliveira,
2021).
 Job & team design – The job and team design will sectioned a role to figure out the team
sections in the business.
 HR planning – HR planning concentrates on the plan of actions and approaches to
formulate their strategies in the business.
 Recruitment & selection – It is termed as an initial phase of the stage like recruitment
and selection. It is related to influencing talent and selecting the best.
 On boarding and induction – It involves the manner as around by gathering the
candidates up to speed and bringing those all the data that need as per to the managerial
operations and functions as effectively in the Marks and Spencer (Vrchota, and et.al.,
2021).
 Training & development – HR provides training practices to their employees and
candidates in the Marks and Spencer for their development courses in the business as
effectively.
CONCLUSION
From the above mentioned report it has been concluded that, HR assumes a vital part in the
business activity. As an advertising administrator it is been seen that the workers feel fulfilled
and keep up great connection between one another. The bosses helps, rouse, and assess the
exhibition of representatives with the goal that they can work proficiently. The organization has
a solid and cordial climate at their work environment, administrator’s director and assign the

work appropriately cause them to comprehend significant things, organization's objective plainly.
This makes less debates in association and the administration has full straightforwardness, treat
everybody similarly stay with laws of the public authority observing principles and guideline and
remember their workers for significant dynamic and take their idea. So this cause workers to spur
increment their spirit, proficiency, efficiency, improves execution that fosters their abilities and
along these lines this all prompts boost their benefit.

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