BUSINESS MANAGEMENT – PPT

NOVEL ANALYSIS
September 19, 2020
Innovation and Improvement through Action Research – PPT
September 10, 2020

Introduction

  • Human resources management is a strategic approach to create an effective workforce
  • This study is focused on the importance of human resources policies in Marks and Spencer
  • In today’s ruthless market mass of talent, people who are not getting an accurate opportunity to flourish themselves
  • Warwick model has been mentioned below regarding changes in their context

Human resources management is a strategic approach to create an effective workforce. The focus of the HR department is to gain a competitive advantage in the market by improving employee’s performance to meet employer’s objectives. This study is focused on the importance of human resources policies in Marks and Spencer . There is HR planning, HR strategy to recruit new employees in Marks and Spencer has been mentioned below. In today’s ruthless market mass of talent, people who are not getting an accurate opportunity to flourish themselves. Warwick model has been mentioned below regarding changes in their context.

Source: https://www.digitalhrtech.com/human-resource-best-practices/

Purpose of HRM Strategy

  • Marks and Spencer is a multinational clothing retailer company (Marksandspencer, 2019)
  • The Warwick model focuses on cognizance of HR practice and Business strategies (Nykyforenko et al. 2019)
  • The Warwick model, internal and external process take place in the organization and the changes in both the context (Marksandspencer, 2019)

Marks and Spencer is a multinational clothing retailer company established in United Kingdom. At present, they have 80,787 employees who are giving efficient effort to meet the objectives of the organization . Human resources management strategy is an activity that helps to develop, retain and reward employees as an individual and the organization as a whole. Human resources department who follows strategies for an organization do not work solo they interlink with other organization. HR department need to interact with the organizer of Marks and Spencer to create an effective HR policy that helps to meet the future goals. As a result, the achievement  of the human resources department is interconnected with other parts of the organization. Human resources department create strategies to prevent any kind of  compensation and complain that will ruin the reputation of Marks and Spencer. The Warwick model focuses on cognizance of Hr practice and Business strategies . According to the Warwick model, Marks and Spencer can analyze the internal and external process take place in the organization and the changes in both the context. Marks and Spencer going to implement Warwick model it will help them to identify environmental issues that influence Human resources management. Warwick model connect  the changes that occur due to external factors in the HRM system. As a result, Marks and Spencer achieve growth in the performances for the changes in internal and
external context.

Source: https://www.slideshare.net/preeti52/human-resourcemanagement-87111141

Benefits of Robust HR Policies

  • Robust HR policy assures long-term welfare for the employees without any type of disruption (Li, 2018)
  • Robust HR policy provides prompt actions before taking any decision because the policy consists of instruction that all the departments must follow (Williams et al. 2017)
  • HR policy going to instruct employees regarding their practice and repercussions they need to (Marksandspencer, 2019)

It is important to implement robust HR policies in an organization, which provides a variety of benefits such as Manager of Marks and Spencer do not have to take permission from their superior before taking any decision. The subordinates of Marks and Spencer will be aware of the function and they can give written note that aligns with the HR policy. HR policy helps to maintain a good relationship between employees and employer of an organization. Robust HR policy assures long-term welfare for the employees without any type of disruption. Robust HR policy provides prompt actions before taking any decision because the policy consists of instruction that all the departments must follow. According to robust HR policy, Marks and Spencer need to follow the rules and regulations for period as it changes with changes in the environment. HR policy helps to retain equal priority for all the employees in the organization. HR policy going to instruct employees of Marks and Spencer regarding their practice and repercussions they need to face if they will execute any illegal function within the organization.

Source: https://toxsl.com/service/54/human-resource-management

Academic Explanation of the Purpose of HR Planning

  • Human resources management is Organization – People-Management (Morawetz et al. 2017)
  • Human resources management consists of policies, practices that clear the vision of an organization and employees to take action (Idrees et al. 2018)
  • Management will help employees to understand company’s strategies, which will attract potential customers

HR management is a process of procuring, maintaining and developing a competitive workforce to achieve the goals and objectives of an organization with an efficient way. Human resources management is one of the best way Marks and Spencer can utilize their employees in a systematic way. The main core elements, which is comprised in Human resources management is Organization – People-Management . Human resources management helps employees to work in their comfort platform so that they can explore more creativity in the product. HR management is a bridge between people and organization that helps to connect all the employees from Marks and Spencer to meet their objectives. Human resources management consists of different types of policies, practices and procedures that will clear the vision of an organization and employees to take action according to the objectives set by the organization. Human resources management helps to analyze employees and their comfort zone where they can explore themselves that will be beneficial for Marks and Spencer. Human resources management train the employee who are working under Marks and Spencer and Management will help employees
to understand company’s strategies, which will attract potential customers.

Source: https://www.makaihr.com/blog/HR-planning-for-startups

Examples

  • Marks and Spencer mission is to make inspirational quality accessible to all
  • HR department have collected the entire resume, and it was their responsibility to keep records of the individuals (Mauro, 2017)
  • Robust HR policy needs to be implemented in all the organizations to gather talents employees without taking any anxiety

It is important to implement a Robust and progressive HR policy in an organization because of a significant advantage. Here is an example that proves that robust HR policy is important for the effectiveness of Marks and Spencer. Marks and Spencer mission is to make inspirational quality accessible to all. HR department of Marks and Spencer, responsibility is to recruit creative employees in the organization who are experts in clothing, materials and designing. According to a robust HR policy, the HR department post advertises regarding new employees they required for filling the vacant positions. The department was scheduling the interview, and they were
taking the interview along with a supervisor. HR department have collected the entire resume, and it was their responsibility to keep records of the individuals. The HR department stores all the records of the employees as evidence that can be submitted during the audit of the organization. This execution helps Marks and Spencer to maintain transparency in the official department as they are providing job opportunities according to HR policy. Therefore, according to the above scenario, it can be assumed that the HR department plays a vital role in internal body of Marks and Spencer. Due to robust HR policy, Marks and Spencer do not have to concern regarding capable employees who will be recruited in their organization for the progression of the business. Robust HR policy needs to be implemented in all the organizations to gather talents employees without taking any anxiety.

Source: https://kissflow.com/hr-process/strategic-human-resource-hr-planning/

Recruitment

  • Recruitment process under HR policy is different from other ordinary policies
  • The HR department needs to practice selecting and screening application to identify well-organized employees (El-Kassar and Singh, 2019)
  • Recruitment policy helps Marks and Spencer to get potential employees in the organization who will give 100% effort in the workplace (Marksandspencer, 2019)

Recruitment process under HR policy is different from other ordinary policies. The recruitment procedure is to hire and find the best-qualified employees for an organization in a cost-effective manner so that it will not affect the budget. In the recruitment process, the HR department analyzes the requirement of Marks and Spencer and accordingly they attract talented employees to be recruited in their organization. The HR department needs to practice selecting and screening application to identify well-organized employees for Marks and Spencer . According to the requirement of the job, the HR department going to spread that list of requirements among all the areas to get employees who are eligible for the platform. Recruitment policy helps Marks and Spencer to get potential employees in the rganization who will give 100% effort in the workplace.

Source: https://www.aim.com.au/courses/recruitment-and-selection

Recruitment (Cont’d…)

  • HR department mentions all the details in the job description regarding what type of employee Marks and Spencer needs
  • Marks and Spencer need to post new employee requirement in their official website (Marksandspencer, 2019)
  • It is responsibility of HR department to maintain transparency

When Marks and Spencer have vacant post in their organization, HR department take the responsibility to fill that post so that it will not hamper the production process. HR policy helps to prevent any misunderstanding between the employees and employer there under Marks and Spencer. HR department mentions all the details in the job description regarding what type of employee Marks and Spencer needs. Each candidate who comes under those requirements comes individually and describe regarding their qualification and skills. Marks and Spencer have both internal and external employees in their organization. Marks and Spencer have their own official website where they post new employee requirement which help to extract talented designers whose dream is to work under this organization .Before moving into interviews HR department analyzes all the CV, they get for recruitment purpose. After analyzing all the resumes, it is time to take interview of the individuals. After recruiting process, HR department store all the CVs for emergency process to fill the vacancy. It is responsibility of HR department to maintain transparency with both selected and non-selected employees to maintain the reputation of Marks and Spencer.

Source: https://www.tutorialspoint.com/recruitment_and_selection/recruitment_and_selection_quick_guide.htm

Selection

  • The preliminary screening is a selection technique (Noe et al. 2017)
  • The preliminary screening helps HR department to short list employees faster in the emergency requirement of Marks and Spencer then they are interact via interview  (Marksandspencer, 2019)
  • Telephone interview gives an opportunity to the recruiters to understand the interest of the employees via telephone (Employment-studies.co.uk, 2019)

The selection process is a shortlist of candidates who are appropriate for the organization according to their capability and skills. According to the HR strategy, selection method is unique way to extract expert employees for development of the business. According to variety of selection technique, it becomes beneficial for Marks and Spencer to fill up their vacancy with renowned staff and designers. The preliminary screening is a selection technique in which the HR department analyzes the entire resume they gather from the market and select those resumes, which are aligned with the requirement of Marks and Spencer. HR department only calls those candidates for preliminary screening. The preliminary screening helps HR department to short list employees faster in the emergency requirement of Marks and Spencer then they are interact via interview. Telephone interview gives an opportunity to the recruiters to understand the interest of the employees via telephone. It is important to know the interest of the employees because it is a clothing company and employees need to have the knowledge and interest of the employees before  selecting them officially. Telephone interview help Marks and Spencer to prevent wastage of time and money that they can implement in the production process.

Source: https://www.softwareadvice.com/resources/tools-for-recruitment-and-selection/

Selection (Cont’d…)

  • An in-person interview is executed after preliminary screening and telephone interview for narrowing the resumes
  • Employees need to give evidence regarding their experience because Marks and Spencer is a famous retailing clothing organization (Marksandspencer, 2019)
  • It is extremely important to eliminate employees who are not capable to take work pressure for the success of the organization.

Different types of selection technique under HR strategy that helps to eliminate individuals who are not applicable for the following interviews. An in-person interview is executed after preliminary screening and telephone interview for narrowing the resumes, which are not required. At this HR manager, get the best candidates according to the needs of the organization. Employees need to give evidence regarding their experience because Marks and Spencer is a famous retailing clothing organization. When people are recruited, they need to proof their skills and knowledge and their idea regarding the background of the company. It is extremely important to eliminate employees who are not capable to take work pressure for the success of the organization.

Source: https://www.softwareadvice.com/resources/tools-for-recruitment-and-selection

Conclusion

  • This study is based on business management
  • According to a robust HR policy, Marks and Spencer can improve their business without any hidden fraud or misunderstanding with the employees
  • The above scenario assumes that a robust HR policy is important for an organization to select capable employees for the progression of the business

This study is based on business management, which is comprised of the HR department. Marks and Spencer has been appointed in this study to analyze robust HR policy is important for the organization. According to a robust HR policy, Marks and Spencer can improve their business without any hidden fraud or misunderstanding with the employees. The study is focusing Warwick Model, which is essential for Marks and Spencer to change internal and external contest for the growth in the performance. According to a robust HR policy, employees are recruited under Marks and Spencer can work for long term without any hesitation. HR policy provides prompt action before taking any decision because all the instructions are mentioned in the policy. According to HRM Marks and Spencer, do not take anxiety to recruit capable employees in their organization. The above scenario assumes that a robust HR policy is important for an organization to select capable employees for the progression of the business.

Source: https://www.tlnt.com/as-hr-transforms-its-becoming-a-cool-career-choice/

References

Books Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Journals
El-Kassar, A.N. and Singh, S.K., 2019. Green innovation and organizational performance: the influence of big data and the moderating role of management commitment and
HR practices. Technological Forecasting and Social Change, 144, pp.483-498.
Idrees, R.N., Waqas, M., Naqvi, I.H. and Imran, A., 2018. Strategic Human Resource Management Function and HR Staffing: A Case Study of Telecom Sector. Paradigms, 12
(2), pp.153-160.
Mauro, L., 2017. Attitudes and Skills in Business Working Settings: A HR Management Tool. Bus Eco J, 8(291), p.2.
Morawetz, C., Bode, S., Derntl, B. and Heekeren, H.R., 2017. The effect of strategies, goals and stimulus material on the neural mechanisms of emotion regulation: A
meta-analysis of fMRI studies. Neuroscience & Biobehavioral Reviews, 72, pp.111-128.
Online Articles
Li, X., 2018. What Is HR Management?—Based on the Matching of People and Posts. Journal of Human Resource and Sustainability Studies, 6(03), p.215. Available at
<https://www.scirp.org/journal/PaperInformation.aspx?paperID=87149> [Accessed on 15/11/2019]
Nykyforenko, V., Kravchenko, V., Zbrytska, T., Kryvtsova, M. and Svorobovich, L., 2019. MOTIVATIONAL MONITORING AS A COMPONENT OF EFFECTIVE HUMAN RESOURCE (HR)
STRATEGY OF COMPANY. Academy of Strategic Management Journal, 18(2), pp.1-6. Available at <https://www.abacademies.org/articles/motivational-monitoring-as-a-
component-of-effective-human-resource-hr-strategy-of-company-8093.html> [Accessed on 15/11/2019]
Williams, R.E., Adams, H.R., Blohm, M., Cohen-Pfeffer, J.L., de Los Reyes, E., Denecke, J., Drago, K., Fairhurst, C., Frazier, M., Guelbert, N. and Kiss, S., 2017.
Management strategies for CLN2 disease. Pediatric Neurology, 69, pp.102-112. Available at <https://www.sciencedirect.com/science/article/pii/S0887899416310268>
[Accessed on 15/11/2019]
Websites
Employment-studies.co.uk, 2019. HR planning. Available at <https://www.employment-studies.co.uk/report-summaries/report-summary-human-resource-planning-introduction>
[Accessed on 15/11/2019]
Marksandspencer, 2019. Marks and Spencer. Available at <https://www.marksandspencer.com> [Accessed on 15/11/2019]