International MBA HRM in Context Assignment Sample
Executive summary
Consideration of efficient human resource management (HRM) approaches can ensure distinctive competitive advantage for an organisation by supporting their internal service flexibility. The present report has included deliberate HRM approaches undertaken by Marks and Spencer in order to support their long-term business goals. In this regard, the HR value chain model is also evaluated, which defines the combination of regular HRM activities and HRM outcomes in Marks and Spencer.
Introduction
Human Resource Management (HRM) can be recognised as a sequential parameter of empowering and organisational business effectiveness and flexibility. The present report will pay attention to defining the approaches to HRM decision making from the perspective of a renowned global retailer Marks and Spencer. Adequate theoretical concerns will also be added in this context with the HR value chain model.
Main body
Human resource management approach off Marks and Spencer
An innovative approach has been considered by Marks and Spencer for empowering their human resource management attributes. The topmost concern in this context highlights the human resource policies outlined by the company, which looks forward to establishing and implementing consistent value generation with the requirements of local national law (Marks and Spencer, 2021). Data privacy has been maintained by the company along with temporary workers rights as an integral part of the HRM approach. The attributes of employee engagement and involvement are also ensured by the company by recognising potential employees under the lights of voice in the workplace and the right to be represented.
Distinctive equality has been maintained by Marks and Spencer in their workplace, which also proves an effective HRM approach from the organisational perspective to support long-term business goals. A friendly workplace environment has been promoted by Marks and Spencer HRM by avoiding the prospects of harassment and discrimination, victimisation and others. The cultural and diverse workplace environment has been respected by Marks and Spencer, which also promotes inclusivity (Marks and Spencer, 2021). Strict policies are outlined by the company regarding harassment and abusive behaviour in the workplace. A transparent and fair procedure has been maintained by the company regarding workplace grievances.
HR value chain model
The theoretical argument focuses on segmenting HRM aspects of an organisation into a couple of categories including HRM activities and HRM outcomes. The HRM activities include general aspects such as recruitment and training, succession planning and others (Marler, 2020). Moreover, the HRM outcomes include employee satisfaction, employee motivation and retention, employee presence and others.
Figure 1: HR value chain model
(Source: Marler, 2020)
In the context of Marks and Spencer, a range of HRM policies and attributes can be considered including employee healthy and safe working conditions, reward management, guidance for avoiding discrimination and harassment, provision of equal opportunities along with ensuring temporary worker rights and others (Marks and Spencer, 2021). These aspects define regular HRM activities undertaken in Marks and Spencer.
The company has been able to achieve distinctive employee satisfaction and motivation, which has been empowering its competitive presence across the global market. An ideal working environment has been developed by Marks and Spencer, which also promotes greater health and well-being of entire colleagues working on behalf of the organisation (Young, 2018). Moreover, Marks and Spencer have established a direct link between their working environment of employees and overall satisfaction level. It has been helpful to the achievement of high employee satisfaction for Marks and Spencer. In this concern, Marks and Spencer also implemented a dynamic portal namely PeopleSoft interaction hub, which has been integrating user-friendly single sign-on features that are helping their employees to manage valuable teacher information and their personal data (TCS, 2021).
Conclusion
The overall report highlighted deliberate HRM approaches undertaken by Marks and Spencer by satisfying the aspects of a diverse and inclusive workplace environment along with supporting temporary worker rights, equal opportunities and others. Based on this aspect, Marks and Spencer have been empowering their employee satisfaction to an advanced level.
References
Marks and Spencer, 2021. M&S People Principles. [Online]. Available at: <https://corporate.marksandspencer.com/documents/plan-a-our-approach/mns-people-principles.pdf> [Accessed 28 July 2021]
Marler, J.H., 2020. HR/People Analytics. In Encyclopedia of Electronic HRM (pp. 283-287). De Gruyter Oldenbourg.
TCS, 2021. M&S’ vision of revamping HR was hampered by complex, customized systems.. [Online]. Available at: <https://www.tcs.com/marks-spencer-upgrades-hcm-platform-to-optimize-hr-process> [Accessed 28 July 2021]
Young, Z., 2018. M&S DEVELOPS ‘IDEAL’ DAY IN THE LIFE OF RETAIL EMPLOYEES. [Online]. Available at: <https://corporate.marksandspencer.com/stories/blog/m-and-s-develops-ideal-day-in-the-life-of-retail-employees> [Accessed 28 July 2021]
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