Glance Of Marks And Spencer Commerce Essay Example

bureau or dealing cost position. These positions provide different perspectives on managing human resources.

Normative Perspective of Human Resource Management

The normative perspective of human resource management is based on two constructs: 'hard HRM' and 'soft HRM'. These constructs form the foundations of human resource management. 'Hard HRM' is a traditional approach that connects workforce management to organizational strategy, as outlined in the Harvard model.

This paragraph discusses two contrasting approaches in human resource management. The first approach, referred to as "inactive resources," perceives employees as functional components that can be used and discarded by organizations. On the other hand, the second approach, called "soft HRM," sees employees as valuable assets and prioritizes leadership development, conflict management, and relationship building. This approach is advantageous for both the company and the employee. Moreover, it presents a critical perspective that challenges the traditional perception of human resource management.

Many companies prioritize the well-being of their employees and view them as valuable assets, resulting in the implementation of a stringent HRM-based strategic control. The behavioral perspective of human resource management is rooted in contingency theory and emphasizes the involvement of HRM in regulating employees' professionalism and ethics to align with implemented strategies for achieving desired outcomes. This perspective places more emphasis on employees' roles rather than their knowledge, skills, and abilities.

For instance, a workforce with high levels of creativity and unwavering focus, strong dedication to quality, willingness to take risks, and other essential qualities.

System Perspective of Human Resource Management

The system perspective of human resource management explains the flow of activities and

all systems involved in transactions within an environment in terms of input, throughput, and output. Workers' activities within the company include initial input, operational processes for energy transformation at throughput, and the resulting product or service as final output. Additionally, roles within the system perspective involve implementing new measures to protect the technological core from external influences for increased security. This perspective also focuses on communication with and regulation of interactions with the external environment to establish a more open system.

Agency or Transaction Cost Perspective of Human Resource Management

Another viewpoint on human resource management is the agency or transaction cost perspective.

The position expressed is that when group work is involved, people tend to become more reliant on the other members of the group and therefore less productive or efficient as individuals. The presence of other members in a project typically decreases the individual's level of input. Additionally, assigning responsibilities within a team can lead to conflicts or disagreements. Some may not be satisfied with their assigned duties while others may feel that their responsibilities are greater compared to the rest, resulting in a perception of unequal and unfair sharing of responsibility.

Human Resource Management in Marks and Spencer

Marks and Spencer, often abbreviated as M&S, is a well-established and renowned British retailer with over 120 years of heritage in the market.

Mark & Spencer is a large company in the UK with many establishments, employing over 65,000 people and serving around 10 million clients each week. They also operate in other countries such as Hong Kong, Indonesia, India, Malaysia, Paris, Philippines, Singapore, Saudi Arabia,

and others. The company values human resource management to meet future staffing needs and ensure competent customer interactions. Graduate trainees, supervisors,and skilled workers are especially important for Mark & Spencer. Additionally,the company's HR management ensures proper job placements for employee competency and overall success. This is crucial because individuals within an organization have their own unique perceptions and objectives that may hinder their understanding of the whole organization.

The human resource department of Mark ; Spencer believes that employees should possess both individual and corporate psychology in order to contribute to the company's goals. Additionally, they prioritize direct interactions with customers to build trust and innovation. This approach is reflected in their promotional campaign called "M & S" which focuses on meeting customer needs, providing services for their welfare, and creating a pleasant shopping environment. These priorities create challenges for employees as they strive to serve customers effectively.

Conclusion for Task 1

In conclusion, there are five different perspectives of human resource management: normative, critical, behavioral, systemic, and agency or transaction cost perspective.

All the five positions of human resource management play an important role in building relationships among employers and employees, developing good employment skills, and monitoring their work performance. The human resource management is crucial for Mark & Spencer as it considers the number of employees needed in the future and ensures that the right employee is in the right job to guarantee competency and success within the company.

Introduction for Task 2

To achieve excellent work and maintain a competitive edge, it is important to obtain optimal results from employees. Workplace flexibility supports this process by improving and

increasing productivity and helping to retain valuable employees.

The concept of "flexibility" refers to the ability for agencies and employees to negotiate changes in order to address issues and achieve their goals.

Flexibility Model in Marks & Spencer's Workplace

Marks ; Spencer promotes workforce flexibility through a flat organizational structure, serving as a model for employees. This model encompasses various forms of flexibility, including flexible working hours, numerical flexibility, functional flexibility, and financial flexibility.

Flexible Working at Marks ; Spencer

Flexible working involves employees working different hours to accommodate work needs. This benefits both the employee and employer by increasing value from the employee's efforts and enabling others to apply for vacant positions when the regular employee is unavailable. As such, certain roles at Marks & Spencer, such as branch managers, supervisors, and customer assistants are offered flexible working hours.

This is because their employees may need to supervise children or they require time to socialize, spend time with their children, or relax.

Numeric Flexibility

Numeric flexibility refers to the arrangement where the employer has the right to adjust the number of staff based on the busyness or peak seasons of the shop, such as Christmas. This allows employees to enjoy benefits such as being able to change their working hours or shifts according to their preferences. This flexibility is especially useful for working mothers. However, although many employees find this arrangement attractive, some are dissatisfied with the irregular income they receive each week due to the lack of fixed working hours.

Functional Flexibility and Fiscal Flexibility

Functional flexibility refers to an employee's ability to perform multiple tasks, providing a wider range of experience

that enhances their resume. This also showcases their proficiency in multitasking, potentially leading to job promotions. On the other hand, fiscal flexibility enables companies to outsource tasks or services from external entities, allowing them to save time and money. As an example, Marks ; Spencer might hire security guards and cleaners from separate companies.

Benefits and Drawbacks of Flexibility

The workplace implementation of flexibility has its pros and cons. On the positive side, it offers employees the freedom to design their own schedule according to personal commitments or responsibilities. For instance, instead of adhering to a fixed 8am-5pm timeframe, an employee can opt for a schedule from 7am to 4pm, thus creating more post-work time for personal activities. Additional advantages encompass lower absenteeism and turnover rates, as well as enhanced productivity and employee satisfaction.

The introduction of workplace flexibility brings various advantages, including increased revenue and improved business performance. When employers and employees have more choices in decision-making, it can lead to higher profits for the company. A potential example is if Marks & Spencer were to hire workers based on seasonal needs and restrict their employment to certain months each year, they could save on salary costs. Moreover, flexible working hours indirectly assist companies in effectively meeting customer demands.

Allowing employees to work their preferred hours creates a positive environment with happy workers. This satisfaction leads to increased productivity and efficiency, benefiting the company's ability to meet customer demands. Employees feel grateful and motivated to help the company achieve its main goal of serving customers, improving overall performance. However, implementing flexibility in the workplace can add stress and responsibility for management, especially regarding working conditions.

This is because individuals

may struggle to stay on track, maintain accuracy, and meet deadlines when their supervisor or coworkers are absent. Balancing family and work responsibilities can also be challenging, particularly for those who work remotely. For example, if someone starts working before their colleagues, they may find it hard to concentrate and seek guidance without input from supervisors or coworkers. Additionally, finding employees willing to be a part of a flexible workforce poses its own set of difficulties.

Many individuals opt for a dependable occupation that offers a consistent income. However, there are difficulties in maintaining employees. If the business is underperforming or sluggish, employees may begin searching for employment at more stable and successful firms. When presented with an opportunity to work at a highly reputable company that provides a steady salary throughout the year, they may choose to leave their current job for the new offer.

Decision Regarding Task 2

Flexibility within Marks and Spencer's workplace plays a crucial role in enhancing productivity and retaining valuable employees. The flexibility model encompasses factors such as flexible working hours, adaptable workforce size, versatility in task assignments, and financial adaptability.

When considering workplace flexibility, it is important for Human resource directors at Marks and Spencer to assess the various options within the organization. Their goal should be to cultivate a positive and inclusive environment that accommodates everyone, while also recognizing the advantages and disadvantages of implementing such flexibility.

Introduction to Task 3

Equal opportunities entail ensuring fair treatment for groups that often experience discrimination. Discrimination can occur based on factors like gender, sex, age, religion, class, and disability. It can be classified as direct or indirect.

Direct racial discrimination involves one person displaying intolerance towards

another, often resulting in unfair or mistreatment. On the other hand, indirect racial discrimination refers to the projection of attitudes and behaviors without obvious signs of bias. While the tolerance level may be higher, there is still subtle prejudice. At Marks & Spencer, certain measures have been implemented by management to protect against workplace discrimination.

Equal Opportunities at Marks and Spencer

Marks & Spencer has a majority of women and minority employees, and their management focuses on ensuring equal rights and opportunities for all individuals in employment regardless of gender, sex, age, pregnancy/maternity status, color, disability, religion or any other form of unfair treatment towards employees.

The organization's focus is on various aspects of building a strong employment relationship. This includes recruitment, transportation, advertising, employee terms and conditions, employee health and safety, as well as the benefits received. Furthermore, there is an Equal Opportunity Policy that applies to all stages of employment - from recruitment and selection to training and development, evaluation and promotion, and retirement. Under this policy, fairness is ensured in the treatment of employees based solely on their work standards and performance without any biased acts. The organization also prioritizes the training of its employees to be attentive and responsive to customer needs within any community they serve. This approach demonstrates Marks & Spencer's commitment to valuing and utilizing the diverse talents and skills of its employees regardless of nationality, race, gender etc.

This demonstrates the importance of diversity in the workplace. However, not complying with equal employment opportunities can result in substantial fines and penalties for employers. Additionally, according to the recent Marks ; Spencer company report, they have made commitments to equal opportunities for

all major demographics (age, disability, race, gender, etc.). In 2004/5, Marks ; Spencer agreed to and implemented a 'Diversity Action Plan' which included the introduction of disability awareness training.

Approximately 25% of employees at Marks ; Spencer are aged over 50. Additionally, the majority of employees (78%) and directors (68%) are female. These statistics demonstrate that the workforce at Marks ; Spencer reflects the cultural diversity of the UK population, with 13% of employees coming from cultural minorities'' (Maplecroft, 2005, p.5).

Protection of Business against Workplace Discrimination Claim in Marks ; Spencer

Discrimination in the workplace occurs when individuals are hired or promoted based on criteria that are not relevant to the job. For example, refusing to hire a qualified black applicant or paying a female employee a lower salary than a male employee for the same work are discriminatory acts. As a globally recognized organization, it is crucial for Marks ; Spencer to safeguard their business against workplace discrimination in order to establish themselves as a reputable company that values fair treatment and equal opportunities for all individuals.

Protecting the business against workplace favoritism benefits the employees as it enhances their morale and ethics. Marks and Spencer can shield their business from workplace favoritism allegations by organizing seminars or negotiations for employers and employees, addressing issues like race, gender, and pregnancy in the workplace. Additionally, individuals with characteristics such as tribal origin, disability, and religion often face unfavorable treatment from their colleagues. To prevent such biased claims at Marks ; Spencer, the company can display State and Federal laws in the workplace to safeguard these individuals from discriminatory acts. Various laws have been enacted to protect employees

and employers against workplace favoritism, which Marks and Spencer can utilize to safeguard their business.

The various laws that must be considered include: The Equal Pay Act in Federal Anti-Discrimination Laws, the Equal Employment Opportunity Commission, the Age Discrimination in Employment Act, preventing retaliation claims by employees, and the Immigration Reform and Control Act. As a result, Marks and Spencer must first examine and validate these different laws to determine which ones are applicable. There will likely be increasing legislative attention to the rights and working conditions of female adults, minorities, older employees, and individuals with disabilities.

Decision for Task 3

To summarize, equal opportunities involve providing fair and equal treatment to groups that have experienced discrimination. This discrimination is often based on factors such as gender, sex, age, religion, class, and disability. Marks and Spencer must take measures to protect their business against workplace discrimination in order to maintain a positive reputation as a fair organization.

To protect against workplace favoritism claims, Marks and Spencer can take measures such as providing seminars or negotiations for both employers and employees, as well as displaying the State and Federal laws at the workplace. These actions aim to safeguard individuals working in the organization from any discriminatory acts.

Introduction to Task 4

The human resource management ( HRM ) practices focus on managing the pool of human resources within an organization to ensure their effective utilization towards achieving organizational goals. Marks and Spencer's HRM practices can be divided into categories based on their implementation and impact on organizational performance, including recruitment and skills enhancement, training and development activities, and motivation initiatives.

HRM Practices and Organizational Performance in Marks and Spencer

The recommended HRM practices for Marks and Spencer, according to Elegble and Joel Alemibola (2010, p.33), are engaging and enhancing the skills of their employees. These authors argue that organizations do not intentionally seek to hire mediocre or average employees; instead, they aim to hire the best individuals in the market. However, hiring exceptional individuals requires more than just intention; it involves planning, expertise, commitment, and integrity.

The human resource management of Marks and Spencer is influenced by the ability to use appropriate tools for selection and meet the needs of potential employees in an employment relationship. To achieve this, the company hires highly qualified, skilled, talented, and educated individuals. By employing people with these exceptional qualities, the organization can achieve its goals and improve its business performance through effective and efficient work. Another effective human resource management practice for Marks and Spencer is providing training and development activities for new employees.

According to Sarma (2009, p.126), the combination of preparation and development maps leads to the development of accomplishments and basic aptitudes, resulting in continued personal growth. It involves training employees for their jobs and retaining them as their job requirements change. Investing in useful training and development activities for new employees will produce valuable organizational outcomes. For example, at Marks and Spencer, the human resource management seeks to establish links between people and technology. The organization's management provides extensive training to keep employees up-to-date with the latest technology. As a result of this human resource management practice, the organization's performance will be effective and efficient, potentially leading the organization to become a leader in creating new innovations.

Additionally, this practice of motivating employees can also contribute

to lower staff turnover in Marks and Spencer. By appreciating their employees' achievements, especially in terms of high individual sales, the retail company can encourage them to strive for even greater sales in the future, resulting in higher profits and revenue for Marks and Spencer.

According to Gelade, et Al. (2003, P. 383), reward systems can impact organizational performance by increasing the quality of products and services. Companies that focus on enhancing human capital through a progressive HRM policy tend to achieve higher quality results compared to those without such a policy.

Decision for Task 4

The best human resource management practices that can be implemented for Marks and Spencer in accordance with the given scenario are hiring and improving employees' skills, providing training and development activities for new employees, and motivating employees by rewarding their accomplishments.

Decision

In today's organizations, all managers need to have a basic understanding of human resources management. In flatter organizations, it is often required that managers throughout the organization actively participate in recruiting and selecting the right personnel, developing effective training programs, or creating appropriate performance assessment systems.

The role of human resource management is essential for Mark ; Spencer as the company considers the number of employees it will need in the future. Additionally, workplace flexibility is crucial for improving and increasing productivity. Flexible working, numerical flexibility, functional flexibility, and financial flexibility are all components of this model. However, implementing workplace flexibility also has advantages and disadvantages. Therefore, the human resource directors at Marks and Spencer must examine and evaluate all available options within the organization and strive to create a positive and accommodating environment that suits everyone.

Additionally, equal opportunities also play a role

in achieving fair and equal treatment for groups that have faced discrimination. Marks and Spencer should safeguard their business against workplace discrimination, as a good company must be free from any unfair treatment. The company can protect against claims of workplace discrimination by conducting seminars or negotiations for both employers and employees and posting state and federal laws in the workplace to protect individuals from unfair treatment. Ultimately, the most suitable human resource management practices for Marks and Spencer in this situation include hiring and improving employee skills, providing training and development opportunities for new employees, and motivating employees by recognizing their achievements.