IntroductionIn this report I will be analysing Marks and Spencer's overall approach to employee resourcing. In particular its approach to human resource planning, its recruitment and selection methods, and its reward and performance management practices and how issues of diversity and health and safety are managed. Firstly, I will be introducing the company's background, strategy, structure and culture.
Company BackgroundWith more than 120 years of heritage, Marks and Spencer is one of the best-known British retailers. The company has more than 450 stores within the UK and employs more than 65,000 people. It also operates outside the UK where it has a developing business in places as far as Hong Kong. In recent years, the UK's retailing industry has been characterised by intense competition. Customers are more aware of where and how they want to shop. They also know what sort of shopping experience they require. This has made it much more difficult for retailers to survive.
The result of this was that Marks and Spencer had to develop a new business strategy which focused on the three business values of quality, value and service.
(www.thetimes100.co.uk)Marks and Spencer developed a promotional campaign that emphasised 'Your M&S'. This helped the company to connect customers with the heritage of the business. It also linked the business in the minds of customers with its two other values of innovation and trust. The new business strategy focuses on three main areas:Developing value for money products that customers want. Training and development brings new skills and which help to add value to its products and services, for example by cutting costs, this enables Marks and Spencer to keep prices lower to benefit the customers.
Investing in the environment within stores, by having better skills in sales and stock management means that staff can use the...