HUMAN RESOURCE MANAGEMENT REPORT -MARKS & SPENCER

Industry Profile

Retail is Indias largest industry, accounting for over 10 percent of the countrys GDP and around 8 percent of the employment. Retail industry in India is at the crossroads. It has emerged as one of the most dynamic and fast paced industries with several players entering the market.

COMPANY PROFILE

Marks and Spencer plc (also known as M&S; colloquially known as Marks and Sparks, Markies or, simply, Marks) is a British retailer headquartered in the City of Westminster, London, with over 700 stores in the United Kingdom and over 300 stores spread across more than 40 countries. It specializes in the selling of clothing and luxury food products. M&S was founded in 1884 by Michael Marks and Thomas Spencer in Leeds. In 1998, it became the first British retailer to make a pre-tax profit of over 1 billion,

WHAT IS HUMAN RESOURCE MANAGEMENT?

It is the effective use of people to achieve both organizational and individual goals. It is actually effective recruitment, selection, development, compensation, and utilization of human resources by organizations.Before few years H.R manager was only black box. Their role was more closely aligned with personnel and administration functions. Potent Recruiting Hiring Training Organization Development Communication New H R Role

Coaching
Policy Recommendation Salary and Benefits Team Building Employee Relations

HUMAN RESOURCE PLANNING

Human resource planning is the process that identifies current and future human resources needs for an organization to achieve its goals. Good human resources planning serves as a link between human resources management and the overall strategic plan of the organization. M&S through its human resource planning ensures the best fit between employees and jobs, while avoiding manpower shortages or surpluses. The entire process of human resource planning is done by the HR department. The organizational structure of M&S is as shown in figure below.

JOB ANALYSIS IN MARKS AND SPENCER

In M&S the first step followed in job analysis procedure is to understand the different aspects related to a job it is a primary tool in personnel management. In this method, a personnel manager tries to gather, synthesize and implement the information available regarding the workforce in the concern. A personnel manager has to undertake job analysis so as to put right man on right job. This is done by job specification and job description Job description process carried out at M&S is Title/ Designation of job and location in the concern. The nature of duties and operations to be performed in that job. The nature of authority- responsibility relationships. Necessary qualifications which are required for job. Relationship of that job with other jobs in a concern. The provision of physical and working condition or the work environment required in performance of that job

JOB SPECIFICATION IN MARKS AND SPENCER

Job specification process carried out at M&S is Job title and designation Educational qualifications for that title Physical and other related attributes Physique and mental health Special attributes and abilities Maturity and dependability Relationship of that job with other jobs in a concern

For instance while analyzing the job of a customer relationship manager (CRM) the Hr manager has to look at some of the key aspects like Nature of jobs required in a concern. Nature/ size of organizational structure. Type of people required to fit that structure. The relationship of the job with other jobs in the concern. Kind of qualifications and academic background required for jobs. Provision of physical condition to support the activities of the concern. For example- separate cabins for managers, special cabins for the supervisors, healthy condition for workers, adequate store room for store keeper Last but not the least the hr manager also has to keep in mind the stake holders that the CRM is going to handle Both job description as well as job specification is important for personnel manager in personnel management function. Therefore, job analysis is considered to be the primary tool of personnel management in M&S

RECRUITMENT

For any HR activity one of the major activities is recruitment of the employee.It is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization RECRUITMENT PROCESS CONSISTS OF FIVE ELEMENTS RECRUITMENT POLICY RECRUITMENT PRACTICES SOURCES OF RECRUITMENT: METHODS OF RECRUITMENT EVALUATING RECRUITMENT PROGRAMME SOURCES OF RECRUITMENT AT M&S ARE The company has both internal and external sources of recruitment for hiring right candidate at the job both the sources are considered to be extremely important and given equal weight age the internal sources of recruitment adopted by them are though either promotion or transfer of employees . internal recruitment is adopted by them is because t Selection Procedure

COMPENSATION AND REWARDS

The employees are rewarded suitably with attractive pay packages. The salary of an employee includes basic pay, HRA, special allowance, PF, ESI, Mediclaim etc. Annual bonus will be given at the time of Diwali. The employees and their dependents are also entitled for medical treatment in recognised hospitals with cashless hospitalisation with whom the company has tie-ups. If a hospital is not recognised, the amount spent by the employee will be reimbursed. Along with these all the employees are given a card known as Employee Discount card (EDC) through which they can buy any product at Big Bazaar at a special discount of 20-30 %.

Leaves and other rules

An employee during his probationary period is entitled for 7 days of leave. A confirmed employee is entitled for 30 days of leave in a year. There is only one type of leave the employees can take which is known as All Purpose Leave (APL). All the employees will be given identity cards which they have to wear and also swipe while at the time of entering and leaving the Store.

TRAINING AND DEVELOPMENT

Cognitive Methods Cognitive methods are more of giving theoretical training to the trainees. The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc.FOCUSES- changes in knowledge and attitude by learning. Behavioral Methods Behavioral methods are more of giving practical training to the trainees. The various methods in this allows the trainee to behavior in a real fashion These methods are best used for skill development.Methods of Cognitive Training LECTURES -This method is used to create understanding of a topic or to influence behavior, attitudes through lecture.-A lecture can be in printed or oral form.-Lecture is given to enhance the knowledge of listener or to give him the theoretical aspect of a topic.-It is difficult to imagine training without lecture format.-There are some variations in Lecture method.-The variation here means that some forms of lectures are interactive while some are not. DEMONSTRATION -This method is a visual display of how something works or how to do something.Example: The trainer shows the trainees how to perform or how to do the tasks of the job.-Helps the focusing their attention on critical aspects of the task

DISCUSSION METHOD-This method uses a lecturer to provide the learners with context that is supported, elaborated, explains, or expanded on through interactions both among the trainees and between the trainer and the trainees.-Discussion method is a two-way flow of communication-Knowledge in the form of lecture is communicated to trainees. Then understanding is conveyed back by trainees to trainer. COMPUTER BASED TRAINING (CBT)-Providing training to employees through Intranet or Internet.-CBT does not require face-to-face interaction with a human trainer. Benefits of CBT are: It Reduces Cost of Training Provides Instructional Consistency Reduces Trainee Learning Time Increases Access to Training *Affords Privacy of Learning Allows the Trainee to Master Learning

Methods of Behavioral Training

GAMES & SIMULATIONS-Game is defined as spirited activity or exercise in which trainees compete with each other according to the defined set of rules.-Simulation is creating computer versions of real-life games.-It is about imitating or making judgment or opining how events occur in a real situation. BUSINESS GAMES-These are based on the set of rules, procedures, plans, relationships, principles derived from the research.-In business games, trainees are given some information that describes a particular situation and are then asked to make decisions that will best suit in the favour of the company. ROLE PLAYS Role play is a simulation in which each participant is given a role to play Information is given to Trainees related to: Description of the role Concerns Objectives Responsibilities Emotions, etc. Then, a general description of the situation, and the problem that each one of them faces, is given.example, Situation could be strike in factory,3 Managing conflict between two parties Scheduling vacation days, etc. IN-BASKET TECHNIQUES -In this technique, trainee is given some information about the role to be played such as, description, responsibilities, general context about the role.-The trainee is then given the log of materials that make up the in-basket and asked to respond to materials within a particular time period.-After all the trainees complete in-basket, a discussion with the trainer takes place.

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CASE STUDIES-The trainee is given with some written material, and the some complex situations of a real or imaginary organization.

MANAGEMENT DEVELOPMENT
The more future oriented method and more concerned with education of the employees. To become a better performer by education implies that management development activities attempt to install sound reasoning processes.

DISCUSSION METHOD-This method uses a lecturer to provide the learners with context that is supported, elaborated, explains, or expanded on through interactions both among the trainees and between the trainer and the trainees.Discussion method is a two-way flow of communication-Knowledge in the form of lecture is communicated to trainees. Then understanding is conveyed back by trainees to trainer. COMPUTER BASED TRAINING (CBT)-Providing training to employees through Intranet or Internet.-CBT does not require face-to-face interaction with a human trainer. Benefits of CBT are: It Reduces Cost of Training Provides Instructional Consistency Reduces Trainee Learning Time Increases Access to Training *Affords Privacy of Learning Allows the Trainee to Master Learning

SWOT ANALYSIS
Strengths Better understanding of customers helping the company to serve them better. Vast range of products under one roof helping in attracting customer and their family to shop together and enjoy the experience. Benefit of early entry into the retail industry. Diversified business operating all over India in various retail formats. Ability to get products from customers at discounted price due to the scale of business. Weaknesses High cost of operation due to large fixed costs. Very thin margin. High attrition rate of employees. Opportunities Lot of potential in the rural market. Can enter into production of various products due to its in depth understanding of customers tastes and preferences. Can expand the business in smaller cities as there is a lot of opportunity. Threats High business risk involved. Lot of competitors coming up to tap the market potential. Margin of business reducing all the time.

CONCLUSION
Marks and Spencer is undoubtedly the number one retailer in India. It has built a very emotional and cordial relationship with its customers. It is also very intending to build long-term relationship with all its stakeholders, which is very essential for a successful business venture. It is observed that the organisation hierarchy is professional as all the departmental Managers directly report to the Store Manager who in turn reports to the Zonal Head. MnS, with 25 years of experience in the field of weaving fabrics, is the leading Apparels and fashion design Fabric Company. There exist a healthy and positive relationship between employees and managers. The employees accept their responsibilities wholeheartedly, accept that it is their responsibility to carry out a part of the activities of the company and they will be held accountable for the quality of their work. It is found that more than 60% of employees are of the age group of 20-35. From this it reveals that company is having young and energetic workforce who are very creative, enthusiastic and also very determined to grow in their career and in turn helping the company to grow. Working environment is good and also the various facilities provided helps in motivating the employees. The company is reaching out to all the sections of the society as it is creating a hypermarket where not only the rich people shop but also the middle and the lower class customers come to enjoy the whole shopping experience.