Marks and Spencer: Human Resource Management

Marks and Spencer Human Resource watchfulnessIn 1998 it became the freshman British seller to make a pre-tax profit of all over 1billion, though a few years later it plunged into a crisis which lasted for several years. In November 2009, it was announced that Marc Bolland, formerly of Morrisons, go let on take over as chief executive from Stuart Rose in early 2010 Rose get out continue as chairman until mid-2011.MSs Present situation of Recruitment, selection and trainingAs MS persist to grow the business and invest for the future, it is more essential than ever to keep amplification the team of employees at every level, from the shop-floor through to management. To line and retain the best talent in the industry, HRM has to exhibit each day that MS is a good employer, dedicated to creating all the populate palpate prize and providing them with course opportunities and quality training.Recruitment and retentionThe company employs around 71,000 wad in the UK, 75,000 world wide. MS has one of the lowest employee turnover rates in UK retail, at 27% for customer assistants and 12% for management. Around 40% of the people engage been with it for over 5 years and 22% for more than ten years.MS sens widen graduates a fast track into management and last year HRM received a record 8,500 applications in just over two months. for each one year the company employ between 150 and 200 graduates and business placement programmed undergraduates for positions in retail, food technology, design, HR, buying, IT and other specialist roles. MS won iv major graduate enlisting awards, including the 2008 Times Graduate Employer of Choice for retail.Training and developmentThe company indispensablenesss to train people comprehensively to do their undertakings, entirely as well want to keep their skills and experience by giving them real opportunities to plan and build a public life with Marks Spencer. MS has defined cargoner paths in place for umteen of its peop le, including Customer Assistants and store management. During the year it introduced spic-and-span cargoner paths for store Section Managers and HR and marketing teams. Everyone joining in the stores completes a thorough elicitation and up to 26 weeks ongoing training the longest on the high street. MS has over 7,500 people in stores who act as coaches to train and check their less experienced colleagues.This year the company has also run specialist training for people moving into senior management roles or taking up international assignments. Additionally, more than 4,000 people completed Buying Academy and Food Academy courses. MS now examination similar types of academies for womenswear and merchandisers.MSs morals and Code is communicated across the company and senior management is asked to confirm acceptance annually with breaches reported to the Audit Committee.The recruitment and selection process of human mental imagery in the company go through in two parts, Store an d intellect Office.StoreRetail Sales MS has two schemes visible(prenominal) in the stores Selling and HR. Selling is where most of the graduates join, and offers the chance to be fast-tracked into senior level retail management. HR is where personnel train to be an HR manager, gaining experience into everything from managing recruitment to carrying out disciplinary procedures. Figure 4Store RolesStore managementManaging HR in storeStore declivity managementHead confidenceIn a head office role, the personnel get the luck to develop professional skills and capabilities, and then use that acquaintance to influence strategies and confine produce across the rest of the business. MS provides opportunities inIT, design, merchandising, garment, buying and food technology and product development. Figure 5DesigningStore developmentAccounts and financeHead office RolesProcurementProduct developmentInformation technologyUK and International marketingInformation technologyHuman resource m anagementRecruitment and weft Procedure of MSJob centreRecruitment AgenciesRecruitment SourcesAdvertisementsOn-line applicationSchools, colleges, universitiesFriends and relatives of existing employeesExecutive search agenciesInterviewsWork-based testsSelection ProceduresBio-data abstractPsychological analysisReferencesAnalytical ability testTraining and development processMS wants its people to enjoy their release and feel they have all the skills they need to do their job to the best of their ability. on that pointfore, the company offers in-depth training and answerance coaching, and regularly assess the peoples development needs to ensure everyone has the support to achieve their emf.For once in my purport I give the axe truly say that I enjoy going to rick every day and I really like the buzz you feel all around the store. Brian MS StaffIt does not a matter in which area of the business whatsoeverone joins, he/she will receive an induction that will help to settle in to the team, giving a feel for what role will involve and leave to feel passionate, inspired and excited about the career with Marks Spencer.The following provides the nature of training one can expect in MSs stores and at head office, and how the company looks at developing future leading of the business.Marks Spencer offers the majority of the training for store teams is on-the-job. It helps them learn inreal life situations. The section managers also receive particular(prenominal) training on stock management, driving sales and motivating their teams, while the store managers are regularly assessed to address any senior level development needs they may have.Finally, the retail business transforms fast and making sure each of the employees has a flexible and diverse range of skills is as significant to the future of MSs business as it is to the people who work in it. That is true whether an employee joins the company for a short period of time or to pursue a long-term career. The training MS offer is designed to help individuals build up their talents and capabilities, develop their experience and fulfill their career ambitions. MS aim is to ensure that the employees have the skills they need to deliver the variant of service that customers expect from MS.Evaluation of the Human Relations School of management in relation to Motivation of staffIn 1920 an test conducted by the Hawthorne name of Western Electric (in Cicero, IL) known as the Hawthorne Experiments from which the human relations management evolved. This human relations management approach includes different models, ways and ideas.Through this experiment an important observance was noted. As the employees were divided in to two groups for the purpose of experiment groups got varied attention from the management. And it was found that the group which got majority of attention got pass motivated and seemed their work as significant one and turn out to be more productive. Because of this par ticular work people unders besidesd that workers also need special attention as they were treated as more or less force which will do the job otherwise would be terminated at that era. And this observation helped to introduce a new horizon in the outlook of managers and help come into view human relations management.This school of management is now in that respect for quite a long time and withstands the test of time. This view is well-nightimes regarded as theory of motivation and the treat people office staffal in the system quite differently than other theories such as overbearing. Among different theories McGregors X and Y Theories presume workers can act in both ways that is some workers may be unmotivated and reluctant about the work imposed on them (Theory-X) and some may seem motivated and treat the work as trust vested upon them (Theory-Y). So management needs to be pretty much careful in handling workers. Management should design its different program by keeping hum an relations management. In this modern world workers are not only used like machines to make the job done kinda they will have to nourish which will in turn provide nourishment to the organization.To motivate employees to the work this approach recommends some steps that management can followTo treat employees as if work is as common as doing daily activities in normal mode.The target of the employees work is aimed share those objectives to make the work more acquainted with the employees.Make sure employees can take major decision on their own and can prove their own potential.Provide beseeming training and increase work load as they become more capable.Appreciate and motivate employees on doing successful projects and set standards which are achievable.This approach tells us that employees are not motivated only by monetary benefit but also by different fringe benefits such as appreciation, wiz of togetherness etc.Program of Motivational Factors for a Small to Medium Sized Bus iness.Motivational program is set to achieve the following objectivesTo Perform jobs as efficiently and timely as possible andBe ready to take latest challenges as they are presented to them and stood confident to cope with those challenges.So to design a program for a small to medium business the following factors or observations need to be addressedAbility and motivation The program designed mustiness be able to locate the areas which will motivate employees and the purpose of the program will be to motivate employees. The program should include something that increases employees eagerness to do the job willingly.Reinforce employees positively and train them as it becomes necessary.Always maintain and ensure fairness, respect, and honesty in treating employees. It is one of essentials of the program.Identify, understand and run out to employees about their miseries, provide assist if needed.Job rotation, job redesign, restructuring or reorganizing job descriptions when necessar y will make the employees more capable of doing different jobs and will reduce dependency on some key employees.Based on the performance establish reward system which may range from providing monetary to non monetary benefits.After the inclusion of all these factors or observations at that place will be a turnaround in the way of doing things in a small or medium sized business. pure and scientific School of ManagementTo manage work and train the workers to reduce dissatisfaction of the workers Classical management theory evolved during the Industrial Revolution. It mainly find the best way to perform the job assigned. There are two branches of Classical School of Management classical scientific and classical administrative.Classical scientific schoolTheclassical scientific branchdeals with the process of work and the skills of the workers and to increase productivity. Taylor, Henry Gantt, and Frank and Lillian Gilbreth were the main contributors of this school.Taylor believed that organizations should study tasks and develop precise procedures.Henry Gantt is the creator of the Gantt chart, a bar interpret that measures planned and completed work along each stage of production.Frank and Lillian Gilbreth,studied job motions. Frank was an apprentice bricklayer, he was interested in normalisation and method study. He studied about the workers slowness and inefficiency. The scientific management was developed to divide work between employees, methods of doing jobs, the teamwork building and training and developing workers.Classical administrative schoolThe classical administrative School deals on the total organization such as the development of managerial principles rather than work methods. pocket Weber, Henri Fayol, Mary Parker Follett, and Chester I. Barnard were the main contributors.Max Weberbelieved that the organization should be run by structured rules and it should not be run as family-like basis. He didnt venture that authority should be based on a persons personality. He thought authority should be something that was part of a persons job and passed from individual to individual as one person left and another took over. This nonpersonal, objective form of organization was called abureaucracy.All bureaucracies have the characteristics as Division of work, A good power structure and Rule and regulations, competence and the relationships between managers and employees.Henri Fayols 14 principles of management gives clear idea how a manager manage his department and staff. The 14 principles areDivision of work, role and responsibility, Discipline, Unity of command, Unity of direction, Subordination of individual interest to general interest, Remuneration of personnel, Centralization, Scalar chain, Order, Equity, Stability of tenure of personnel, Initiative, Esprit de corps.Mary Parker Follett encouraged managers to share their power with the employees. She began to talk about such things as ethics, power, and leadership. She str essed the importance of people rather than techniques a concept very much before her time. As a result, she was a pioneer and often not taken seriously by management scholars of her time. But times change, and innovative ideas from the past suddenly take on new meanings. Much of what managers do today is based on the fundamentals that Follett established more than 80 years ago.Relevance of Maslows Theory in Todays WorkforceThe egotism-propelling world of business needs to motivate employees which contradict the past dictatorship by the top management. Through this process of development different perspectives arise and make their mark in motivating employees. Maslows hierarchy of needs alternatively known as the theory Z is one such remarkable innovation that never lost its eminent prospect in motivating employees and still followed all around the world.The Maslows hierarchy calls for the meet up of employees physiological needs on the first hand. In todays world firms focus on i ssues such as food, housing etc which falls in the physiological category to motivate employees. In USA Toyota has a village for its employees that provide housing facilities for its employees.The second parameter is safety. Employees need job security, health support for them and for their families so if this can be ensured employees will surely be motivated. The example of Toyota village can be mentioned once again here.People are by nature hungry for love and as human beings employees also need love and affection. So the insurance of appreciation, sense of belongingness will motivate them and theory Z is very much appropriate in identifying it.In self esteem case employees act as confident contenders in performing a job. They will want achieve something for them and to obtain respect from others. Maslow rightly determine this need as low and mid level managers always try to be achievers. And they want top management to believe in them to take some decisions for which they will b e responsible.Employees at certain time become more creative in what they usually do. In this process of self actualisation employees will need to be handled carefully as they can take the business to a whole new level. So Maslows theory is very much in line with the todays workforce.Evaluation of the autocratic and democratic ways of implementing changes within the organizationEvery company always tries to manage the changes by using democratic or participatory managerial air. Change management is a personal journey along with the organization changes. So each stakeholders views, complaints and concerns needed to be heard and this input signal needs to be incorporated into the change management process. If the organizational changes are imposed on the individuals without showing much respect towards the individual employees the firm should at the same time be prepared for a lot resistance.Change management is difficult as there are negative reaction from the employees. The manag ers should be very much intelligent and competent to change and they must manage employees that they will not be affected badly.People should be given education be open and honest about the facts, but dont give overoptimistic speculation. The information should be given everyone in the organization.People should be given time, to express their views, and support their decision making, providing coaching, counseling or information as appropriate.Where the change involves a loss, identifies what will or might replace that loss loss is easier to cope with if there is something to replace it. This will help assuage potential fears.Where it is possible to do so, give individuals luck to express their concerns and provide reassurances also to help assuage potential fears.Linkage between management style and motivational programsGenerally with the democratic style of management, employees are highly motivated and inverse is the case with the autocratic style of leadership. But this sim ple statement needs better modification. While answering this question I will try to focus on the different motivational practice backed by the motivational theory and its linkage with the management style.According to the Maslows hierarchy of need theory people at a specific point of time has a specific level of need. After the fulfillment of that need a second stage need occurs. Employee who currently has safety and mental needs will not care about the style of management for getting motivated. But in case of employees, who have love, esteem or self- actualization needs cares about the motivational level at the workforce and they will be much motivated with the scientific style of management.According to Douglas McGregor of MIT Sloan School of Management Employees can be narrowly divided into two generic classes- one set of people who are innovative and love to work as to them working is equivalent to play. For motivating them he proposed democratic leadership, flatten hierarchy and team work (components of modem management technique). According to McGregor, another set of employee do not work hard since they find no real interest in the job and like to follow the command instead of thinking creatively. For motivating those types of employees he proposed autocratic leadership, strong chain of command (components of classical management technique).Frederick Herzberg, a psychologist, has segregated different factors at the workplace that affect the productivity motivators and hygiene factors. If there are no motivators like challenging work, responsibility, good management although he doesnt leave the job but still he is not motivated. Firms which are more touch on about the efficiency not retention should incorporate scientific management to motivate the people.Should Higher Education be unthaw to school-age childs?Should Higher Education be alleviate to students?IntroductionBy the end of this essay I will be explain how the system work I will be talk about how education can effect people i will also carry out a research on the place setting bill of how the high education system and its funding in UK over past years and I will analyse some off the point which I have researched over the internet and analysed .I will show the advantages and disadvantages if higher(prenominal) education should be free Higher EducationUniversity is an important right of passage an opportunity to establish independence, to study on areas of interest and hopefully to do so in, stimulating environment meeting new people, and considering new ideas and .I think it is important that everyone should copy this stageHigher education is provided for free in by most off the countries, or maybe at a a considerate set , but not in the UK, The UK has presumably more money at the institutions disposal. However, it also means that higher education may be not that unaffordable to many people at a lower circumstances.Scholarships and loansAs we how that there is scholarships and loans available now but scholarships are obviously not going to be available to everyone and the loans are the loan is a big debt after(prenominal) graduating so as you can see the student dont have a chance in either heretofore to soclize the higher education in the U.K we will need a big overhaul system that will handled with care.The Government has said half of one-year-old people are getting into higher education is failing. Far from rising by around 4 per cent a year. maybe this is why higher education is not free the government cant afford to invest money on student education and student are failing . advantageously we should consider education to be an investment. Statistics suggest that, on average, these with a higher education earn higher incomes.THE BackgroundWhen the New Labour took power in 1997, students had means-tested maintenance grants and no fees. After a year they took off the grant was gone and a means-tested fee regime of up to 1,000 a yea r after 2004 the higher education pushed it up to 3,000 and this will increase very academic year.As you see that huge increase from 1997 to 2009 the normal fees was 1,000 than was increased to 3250The means testing will allow poor people and people with low income to go university .Those how are from low income families should still be able to attend university however the mettle classes benefits the most from university educationAt the moment there has been a very high drop out rate from university and the reason is because students have to drop out because they cant afford the feeFundingMust universities in Britain are state financed, with only one private university University of Buckingham where the government does not support the development fees.Undergraduate and posgraduteUndergraduate students and the students from EU countries have to pay university fees up to a maximum of 3,225 09/10.Loans are available to students depending on there income assist. This may only be used for tuition fee costs. However in Scotland it different they have their fees paid by the students awards agency for Scotland rather than student Finance.. However postgraduate students are responsible for all there fees but however postgraduate have a variety of scholarship and assistantship schemes they might chooses from that may provide support e.g stinting and social research council and many more .The main sources of funding for postgraduate students are through research councilsAdvantages of making Higher Education Free here(predicate) are some off the advantages points* Higher Education leads to situations this is when students graduating end up having extremely high debt on them this was lead to the student loan . Also if higher education was free student will take extra courses which is more effectively* It will decrease the students from drop out ,and push up the passing rateThis will than boost the economy with the touchstone off student graduating from there universiti es with a degree* There will be equal opportunity to everyone to attend higher education this means the poor people and the low-income families will have the right to apply .As you can see that the middle class people are using this opportunity using the money and leaving the poor and low incomes missing the opportunityDisadvantages of making Higher Education Free* There will be less jobs available for everyone the reason because the people who didnt attend university was a high number and by making the higher education free it will increases the graduates and will than decreases the amount of jobs available * The disadvantage about free higher education is that the government will be paying it but however the stistics shows that half off the higher education student fail there course every year this will than show an down decrease in the economic structure add together and get hold ofThe Supply and demand is an economic of price in a market. It explains that in a market, price wi ll function to equal the quantity demanded by consumers, and the quantity supplied by producers, resulting in economic equilibrium of price and quantity.The demand schedule, shows a graphically as the demand curves , represents the amount of goods that buyers who wants to purchase at different prices. The price of goods remain the same however Following the law demand the demand curve is almost always represent as downward line this means that if the price decreases the consumers will buy more of the good.This means that if higher education was to be free the demand on the education will increase .The reason because the people who didnt mange to go for reasons like the fees for the courses they will have an opportunity to apply however there will be a very high demand as because the students use to pay for it now it free. As you can see on the graphExcess SupplyIf the price is set too high, excess supply will be created within the economy and there will be allocative inefficiency. , but those consuming the goods will find the product less attractive andpurchase less because the price is too highThis is how it looks like when higher education is not free ,the fees are too high and student will not be able to attend just how it shown on the graphShiftsA shift in a demand or supply curve occurs when a goods quantity demanded or supplied changes even though price remains the same. For example if the fees for the university was FREE and the quantity of off student applying shows the demandedHowever this shows that if higher education was free there will be an increase in demandConclusionIn conclusion I have identified how higher education should be free to students managed to find out what the student thought about free education I also showed what the advantages was for the free education and the disadvantages I managed to get some ideas however I also used the supply and demand and excess supply I managed to compare them and analysed them .I researched the backg round of the higher education and got some important information which I also analysed .http//www.timeshighereducation.co.uk/story.asp?sectioncode=26storycode=403698c=2http//ingrimayne.com/econ/Introduction/ScarcityNChoice.htmlhttp//www.guardian.co.uk/education/2008/mar/04/highereducation.tuitionfeeshttp//en.wikipedia.org/wiki/Universities_in_the_United_Kingdomhttp//news.bbc.co.uk/1/hi/education/2337183.stmhttp//en.wikipedia.org/wiki/Supply_and_demandhttp//en.wikipedia.org/wiki/Universities_in_the_United_Kingdomhttp//www.economicshelp.org/2007/10/why-top-up-fees-are-good-idea.html