Its about the human resource policies of Marks and Spencers .

1. Marks and Spencers

2. • Marks and Spencer is a major British multinational
retailer headquartered in the City of Westminster,
London, with 703 stores in the United Kingdom and
361 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

3. VISION
• “The Standard against which all others are
measured”
MISSION
• Making aspirational quality accessible to all

4. VALUES
• Quality
Committed to delivering excellent standards consistently
• Value
Always aim to deliver exceptional value to our customers
• Service
Deliver the highest standards of service to our customers
• Innovation
Strive to stay at the forefront of innovation in both general
merchandising and food
• Trust
Most trusted retailer. A proud heritage of staff welfare,
customer care and involvement in the community. And we
want to continue to build on this.

5. Organizational structure
• Previously followed a tall structure now adopted a
flatter structure.
• Delayering
• More responsibility.
• Quick Decision Making
• More Accountability

6. Recruitment Process
1) Search through their website under the careers section for the
job role you are interested in according to the department as the
company has a large range of job roles available.
2) The search will show all the job roles within the store across the
various branches i. The Marks and Spencer recruitment of
employees is conducted through the Marks and Spencer website
or their hotline.
3)Click on the job role with the most suitable location to you. The
Marks and Spencer recruitment process consists of
an online application form. An FAQ page is available before you
apply to answer any potential queries.

7. • 4)This will require you to create a login as a registered user. A
confirmation email will be sent to you to validate the account
for the Marks and Spencer recruitment process.
5)Once you submit the application form, an email receipt will
be sent to your given email address. Recruitment process is
easy to track, you can revisit the site to track the progress of
your application for a job, and edit your personal details.
6)The Marks and Spencer recruitment process takes into
consideration if you have any disability or learning difficulty, a
number is provided to give assistance to those individuals.
7) Once you apply for a job through the Marks and
Spencer recruitment process, you cannot re-apply for a
position within the next 6 months due to high demand. All
your application details are saved on a secured database for
Marks and Spencer recruitment to access when required.

8. • It also recruits managers at three different levels:
• trainee managers with A-levels undertake 24
months of training
• graduates who join the organisation from university
have 12 months of training
• experienced managers who have retail experience
undertake up to 3 months of training when they
join Marks & Spencer. This helps them understand
how Marks & Spencer operates.

9. COMPETENCY PROFILING
• Job analysis method that focuses on the skills and
behaviors needed to successfully perform a job.
• Marks & Spencer uses competency profiling to
identify gaps in skills.

10. INDUCTION
• Depending on employee’s background and
experience, this will last between one and two
weeks.
• A one-day corporate induction workshop. This is
for M&S graduates from all over the country. Senior
people from the business will be present
• An introduction to M&S stores. This involves
meeting people in lots of different retail roles, and
finding out all about how shops work.

11. TRAINING
On-the-job training
• a form of coaching by line managers. They review a
person's performance and give feedback on their strengths
and any development needs.
Off the Job Training
• Intranet: Staff can find learning materials on this that
enable them to develop their technical skills and business
competencies.
• Workbooks: Are used by staff, often for open learning.
Workshops: Workshops and other more formal activities
provide opportunities for employees to practice their skills
with the opportunity for feedback from other staff.

12. PAY
• Payment is by BACS (Bankers Automated Clearing System) so it
goes straight into your account.
• This happens on the 10th of the month unless the 10th falls on
a Saturday or Sunday, when payment will be received on the
Friday before the 10th.
How pay is calculated
• If on an hourly rate of pay, monthly pay is calculated as
follows:
• Store administered staff
Hourly rate x minimum agreed committed hours x 52.25 /12
• Head Office administered staff
Hourly rate x minimum agreed committed hours x 52/12
• For those on an annual salary, the calculation is:
Annual salary /12

13. PENSION SCHEME
• The Company runs a non-contributory pension scheme and
all permanent employees engaged on or prior to the 31st
March, 2002 have been automatically included in the
scheme .The Company’s normal retirement age is 65 for all
staff.
• If employee’s current permanent employment commenced
prior to 1st January, 1996 the employee may retire at age
60 without pension discounting for the years between 58-
65 and you will qualify for a ‘bridging pension’ up to state
pension age and pension will be calculated by reference to
discount factors.
• When employee retires, he will receive a pension based on
his/her salary and service, including the option of a tax-free
lump sum.

14. GRIEVANCE PROCEDURE
• Put it in writing initially to the concerned line
manager or HR manager. If it is not appropriate to
discuss the matter within the department or store
or the grievance is unresolved.
• Contact in writing the Head of HR or HR Manager
for the appropriate business unit/region.
• If its still unresolved the Divisional Head of HR or a
Business Area Head of HR is responsible for
reviewing all investigations and bringing the matter
to a final conclusion.
• The Welfare Helpline is also available.

15. Employee Rewards and Benefits
• Employee Discount: For all the store purchases ( excluding
technology and certain kitchen electrical products the
employee gets a 20% discount . A family member who
permanently lives with the employee is also given a card to
make use of the discount.
• Bonus : The annual Bonus Scheme is open to all employees
in Head Office and Retail Management. Bonus targets are
linked to team and Company performance.
• Sharesave: By joining Sharesave a person can save any
amount between £5 and £250 each month for 3 years, and
at the end of 3 years you can get your money back or buy
shares at an exclusive 20% discounted price, which is set at
the start of the scheme . Starts in November each year.

16. • Perks: A range of over 1,500 discount deals to help save
money every day. Special discounts on a wide range of
holidays, leisure attractions, healthcare products and many
more products and services.