The document discusses human resource management and development at M&S, outlining their strategies for workforce planning, recruitment and selection, pay rates, job evaluation, benefits, and suggestions for improving HR practices. It provides details on M&S's employment forecasting, recruitment process, job roles and pay ranges in the UK and India, benefits package, and recommendations for enhancing areas like staff communication, training, work-life balance, and treating all employees equally.

1. Human Resources Management and
Development
Sainath Balasani
BalReddy
Anthangari
Gurdeep Singh
Advisor: Agita Donina

2. 1. Business type
2. Company structure
3. Work force planning and forecasting
4. Pay rates
5. Job evaluation
6. Rewards and benefits
7. Suggestions for improving HR
8. Conclusion
Contents

3. • Engaging employees in our
plans and ensuring we have
the right people to deliver
our growth ambitions
• Delivering continuous
improvement across all
operations- underpinned by our
plan A commitment to drive
sustainability
• Driving profitable growth
through increased sales and
effective cost and margin
management
• Delighting customer with
innovative "only at your m&S"
products ,suported by an easy
and enjoyable shopping
experience across all our
channels. customer financial
people
ways of
working

4. Human Resources Department Support of M&S
Human Resources Department Support of M&S
 Promote Working environment free from discrimination and harassment
 Giving everyone equal treatment in all aspects of employment
 Delivering a training program
 Provision of Incentives
 Rendering of Quality services to their customers
 Giving everyone equal treatment in all aspects of employment
 Delivering a training program
 Provision of Incentives
 Rendering of Quality services to their customers

5. Strategy and the Basic HR Process OF M &S

6. Employment planning and forecasting
Recruitment build a pool of candidates
Applicināts complete application force
Selection of tools like test to screen out most
applicants
Supervisors and other interview ,final candidates to
make final choice
Candidates
become
employee
Planning And Forecasting

7. Forecasting
Forecasting in the organization is to estimate the size of staff to meet the goals of company or organization where it
has two analysis
 Trend Analysis
 Ratio Analysis
Forecasting the supply of internal candidates
• Organizational must know the knowledge skills and abilities of internal candidates
• Organizations can use qualification, inventors which are manual or computerizes listing employee education,intersits
languages and special skills etc.
They can go further and create personal replacements charts which reflect the present performance and portability of
potential replacements for position
Information like this is very helpful for the organization in planning things like retirements and reacting to quickly to
resignation
Human resource system
Computer programs that help organization construct employee replacement
External candidates

8. Job type Pay range UK P/H India P/M
Customer Service Assistant £6.49 - £7.76 Rs 12,000
Retail sales Assistant £5.30 - £8.02 Rs 18,000
Visual Merchandiser £6.98 - £9.33 Rs 24,000
Retail store Assistant Manager £7.57 - £13.91 Rs 35,000
Most employers and business owners just want to pay their employees the right rate of
pay but are burdened with the difficulty of finding how to do this. It can be hard to find
the correct wages for staff who work either full-time, part-time or casually.
Pay structure

9. The Recruitment & Selection Process at Marks and Spencer
The Marks and Spencer recruitment process takes job applications via the website or phone.
The Marks and Spencer recruitment process is as follows:
1) Search through their website under the careers section for the job role you are interested in
according to the department
2) The search will show all the job roles within the store across the various branches in
3) Click on the job role with the most suitable location to you and fill online application form.
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.
6) 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.
Job evaluation

10. Benefits:
 Generous holiday entitlement
 Extremely generous discount throughout the whole store
 Contributory pension scheme
 Long service awards
 Performance related incentives
 Discount: up to 35% off shopping in our stores.
 Commission: team members can earn up to 2% on everything they sell.
 Pension: a Defined Contribution scheme provided by Aviva.
 Bonus: For managers and Head Office team members.
 Life Assurance: free, for all Selfridges team members.
 Ticket Loans: interest free season ticket loans.
 22-27 days' holiday, plus bank holidays (subject to any store operational requirements).
 Incentive and commission schemes for Sales Associate roles (dependent on the area you work in).
 For all other roles, bonus potential of 5-40% of base salary (dependent on the role and area you work in)

11. Suggestions for HR management
Some recommendations for Marks and Spencer’s are:
 Periodical staff/management meetings including collective team-feedback -rather than
individual one- would be a big plus.
 Very poor cross-department communication, concession partners treated poorly, long hours that
change with little notice, poor work life balance are some common cons that need to be
concentrated and the authority should take necessary steps to prevent these.
 Adequate training for every staff is mandatory as it is related with selling luxury goods.
 There should be an equal opportunity for every employee and the workplace has to be favorable
with them.
 Listening to own staff and learning from them are other important prerequisites.
 The integrity and honesty from the authority is a must.
 Long working hours is another drawback for Selfridges which needs to be solved efficiently.