Human Resources Management and DevelopmentSainath Balasani

BalReddy Anthangari

Gurdeep Singh

Advisor: Agita Donina

1. Business type2. Company structure3. Work force planning and forecasting4. Pay rates5. Job evaluation6. Rewards and benefits7. Suggestions for improving HR8. Conclusion

Contents

• 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

peopleways of working

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

Strategy and the Basic HR Process OF M &S

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

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

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

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

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)

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.