• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Analysis of how relevant labour market trends relate to the ongoing human resources planning of Marks & Spencer

Extracts from this document...

Introduction

Analysis of how relevant labour market trends relate to the ongoing human resources planning of Marks & Spencer When analysing the information of the labour market statistics, it is noticeable that M&S have explored national and local labour markets in relation to its workforce, which can be used in the nearest future. The relevant labour market trends are very important in human resources planning; because Marks & Spencer have to plan how they go on to conduct new recruitments, hiring the right people suitable in the labour market. The main initiative of Marks and Spencer using labour market statistics is to plan ahead of their current competitors and rivals. Therefore the Human resources will be able to forecast and carry out projections of its future staffing needs. By carrying out this, Marks and Spencer can develop the right strategies for recruitment, training and development of its employees. They use labour market trends, such as external labour market that show the amount of vacancies in a job centres, if they can see if they are able to plan to recruit. By looking at the availability of skills, Marks & Spencer can predict whether their future plans to employ certain number of people with certain skills can be attained, depending on the availability of workforce. ...read more.

Middle

A skills questionnaire may also be of help to the Human Resource Department to identify possible mentors and to plan training events if skills shortages are identified. This information is of use to the Human Resource Department when deciding whether to advertise internally. (Unfortunately it was not possible to gain a skills questionnaire from Marks and Spencer). Statistics and information would be collected on employees already within Marks and Spencer, which would cover the following areas: * The number of employees in particular job categories * The skills available * Skills analysis * Performance results * Promotion potential * Age distribution and length of service * Staff turnover The number of employees in particular job categories This figure will give a broad overview of the numbers in M&S who already possess certain broad category skills, for instance in a Premier division football team this could be the number of strikers, midfielders, defenders or goalkeepers. Or it could identify those who already have Premier division experience and those who are novices at that level. The skills available It may be helpful to identify the current skills held by the labour force and see how many of these are transferable (a skill used in one particular job may be transferable to another job). ...read more.

Conclusion

Too high a level of staff turnover will mean that there will be high additional costs of staff replacement and recruitment, additional training costs and disruption to the quality of service or to production. Conclusion In conclusion I have found out the importance of analysis of labour market and its effect on HR planning. The employees are M&S biggest investment, they are the main aspect of driving the business forward, they are the closes people to costumers, they are the minds of business and therefore the biggest assets of the organisation. It effects the HR planning effectively because their responsibility is to recruit the right employees, keeping the cost to the minimum. Therefore the labour market information provides them with vital information which affects their plans of recruitment. However I have also realised that it isn't only the current recruitment which benefits from the labour market information, it is also used for future prediction. HR planning must predict their employment situation in future periods, in order to prevent any errors with the availability of skills and employment. ?? ?? ?? ?? Unit 4 Omid Ashrafi 15-A1 ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. HRM in Marks and Spencer

    Moreover, every aspect of the company was rule-driven. Most of employees feel rule-bound and they are not encouraged to use their personal discretion as well. Nevertheless, they gradually realized their culture are fall-out-of-step and with the implementation of new HR strategic, M&S becomes open and receptive, moving from a culture of paternalism to a more sophisticated culture of choice.

  2. Human Resources Assignment - Sainsburys.

    To work in this area a person will need creativity, confidence and commitment. The Quality and Innovation Graduate Development Programme lasts for 12 months, and to join the programme a person will need a good degree in a food related subject or life science degree.

  1. Analyze and evaluate the strategic decisions made by Marks and Spencer (M&S) in different ...

    When an individual acts as a decision maker, his behaviour is determined by a variety of psychological factors, personality, perception, his willingness to accept risks. His behaviour is then referred to his management or leadership style. An autocratic style of leadership means that the managers make all of the decisions and communicate them using a one-way method.

  2. So how do Sainsburys plan? Sainsburys Human Resource department analyses the future of the ...

    This was one of the first theories of motivation recognized, and used in business. The whole theory is based around an autocratic style of management and mass production techniques were developed from his ideas. What today's managers have learnt from tailor's theory is that: There should be careful selection of staff depending on their different abilities.

  1. Human Resource Planning.

    The employees may think that they have not been trained to the same standard as the company's requirements. There may also be conflict with staff and managers because of disagreement of ideas they may have. One may have an idea and the other one thinks that it will not work and has a better idea.

  2. Managing Human Resources in Marks & Spencer.

    Source: Graham & Bennett 'Human Resource Management' (7th edition) As workers become more empowered, it is argued, there is less need for the management of relationships. As each worker becomes more responsible for their own quality of output, then there is less left for the Personnel department to do.

  1. Career planning at Ikea

    Ikea gives its employee many opportunities and help in developing their careers. Those include Educational Assistance Programs, training and development programs, career plans ("Paddle your own canoe"), Self-managed Learning, Flexible Working Hours, Succession Planning, hiring and promotions policies. Educational Assistance Program, Training and Development: Educational Assistance Program gives employees monetary benefits for taking certain training or courses.

  2. This is a report on Marks and Spencer a well known retail company in ...

    They do this by creating exclusive products for the customers. The company aims to put the customer first in everything they do and offer the highest values of customer care in order to satisfy them and with the customer satisfied, this will bring in profit for the company depending on whether they break even.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work