HRM in Marks and Spencer

The first 200 words of this essay...

People Management and Development

BSPG204

Module Tutor:Dr. Dennis Wright

HRM in Marks and Spencer

Words Count:2,056

Award Title: MGM (2003-2004)

Student: Hao Chen (Colin)

Registration Number: 03904301

19/01/2004

HRM in Marks and Spencer

Introduction and Background

Marks and Spencer, established 1894 in Leeds,UK and as one of the most recognized brands in the UK and worldwide, had been hugely successful in terms of both profit and market share until the late 1990s. However, after that it suffered a reversal in its fortunes. Correspondingly, its organizational structure and culture also underwent certain transformation. The set of dramatic changes include changing top executive and their managerial philosophies. Now, it seems to be on the road to recovery after these radical changes. This article focuses on human resource management in M&S, analysis ranges from its traditional paternalism culture to new HRM practices.

Paternalism & Unitarist Characteristics

Under paternalism, employers and employees view the company as a family. It's different from traditional manufacturing culture. The separation between the shop floor and management and feelings of 'them and us' are what might be expected within a traditional manufacturing culture, where the employment