Marks And Spencer Employee Relations

attach And Spencer Employee Relations attach and Spencers has been one of the largest retail markets in the UK and the employee dealings that exist within the connection tolerate both positive and prohibit aspects. Marks and Spencers employee relations have invariably been influenced by the conventional st cropgy of industrial relations. The club straight off has 65000 employees all around the world out(a) of which 80% of the cater consorts directly on the sales floor. MS is amongst the top 6 retail suppliers in the UK and have extended their operations in 29 different countries. approximately of the stores are mainly franchises save it likewise owns a huge number of stores in Hong Kong. The profit employee turnover of MS is close to 7.3 billion. MS non only caters to clothing but has also widened the market by offering different products that range from article of furniture to food and financial services. (Marks and Spencer, 2000)Initially there were problems an d issues with the employee employer family and hence the familiarity had to adopt a different employee relation approach. The club adopted roughly transposes and principles within the forethought such(prenominal) asChange in work hoursCompetitive rate packageEmployee discountsPension schemasBonus and extras (Yvonne, 2010)Change in work timings With the introduction of Sunday trading in the UK, Marks and Spencer had to throw flexible shift timings in order to work on Sundays. Most of the staff work 36-38 hours per week and currently some of the staff work more than normal work schedules. (Yvonne, 2010)Competitive per trackance related rate packages The salaries are frequently matched with the market to keep up with the changes in the market.Employee discounts The staffs and employees of Marks and Spencers receive a discount of 20% on all the get do.Pension Marks and Spencers provide secure retirement benefits for its employees if they have worked in the telephoner for mor e than a year. The comp both also provides summarizeitional health and dental care for its employees. They also provide SAYE for all the employees crosswise the world. (MS, 2007)The social club is non represented by any job marriage ceremony. The employee relation of MS is taken care by the Human imagination Management (HRM) and it is tight aligned to the business objectives and strategies. The trade league in the UK is the most powerful association for protecting employees safes. In 2001, Marks and Spencers had announced closing brush up stores in Europe especially Belgium, France, Germany, Portugal and Spain. The alliance had planned to close stamp out some of the stores in Europe as a part of comprise cutting measure which would suspensor in saving 250 million GBP in 2006-07.The UNI commerce and the field of study trade Union had raised concerns and had tried to bowl over the company decision as it had breached the laws. The Marks and Spencer staff members and the trade meat had demanded to reverse the decision to close the stores in Europe and also to teach and establish talks with the trade union. The trade union actions (TUC) had advocated Marks and Spencer to return and change some of the employment policies and practices. Currently Marks and Spencers are not under any governed trade unions. In 2005, trade union which mainly focuses on employee relations mainly in the retail sector had started race and informing the employees and staffs of MS about the advantages that trade union sack add and also serve the employees with vast knowledge. (Georgina,2006).To deal with these employee related issues, Marks and Spencer had hire a consultation company Business Involvement Group ( tolerant) (HRM in Marks and Spencer, nd)The stakeholders involved in the employee relations motiones of the OrganizationMS has always been cognize for having strong human resource strategies with the help of Human Resource Management (HRM).The HRM helps in laying down strong internal policies and surgical processs which helps in achieving business objectives of the company. The managers in MS are yielded to adopt appropriate strategies that get out help in alter the companys productivity. MS HRM policies also help in contributing to commitment and loyalty of the employees. The HRM also initiated a new change in the company to help the employees and staffs change their attitude towards how they work and perform. Therefore, MS had commenced feedback sessions with its employees on the performance and the areas of improvement and these constant quantity interactions with the staffs had helped the company in ever-changing and developing new skills, increase competence and improve productivity. What is the orientation of the ecesis to industrial relations? If its not unionized, how does MS maintain communicating with the employees?MS follows a sophisticated paternalistic approach which refuses to recognize any trade unions but they ha ve strong internal HRM policies which will help in ensuring that all the employees goals and grievances are taken care of without the involvement of the trade union organization. MS also have a network of elected employee representatives known as regretful (Business Involvement Group) which aims at resolving issues that affect the employees. bombastic provides an opportunity to voice their individual opinion, concerns and grievances. The employees also have a majuscule opportunity to positively affect the organization by providing ideas which will help in improving the work conditions and the productivity of the employees. E very(prenominal) store across the globe has large-mouthed representatives who are usually elected by their staff members to help the other employees resolve the issues. The national BIG aims at-Better communication surrounded by management and staffContinuous development of the employeesBIG also aims at engaging the employees in discussing and debating the various changes that are required which buttocks change the employees workings condition and improve efficiency. MS also have a wide range of learning and development which helps the employees to grow with the company and also achieve their goals. (MS, Employee Handbook, 2009)How does MS handle collective grievances?MS procedure is on hand(predicate) for all the employees to address any issues, grievances and complaints. determine well course of instruction was also introduced in MS which help in creating and maintaining a deep and healthy environment. The grievance mickle be in any form such as workload pressure, employee employer relationship, voices and responsibilities, work stress, organizational environment or even personal relationship. In case, the complaint is with respect to a generic wine company policy, then the internal BIG will handle such issues. The employees line manager provides all the necessary information to the topical anaesthetic BIG and the local BIG flags the issue in the common forum with the national BIG. If the issue is collective and if the complaint is common among other employees, the national BIG contacts the policy owner or the HR to revise the policy and a written response will be sent to the employees who had raised the grievance. MS believes in treating its employees with dignity and any form of discrimination or torment will be dealt very seriously. The company has now 3500 BIG representatives natural covering all its stores. The company also provides workshops to the employees to help in performing the role better. (The Marks and Spencer WorkWell Programme, 2002)How does MS establish fair pay and conditions?The company is sporadically audited which is part of the ethical trading initiative which helps the company, organization, trade unions and human rights department. The company believes in providing grave working conditions and fair rates of pay. Development of standards between the company and the emp loyees suppliers help in achieving continual improvement for the business. The employees and staff working in MS are treated with respect and without violating the human right law. The company complies to the local governments regulations in the to a lower place areas-Working hours and working conditions stripped-down age of employment providedTerms of employmentHealth and safety of the employees remedy from discriminationRight to collective bargainingRate of pay with par with the local labor lawRegular checks in all drudgery and sales sites are made periodically to ensure the working conditions of the employee are as per the rule (Ethical Trading ,2002)If MS is not unionized, how does it regard its relationship with the trade unions?The company has 80% of its employee workforce as women and the company now is 98% unionized in Ireland and there are 2 collective agreements with 2 different unions- MANDATE and SIPTU. The governing reasons for MS to have the company unionized are-So me of the management policies and procedures do not suit the local government as the refinement of UK is not always compatible with the other countries.The conventional system did not help in the change system established by the business.Marks and Spencer are not affiliated with any trade union currently in the UK but many trade unions have been convincing the company to permit trade unions within its operations. The government has also been involved very closely with the operations of Marks and Spencer as it is one of the largest employers in the UK. M S has to comply with all the rules and regulations placed by the government. The company was also asked to submit a report on internal controls and risk management by the government and this had helped the company to remark some issues and obtain control. The company has also faced allegations from trade union called UNITE criticizing the employee relations implemented by the company. There have been a number of advantages for t he employees owing to the partnership with the 2 trade unions in Ireland-compromising working hours introduced for its employees to have a better work life balance. returns sharing pension scheme has been introducedBetter medical facilities available for its employees for easy checkupTraining and development in technological aspects, job analysis and problem solving areas which has helped employees improve their productivity and efficiencyThese changes have helped MS ensure a positive feedback in Ireland and as a get out have also attracted number of candidates for employment. (Marks and Spencer, 2000)The problems in the companys industrial relations culture and practice?The company should allow its employees to join trade unions because the company can discharge a separate internal team BIG working on employee relations which is not very effective. MS also call for to realize that any decisions taken impact many of its own employees which can cause more fiction. The employee p roblems need to be addressed by a neutral governing body who are not affiliated to the company so that the employees problems are addressed and necessary actions are taken. The pension scheme established by the company has also raised concerns among employees. The company has not matched up the profits directly to the employees and the pension scheme introduced by MS was not taken well by the employees. The employee turnover is also senior high in Marks and Spencer as the employees are not satisfied with the working conditions, changes that take place within the organization and other factors. (MS, 2007)RecommendationsThe company unavoidably to introduce a knowledge management process which can be an advantage for the employees and the company. This helps the company to handle the jobs effectively and efficiently. The company should also allow the employees to join trade unions as the internal consultation system BIG is not effective on employee relations. BIG representatives do h ave the technical competence to handle issues put forward by the employees. (Brunes, 2004)MS decidedly need to work on the employee relations area as the rival within the retail sector is high and the employees play a very important vital role towards contribution of a profitable company. Although the company provides a effective remuneration package, refined human resource management strategies and good training development for its employees, the external factors such as constant unconstructive media reports and from the trade unions make it difficult for MS to provide good employee relations. (HRM in Marks and Spencer, n.d)To obtain a good employee relationship, it is very substantial for the MS management to be involved. MS need to have the below HRM approach-Good management leadership to take necessary decisionsClear ground of policies and procedures by the management to prevent any conflicts arising.Management should also get wind the employee involvement in case of any change in processMS management should also develop a good sonorousness with its employees by encouraging and motivating with rewards and recognition.MS should also focus on improving the interpersonal communication skills of all its organizational members.Well define strategy and contingency plans in place to handle any unforeseen event.More employee participation in various events so that it helps in improving the responsibility and commitment.MS management to be more transparent with the policies and decisions made which will help in growth and development of the company (HRM in Marks and Spencer, n.d)CONCLUSIONMS have been very successful in implementing changes in a very effective technique. MS demand to build on its own strength and try to overcome the threats. MS needs to understand the work related issues and try to work on them. Work Well Programme has cited that one of the biggest issues in MS was the presence of good management.Literary ReferencesBrunes, B. (2004) man aging Change A Strategic Approach to Organizational Dynamics, capital of the United Kingdom , Prentice HallEthical Trading (2002), online, available from http//www.examstutor.com/business/resources/companyprofiles/marksandspencer/ethicaltrading.php 8th whitethorn 2010Georgina Fuller (2006), Union Udsaw Seeks recognition at Marks and Spencer, personneltoday, 20th Oct 2006HRM in Marks and Spencer,online Available from http//www.ivoryresearch.com/sample13.php 8th whitethorn 2010MS (2007) Marks and Spencer to revamp closing pension Scheme, accessed, available from http//www2.marksandspencer.com/thecompany/mediacentre/pressreleases/2007/fin2007-01-23-00.shtml 8th May 2010MS, Employee Handbook (2009),Online available from http// bodied.marksandspencer.com/documents/specific/howwedobusiness/our_people/employeehandbook 8th May 2010Marks and Spencer (2000) online, available from http//www.ncpp.ie/dynamic/docs/markspencer_cs.pdf 8th May 2010Stanley Chapman (2004), Socially Responsible provis ion Chains Marks and Spencer in Historic Perspective, Research paper serial publication International Center for Corporate Social Responsibility, The University of NottinghamStaff Writer (2007) Marks and Spencer Neat Pension fund arrangement , Insurance Business recapitulationThe Marks and Spencer WorkWell Programme (2002), online , available from http//www.resourcesystems.co.uk/Conferences/WorkWell%20Handouts.pdf 8th May 2010UK Government (2007), Turnbull Report, available from http//www.frc.org.uk/corporate/internalcontrol.cfm 8th May 2010Yvonne Miller (2010) An Analysis of Employee relations at Marks and Spencer, available from http//www.articleblast.com/Advertising_and_Marketing/General/An_analysis_of_employee_relations_at_Marks_and_Spencer__________________/ 8th May 2010