The role of training and development in career progression
A Marks and Spencer case study

Page 1: Introduction

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As an organisation develops, it creates working practices within the business that reflect its way of doing things. These practices become embedded in decisions and operations. The way of doing things guides and influences employees as they carry out their work. However, when organisations develop a new business strategy this creates a process of change. This leads to different ways of...
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Page 2: Organisational structure and careers

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The changes within Marks & Spencer have created a business that now has a flatter organisation structure. The business lost a number of layers of authority through a process of delayering. This means that employees throughout the business have more responsibility. This enables them to make quick decisions when required. At the same time, these employees have more accountability than before...
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Page 3: Identifying a training need

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In a flatter organisational structure, many employees have bigger jobs. There are higher expectations that staff can contribute more to the organisation. Marks & Spencer needs to keep its staff well-trained and able to respond to the business needs. There is also a need for succession management. When individuals either retire or move from one job to another, managers have to plan their...
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Page 4: Training and development

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All managers at Marks & Spencer are able to create a career planning profile. This enables them to focus on their next target role. They can then develop a career path to support this ambition. Staff identify specific training needs based upon the technical skills and business competencies for that role. The profile also highlights what programmes of training Marks & Spencer needs to...
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Page 5: Benefits of training and development

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Training and development brings benefits to both Marks & Spencer and its employees. Training provides a series of planned learning experiences for individuals and builds their technical skills and business competencies. Training also helps to improve efficiency and can motivate employees to do well. This helps to make positive changes to the way in which they work and make decisions...
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Page 6: Conclusion

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This case study highlights the link between the cyclical process of performance review and the way in which individuals can develop a career path. This allows employees to manage and plan their own training and development. By using a framework of technical skills and business competencies, Marks & Spencer is able to develop a precise link between the requirements for each post and the...
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