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

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Page 2: Organisational structure and careers

the layout

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. This means that they must be prepared to explain and justify the decisions that they take.

The Marks & Spencer Head Office in London employs around 3,000 people. These employees have specialist roles within the organisation. There are the buyers of stock, people involved in managing stock and its layout within stores, and staff working in marketing or accounts.

The changes within Marks & Spencer have created a business that now has a flatter organisation structure. More than 60,000 employees work in the Marks & Spencer stores, many in management roles where they lead and motivate a team of people. The company also has many franchise outlets overseas. These employees also have training needs.

Marks and Spencer | The role of training and development in career progression
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