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Recruitment Case Study. During the recruitment process BHS use many documents such as Job description forms, application forms, person specification.

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Introduction

´╗┐British Home Stores (BHS) Business History Over the past 70 years, Bhs has grown from a single store in Brixton in 1928 to a multinational retail company both in the UK and overseas. At the beginning when the store first opened the highest price of any item they sold was one shilling they sold lighting and had self service cafes and food departments. BHS became a public company in 1931. In 1945 it was decided prices should not be sole marketing strategy, so they introduced a policy of quality and value for money. In 1985 they started successfully overseas programme with their first franchise store in Gibraltar. As their store abroad done very well they then decided to open others in Europe and the Middle East. In 1986 they came together with Habitat and Mothercare to form Storehouse. This had a stronger presence within their merchandise ranges and store design and 'Bhs' replaced British Home Stores as the registered company name. Their first store dedicated to homewares was opened in Bath in May 1998. In May 2000 Philip Green bought Bhs from the Storehouse Group. Bhs Ltd is now a private retailer. ...read more.

Middle

Legal - the job description shows an important part of the legally required contract of employment Appraisal of performance - individual objectives can be found on the job description Contents of a Job Description The main contents of a job description are: - Job Title: This is very important as it shows the person what the job will be about and the level of job within that role for example Finance Director would be a more higher role than Financial Accountant even though both jobs are in the finance department. It should also state if the job will be permanent or part time and the hours you will need to work for. - Reporting responsibilities: who is the immediate boss of the job holder; this also tells you who you need to go to if you have any problems. - Subordinates; who reports directly to the job holder - Main purpose - who is involved in the job overall - Name of compiler and approver: this is the person who designed and agreed the job. - Main tasks and accountabilities: description of the main activities to be accepted and what the job holder is expected to achieve for example in the case of the Management Accountant this might include Complete monthly management accounts by 10th working day of each month and prepare report on main performance variances. ...read more.

Conclusion

What a person specification looks like The most common approach now used by recruiters is to use "competencies" These are then classified as "essential" or "desired" to decide which are most important. Person specifications have to be prepared and used with great care. It is important to make sure that the list of essential or desired competencies does not lead to unlawful discrimination against potential employees -The Title of the job and reference number: it is important to include this as it tells the person what the job involved. The reference number makes it easier for the organization to send out details and keep information on file. - Location in management line: will make it clear to the person if they are suited to the job or not. - Physical characteristics: Working in a store you must be a friendly person as you will need to talk to costumers if you are rude the business will start to lose their customers. So depending on what the job is if a person needs to be physically fit or a certain gender this should be included. - Attainments, qualifications and general intelligence: this information shows the level of qualifications that the person should have. - Special aptitudes: This information lets the person know what specific skills they need to have for the job. ...read more.

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