• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
  1. 1
  2. 2
  3. 3
  4. 4
  5. 5
  6. 6
  7. 7
  8. 8
  9. 9
  10. 10
  11. 11
  12. 12
  13. 13
  14. 14
  15. 15
  16. 16
  17. 17

1. explore the process of recruitment planning

Extracts from this document...


In this assignment I am working as a chief executive for Boots plc. Boots is a nationwide chain store that accommodates the outlets of the UK's town and city centres and out of town retail parks. Boots are hoping to open a new store in an out of town location within Stoke-on-Trent. High streets are becoming out of fashion and therefore more stores are deciding to open outside of the town just off a motorway for example where parking is available for ease of carrying your purchases to the vehicle. Therefore Boots are going to try and open a small store in a tourist location that wouldn't typically be a first choice for a Boots store, but by trying a new location there is a chance that Boots could reach a new audience and gain new customers. It is going to be my job to arrange the recruitment and selection needed to open the new Boots store in 6 months time. My learning outcomes that I hope to achieve are - 1. explore the process of recruitment planning 2. investigate the selection practice 3. explore recruitment practices and procedures 4. review the impact of recruitment and selection legislation throughout this assignment I will produce a recruitment and selection manual that will not only help Boots recruit their new staff for the new store, but also for any other businesses that are wanting to recruit and want to know how to produce documents such as a job description, person specifications etc. Stages of Planning (Flowchart) It is important that the process of recruiting a new member of staff for the new Boots store is planned correctly. All of the stages need to be done correctly and in the correct order. If the flow chart is followed correctly then by the end of it a new member of staff that is the best possible applicant for the post will be employed. ...read more.


of work - Discover Trentham, Stoke-on-Trent Hours - 9am-5pm, Monday-Friday Salary - �6.75ph subject to annual rise Accountable to - Richard Baker, Executive Director Accountable for - Weekend Staff Responsibilities/duties - Work on Till point, Stack Shelves, Direct a team of workers. Physical position - An office will be provided in the back of the store that will be shared with other managers and will give a space to complete documents. Appraisal arrangements - Appraisals will take place yearly Job summary 1. Direct a small team of weekend workers in a small Boots store 2. Able to work in a team 3. Be technologically trained to be able to work a till and computers. Person Specification A person specification is derived from the job description by translating the job activities into the specific skills and abilities required to perform the job effectively. It is a list of the skills, qualifications and abilities a person will require to successfully perform a particular job. The list will contain essential and desirable characteristics. A person specification may look like this - Essential criteria How tested Desirable criteria How tested Education/ qualification 5 A*-C GCSE A Up to degree level in business management A Experience Business management in any form A Business management in a Boots store or cosmetic store. A Skills/abilities Able to direct a team and be responsible for others. T Be computer literate T Knowledge To understand the running of a retail store I N/A N/A Attributes N/A N/A Able to understand the pharmacy if ever the pharmacy staff are sick or ill T Key A - Attributes I - Interview T - Test *Materials required For the job to be done there are certain materials required. This is most likely to include a computer which is vital in any business. Maybe things such as a personal desk for the person in that job. it could even go as far as uniform but in the case of head office work it wouldn't require a uniform, only formal clothes, but in some cases a clothes allowance is given to employees to pay for these materials. ...read more.


It reads as follows "We're committed to encouraging everyone to contribute in an environment where they feel respected and valued. We constantly monitor the make-up of our workforce in terms of ethnic origin, gender, age and disability. We've been running a series of briefings which help people acknowledge and value the many ways in which we're different. These sessions communicate what harassment and discrimination actually mean, how to recognise them when a colleague is being affected, and how to take action." Ref. www.Boots.com * It is not just the acts that need to be followed to ensure that Boots are being discriminatory or unfair. Boots also need to ensure that the relationship between the candidate and the panel is controlled to make sure that there is no unfair advantage or bias interviewing. For example if the candidate is friends with one of the people on the panel then they could be bias in favour of the candidate. This is the same for things such as being in a relationship with someone on the panel either past or present. It can go against the candidates favour also. If the panel has a grudge against the applicant then they are unlikely to get the job, even if they are the best person they have interviewed, this could lead to an inferior candidate getting the job. Therefore there are rules in place for these eventualities. Boots need to be prepared for things like this to happen and have standby panel interviewers so in the case of a candidate knowing someone on the panel, they could take over and the person originally in the panel not interviewing that one person. Furthermore Boots have to trust the candidates when they investigate and ask them if they know anyone on the panel. It may not always be able to be proved so they need to rely on honesty by both the candidate and the panel to ensure that they comply with ethics and equal opportunities. ?? ?? ?? ?? 1 Martyn Fox Task 1 Recruitment and Selection ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Recruitment and selection process for Boots.

    The person specification is very large and many aspects which are required can only be done by experiencing the work, building up knowledge and remembering what to do. A person specification usually consists of seven point plan which are- Physique - health and appearance -this is where the employer looks

  2. Tesco Recruitment and Selection

    in local stores on the noticeboards which is the easiest way to let the applicant knows about the vacancy and it is the cheapest way to do. Tesco advertise online because as customers searching for an item or shopping online they will see the advertisement Tesco also use other methods such as Recruitment Fairs and Job Centre.

  1. The Boots organisation is a public limited company (PLC).

    This will in return improve Boots and make the service they provide better. So profit is extremely important in a business. It also gives good indication to external investors to invest money in the business. Investors want to put their money where they can make most profit and if you

  2. Analysis of a Company: Boots Chemist

    > Regular reviews of practices in recruitment, selection, promotion and training to ensure they provide equality of opportunity. > Monitoring the composition of the workforce, and its policies and procedures to ensure the Equal Opportunities Policy is being properly implemented.

  1. The report will supply a detailed analysis of Royal Mail and how it came ...

    This problem was addressed and the Royal Mail now measures its service end to end. Indecently, due to this new commitment their percentage figure soared up to 86%6 in August 1991, which rose even further to 88.5%7 making them the European leader.

  2. Factors to be considered when planning to fill a vacancy and carry out an ...

    of an insider, however there is always a risk attached to hiring an outsider who may only prove to be good on paper. The disadvantages to recruiting internally are that... * You will have to replace the person who has been promoted.

  1. Business at Work - ASDA

    Interviews with customers regarding any problems with complaints or orders Messages Memos To inform other departments about meetings etc. Payments to supplier To tell them that something is wrong with a product Meeting Made or lost any profit To talk about something important or about any changes in staff rotas

  2. Identify how two organisations plan recruitment using internal and external sources

    Usually quicker and less expensive than recruiting from outside Disadvantages of recruiting internally: Limits the number of potential applicants for a job External candidates might

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work