• 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
  18. 18
  19. 19
  20. 20
  21. 21
  22. 22
  23. 23
  24. 24
  25. 25
  26. 26
  27. 27
  28. 28
  29. 29
  30. 30

Boots has a policy of retaining good staff; this is because the recruitment and training process is expensive. The business helps new staff to settle

Extracts from this document...


INTRODUCTION Human resources is concerned with the employees of a business. The term; 'human resources' has replaced the old- fashioned word personnel. Human resources according to N. Bloom is "the function that contributes to organization success by planning for, acquiring, deploying, maintaining, and developing a productive and cost-effective workforce." Modern businesses regard staff as the most important resource; human resource management (HRM). Businesses therefore motivate, train and develop staff, as unmotivated staff do only minimum work required. Staff that are well trained are keen to do their best and committed to the aims of a business. Employees not only want a respectable salary but also want: - good working conditions - fair treatment by their boss - opportunities for training - fair treatment irrespective of race, gender or disability Human Resources Activities 1. Recruitment, retention and dismissal: The human resource function is responsible for recruiting new staff in boots. Boots has a specific recruitment policy which must be adhered to. Everyone involved in the interviewing and selection process is trained on laws relating to equal opportunities policy and best interviewing techniques. This reduces the possibility of any applicant being treated unfairly and ensures the best candidate is recruited. Sources of recruitment in Boots: - Online application (e.g. Graduate recruitment website, www.boots.com etc.) - Job centres (e.g. Borough job centre) - Recruitment agencies (e.g. Reed, Adecco etc.) - Advertisements in the press and journals (Business Times, Metro etc.) - Internal advertisement (on staff notice board, Boots employee magazine etc.)) The Boots Company offers recruitment programmes for general entrance, and schemes focused on school leavers and graduates. The company looks for various qualities in potential Boots employees. In addition to academic ability, they look for people with extra-curricular competencies such as interpersonal ability and team-working skills. If the vacancy creates an opportunity for promotion, it is advertised internally. Boots has a policy of externally advertising only low-level jobs. ...read more.


can be easily identified For employees - Unsuitable applicants would not apply for the job - Applicants can see clearly what a job entails - Applicants can see what there duties and responsibilities are Advertisement planning Boots communicates vacancies to the public by means of advertisement, collated by the personnel department. Boots uses various sources for placement of its adverts including; - Staff notice boards - Store front notices - Job centres - Dailies (metro, The Times) Good Advertisements contain the following elements: - Job title (main heading) - Job description (job requirements) - Location (location of organisation and job, if different) - Salary (salary level and scale) - Qualifications and experience (minimum levels) Job Applications Letters of application Application letters are letters written by prospective employees signifying their interest in a business. Boots only accepts application letters for managerial roles. They are expected to have a clear structure, interesting and very legible. They are used to support application forms and curriculum vitae. They contain the following information: - reason for application - self development programmes undertaken - skills and knowledge acquired Curriculum vitae CV's is a summary of a candidate's ability, qualifications and experience to date. CV's are the main recruitment tool in Boots. It contains the following information; - personal information - education and training - qualifications and references The Shortlisting process At the advertising a position, many applicants are received from interested candidates. The recruitment officer or manager sifts this through carefully. Applications that don't meet certain criteria are discarded away, and those that meet the required standards are invited for interview. This process is known as shortlisting. The Interview process The recruitment and selection process is closely knitted. Selection is the process of choosing people to work in a business. Selection interviews in Boots are well organised, they are arranged at convenient times, location and present to candidates a realistic picture of the job. ...read more.


It is also worthy to note that Boots mission statement is the guiding principle for its human resources. It states that: The Boots Company intends to become the leader in wellbeing products and services in the UK and overseas. This will be achieved through a major programme of change to a more integrated and focused company supported by the power and values of the Boots brand. Boots Company is committed to treating all members of staff and applicants for employment in the same way, regardless of gender, sexual orientation, race, ethnic origin, marital status, age, disability or religion. This commitment includes: * The elimination of discrimination of any sort, including harassment. * The promotion of equality of opportunity in employment. * A continuing programme of action to make the policy fully effective. * Employment policies that aim to ensure that people receive treatment that is fair, equitable and consistent with their skills and abilities. * 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. Staff and job applicants are expected to co-operate in this process. Boots Company believes that everyone benefits from a working environment where respect for the individual is encouraged, and if staff feels they have been treated in a way that is contrary to this policy the issue should be dealt with by a senior manager, or directly by Personnel. Boots Company will make every effort to secure a satisfactory resolution, either by informal means, or formally through the Grievance Procedure. Training in new skills is being built into development programmes throughout the organisation. Increased investment in customer service training, which's been successfully trialled in the new core format stores, will be extended to all stores this year. A change in store management structure has given greater opportunity for its people to influence what happens at local level. ?? ?? ?? ?? 1 ...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.

    A job description also gives the applicants other details of the job which are necessary such as- * Actual job title * Location of the job * Duration and hours required * Main tasks required * Pay and other benefits * Person to contact and place to apply.

  2. Produce a case study comparing two business organisations, investigating the extent to which each ...

    Their aim was to produce higher quality goods, deliver them more quickly, and to do so at better prices. But strictly in that order of priority - better, faster, lower cost. Marks & Spencer took the Quality Food & Drink Awards by storm in November 2002, winning 11 awards at

  1. Training and Development.

    B&Q believe that in house training/on the job training is advantageous for their new employees because the individual is not being taught in the artificial environment of a training establishment and then expected to perform the same tasks and use the skills they have developed on different machinery and equipment in the real working environment.

  2. A study of Asda's personnel performance indicators.

    Departments could try flexible rota's so that if colleagues need a day off (i.e. to deal with a family issue) they can take a day off and make the time up on another day. This is likely to reduce labour turnover and absenteeism, but it could cause managers a problem

  1. Report: Type of ownership of J-Sainsbury

    The brief includes the following information, the on- pack product name and description, ingredients, nutrition information, size and weight, best before/ use by date, storage, cooking instructions and any claims that are to be made, if it is suitable for vegetarians.

  2. Discuss the role of HRM in enhancing employee performance. Use examples from recruitment/selection, reward ...

    up a chain; if one of the links is missing, then the chain is broken and the desired effect is lost. The adoption of all the practices is termed multiplicative. Bundles, on the other hand, are seen to be additive.


    it is advisable to review who should be involved in the decision making process. This is particularly important for people who act as agents of change. Their decisions can affect many people, and key groups affected should be consulted about important decisions.

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

    Distribution advertising and administration cost escalate > Decision-making becomes time consuming and emasculated because of decisions by committee. > It becomes slower moving because of its size and structure. The PLC is vulnerable to the speedier and more dynamic activities of a small and young business.

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