Brief History Of Next

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Richard Johnson

UNIT 15: RECRUITMENT & SELECTION

BTEC ND GROUP 3 YR 2

 
INTRODUCTION
Brief History Of Next
The company I will be reviewing for this assignment is NEXT Retails Ltd (located at lakeside shopping mall), which started operation in February 1982 comprising of four departments within their stores namely: men’s wear, women’s wear, children’s wear and homes department.

Presently NEXT have 350 stores around the UK and Eire and 50 franchise stores overseas. Over the last few years several larger format stores have opened across the UK and, in the summer of 2005, NEXT will be the anchor store at the new Manchester Arndale Centre with a store in excess of 80,000 square feet. The success of NEXT's unique and innovative shopping concept has provided an outstanding record of achievement in a comparatively short period of time.

   
Role Of Human Resource Department in Next.
In Next, the priority of the HR department is employing staff and making sure that the employees comply with the policies of the organisation. Also anything that has to do with conducting training for new and existing employees to keep up with the changes within and outside of the organisation. For example, when new staff are employed, the HR manager takes them round the store to show them how things are done on the shop floor, with the job description of that particular staff explaining what they are meant to do.


The HR department makes sure all employees are trained properly in order to carry out their duties successfully. To help the employees the department ensures that they are able to learn and develop their skills right from day one, through an orientation session. This includes a familiarisation within the store with the fire and emergency procedures and basic health and safety rules.  During this session the job role will explained in detail together with the company’s expectations of the employee.

Also the HR department is responsible for the welfare of the employees and the only source whereby employees can channel their problems through the organisation. They make sure they are treated withutmost respect and well catered for health wise etc.

Task 1: Recruitment Planning

  This can be defined has a process whereby an organisation forecast how many employees will be needed for future employment to be meant. This entails the comparison of the present workforce and their expectation for the future.  Also setting up a plan, which involves the hiring, training and redeployment process with some employees losing their jobs if necessary.

                                Hierarchy Chart Of Next

         
              Chief Executive Officer

                                 
Sales Director
                                   
                                             
Regional             Regional                               Regional                         Regional
Manager            Manager                              Manager                         Manager

   Area                 Area                                          Area                             Area      
 Manager         Manager                                Manager                       Manager                  

 Store            Store                             Store                  Store
Manager     Manager                         Manager              Manager

Floor            Floor                              Floor                   Floor
Manager      Manager                        Manager               Manager
 
Staff              Staff                              Staff                      Staff

From the diagram above, it shows that the company adopts the line structure of operation where the employees report to their designated floor managers if the need arises. Using this type of structures, it promotes co-ordination, organisation and avoids employees being confused on whom to report to or ask questions in important situations.

Definition

Recruitment

Is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment.

Process Of Planning Recruitment & Selection

(1) Identifying vacant positions

When there are staff shortages, the HR department takes note and forwards a proposal with the list of vacant positions to the Head of the store explaining that they are short of staff to carry out the various duties in the organisation and the need for recruitment.who then approves it in order for the process to start, from that point onwards the HR department starts planning towards that process.

(2) Preparing the Job Description & Employee Specification

 In this process, the HR department is saddled with providing information about the purpose, responsibility and relationship surrounding the post. The job description gives the applicants enough information regarding the positions avaliable and how to apply. An Employee Specification will also be prepared defining the attributes required to do the job is drawn up. So far descriptions are part of the contract of employment and should not be so detailed as to become restrictive. The organisation (Next) has a policy that all eligible persons shall have equal opportunity of employment and advancement on the basis of ability, qualifications and aptitude for the job.

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Below is an example of the content of job description

  • Title of job.
  • Department & Location.
  • Broad terms.
  • Responsible to whom.
  • Responsibilities.
  • Scope of post (position within the job).
  • Name of Compiler & approver.
  • Date of issue.

(3) Advertising the Position

Normally all vacancies are advertised both internally and externally and that appointments should be made following open competition. In some circumstances, the person responsible for authorising the advertisement may determine to restrict advertising in the first instance to internal applicants.

Placing the Advertisement A Recruitment Advertising form, available from the Personnel Department, ...

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