• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Human Resources at John Lewis use labour market information to help them with there HR planning

Extracts from this document...

Introduction

Task 3 (E2) Human Resources at John Lewis use labour market information to help them with there HR planning. The information allows us to look at local employment trends so they can indicate the availability of labour in certain areas, so they can see whether it is in fact easy or difficult to hire .It also can be used to see whether a large company has made employees redundant which means there will be more workers available with the skills that could be transferable to the job. Local skills shortages is another piece of valid information that Hr department find valuable as they can expand their own training schemes for employees to build up their skills. Hr feel that coming together with fellow companies and employers in the area in which is in a similar industry, can support local schools and colleges so that people can develop their skills early on. Competition for employees is important for Hr to be aware of, as they will want know whether fellow competitors are enlarging the company and will in turn have a larger demand for labour. Human resources use this information inparticualr to overview the level of unemployment within certain regions and areas. Through this there will be a higher availability of labour, and so more people can commute easily the work place. This also depends on the regions statistics, age distribution, attitudes to women working and to the extent to which young people stay at school, college or go to higher education. John Lewis's Hr department also look at internal labour market statistics to help them develop the business. It is important to overview labour turnover as it allows them to forecast for the future, for if staff turnover is high they must recognise why this is so and then make changes to keep staff. However in some ways companies can take advantage of staff turnover as they can see it as an opening for promotions and fresh ideas from new staff. ...read more.

Middle

Johne Lewis however take great consideration in looking at : Legislation When creating a rough copy of the job advert, John Lewis value and respects legislations that relate to employment and recruitment. This includes the race relations act: -The empolyments right act 1996- this is Act starts right from the point of when they submit there CV or application to the point when they leave the cmpany. - The disability discrimination Act 1995- this act states that an employer of more than 20 must not dicrimantate against a person of diability when in the process of recruitment, training, promotion opportunities or dismissal. -The equal pay act 1970- This act is in relation to men and women whom are doing the same work to have equal pay. - The sex discrimination Act 1975 and 1986- This act makes it unlawful for a company to discriminate a person in relation to their gender or material status. - The race realtions act 1976- Act requires the equal access to job and promtion is provided to people of equal ability irrespective of race , colour or creed. John Lewis understands and respects these legislations and ensures that every employee is made aware of them. If they breech these laws the consequences will result in heavy fines , legal costs , bad publicity for the company and profits/ shareholders. Task 5 (E4) A variety of training methods are used within John Lewis , as they feel it is important to constantly develop and teach new skills to the staff. The purpose of this is we feel that it will enable them to work better in the business and make it more efficient as staff feel more competent and confident in their jobs. Training is the process of teaching employees new skills or improving those skills that they already have. Training a workforce is essential in ensuring that employees know how to do their job well helping the business to achieve its objective of making a profit. ...read more.

Conclusion

Recruits are usually employed with little or no formal qualifications and are trained 'on the job' picking up skills as they work. They are paid a marginal wage and gain qualifications in their chosen career. They spend one day at the workplace and the other may be spent at a university or college . This shcmeme is subsizdized by the government , as it provides a greater incientive for the employee. Through this the employee can also gain and NVQ. Off the Job Training this takes place when employees are sent on courses. They are usually held by qualified and well experienced personnel and are expensive. These include: - In house courses- John Lewis run their own in house training for employees, this is somtimes a favoured method of training when new skills have to are infact more business specific.Joh Lewis infact run their own residental training centres or colleges offering speacialist training cources. External coureses- These are also speacialist training centres where employees are trained outside of the company this may also be through another employer. Another way to train employees on thhe latest equipment and technology is to use a trained supplier who will be willing to train them. Vocational and Proffesional Courses- these are taken in unniversities and schools , in which they will gain qualifitcations whcih will be needed when starting the job. these include. How does the business select approptiate workers for the business Today firms operate with reduced workforces. Thus firms have a much higher expectation of each employee in terms of the performance they will deliver The workers are the means by which the firm will achieve its objectives (e.g. sales, profits etc). Thus it is vital to the success of the firm to have a knowledgeable and technically competent workforce, which are highly motivated and flexible. The firm must apply very rigorous selection procedures to ensure that it recruits the right staff.They do this through the recruitment and selection process, in which they review all the applicants documn ...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. Managing Human Resources in Marks & Spencer.

    Supply side If Marks and Spencer is to work out the supply of labour available the company must examine the numbers of people available to work how long they can work for, their ability to do the required jobs, their productivity (output per head)

  2. A REPORT INTO HUMAN RESOURCE MANAGEMENT AT SAINSBURY'S

    The objectives are more likely to be successful if they are: * Specific * Measurable * Agreed * Realistic * Time-related Relationship between Motivation theories and Performance Management Motivation describes the extent to which an individual makes an effort to do something.

  1. Report: Type of ownership of J-Sainsbury

    But Total Quality Management will only help J-Sainsbury's if the organisation is heading in the right direction to begin with. 15p. Background information to Quality circles Quality circles are small groups of staff, usually from the same work area, which meet on a regular and voluntary basis.

  2. Human resources at McDonald's

    The employee will receive induction training followed by a structured development programme relevant to their position. To complete their initial training, they must successfully pass one Observation Check List (OCL) in each area. Where possible, we aim to integrate learning with workplace.

  1. Career planning at Ikea

    acquired skills and knowledge, and positions interested in throughout the year not only once a year. This would work since the openings or vacancies happen all the time not only once a year. 2. As I found out in my research some surveys among Ikea's employees reveal that the Flexible

  2. As a short-term business Consultant, I have been hired by Alton Towers PLC to ...

    If the theme park continues to have financial success then Alton Towers can have a long and successful future. Alton Towers are very keen in providing a service and helping have a great day out. It is important for the park to keep on reinvesting in its self to continue with its great success.

  1. If the company does not have an effective process of hiring staff then they ...

    range of paper based and computer based systems for the other employees in the organisation. Large organisations depend on administrators for dealing with tasks such as enquiries, communicating messages and producing documents for the workforce. * Customer service operatives- most organisations depend on their customer service for success.

  2. 1. explore the process of recruitment planning

    Number of staff leaving in a period x 100 Average number of staff employed in period High turnover is expensive for businesses in terms of R&S costs and unproductive new staff Improving labour turnover may mean that workers become more productive and so extra staff are not needed.

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