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

The Human Resources Department at Marks and Spencer's is usually responsible for recruiting new staff and for training them to do their job. When job vacancies arise, it draws up documents

Extracts from this document...

Introduction

The recruitment process The Human Resources Department at Marks and Spencer's is usually responsible for recruiting new staff and for training them to do their job. When job vacancies arise, it draws up documents for specific purposes, organises and runs interviews. The Human Resources department has to follow certain procedures before a job can be advertised. Below are the different stages explaining the process in detail: 1.)Vacancy occurs Three reasons why a vacancy may arise in a business: > retirement > promotion > going to a new job 2.)The Human Resources manager then draws up a job description The job description should contain these basic details about the vacancy: > the job title > the position in the organisation chart > a list of duties 3.)Person specification drawn up The person specification should include the following details. This specification represents the ideal qualities of the person required to fill the vacancy: > qualifications > experience > personality 4.)The job is advertised The Human Resources manager needs to consider the following: > what details need to go in the advert e.g. ...read more.

Middle

Retention is about more than throwing the most money at talent. It's about creating a climate and culture that honours talent and temperament. It's also about building allegiance to the company over time through developing mutual trust. So how is it done? It's done in ways both big and small. Here's a quick overview of the primary components of employee retention. The Package Salary is important, of course, and so too are benefits. Usually we think of "benefits" as being medical and dental insurance, a vacation package, possibly a signing bonus, a stock option plan and a retirement plan. There might even be a budget for annual education credits, memberships in associations and perhaps a health club membership, company car, laptop or other "perk" to sweeten the deal. However, it's often the little things that carry a lot of weight. Showing employees through your actions that their contributions are an important part of your company's success can help reinforce the degree to which employees feel valued and cared for by their employer. The Schedule For many employees, flexitime, telecommuting and other variations on the traditional working week help keep them fresh and focused. ...read more.

Conclusion

Individuality The best managers and companies allow for and celebrate individuality. The best jobs are ones where employees can be and express themselves, whether through their attire, work environment or the way they work. Secure managers and companies will create an environment and culture where such individuality can flourish. Qualities Southwest Airlines' philosophy is known as "hire for smile." They believe it's better to hire employees with the right qualities (such as a positive attitude) and teach them the skills they need than to hire employees with the right skills but the wrong qualities. In professional football, a similar philosophy often guides teams' draft strategy. Regardless of their immediate needs, a team may draft the best available athlete, regardless of position, when their turn arrives in the draft. You should too. The more well-rounded, quality employees you have, the stronger your company becomes. An added benefit is the environment they create: self-motivated, creative people, in love with their jobs, loyal to their company, spurring each other on, and creating synergy with and support for each other. As new employees join the fold, they are immediately surrounded by motivated, productive employees, and it becomes contagious. ?? ?? ?? ?? ...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. HRM in Marks and Spencer

    Managers are attempting to increase the organization's market share by emphasizing low cost compared to that of its competitors, they try to emphasize that their goods or services are cheaper. It's an aggressive and tightly cost-controlled strategy that emphasizes overhead minimization.

  2. Human Resources Assignment - Sainsburys.

    Marketing at Sainsbury's encompasses everything from brand development to market planning and customer marketing as well as Sainsbury's formats and online divisions. The successful trainee will experience placements across Sainsbury's business, they will be able to run their own

  1. Analyze and evaluate the strategic decisions made by Marks and Spencer (M&S) in different ...

    � forming hypotheses � testing alternatives � implementing a chosen alternative � controlling and reviewing the situation Long term decisions are made by senior management and tend to be in force for a considerable length of time i.e. several years.

  2. So how do Sainsburys plan? Sainsburys Human Resource department analyses the future of the ...

    It is not an easy task to increase employee motivation because employees respond in different ways to their jobs and their organization's objectives. Motivation is the set of processes that moves a person toward a goal, therefore, motivated behaviors are voluntary choices controlled by the individual employee.

  1. Managing Human Resources in Marks & Spencer.

    for supervisors - and hence there will be a cut in wage costs. With the reduction in middle managers there has been a shift in power, a disempowerment from the Human Resources professionals to the line managers. Policy related issues will go to directors, but the team leaders of autonomous work groups may take day-to-day decisions.

  2. Boots has a policy of retaining good staff; this is because the recruitment and ...

    It is often argued that the result of these training is not recognised in the short run. Training is however necessary has it helps employee motivational and development needs. 3. Employment Law and Equal opportunities: The operation of the human resources function is controlled by legislation.

  1. Induction and training

    On the other hand level 2 is what the do for the first 180 days which is just provided to people who do room operation which is to help them increase knowledge on their job. However I think the passport to success training procedure at the Marriott is very effective

  2. Human Resources- Employing and maintaining staff

    The recruitment process is costly and time consuming , on average it costs £2000 to recruit per person. It is costly because of the training costs and other factors . The longer the employees are there , the more familiar they will become with the businesses policies and the better they will get with the customers .

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