• 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
  • Level: GCSE
  • Subject: Law
  • Word count: 2078

Human Resource Management at IKEA and Currys.

Extracts from this document...


Human Resource Management Assignment Inamullhassan Madarbukus Lecture: James, Lon Introduction The basis of this report is made upon research two organizations recruitment policy and the procedure and practice. The chosen organizations are IKEA and Curry's. Ikea Profile: * World's leading home furnishings company * Our Vision is to create a "Better everyday life for the many people" * 229 IKEA stores in 33 countries/ territories. 11 stores in Canada. * 90,000 co-worker and operates in 44 countries Curry's Profile: Curry's is a leading electrical retailer, offering a broad product range including digital televisions, DVDs, refrigerators, and domestic appliances. Curry's superstores showcase the latest products in a self-service environment, along with demonstration areas. HRM Human resource management (HRM) is the activity that deals with all aspects of an organisation's staff, their recruitment, deployment, training, development, support and relationships with their employer. More than the mechanistic approach of personnel management, HRM is a more all-embracing concept to signal that an organisation is taking a more long-term view of all aspects of employing, empowering, supporting and rewarding its employees. HRM is concerned with achieving a balance between the ambitions of the individual member of staff and the returns to the organisation. Recruitment & Selection The importance of ensuring the selection of the right people to join the workforce has become increasingly apparent as the emphasis on people as the prime source of competitive advantage has grown. Beaumont (1993) identifies three key issues that have increased the potential I importance of the selection decision to organisation. ...read more.


The result is that 'Ikea & Curry' will not only know the perfect time to recruit, but, will also know how to choose the right people for the job. In regards to placement students employed by 'Ikea & Curry's', they will be put through a sought process which will help the company select appropriate students that meet the person specification. IKEA & Curry's Recruitment and selection process IKEA & Curry operates a basic structure which aids in the recruitment of the right candidates. Below is a grid showing how we do this: Vacancy This is the first stage of our recruitment and selection process. Here we identify what the vacancy is. Job analysis After identifying what jobs are on offer, we create a job analysis of each detailing what the job entails. Job description The job description shows the areas of responsibility which one may find themselves working. Person specification They recruit only the best of applicants, therefore we draw up the picture of an ideal individual. Recruitment advertising They advertise their jobs on local newspapers and on the internet as a form of cutting costs. Application letters/forms and CVs They will ask you for an updated CV and a covering letter explaining why you believe you will be the right person for the job. Short listing, interviewing and appointing All applications will be compiled and will go through a decision-making process. This will include short listing most applications, then inviting a chosen few for interview; we will then call you back with a final decision. ...read more.


There is no universal solution to this complexity - no' one size that fits all' -and this is how one can account for the coexistence of both new traditional approaches to the recruitment and selection of employees. Organisations tend to adopt a pragmatic approach to the attraction and selection of employees based on their assessment of current and future conditions and their response to the critical questions. However, one will find differences in approaches not only between organisation requirements. The recruitment and selection is a two-way process. Not all the developments can be endorsed wholeheartedly. On the positive side, the use of more sophisticated techniques can be seen as an attempt to improve the quality of the selection decision, through increasing objectivity and reducing the scope for bias and prejudice. On the negative side, the emphasis on personality and behavioural characteristics can be used to create and manipulate a workforce that is more amenable to management initiatives. Ethical considerations continue to be important, and care must be taken in the use of these techniques, particularly in handling the increasingly amount of information that can be gained about prospective workers. The most appropriate recruitment and selection techniques will continue to be those that balance the requirements of organisations with those of current and prospective employees, and the approach adopted is likely to be determined, at least in part, by external circumstances. Prodigally the demise 'job for life' and the growth of 'portfolio careers' if are true, then the experience of recruitment and selection may become an increasing feature in all our lives, regardless of the techniques involved. ...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 Law 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 Law essays

  1. Marked by a teacher

    abortion research

    4 star(s)

    or not, is an unavoidable consequence of choosing not to remain pregnant. It is little wonder that many people are anti-abortion in the sense of not approving of the death of a fetus, but pro-choice because they regard the right of a woman to choose what happens to her body as fundamental and necessary.

  2. Analysis of Performance - Badminton.

    When playing court cover, you are standing in the middle of the court ready to move any where. This tactic allows you to dominate the rally as you are always in a steps reach of the shuttlecock. > Back court clear: a long shot that clears the length of the

  1. Discuss the persuasive techniques used by Michael Moore in three scenes from his film ...

    in the hearts and minds of many Americans today and would be very familiar to many Americans perhaps unlike all the other scenes scripted earlier in this scene. The limited use of statistics before this point emphasizes and stresses the disproportional use of force where 4 million people were killed.

  2. Criminal Law (Offences against the person) - revision notes

    - homosexual pedophiliac tendencies and aware that he can control reactions Set up with a young boy (K was blackmailed) got intoxicated with boy (filmed) succeeded with sexual acts on boy (15yr) Defence can be used (any defence) Defence fails as he admitted intoxication had lead to loss of self control He had MR (aware he had consciousness)

  1. Citizenship Activity

    We had to take into account that some things could be bought up that we really didn't want to explain about to them because of their age, e.g. "Rape". "Rape" was bought up so we tried to avoid it as much as we could by saying "Well done, and another

  2. Euthanasia In Canada

    In 1972, suicide was decriminalized in Canada, keeping with the understanding that suicide is not a rational act and these people need help, not incarceration if the suicide attempt was unsuccessful. The BC Commission into health care costs stated that suicide is a right and that physicians should be empowered to assist patients who choose to exercise that right.

  1. The Law Relating to Negotiable Instruments

    without his permission, he is liable to an action for 'conversion', and in the absence of this protection the position of the banker would not be different from that of any other person. Right of Holder against Banker As observed earlier, the liability of a banker for wrongful refusal to

  2. It is a matter of record there is no such thing as a right ...

    The later case of Coco v Clark10 identified three necessary elements which were needed for a successful claim in breach of confidence. The first was that the information for which protection is sought must have the necessary quality of confidence.

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