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

Human Resource Management at IKEA and Currys.

Extracts from this document...

Introduction

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.

Middle

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.

Conclusion

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.

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