• 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)

    If the fetus is a person, then abortion may still be justified and outlawing abortion may be unjustified, but the fetus could still deserve protections and respect of some sort. Respect, perhaps, is the issue which deserves much more attention than it currently receives.

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

    She said the 'victims' had consented COA said they would they have consented if they knew you had been struck off? Intoxication 1. Involuntary - can be used as a defence for all crimes (basic intent) Creates an acquittal (absolute rule)

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

    The issue in front of the judges was to which extent confidentiality could be taken. The Attorney General v Guardian Newspapers Ltd (No.2)19 dictates that it only applied to those situations where the parties knew that they were dealing with confidential material, even if they had not been placed under a specific obligation of confidence.

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

    However the subtitles are biased in that they call Shah a dictator and display him and Iranian soldiers marching in a goosestep-esque fashion, essentially aligning the US with installing another Hitler into the Iranian system. Repetition of this emotive visuals and language continues when it shows democratically elected Arbenz overthrown,

  2. The Law Relating to Negotiable Instruments

    There is, however, one exception to this rule. Where the customer has been negligent and his negligence was the proximate cause of the wrong payment, for example, where the customer did not inform the banker immediately on becoming aware of the forgery, the banker can debit the customer's account with the amount so paid.

  1. Using actual situations describe the elements of actus

    trial by jury (which did not exist in criminal cases in 1215). Other statutes rephrased "by the law of the land" as "by due process of law". These later statutes also substituted "no one" or "no man of any sort or condition" for "no free man", which extended the protections of the clause to all the king's subjects.

  2. Citizenship Activity

    It was quite easy to plan. We made posters, safety advice letters for the pupils, a lesson plan and games that they could play. We discussed as a team the good things about it and the bad things. We talked about what we would do if something went wrong and if any questions were asked that we couldn't answer.

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