Analysis of the effects of recruitment

Analysis of the effects of recuperatementThis composition depart learn and reflect different aspect of recruiting, rearing, motivating and recognise stave in mark and Spencer. One of the Biggest ch altogetherenge in any(prenominal) occupancy is recruiting, motivating and retaining employees. This is in addition true for label and Spencers recruitment procedure. To analyse the recruiting, training, motivating and recognize module in mark and Spencer the fol junior-gradeing points ar discussed in this report.Method design by label and Spencer for Staff recruitment, training, pauperism and reward system. mark and Spencers strategic fit with its accepted HR practices in the determination and deli precise of its staff rewarding system.Identifying the original practice at Marks and Spencer regarding HRM strategy and theory. apostrophize implications for Marks and Spencers current HRM policies particularly in relation to recruitment, training, reward system and their furbish up on stakeholder.Recommendation for close to appropriate and effective motiveal and reward system strategy for Marks and Spencer.Suggested cipher and evaluation method deploy the peeled and improved penuryal and rewarding system at Marks and Spencer.Table of content decision agniser summary 1Table of content 2Information host 3Introduction 4Marks and Spencers Organizational Background 5Approach to Recruitment Planning 5Recruitment and Selection Methods 6Marks and Spencer Recruitment 6 educational activity and development 7 riposte and Performance Man get along withment 8 pa social function and Comment on circulating(prenominal) HRM strategy and Practice 8Cost Implication of current HRM policies 10Recommendation and figure suggestion 11 certaintys 12 attachment 13Brief Background of Marks and Spencer 13Structure 14 stopping point 15References 16Information GatheringTo prep ar this report several(prenominal) options, tools, technique, and methods are use. Resources used in this report are from advancedspaper articles, reports, government activitys accounts, charts, monetary documents and legion(predicate) others. Primary information garner from libraries as well as world wide web resources.The steps and methods used while accumulation information to produce this report areInterviewsAnalysing organizational chartsDocument all oerviewWebsite surveys look forDocumentationThe primary document used to fix this report is principally the annual reports of Marks and Spencer. History and background of the company are gathered from world wide web and several other resources.IntroductionIn this report I will be discussing Marks and Spencers general forward motion to employee recruitment procedure. In particular its b severalize on to tender-hearted resource training, its recruitment and extract methods, and its rewards and perpetrateance instruction practices and how issues of manipulation diversity are managed.Firstly, I will be discus sing the companys brief background, HRM strategy, culture and structure.Then I will discuss the Method use by Marks and Spencer for Staff recruitment, training, motivation and reward system, strategic fit with its current HR practices in the design and delivery of its staff rewarding system, Identifying the current practices regarding HRM strategy and theory, cost implications of current HRM policies particularly in relation to recruitment, training, reward system and their impact on stakeholder.Finally I will give just ab off recommendation for just ab come out appropriate and effective motivational and reward system strategy and suggested budget and evaluation method deploy the clean and improved motivational and rewarding system.Marks and Spencers Organizational BackgroundWith over 120 years of well heritage, Marks and Spencer is one of the best retailers in the United Kingdom. The organization has over 450 descents within the UK and go through with(predicate) more(prenom inal) than 65,000 people working for them in retentiveness and focusing. It in any case runs its business outside the United Kingdom border where it has a widespread business in places as far as Hong Kong. at a time a days, the UKs retailing market has been identified by its super acute competitions. Customers are becoming more and more conscious of where and how they want to shop. They in any case understand what kind of shopping experience they like. This idea has made it oft(prenominal) more vexed for retailers to survive. The end result of this was that M and S had to compensate a new business plan and strategy which focused on the their business values, quality, and services.(www.thetimes100.co.uk)Approach to Recruitment PlanningMarks and Spencer use a systematic ascend known as strategic grooming to their human resource preparedness which determines its plan of action based upon the values, culture and bearing of the company. It is grave to Marks and Spencers em ployees as it answers them to understand the process of the strategic planning to see how their work objectives and mortal responsibilities directly affect the companies mission. The systematic approach has six steps which are, to re genus Phallus the mission, identify the opportunities and threats of the company, to determine the strengths and weaknesses of the company by evaluating employees skills, facilities and organisation structure, to forecast capabilities and opportunities by evaluating any upcoming changes before promise future opportunities, to develop goals and objectives and to implement the goals by evaluating the results and revising the plan as they persist forward.Recruitment and Selection MethodsTo match it business strategy, Marks and Spencer develops live staff within the organisation. It alike recruits managers at three different trainsTrainee managers with A-Levels accept twenty-four months of trainingGraduates who join the organisation form university have 12 months of trainingExperienced managers who have retail experience undertake up to three months of training when they join Marks and Spencer to help them understand how Marks and Spencer operates.Marks and Spencer RecruitmentInternally by recruiting within the company which includes advertise media on nonice boards either paper or electronic for precedent via their corporate intranet, in-house journals, memoranda to supervisors/managers soliciting recommendations and observation and word of mouth. Most of these methods they use arrest little extra cost, being based on existing or easily accessible information about the butt enddidates abilities, attitudes and so on.Externally by recruiting people from outside the organisation. Marks and Spencer use agencies for graduates of schools and training institutions such as job centres and line of achievement services. Employment agencies are another method of recruitment they use which tenders temporary workers for one-off re quirements and short-term cover. The Internet is a major(ip) foreign method used by Marks and Spencer, through online recruitment agencies. Marks and Spencers website enables people to apply online via their online application program form. Marks and Spencers online application form is very convenient for a disabled somebody or an immigrant who would hear it difficult to find work. This is because Marks and Spencer takes pride in creating jobs under the Equal Opportunities polity which makes the jobs available to bothbody, whatever their ethnic origin, race, sex, age, etc. The Marks and Spencer personnel staff discharge use the information on the application form to create a short list of people to invite to the interview. This form can be very useful once the candidates have been short listed too.Training and developmentOnce the new employee has been selected for the job, they will probably need an origination training in order to help them settle into the new job. This trai ning at marks and Spencer goes with the basics of the employees task, as well as some background details for specimen the history of the business and number of employees and the meander of different goods and services produced by the business. At Marks and Spencer training is not just for the new employees. Training courses at Marks and Spencer are targeted at all employees in the business at different tips in their career for example management training courses, training on how to use new machinery and technology. in that respect are many reasons for the huge amount of training used for the employees in Marks and SpencerTo improve employee productivity.To create more efficient and pliant men.To append job satisfaction and motivation of the employees.And training employees increases their chances of promotion as well.Reward and Performance ManagementMarks and Spencer use reward management within their company through rewarding their employees for their efforts towards the com pany. Marks and Spencer has a benefits software product to help attract and retain staff by the generosity of benefits offered and by facilitating career longevity and work-life balance. The benefits package includes everything from subsided wellnesscare and performance-related pay rewards to their employee discount. The benefits package encourages commitment to the companies own products and demonstrates corporate social responsibility by giving supra statutory levels of sick pay, paternity leave, pension provisions, employee assistance and so on.Discussion and Comment on Current HRM strategy and PracticeMarks and Spencer use the theory of Maslows Hierarchy of Needs, they ask their workers to rank their of necessity in order of importance using a points system and then analyse their current situation against the points system. Marks and Spencer through performance management carry out regular interviews with employees to assess them for further training or promotion. This is a maj or motivating factor for Marks and Spencer workers and the company need to be conscious that this is a potential area for conflict and de-motivation. According to Maslow, Marks and Spencers workers are at the basic or safety needs level, the aim is to make more workers want to achieve a higher(prenominal) level of needs such as social or esteem needs. Marks and Spencer and so train workers every now and then to keep these workers motivated. The personnel section find out which workers need more training by keeping track records on each employee, Marks and Spencer do this to increase their skills of the workforce in general but to increase the skills of the de-motivated employees more to increase motivation.Herzberg (1957) devised his motivation hygiene theory which stated that two groups of factors affect employee motivation. Herzberg said that received elements in a job motivate people to do fail he called these elements, satisfiers. Herzberg suggested that satisfiers such as achievement and recognition motivate employees rather than hygiene factors such as pay and working conditions. Marks and Spencer train with this and have introduced performance related pay within the last some years. Employees who work hard receive a higher wage than those who do not which encourages all employees to work as hard as possible in order to gain extra pay. They in like manner use appraisals as a form of performance management to analyse which areas the employees need to be motivated on. In many companies, appraisal takes place once or twice a year but Marks and Spencer carry it out every three months, the more frequently appraisals are carried out, the better. Performance management allows Marks and Spencer to ensure that all of their employees are properly prepare as a properly trained employee will be more reassured in their job and will be better motivated to perform more efficiently.Marks and Spencers selection is based purely on giving top, they recruit su itable individuals regardless of their age. Individuals apply online and are screened initially on a number of killer questions such as, do you have a permit to work in the UK. Those that are successful at this stage are then screened using online talent screening, this test assesses their skills and experiences against that required for the role they are applying for. Those who pass this test are then invited for an interview. They analyse info from the online recruitment process to ensure that the use of the internet does not purloin against any particular age group. The company runs training for recruiters about new legislations the training is designed to ensure that those individuals who conduct selection interviews do not discriminate on the grounds of age. They also ensure that the chairs of assessor teams in assessment centres are well informed about the legislations. An examination of Marks and Spencers criterion-based selection processes shows not only the use of criteri on-based selection but also the use of online selections for initial screenings this ensures that age is not a factor, as this screening is conducted electronically without reference to the candidates age. Those candidates who are selected for interview have therefore quenched a number of criteria for the job without their age being known. The use of trained assessors and the provision of training on age for recruiters also minimises the likelihood of age being used as a factor in the selection process at interview or assessment centre stages.Cost Implication of current HRM policiesMarks and Spencer has a diverse range of employees connected to an active Equal Opportunities Policy. This covers their recruitment and selection procedures as well as its training and development, appraisal, promotion opportunities and retirement. They promote an environment free from discrimination, harassment and using which they work hard to ensure everyone receives equal treatment. All the decisio ns they make relating to employment practices are objective, free from bias and based solely upon work criteria and individual merit. Not only are they responsive to the needs of their employees and customers but also take pride in the role they mould in the confederation because of this they value diversity highly and it is heavy to them that they recognise and make effective use of the wealth of talent they have within their organisation. Marks and Spencer places a lot of emphasis on developing initiatives and procedures that ensure equality for every member of the Marks and Spencer team.Marks and Spencer has a responsibility under UK house servant and European legislation to ensure the health, safety and welfare of all employees, customers and contractors on their premises. Managers have a responsibility to ensure that employees are aware of health and safety regulations and the requirement to report all accidents and dangerous occurrences to the appropriate person/department . Marks and Spencer operates a system that ensures workplace health and safety is safeguarded and they provide a range of occupational health services to their employees.Marks and Spencer go by the legal framework on selection. The legal framework on selection states that application forms should not include questions which are not work-related (such as marital or domestic details) unless they are asked of all applicants. Marks and Spencers application form only asks questions based on what is needed for the job.Recommendation and Budget suggestionMarks and Spencer deploys a systematic steps to their human resource planning known as strategic planning which set onwards its plan of action based upon the values, culture and mission of the company. It is very important to Marks and Spencers employees as it helps determine them to understand the process of the strategic planning to see how their work objectives and individual responsibilities directly affect the companies mission.The systematic approach has six steps which are-To remember the mission,Identify the opportunities and threats of the company,To determine the strengths and weaknesses of the company by evaluating employees skills,Facilities and organisation structure,To forecast capabilities and opportunities by evaluating any upcoming changes before soothsaying future opportunities,To develop goals and objectives and to implement the goals by evaluating the results and revising the plan as they move forward.Because of these Special HR planning approach used by Marks and Spencer, their recruiting, training and rewarding system is very highly effective. Thats wherefore I think there is not much of recommendation left-hand(a) for Marks and Spencer to implement. The most effective approach they can take is to polish the online recruitment methods and the advanced training facility upgrade.Because of their efficient HR planning and recruitment policy Marks and Spencer do not have to increase that much of their budget to recruit, train and motivate their human resources. So the stock-still if they deploy new strategy for HR recruitment policy Marks and Spencer will be evaluate these thing within limited budget.ConclusionIn conclusion Marks and Spencers overall approach to employee resourcing is one that focuses on attracting and retaining the right people they need to be successful by religious offering employees competitive rewards and benefits and providing their employees with guidance and information about their values. Also focusing on attracting and retaining people from a culturally and socially diverse workforce that allows them to recruit the best people from a wide pool of talent, marks and Spencer also is concerned with ensuring that the health and safety of their employees and people are protected by well managed systems in all their places of work which all these concerns reflecting within their companies strategy.AppendixBrief Background of Marks and SpencerWith ov er 120 years of stiff heritage, Marks and Spencer is one of the best retailers in the United Kingdom. The organization has over 450 stores within the UK and have more than 65,000 people working for them in store and management. It also runs its business outside the United Kingdom border where it has a widespread business in places as far as Hong Kong. presently a days, the UKs retailing market has been identified by its super yearning competitions. Customers are becoming more and more conscious of where and how they want to shop. They also understand what kind of shopping experience they like. This idea has made it much more difficult for retailers to survive. The end result of this was that M and S had to fake a new business plan and strategy which focused on the their business values, quality, and services.(www.thetimes100.co.uk)Marks and Spencer invented a promotional campaign that stated Your MS. This helped the organization to connect with the customer and the heritage of t he organization. It also connected the business in the minds of buyers with 2 other values, trust and innovation. Their revamped and new business policy focuses on 3 main areasEnsuring value for money products that consumers want. Development and Training brought new skill sets which help to add more value to its services and products, for example by reducing costs of products, this ensures Marks and Spencer to keep prices very low to really benefit the consumer.Improving the work environment within the organization, by having improved skills in sales and stock management means that staff can use the store to better advantage resulting in higher sales and profitability.Ensuring good customer experience, to look after customers if staff have improved communication skills, this can have a profound impact on customer experience.These simple changes have established a business environment with more challenges for MS Staffs. Managers had to prepare Staffs for whatever role they play in t his new environment. The answer was to create new career paths for member of staff through training and development at Marks and Spencer to help staffs cope with the challenges they faced and build a career path for them.It is an important part of the Marks and Spencers business plan to attract, train, develop and retain a greater pool of talented individuals in all levels within the organization. The level of rewards and benefits they are able to offer is a key factor in successfully achieving this objective. The organization sets out to provide highly competitive salaries and benefits for all its employees consistent with its growth, strategy and increasingly international territories.StructureMarks and Spencers has a flat organisational structure. The business lost a number of layers of authority through decentralizing which means that staff throughout the business have more responsibility. This enables them to make quick decisions and justifying actions that have been taken.(www .thetimes100.co.uk)The new structure led to a need in more training. In a flatter organisational structure, many employees have bigger jobs. There are higher expectations that staff can contribute more to its organisation. Marks and Spencer keeps its staff well-trained and able to respond to the businesses needs. There is also a need for succession management, when individuals either retire or move from one job to another Marks and Spencer management plans their replacements so that experienced staff with the right skills and competencies are selected.CultureMarks and Spencer has a theory Z approach to its culture environment. The main aspect of a theory Z organisation is the test of collaboration between employees and managers. Businesses that successfully implement a theory Z approach to its culture find that employees have a sense of belonging and involvement. Views are shared across the organisation and from this shared norms and values emerge, which help the organisation to im prove and move forward. (Ouchis theory Z culture)