Analysis of how relevant labour market trends relate to the ongoing human resources planning of Marks & Spencer When analysing the information of the labour market statistics, it is noticeable that M&S have explored national and local labour markets in relation to its workforce, which can be used in the nearest future. The relevant labour market trends are very important in human resources planning; because Marks & Spencer have to plan how they go on to conduct new recruitments, hiring the right people suitable in the labour market. The main initiative of Marks and Spencer using labour market statistics is to plan ahead of their current competitors and rivals. Therefore the Human resources will be able to forecast and carry out projections of its future staffing needs. By carrying out this, Marks and Spencer can develop the right strategies for recruitment, training and development of its employees. They use labour market trends, such as external labour market that show the amount of vacancies in a job centres, if they can see if they are able to plan to recruit. By looking at the availability of skills, Marks & Spencer can predict whether their future plans to employ certain number of people with certain skills can be attained, depending on the availability of workforce. Once Marks & Spencer has decided on the number and type of employees it needs in future, the next step is to ensure if they have the right people at the right time, to meet the work force planning requirements. A starting point for Marks & Spencer to analyses the current position of employees. This is likely to involve calculating the number of employee working in a particular job and identifying their category and function. It may also mean gathering information on their age, length of service, qualification and performance results. If Marks & Spencer wanted to employ managers may look at the number of graduates within their current employees or may look at the amount of graduates that are unemployed, so they can plan to forecast.
Human Resource Management (HRM) is the administration and control of employees. Its purpose is to ensure that the workers and the employer cultivate a valuable relationship. As a result, the company will record an exceptional performance particularly with regard to employee productivity (Paauwe, 2004). Further, the workers will benefit in terms of job satisfaction and self-development (Paauwe, 2004). Some of the activities involved in managing workers include selection and recruitment, training, development, motivation, and appraisal (Sharma, 2009). This paper aims to analyse the role of human resource management in organisations and its linkage to the wider organizational strategy using Tesco and Harrods as illustrations.
Employers will always want hard-working employees, as the company as a whole will benefit and have the best outcomes. At John Lewis, teamwork would be a quality that is essential, as there would be many tasks that would require good teamwork. To have good team work qualities, you would have to have nice personal qualities, so people will find it easy to get along with you. This links in with the co-operation skills. It is imperative that you get along with your colleagues, to have a good working environment. Co-operation skills are vital not just for cooperating with co-workers, but with customer’s as well. Willingness to work hard and complete deadlines is a big quality that employers will look for. John Lewis will also want professional employees, that make the business look professional and themselves. This doesn’t only mean dressing smartly and appropriately, but how you interact with customers and clients. A candidate of John Lewis would need the ability to observe and raise professional standards, which means they would have to observe the professional feel of the company, and ...
labour in certain areas, so they can see whether it is in fact easy or
Boots Plc. is the company I will look at in my assignment. I will get
Business strategy is the means by which firm’s plans to achieve its goals and objectives. It can also be termed as organization long-term planning. The strategy covers periods between 3-5 years and sometimes longer. Businesses use two major types of strategy, general or generic and competitive strategies. The overall strategy involves strategies of growth, globalization and retrenchment. The competitive advantage includes low pricing, product and customer differentiation. We will look at the business strategy used by Marks and Spenser (Cole, 1997). The company is a British multinational located at Westminster London and specializes in clothes and luxurious food products.
Still in the preparatory stage, review the details given in the vacancy and match up your skills to what they are looking for in a candidate. Pick out ...
In a competitive economic environment, human resource management has taken more of a strategic, hands-on role in many companies to handle the challenges they face to stay competitive. Companies must find ways to bring in customers and keep good, well-motivated employees on the job. With this in mind, companies that are successful must have sound HRM practices and provide a positive workplace for employees. Looking at the Top 10 Companies to work for, we want to know if HRM practices have an effect on that company being one of the best places to work. We will look at REI, number 9 in the top ten companies to work, to see if Strategic Human Resource Management plays a role in their success.
Marks and Spencer's Definition of Performance Management Performance management provides Marks and Spencers with needed information on their employees. The information helps Marks and Spencers develop the skills of the employees based on the information collected at the appraisal, it helps recognise when training is needed. Performance management helps M&S by improving their service by having able workers that work to their full abilityand by improving the relationship between workers and the company. Here is Marks and Spencer's definition of performance management: Performance management is a joint process that involves both the supervisor and the employee, who identify common goals, which are linked to the goals of the organisation. This process results with the establishment of written performance exceptions later used as measures for feed back and performance evaluation.’
Fort Lauderdale received 150 applicants from the corporate website, 300 applicants from job boards, 115 applicants from the newspaper, 31 applicants from Walk-ins, and 37 applicants from a public employment agency. The yield ratio for potentially qualified applicants from the corporate website is 8%. The yield ratio for potentially qualified applicants from job boards is 7%. The yield ratio for potentially qualified applicants from the newspaper is 67%. The yield ratio for potentially qualified applicants from walk-ins is 64%. The yield ratio for potentially qualified applicants from a public employment agency is 51%. The yield ratio for interviews from the corporate website is 75%. The yield ratio for interviews from job boards are 55%. The yield ratio for interviews from the newspapers is 82%.
Explain giving examples how Woolworths should go about HR Planning? Human Resource Planning (HR) is the identification of the future labour requirements needed by a company and how these are going to be met. It is the process by which a company ensures that it has the right number and kind of people, in the right places at the right time, doing the things for which they are economically most useful. It is a method for determining future human resource requirements and developing action plans to meet them. It is defined as a strategy for the requisition, utilization, improvement and retention of an enterprise’s human resources and it encompasses the subject concerned with the developing range of manpower policies, including those for recruitment, deployment, development and retention.
In an ideal world, every person is treated equally when it comes to getting a job, advancing in his or her career and being treated fairly in the workplace. Unfortunately, discrimination still exists in hiring, firing and promotions; and the diversity of the workforce regrettably can cause hostility in the workplace when individuals do not appreciate and respect the differences among themselves and their co-workers.
qualified opportunities needed to achieve the revenue objectives, rapidly sign up 45 POCs to ultimately net 15
The concept of flexibility has permeated much of current human resources management thinking, providing justification for recent developments in more flexible and variable working patterns. Its need arises from the following:
...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy.
have more of a major effect on the company's health. Irving Burstiner was quoted in in The