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them with there HR planning
Human Resources at John Lewis use labour market information to help
them with there HR planning. The information allows us to look at
local employment trends so they can indicate the availability of
labour in certain areas, so they can see whether it is in fact easy or
difficult to hire .It also can be used to see whether a large company
has made employees redundant which means there will be more workers
available with the skills that could be transferable to the job.
Local skills shortages is another piece of valid information that Hr
department find valuable as they can expand their own training schemes
for employees to build up their skills. Hr feel that coming together
with fellow companies and employers in the area in which is in a
similar industry, can support local schools and colleges so that
people can develop their skills early on. Competition for employees is
important for Hr to be aware of, as they will want know whether fellow
competitors are enlarging the company and will in turn have a larger
demand for labour.
Human resources use this information inparticualr to overview the
level of unemployment within certain regions and areas. Through this
there will be a higher availability of labour, and so more people can
commute easily the work place. This also depends on the regions
statistics, age distribution, attitudes to women working and to the
extent to which young people stay at school, college or go to higher
John Lewis’s Hr department also look at internal labour market
statistics to help them develop the business. It is important to
overview labour turnover as it allows them to forecast for the future,
for if staff turnover is high they must recognise why this is so and
then make changes to keep staff. However in some ways companies can
take advantage of staff turnover as they can see it as an opening for
promotions and fresh ideas from new staff. Yet at the same time losing
staff is cost effective to the company as they will lose the skills
and retrain new employees.
Human resources feel that it is important to keep a record of the
companies sickness and accident rates. This means holding records of
the companies notified absences, absences due to sickness and
unauthorised absences. Through this they can take a statistical
analysis and use the information to identify any particular problems
with a specific or group of employees. However HR then look at whether
absences are due to sickness or are unauthorised.
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information and identify any problems and make a change. We can also
use it to compare it to previous years and see whether there are any
Accident rates are recorded by the company, John Lewis has a health
and safety committee which whom are responsible to ensure accident
records are kept at work. Statistics are held by the company to be
collected so that they can look at trends and set out to stop them
from reoccurring. They are also collected for national statistics.
John Lewis feel that by looking at statistics for skills and training
within the company will allow them to identify if there are any skills
shortages and if so training schemes are set up to help employees meet
the skills requirements.
There are also many other concerns that the human resources department
at John Lewis needs to be concerned with. Looking at the future plans
of the business and whether this includes expansion and so will
employees need to be recruited? It is also important to look at
economic trends, for instance if the demand for John Lewis products
has risen say due to positive publicity, more staff will be needed. If
so John Lewis can look at government incentive for skilled staff such
as, Modern apprentices, New Deal and NVQ’s.
When Human resources are hiring new staff they need to assess whether
they are in need for new staff as money needs to be used, if so HR
department go’s through a long process called the recruitment and
Selection process . I will cover key activities within the
recruitment process to ensure that them most suitable staff are
The first process is job analysis, which defines and outlines what is
involved in the job . This includes the tasks involved, if there are
cretin specialist skills requires, what responsibilities and decisions
the employee will be expected to make , will they have to use there
own initiative , does the job entitle working with others as a team.
And does the job include performance standards and aims , and if so
how will these be monitored by John Lewis.
Then we produce the job description which provides an outline of job
analysis in which it writes the specific details of the task and
behaviour expected in the job. It includes:
A person specification this is a more personal profile on what kind
of mental and phisycal attributes are needed of the mployee. This
looks at personal attributes and achievements of the job holder, for
example , this could be there actual physical self or achievements
they have gained such as awards and qualifications that will make them
desirable to the job. Specific skills maybe needed within the job such
as technological skills. Personality could be mentioned as the job
could entail working with the general public, or working in a team .
There might also be a certin level of experience the consumer may need
for the job. Another specification is interests and hobies that could
be ideal for the job.
After this has been arranged the next step is to find the most
suitable candidate for the position , this can be done for a through
a range of methods the most obvious one is too look within the company
, staff could be experienced and know the business enough to fulfil
the job specification. Another method is too look at people the staff
may recommend , or veen to look through school, youth or college
Another most common way of finding staff is through advertisement
through specialist magazines or places Through this John Lewis are
targeting specific audience. As they know the audice of the magazine
for which they will place the advertisment. However this also means
that extra analysis of the canditate as there is no interceder
Head hunters this is when John Lewis head hnts an employee for a
specific job who is working for another company, as they have the
specific skills needed. This is expensive as most make employee want
to leave work.
When creating an advertisement for a job john Lewis have to include
the job description clearly , where the job will be located and the
salary of the job , it is also important to mention whether there are
fringe benefits . How to apply for the job should be clearly stated
whether this is through a CV, and application form or online.
With recent changes in demographic trends, there is a huge skills
shortage, so external recruitment is becoming difficult for john
lewis. However we feel that advertising our job vacancies at
universities , job centres will create suitable applicants. Also
through adverting with advertising agencies , such as the national
press and internet can appeal to a specific audience on a larger
scale. Government funded training schemes are also very helpful in
finding specific applicants with the right skills. Head hunting is
sometimes used when a job is v ery specific and they are will offer
the employee they want a higher wage or fringe benefit to leave there
company and come work for us.
There are many pro’s of hiring externally, such as new ideas are
brought to the company, with different qualities and skills. Also we
have a range of applicants to choose from which allows us to choose
the best applicant.
However sometimes john lewis’s feel that internal recruitment maybe
more convenient as it is less time consuming , employees are more
aware of who they are hiring and there is less chance of making the
wrong decision, and it allows career building for the applicant and
influence other staff as they feel that staying with the company will
be worthwhile. We broadcast the job through memos , staff notice
boards and the John Lewis newsletter.
When it comes to advertising John lewis also look at the costs of this
and the budget they are working on.
Applicants Strenghts And Weaknesses
After we at the Hr department have received all the applications we
begin to find the suitable applicants for the job this means looking
at all applicants strengths and weaknesses . the quality of the letter
is very important when reviewing letters of application as many
employees seem to have the same amount of qualifications, appearance
and ability, it is also important to see whether they will if into the
culture of the company . The applicants will then be short listed and
John Lewis’s human resources department feel that helping mangers with
interview skills and techniques will ensure that the interview is
fair. These techniques include body language techniques such as eye
contact to everyone, ensuring there is no negative body language such
as arms crossed, head down or bad posture. Pointing at the interviewee
should never be done and simple techniques such as ensuring the chair
is not to high as employee could feel inferior. It is important to
make the interviewee feel comfortable and relaxed , and ask questions
that are set, and ensure that they ask the employee if they have any
questions they would like to ask about.
Johne Lewis however take great consideration in looking at :
When creating a rough copy of the job advert, John Lewis value and
respects legislations that relate to employment and recruitment. This
includes the race relations act:
- The empolyments right act 1996- this is Act starts right from the
point of when they submit there CV or application to the point when
they leave the cmpany.
- The disability discrimination Act 1995- this act states that an
employer of more than 20 must not dicrimantate against a person of
diability when in the process of recruitment, training, promotion
opportunities or dismissal.
- The equal pay act 1970- This act is in relation to men and women
whom are doing the same work to have equal pay.
- The sex discrimination Act 1975 and 1986- This act makes it unlawful
for a company to discriminate a person in relation to their gender or
- The race realtions act 1976- Act requires the equal access to job
and promtion is provided to people of equal ability irrespective of
race , colour or creed.
John Lewis understands and respects these legislations and ensures
that every employee is made aware of them. If they breech these laws
the consequences will result in heavy fines , legal costs , bad
publicity for the company and profits/ shareholders.
A variety of training methods are used within John Lewis , as they
feel it is important to constantly develop and teach new skills to the
staff. The purpose of this is we feel that it will enable them to work
better in the business and make it more efficient as staff feel more
competent and confident in their jobs. Training is the process of
teaching employees new skills or improving those skills that they
already have. Training a workforce is essential in ensuring that
employees know how to do their job well helping the business to
achieve its objective of making a profit. The most popular training
methods that businesses use are as follows:
On-the-job training – this is where training occurs ‘in-house’ and can
take the form of any of the previously mentioned methods of training.
It is usually carried out by employees working for the firm so it
remains a cheap way of training the workforce. The only disadvantage
of this type of training is that bad habits are often passed on as
those doing the training are not always the most qualified or
experienced person in that field.
Induction – this is the initial training that an employee has at the
commencement of employment with a business. It is usually used to
brief new employees about the policies and practices for the new
company that they work for.
Mentoring – this is where employees are monitored usually by a more
experienced colleague and progress is recorded and targets set. It is
performed in order to ‘add value’ to the employees progress in the
Apprenticeships – this is confined to those types of jobs that involve
practical or skill based employment. Recruits are usually employed
with little or no formal qualifications and are trained ‘on the job’
picking up skills as they work. They are paid a marginal wage and gain
qualifications in their chosen career.
Job rotation is used for training , this involves the new employee,
rotating around different jobs and tasks. Through this it allows the
staff to gain a diversity of skills and also reduces boredom and
increase motivation as they are constantly leaning new skills.
Off the Job
Off-the-job training – this takes place when employees are sent on
courses. They are usually held by qualified and well experienced
personnel and are expensive
John Lewis also offer in house courses to their staff , in which they
are trained outside the owrk force
Training and development is important not only to the business,
because it improves its skill resource, but its often seen these days
as an important "perk" for employees if a training budget is allocated
to them as part of their employment package. Training leads to
employees improving their skills, which in turn makes them more
valuable as employees. You could also argue that a happy employee is a
better employee and might work harder or more successfully for the
business, therefore improving business performance. It also cretes
transferable skills for the staff which can be used when staff are
sick , fellow employees ahve the skill to do the work, saving money
and stress for the company. It also give the staff confidence and
opens new opportunities to fill gaps in open job positions. this
motivaites staff. Through trianing the staff become aware of new
product development, legislations and technical advances which will
mean staff can work faster and provide better customer service as they
are aware of the product and technology.
Also john Lewis feel that through trainignstaff there will be a
reduction in accident rates as they will be trained about Health and
safety , which means a more positive image of the company and
reduction in fines.z
Preformance management is essential within John Lewis , as if it is
not manged efficiently the company could become uncompetitive as staff
are not being monitored.
Information that is provided from the performance management is vital
, as it can look at skills analysis and fill the gaps through further
training and can also look at promotion opportunities for staff.
John Lewis managers do out performance management and control by a
number of methods:
They ensure that instant action is taken when mistakes have been made
to the company and need to e corrected, planning and setting
objectives for the staff and departments help them keep on track on
their targets. Making comparisosns of the companies targets against
their objectives, looking the staffs actual performance and keeping
constant monitoring on it. Looking at the performance standards of
staff is another target for the company , and ensuring that they are
performing at the levels they should be at.
When planning and setting objectives for the company they can be
either quntifies, so for example an actual figure is set for the goup
or individual e.g. 30% increase for prodution or annual sales.
Qualitive is another for of setting company objectives , and this
centres around the actual quality provided by the service for example
John lewis might set and objective for products to be delivered
before the 24 hours of order.
Discussions take plave between the manger and employees on in which
they set out there objective, when deciding upon this Smart is the
idea they use in their decisions. All objectives set out go along the
lines of SMART; Specific as employees need to know exactly what the
objective is so there is no wrong information, Measurable, the
managers give the emplyee a quantible figure to be met, Agreement
between whom is setting the targets and who will be meeting them,
Realistic objectives as the target needs to be achievable, Time
related needs to be a set time period.
Monitoring Performance is an important role in assessing john lewis’s
achievements, they can compare performance measurements to the
objectives they have set out.
There are different ways John lewis’s measures its performance, one of
these is through analysing their output , profit and sales over a
period of times.
Benefits of preformance management include employees being motivaited
as it sets them an objective to work to :
- focouses on results rather than behaviour and activites. For if an
employee may seem to be working hard , yet the results differ from
this , the company will be able to observe this through preformance
management . Thus they will be able to identify problems and then
motivaite employees to work towards the goals and objectives of the
- John lewis through performance management identifies organizational
goals, results needed to achieve those goals, measures of
effectiveness or efficiency (outcomes) toward the goals, and means
(drivers) to achieve the goals. This chain of measurements is examined
to ensure alignment with overall results of the organization.
Analysing Training and Development in depth
John Lewis values the training and development process emencely as
they feel that this allows staff to develop skills and knowledge,
which will inturn benefit the company as with more trained staff means
a better business, which means more profit.
John Lewis use two main types of training in there business these
are on the job training and off the job training . Both have different
benefits for staff.
On the job Training
this is where training occurs ‘in-house’ , it is usually carried out
by employees working for the firm so it remains a cheap way of
training the workforce. The only disadvantage of this type of training
is that bad habits are often passed on as those doing the training are
not always the most qualified or experienced person in that field.On
the job Taining includes:
Coaching- this is where employees are monitored usually by a more
experienced colleague and progress is recorded and targets set. It is
performed in order to ‘add value’ to the employees progress in the
Shadowing- This is where the new employee is shown how to do the job
by a more experienced collegue of the workplace. Through this the
employee will then learn how to preform the job well through
observation and advise.
Job Roatation- This is the process in which the employees are trained
in various jobs ib a small amount of time. Through this , it develops
the skills of the employee making them more versatile. But it also
gives them an insight into how each department of the company works.
Modern Appernticeships- This form of training is confined to those
types of jobs that involve practical or skill based employment.
Recruits are usually employed with little or no formal qualifications
and are trained ‘on the job’ picking up skills as they work. They are
paid a marginal wage and gain qualifications in their chosen career.
They spend one day at the workplace and the other may be spent at a
university or college . This shcmeme is subsizdized by the government
, as it provides a greater incientive for the employee. Through this
the employee can also gain and NVQ.
Off the Job Training
this takes place when employees are sent on courses. They are usually
held by qualified and well experienced personnel and are expensive.
- In house courses- John Lewis run their own in house training for
employees, this is somtimes a favoured method of training when new
skills have to are infact more business specific.Joh Lewis infact run
their own residental training centres or colleges offering
speacialist training cources.
External coureses- These are also speacialist training centres where
employees are trained outside of the company this may also be through
another employer. Another way to train employees on thhe latest
equipment and technology is to use a trained supplier who will be
willing to train them.
Vocational and Proffesional Courses- these are taken in unniversities
and schools , in which they will gain qualifitcations whcih will be
needed when starting the job. these include.
How does the business select approptiate workers for the business
Today firms operate with reduced workforces. Thus firms have a much
higher expectation of each employee in terms of the performance they
will deliver The workers are the means by which the firm will achieve
its objectives (e.g. sales, profits etc). Thus it is vital to the
success of the firm to have a knowledgeable and technically competent
workforce, which are highly motivated and flexible.
The firm must apply very rigorous selection procedures to ensure that
it recruits the right staff.They do this through the recruitment and
selection process, in which they review all the applicants documn