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Recruitment And Selection Process

1.1 Introduction:

As opined by Arvey and Campion (2010, p290), “In order to increase the efficiency and retention of the employees, it is essential to implement an appropriate Recruitment and Selection process”. Recruitment is the procedure that the organization applies to identify the human resource requirements of the organisation and attract suitable candidates. Selection refers to the process that is involved in choosing a predefined number of candidates from a number of applicants to fill the available posts in the organization (Barber, 2009).

1.2 Background on the topic:

Employees are considered to be the face of the organisation. According to Compton and Nankervis (2011), effective recruitment and selection procedure gives the organization a unique identity in terms of competent human resource and performance. Strategic human resource management involved hiring potential individuals whose skills and competencies match with the organisational goals and objectives. The selection of the right person for the right job, at the right time and place is essential to drive organisational performance. Hiring the wrong candidates can lead to increased costs in terms of training, low employee productivity and high labour turnover. The study deals with investigating the recruitment and selection procedure followed by Marks & Spencer, U.K..

Marks & Spencer recruit internally by advertising on the notice board either in paper format or through employee account online like, organizational intranet, in his journals, references or recommendations and word of mouth. The external recruitment procedure is followed by contacting  hiring agencies for graduates, employment agencies for contemporary workers and accepting online application  in the company’s own web site.

1.3 Rationale of the study:

Organisations in the current competitive business scenario face a scarcity of talented employees whose competencies match with the organisational goals. Poor hiring and selection policies lead to low employee productivity, loss of employee morale, increasing costs and higher turnover intention (Giovanni et al. 2008). Unsuitable employees unnecessarily increase training costs, demotivate Co workers, and thereby build weak organisational culture. Davidson (2010) has stated that an effective recruitment and selection process has an objective to structure a strong manpower and efficient human resource to enhance the productivity of the firm. The traditional process like newspaper adverts are now less effective as online networking is a great resource to reach to each person for this process. A wrong way of selection process can cause the degradation of human resource that can hamper the productivity of the firm (Dessler and Williams, 2009).

The relevance of this study can be justified as it seeks  to uncover the loopholes (if exists) in the current recruitment and selection process of Marks & Spencer. Identifying such loopholes will prevent the company from hiring unsuitable candidates, thereby reducing costs and developing effective talent management.

1.4 Aims and Objectives:

The following aims and objectives can help the researcher to go through a proper way to meet the objectives.

1.4.1 Aims

The aim of this research is to investigate the recruitment and selection procedure followed by Marks & Spencer to meet its workforce requirements. The researcher also aims to critically analyse the pros and cons of its current hiring process and recommend better strategies if loopholes exist.

1.4.2 Objectives

The objectives of the research can be explained as follows:

  1. To understand the importance of recruitment and selection process for organizational development
  2. To critically evaluate the effectiveness of current recruitment and selection strategies followed by Marks & Spencer.
  3. To identify recruitment gaps and recommend better strategies for future talent management
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