Managing People in Organizations
Added on 2020-06-05
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Table of ContentsManaging People.........................................................................................................................1INTRODUCTION.......................................................................................................................31. Recruitment and Selection .....................................................................................................32. Motivational Theories ............................................................................................................73. Factors influencing individual’s behavior in Harrods...........................................................11CONCLUSION..............................................................................................................................16
INTRODUCTIONManaging people are essential for a company to make effective use of human resource.Without people, no organisation can achieve their goals and objectives as they are fundamentalelements of any firm. For getting skilled and talented people, company have to focus onrecruiting desired people which can help organisation to achieve success in all fields. A managershould to motivate, encourage, inspire their members so that they can perform well in their joband produce higher results. Employees are crucial pillars of business success as they directlyinteract with customers and are responsible for making profits out of them. Managers ofcompany should ensure that the employees which are employing in their organisation should besatisfied with their jobs and other perks like salary, incentives, allowance. These things impactpositive effect on employees as they perform better in their tasks. These factors also effect theirproductivity and outputs. Harrods is a private company which has well recognized fashion andluxury stores. They are mainly leaders in luxury retail (Odaga, 2014). It is Situated in BromptonRoad in Knightsbridge, London. It has global reputation and prestige and running more than 320different departments. Harrods essential values are – luxury, service, innovation and sensation. Ithas huge work force of 4000 employees. Now, Qatar holidays has purchased Harrods and theyare fully committed towards employees of Harrods. This assignment will focus on recruitmentand selection followed in Harrods. Different motivation theories with their advantage anddisadvantage that are applicable to Harrod company are also given in this assignment. 1. Recruitment and Selection The employees forms the pillars of foundation on which the success and growth of everyorganization depends. Thus , it is most vital task for an employer to employee right person forthe right job (Al Ariss, Cascio and Paauwe, 2014). And thus, the recruitment and selection formsthe first and the foremost functions of any business organization to initiate their operations.Recruitment is concerned with identifying the job requirements, attracting the candidates toapply for vacancy, scrutiny the suitable applicants and then appointing the most appropriateindividual for the position whereas selection process involves taking interview of selectedcandidates and evaluating their level of skills and proficiency through various aptitude tests tocapabilities to ensure that they are suitable for the vacant post. Being a key function of HRM, itis vital for an enterprise to carefully evaluate and take every step of recruitment and selection
process with added importance as when the best person with requires proficiency level will beselected at the right position it will definitely give productive outcome enhancing theperformance as well as productivity level of the firm. The process of recruitment and selectionvaries depending upon the size, structure and number of roles that a business enterprise isperforming. However, the basic steps that every organization follows are mentioned below:Conducting a job analysis:- Job analysis is the process of identifying and determining the rolesand responsibilities of a particular job and the requisite specifications that are essential forperforming a job. Job analysis includes a series of tasks to ensure that that the right person withright capabilities are hired so that the firm doesn't suffer any loss caused by misfits. It includespreparing a job description along with job/personal specification, setting the minimumqualification criteria for the candidates in reference to the post and then defining the salary astructure according to the vacant position (Bush and Middlewood, 2013).Job description is a document which defines the specifications of the job position. Itincludes information related to pay scale, functions, daily chores, affiliated work and obligationsof special designation. Its function is to convey data regarding orientation reports,methodologies for HRM, specifications related to skills required by an individual and wagescriteria too. It serves as a support plan in deciding the performance evaluation and training anddevelopment techniques to analyse and enhance the performance of the selected employee. Jobdescription along with job specification helps the company to select the most appropriatecandidate in terms of qualification, skills and knowledge which are required to fulfil the rolesand responsibilities of the job position . Job specification also known as employee/personal specification. It is a document whichlays down the personal specification including educational qualifications, experience, specificqualities, technical and communication skill and so on which are requisite for performing the jobrelated roles and responsibilities. It also includes a brief about the medical and health status ofthe candidate, information related to aptitude and judgement capabilities, adaptability, flexibilityleadership skills,values and ethics, creativity and mannerism etc. It serves as judgement criteriafor organization as well as for candidates to evaluate their eligibility for the job opening(Gassmann and Schweitzer, 2014).Sourcing of talent :-After deciding the job description and outline for ideal candidate to bechosen, the company start acquisition of talented candidate by using a variety of methods to
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