Recruitment and Selection Process Analysis

This assignment provides an in-depth analysis of the recruitment and selection process adopted by Debenhams, a cited company. It explores the two sources available for recruitment and selection, internal and external, and highlights the growth opportunity this presents for the company. The report concludes that the selection process is an important part of every firm, with many steps considered to hire effective personal in their organization. Effective procedures are adopted by the company to bring innovation to the business.

Business Resources

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Recruitment documentation used in Debenhams..................................................................1
P2. Employability, personal and communication skills required when applying for a specific
job role........................................................................................................................................2
P3. Physical and technological resources required in the operation of a selected organisation. 3
P4. Sources of internal and external finance for a selected business..........................................3
P5. Interpretation of the contents of a trading and profit and loss account and balance sheet for
a selected company. ...................................................................................................................4
P6. illustrate the use of budgets as a means of exercising financial control of a selected
company......................................................................................................................................5
P7. Illustrate the financial state of a given business....................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human, financial, physical, and knowledge factors that provide a firm the means to
perform its business processes are called as business resources. All these resources has to be
managed properly as they act as the asset to the company. These are the factors which decide the
success of their business(Bangerter, Corvalan and Cavin, 2014). Employability, personal and
communication skill are normally the three skills which is required for applying on a specific
job. Firms uses internal and external mode of recruitment because both holds certain significance
at their own places. This all report will be dealing with various aspects of business resources and
how tasks can be performed to manage these.
TASK 1
P1. Recruitment documentation used in Debenhams.
The process of finding and hiring the best-qualified candidate for a job opening, in a
timely and cost effective manner. The Selection is the process of choosing the most suitable
candidate for the vacant position in the organization.
Various documents are required in the process of recruitment and selection persons. These
documents required are used so that the complete detail about the post can be given.
In Debenhams, there is vacancy of supply chain assistant(Cabellero and Walker, 2010). It is
required for company to form effective job advertisement so that best candidate can apply for
this job.
Job Advertisement:
SUPPLY CHAIN ASSISTANT
Debenhams which is a general retail stores are looking for a supply chain assistant. The
candidate should have a Btec degree and need to have a small experience. Any person whose
age is less than 35 will be given priority.
Apply with CV and recent photograph by 23th August 2017
Kindly give your CV at the below mentioned address
Sales manager
Debenhams.
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London, UK
Ph. 9876543333, 0141-987774
Job Description:
Job Title: Supply chain assistant
Working Hours: Minimum of 30 hours of work
Benefits: Holidays, health insurance, travel allowances and etc.
Salary: £14,000 based on the performance
Contract: 8 Month
Based at: London, UK.
Reporting to: Sales Manager
P2. Employability, personal and communication skills required when applying for a specific job
role.
Employability means the ability of someone to gain a job, retain it and the move on to a
higher stage in the their working life. Employability is improved by strong personal and
communications skills which will impress a potential employer.
There are many skills and qualifications needed when applying for a job. Employers will
tend to look for how presentable the employe (well dressed) if they can communicate clearly and
if they are able to get on well with existing employees. They will also need to have skills and
qualifications which are relevant to the job you're applying for(Dineen and Soltis, 2011). The
employer will want to see that the skills of the potential recruit meet the demands of the job and
will benefit the business. If they skills you have are what are needed for the job then then you
will be in a good position in receiving the job You will also need to demonstrate, in your CV and
application form.
In every job you will need good communication skills. You must be able to communicate
well with staff to work effectively, this also includes communicating with other businesses and
organisations, or perhaps with the members of the public, in various formats. This will include
face to face encounters, over the phone, e-mails and letters among other formats.
Personal skills are also a very important factor in determining whether or not the business
recruits you. For example, you need to be responsible, have a good attitude towards work and be
able to remain calm in a crisis. You may need to show that you are able to work deadlines or
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targets. Depending on the type of work, you may need to be able to work in a team or
independently, without supervision.
In order to find work that is financially rewarding and personally satisfying, it is
important that you prove to your employer that your are the right person for the job. Having good
interview skills will give you the edge in getting a job this is because you ca basically sell
yourself and your skills. This will also demonstrate your communication skills which will be
important in your working life(Dipboye, Macan and Shahani-Denning, 2012).
P3. Physical and technological resources required in the operation of a selected organisation.
IT Equipment
Buildings and Facilities
At Debenhams, there buildings are all in a small area so that it is easy to transport the cars that
they are building around the factory. A lot of the buildings have been there for a long time.
Debenhams also make sure that they secure the business well by placing alarms around the
building, they would also lock up the factory at night so no one could get in and take anything.
Stock
Stock is required by Debenhams company so that they can actually make the products that they
will then sell, they keep this stock in selected storage units each for different parts in different
areas of the factory.
Intellectual Property
Intellectual property (IP) is something that has been created, not just an idea; it has to be
physically created. For example, an idea for a new building is not an intellectual property but the
blueprints or the actual materials used are(Leekha Chhabra and Sharma, 2014). There are four
main types of IP, these are; the brand name or the product names as they are created and used for
other people to see making them IP, the inventions that you create are IP because they are
physical creations (inventions does not include ideas for inventions).
P4. Sources of internal and external finance for a selected business.
Internal
Retained Profit can be defined as the amount of money that is left over when the all the
overhead and costs of business have been deducted. Retained profit could be used by a business
to pay shareholders as a dividend or to invest in new equipment. They would be able to pay the
loan back. Also by using profit they won’t owe any interest to the bank.
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Personal Savings can be defined as the amount of personal money that the owner
himself puts into the business. Personal savings could be used by a business to pay staff their
wages or to reinvest into the business to revamp the décor or front. It is there for them to use and
they don’t need to go to the bank or any other organisation to borrow money /loan which can be
a lengthy process as they will be looking at the financial side of the business to see whether they
would be able to pay the loan back(Rees and Rumbles, 2010).
Sales of Assets can be defined as the amount of money that come from the sale of stock
or assets that belong to the business. This is a good source of finance. Also, he will be paid for
the sale of his assets so he will be getting quick money that he can use on the running of his
business or invest in a new piece.
P5. Interpretation of the contents of a trading and profit and loss account and balance sheet for a
selected company.
Turnover can be characterized as the measure of income or cash produced from deals by
a business or association over a time of 1 year. The turnover figure for Debenhams in 2014 was
£2175,000 and for 2015 the figure was £3300,000; the contrast between the two years represents
the Debenhams is £1125, 000. There are many reasons why there is a distinction of £1125,000
between the two figures for every year; one such reason might be that in the principal year of
2014 the Debenhams may have less clients as it had quite recently presented itself and may have
been concentrating on another part of the business which was to overcome the main year. Cost of
Sales can be characterized as the immediate expenses acquired by the business while creating the
products that they offer; so as to figure the expenses of offers you need to do the accompanying
equation which is opening stock + ( buys and costs ) – Closing stock which give the business its
cost of offers.
The cost of offers figure for Debenhams in 2014 was £750,000 and for 2015 the figure
was £982,500; the distinction between the two years represents the Debenhams is
£232,500(Siavelis, 2012). There are many reasons why there is a distinction of £232,500
between the two figures for every year; one such reason might be that in the primary year of
2014 the cost of creating their items or purchasing their item would be less expensive so items
like meat and vegetables may have been less expensive to purchase in the main year (Schweyer,
2010). The gross benefit figure for Debenhams in 2014 was £1425,000 and for 2015 the figure
was £2317,500; the contrast between the two years represents the Debenhams is £892,500. These
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figures demonstrate that the Debenhams execution was better in 2015 where it made an
additional £892,500 contrasted with the assume that the eatery got in 2014 which was
£1425,500.
P6. illustrate the use of budgets as a means of exercising financial control of a selected company.
There are two ways of budgeting, businesses either budget by using a zero budget or by
allocating a budget. A zero-based budget isn’t like a traditional budget in the sense that a set
amount of money is given to different departments depending on their needs instead when an
employee needs money to spend they have to go to their manager and justify their reasoning for
needing the money; money will be released from the business on a case-by case basis(Simula
and Vuori, 2012).
A budget is an estimate of the costs, revenues and resources that are going to be needed
in the future over a set period of time. Debenhams uses an allocated budget to:
 Limit expenditures that are unnecessary
 Create a “financial roadmap”
 Plan for future growth as using a budget means that money that was being “wasted” in
one area can now be used to invest in future business opportunities
 Establishing attainable target
A break-even chart is used by Debenhams to visually show at which point the revenue is the
same as costs, this is the point the business needs to get to, to ensure they are not going to make a
loss on the products/services they are selling. It shows the fixed costs and variable costs, and one
of the lines show the rate that revenue is made when the products/services are sold (over time)
and the other line shows the rate that the costs increases when the products/services are sold
(over time).
 Financial control is exercised in planning, performance, evaluation and coordination,
these are points that are demonstrated when creating a budget:
 Planning – demonstrated due to the fact that the whole point of the budget is planning for
the future using the break-even chart to show at which point the business is no longer
making a loss (Van den Brink, 2010).
 Performance – a budget takes into account how well Debenhams has performed
previously to forecast how well Debenhams will do in the future, it also increases the
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overall performance of the business by ensuring that the money from capital is
invested/spent wisely
P7. Illustrate the financial state of a given business
Return on capital employed- Formula used for both years is net profit over capital
employed. Also it shows that the company is not employing its capital effectively and is not
generating shareholder value since the Debenhams is
164.2 100 394.1 = 41.66%∗
Net margin- The business show there is a high amount of business overheads of
159.200 100 2,240.80 = 7.1∗ % because probably the net profit generated was low due to many
expenses. The net margin which is 164.200 100 2,681.2 = 6.1% shows that there is also a high∗
amount of business overheads because probably the Business made a large amount of sales.
Formula for the both years is Net profit * 100 over sales(Stybel, 2010). Current ratio-The 2007
which is 574.3 321.8 = 1.8 : 1 ratio is favourable because it might have generated enough current
assets. The 2008 current ratio is 622 364.8 = 1.7 : 1 therefore it is favourable because it might
have generated less current.
CONCLUSION
From the above report it has been concluded that recruitment and selection process is
important part of every firm. There are many steps that are considered in selection process of
Debenhams. The cited company adopts effective procedure so that they can hire effective
personal in their organisation. There are two sources that are available to cited company for
recruitment and selection as internal or external. This is the growth opportunity for the company
because they bring innovation to the business.
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REFERENCES
Books and Journal
Bangerter, A., Corvalan, P. and Cavin, C., 2014. Storytelling in the selection interview? How
applicants respond to past behavior questions. Journal of Business and Psychology.
29(4). pp.593-604.
Cabellero, C.L. and Walker, A., 2010. Work readiness in graduate recruitment and selection: A
review of current assessment methods. Journal of teaching and learning for graduate
employability. 1(1). pp.13-25.
Dineen, B.R. and Soltis, S.M., 2011. Recruitment: A review of research and emerging
directions.
Dipboye, R.L., Macan, T. and Shahani-Denning, C., 2012. The selection interview from the
interviewer and applicant perspectives: Can’t have one without the other. The Oxford
handbook of personnel assessment and selection, pp.323-352.
Leekha Chhabra, N. and Sharma, S., 2014. Employer branding: strategy for improving employer
attractiveness. International Journal of Organizational Analysis. 22(1). pp.48-60.
Rees, G. and Rumbles, S., 2010. Recruitment and selection. Rees, G. and French, R. Leading,
Managing and Developing People, pp.169-190.
Schweyer, A., 2010. Talent management systems: Best practices in technology solutions for
recruitment, retention and workforce planning. John Wiley & Sons.
Siavelis, P.M., 2012. Pathways to power: Political recruitment and candidate selection in Latin
America. Penn State Press.
Simula, H. and Vuori, M., 2012. Benefits and barriers of crowdsourcing in B2B firms:
Generating ideas with internal and external crowds. International Journal of Innovation
Management. 16(06). p.1240011.
Stybel, L.J., 2010. Managing the inner contradictions of job descriptions: A technique for use in
recruitment. The Psychologist-Manager Journal. 13(2). pp.105-110.
Van den Brink, M., 2010. Behind the scenes of science: Gender practices in the recruitment and
selection of professors in the Netherlands. Amsterdam University Press.
Online
Internal Recruitment and External Recruitment, its sources. 2017. [Online]. Available through:
<https://headhuntinginrecruitment.blogspot.in/2013/10/recruitment.html>. [Accessed on
24th August 2017]
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