Role of HR in Arcadia Group: Recruitment and HR Management

This report explores the role of HR in Arcadia Group, focusing on recruitment and HR management. It discusses the definition of HR, recruitment process, recruitment models, information about the organization, and how the selected organization recruits people. The report concludes with the importance of HR management in enhancing organizational performance.

HR: Case Study –
individual work

Table of Contents
INTRODUCTION...........................................................................................................................1
Main Body ......................................................................................................................................1
Define HR ...................................................................................................................................1
Recruitment .................................................................................................................................1
Recruitment model ......................................................................................................................2
Information about organization ...................................................................................................3
How selected organization is recruiting the people ....................................................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Human resource can be explained as set of people and group who are working at a
workplace by running their functions and activities effectively. Recruitment is the process of
getting pool of candidates and selecting best one who is capable to perform the job (Curado,
2018). To understand about a role of HR officer in Arcadia Group has been selected that is
playing different roles in motivating employees, recruiting employees and culture. In all
organization HR is playing different roles and increase the performance. This report covers role
of HR and theories in relation to HR and motivation.
Main Body
Define HR
Human resources is defined as collection of people who are working collectively in an
organization by managing all functions. It is important that such human resources should be
inspired and highly satisfied which can help to develop the organizational performance. In
selected organization number of employees are working by understanding their roles and
responsibilities which helps to increase organizational performance. At all workplace HR role is
crucial as it developing, reinforcing, and changing the culture of organization which supports to
operate a business effectively and attain the competitive advantages. The HR management is a
person who identify the vacant position and make efforts to fill the vacancy by recruiting a
skilled and talented people (Oppel, Winter and Schreyögg, 2017).
Recruitment
Recruitment is considered as overall process of identifying, attracting, screening, short
listing, interviewing and selecting the suitable candidates who have applied for the job and able
to manage the all activities. This is important process as it invite the pool of candidates who have
applied for job and developing their personal skills and abilities. In other words, recruitment is
the continuous process of hiring the right people at right workplace which helps to operate the
business effectively and develop the business performance. This is negative approach also as it
rejects the people who does not match with required profile and job responsibilities.
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Recruitment model
On Demand recruiting: This is well known model which is uses to recruit the
candidates when ever they have demand. In this, recruiters based on hourly or project bases
which can help organization to get the skilled and talented people who works in organization
effectively and increase the business performance. This provides flexibility of choosing when
there is requirement of employees (Different model of recruiting. 2020).
Contingency Hiring: This is another model which uses to recruit the people on the basis
of contingent situation. This is based on some agreed terms and condition that are offers to
employees. It incorporates an ongoing recruitment & placement action which is required to
operate a business successfully and attain the competitive advantages. The HR of Arcadia Group
can be use this model in order to fill the vacant position for some period that can help to manage
the all workings (Pavlov and et.al., 2017).
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Information about organization
Arcadia Group is large size retailing organization that has owns high street clothing
sectors where it is providing variety of products and services involving clothing, accessories,
shoes and others. This was founded by Philip Green in the year 2002 for the purpose of
providing retailing products and increasing performance. In this organization more than 13000
employees are working as it is serving products world wide area. This can help to operate the
business by organising and arranging the all resources and capital which can help to attain the
productivity. As an HR officer of such brand different roles and responsibilities are needed to
perform as it increases the performance by getting work done from their staff. The major role of
HR is to understand the needs and wants of their employees who are working at workplace and
develop the higher productivity by increasing sales and performance.
How selected organization is recruiting the people
For all enterprises it is important to recruit the people as they have vacant position in
organisation that can be fill up by getting number of applied candidates and selecting the best
one which can help to increase the business productivity. If organization is able to recruit the
right people then it will be opportunity to grow their business. Arcadia Group is the multinational
retailing organization that is operating their business by managing all functions and placing the
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employees at right place so they can work effectively and attain the competitive advantages
(Sundiman, 2017).
The HR officer of selected organization is recruiting the people by identifying the hiring
needs by analysing the vacant position, preparing the job description, searching the talent and
skilled people at workplace, screening and short-listing the resume, getting interviews,
evaluation and offer of employment and selecting the right people at right place which can help
to fill the organizational needs and managing all workings effectively. As an HR officer of
selected company, needs and wants of employees are identified by management and provide
them motivation which can help to increase the organizational performance. All recruiting
process are adopted and implemented management which supports to getting the work done and
retain them in company for long period of time (Turulja and Bajgoric, 2018).
The organization is making sure that it has selected the right people as it make understand
them roles and responsibilities which they perform and it is evaluated by HR officer time to time
which helps to know that organization have selected the right people. This helps to increase the
organizational productivity and performance in challenging environment and get the competitive
benefits.
CONCLUSION
From the report it can be concluded that human resource management is the important
process which is uses to place the right people at right place. It is responsible to analyse skills
and abilities of employees and motivate them by providing proper training and guidance
effectively. Different model and theories are uses by management for recruiting the people.
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REFERENCES
Books and Journals:
Curado, C., 2018. Human resource management contribution to innovation in small and
medium‐sized enterprises: A mixed methods approach. Creativity and Innovation
Management. 27(1). pp.79-90.
Oppel, E. M., Winter, V. and Schreyögg, J., 2017. Evaluating the link between human resource
management decisions and patient satisfaction with quality of care. Health care
management review. 42(1). pp.53-64.
Pavlov, A. and et.al., 2017. Modelling the impact of performance management practices on firm
performance: interaction with human resource management practices. Production
Planning & Control. 28(5). pp.431-443.
Sundiman, D., 2017. Human resource management in the enhancement processes of knowledge
management. Binus Business Review. 8(3). pp.167-173.
Turulja, L. and Bajgoric, N., 2018. Information technology, knowledge management and human
resource management. VINE Journal of Information and Knowledge Management
Systems.
Online
Different model of recruiting. 2020. [Online]. Available through:
<https://medium.com/@movanti12/different-types-of-recruitment-models-choose-the-
best-one-for-your-company-1baf311df592>
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