Clarks: Leading People, Recruitment, and Training Plan Analysis

This report delves into the recruitment and selection process for a store manager at Clarks, a British international shoe manufacturer and retailer. It examines the legal, regulatory, and ethical considerations involved in hiring, emphasizing the importance of equality and non-discrimination as per the Equality Act 2010, Race Relation Act 1976, and Sex Discrimination Act 1975. The report outlines the various stages of the selection process, including application forms, curriculum vitae screening, reference checks, simulation exercises, and interviews, detailing sample interview questions. Furthermore, it discusses team dynamics, leadership styles, and motivational techniques used by Clarks to enhance employee morale and achieve organizational objectives. The report also explores the benefits of teamwork, factors in performance planning, monitoring, and assessment, and the development needs for the store manager role, concluding with an evaluation of the assessment process's success.

unit 14 working with and leading people

Table of Contents
INTRODUCTION...............................................................................................................................3
Task 1 - ADVERTISEMENT TO RECRUIT NEW STAFF......................................................................4
1.1 PREPARE DOCUMENTATION TO SELECT AND RECRUIT A NEW MEMBER OF STORE
MANAGER....................................................................................................................................4
1.2 THE IMPACT OF LEGAL, REGULATORY AND ETHICAL CONSIDERATIONS TO THE
RECRUITMENT AND SELECTION PROCESS..................................................................................7
1.3 TAKE PART IN THE SELECTION PROCESS..............................................................................9
3.2 WORKING IN A TEAM AS A LEADER AND MEMBER TOWARDS SPECIFIC GOALS, DEALING
WITH ANY CONFLICT OR DIFFICULT SITUATIONS....................................................................11
1.4 EVALUATE OWN CONTRIBUTION TO THE SELECTION PROCESS.......................................12
TASK 2- REPORT ON LEADERSHIP, MANAGEMENT AND MOTIVATION OF STAFF.....................13
2.1 THE SKILLS AND ATTRIBUTES NEEDED FOR LEADERSHIP..................................................13
2.2 THE DIFFERENCE BETWEEN LEADERSHIP AND MANAGEMENT........................................14
2.3 COMPARISION OF LEADERSHIP STYLES FOR DIFFERENT SITUATIONS..............................16
2.4 WAYS TO MOTIVATE STAFF TO ACHIEVE OBJECTIVES.......................................................18
TASK 3- REPORT OF TRAINING PLAN............................................................................................19
3.1 THE BENEFITS OF TEAM WORKING FOR CLARKS...............................................................19
3.3 THE EFFECTIVENESS OF THE TEAM IN ACHIEVING THE GOALS.........................................20
4.1 THE FACTORS INVOLVED IN PLANNING, MONITORING AND ASSESSMENT OF WORK
PERFORMANCE..........................................................................................................................21
4.2 THE ASSESSMENT OF THE DEVELOPMENT NEEDS FOR THE “STORE MANAGER OF
CLARKS”.....................................................................................................................................22
4.3 THE SUCCESS OF THE ASSESSMENT PROCESS....................................................................24
CONCLUSION.................................................................................................................................25

REFERENCES...................................................................................................................................26

INTRODUCTION
C & J Clark is an international British shoe manufacturer and retailer since 1825 in the UK. The
company has approximately 1,200 branded stores and franchises worldwide. Nearly 16,300
employees working in the company. As an HR manager of Clarks, I have to maintain the legal,
ethical and regulatory consideration for hiring and selecting a suitable candidate for the profile
of store manager. As we know every organization needs an effective and appropriate process of
recruitment and selection of employees for the growth and success of the organization. In this
assignment, we will be discussing the Clark which is hiring a store manager and working on
developing an effective strategy (Kirby, 2016).
Team management is really important for achieving the desired goals and objectives of the
company. The assignment will be a focus on the different leadership style which is adopted by
the company for directing and guiding employees towards their work. The company is using
motivational theories and techniques for enhancing the morale of employees (Kirby, 2016).
Therefore, the recruitment and selection of best employee will be helpful in enhancing the
company's growth and fulfil the requirement of workers that will improve the productivity.

Task 1 - ADVERTISEMENT TO RECRUIT NEW STAFF
1.1 PREPARE DOCUMENTATION TO SELECT AND RECRUIT A
NEW MEMBER OF STORE MANAGER
JOB ADVERTISEMENT
JOB TITLE: Store manager (Franchise at Hove)
STORE NAME: Clarks Franchise Hove Adults
SALARY: Up to £,25000
WORKING HOURS: Full time
CLOSING DATE: 28 June 2018
JOB PURPOSE: The main job purpose as a store manager will be to effectively boost the
reputation of the UK’s iconic brands and add to the success stories. The job purpose also
includes being a motivator and successful manager for the employees of the store so as to
achieve effective team cooperation to enhance the store’s success.
ROLES AND RESPONSIBILITIES:
The main roles and responsibilities are as under:
 To develop a healthy environment for maintaining the customer relations and fulfil all
the needs and requirement of customers.
 To encourage and motivate employees towards their work.
 Effectively lead and direct the employees to develop knowledge and understanding
for boosting the customer experiences.
 To gain knowledge about every aspect of store management from tracking the profit
and loss to planning the events till minimizing the costs.

PERSON SPECIFICATION
QUALIFICATION:
The candidate must be post graduate in the commerce field and have knowledge of
management practices.
EXPERIENCE:
The candidate must be having 1-year experience in the footwear and fashion industry.
SKILLS:
 Effective communication skills
 Must be having creative and innovative thinking
 He must be goal oriented
 Leadership skills
 Knowledge of management practices
LIFE WITH CLARKS:
The Clark is a leading company of UK which deals in shoes and there are nearly 16,300
employees are working in the company. the company is providing the services in all over the
world in approximately 78 countries. As a store manager, you will be playing a vital role in the
growth and success of the organization.
CONTACT:
You can mail us on [e-mail]

The Clark is providing a golden opportunity to establish your career as a store manager in the
company. the company is providing the same opportunity to all the people who are interested
in this profile. There is no discrimination on the basis of age, gender, colour, religion or ethics.
Men and women both can drop their resume if they are interested in this job profile.
The interested candidates please send their resume on [e-mail]
For any other details, you can call on 0298876343

1.2 THE IMPACT OF LEGAL, REGULATORY AND ETHICAL
CONSIDERATIONS TO THE RECRUITMENT AND SELECTION
PROCESS
There are some rules and regulations which should be followed at the time of hiring a store
manager for the company. The selection of suitable candidate is really important for the
development and growth of the company (Goleman, 2017). These rules and regulations are
made for the selection of best candidate as the store manager for Clark.
EQUALITY ACT 2010
The HR department has to follow all the rules and regulations at the time of recruitment and
selection process. The equality law state that every candidate should be treated in an equal
manner. This act reduces the discrimination and considers equality in every candidate. This act
does not give preference to Religion, age, gender, colour and disability.
RACE RELATION ACT 1976
According to the Race relation act, every person should have the same chance of proving their
self. The person will be treated same as others by the HR department of the company at the
time of recruitment and selection. This act impacts the marketing and advertising of Clarks.
Every person should get a fair chance without a race relation and nationality.
SEX DISCRIMINATION ACT 1975
This act state that the HR department of the company cannot do bias behaviour at the time of
recruitment and selection process of the employees (Michelman, 2017). According to the Sex
discrimination act male or female both have the equal right to prove them self.
THERE ARE SOME LEGAL AND ETHICAL CONSIDERATIONS WHICH HAVE TO BE FOLLOW AT THE
TIME OF RECRUITMENT AND SELECTION PROCESS
The information given by the candidate must be genuine.
The medical test will be taken from the candidate.
He should not be a minor.

The candidate should be aware of all the legal policies and regulations of the company
at the time of selection.
All the data and documents and personal information of the candidate should be
confidential by the recruitment team.
THE IMPACT OF LEGAL, REGULATORY AND ETHICAL CONSIDERATIONS:
All the acts impact the organization's policies at the time of recruitment and selection process.
The Equality Act 2010 works as a safeguard for the employee rights and values. The company
cannot do bias behaviour because of this act (Hodges, 2016). This act will be helpful for the
candidate as they will not have judged by the age, gender, marital status, colour, and religion.
This act will be helpful for choosing the suitable candidate for the job profile.
The law and the legal acts will impact the interview stage of selection process. The HR
department should follow the legal acts at the time of selection and recruitment of candidates.
Any discrimination will not be conducted by the HR department.
The legal, ethical and regulatory considerations highly impact the business policies of an
organization. The HR department of Clarks has to follow the sex discrimination act, equality act
and the race relation act for providing the equal and same opportunity to all the candidates.

1.3 TAKE PART IN THE SELECTION PROCESS
The HR department has to maintain some effective strategies and planning's for hiring the
suitable candidate for the profile of Store manager (Kim and Beehr, 2018). As the HR manager,
the following selection process will be evaluated and identified for selecting the skilled and
knowledgeable candidate for the post of a store manager and then selected candidates will be
called for the interview.
APPLICATION FORMS
This is the initial stage of the recruitment and selection process. In this stage, the recruitment
notice has been printed as an advert in Metro and then through the advert. All the candidates
who will fill the application form for facing the next step of recruitment. This stage is really
important for inviting the candidates.
CURRICULUM VITAE
This is the stage in which the department will check the background of the candidate and take
the personal information of the person which is important to know. The screening test of
candidates will be conducted at this stage (Morgan, et al. 2014). The HR department assures
that all the personal details of the candidate will be confidential.
REFERENCES CHECK
This is the next step after the curriculum vitae in which the HR department check all the
references which are given by the candidates.
SIMULATION EXERCISES
This is the next step in which the references will be cross check by the HR department to know
the loyalty of the candidate (Campbell, 2015). In addition to this, we will conduct a role play for
the store manager profile. It will help to analyse the behaviour and patience level of the
employee which will be helpful to know the capability of applicant according to the job profile.

INTERVIEWS
This is the final stage of the recruitment and selection process. For conducting the interview
process all the responsibilities of the HR manager should be done and the information provided
by the candidate should be genuine (MIRANDA and ALLEN, 2017). It will be taken by the HR
manager of the company. This will be the first face to face interaction with the candidate with
the HR manager that will help to observe the candidate's behaviour and skills for the job profile.
In the interview, the HR manager will identify that the candidate is suitable for the job or not.
INTERVIEW INTRODUCTIONS
1. Thank the candidate for coming for the interview.
2. The HR manager will introduce himself and penal members to the candidate.
3. Ask candidate that is he is comfortable or not.
4. Ask the candidate to introduce himself.
INTERVIEW QUESTIONS
5. What are your biggest strengths and weaknesses?
6. Why should we hire you as a store manager for our company?
7. How do you manage the work pressure?
8. Do you know how to prepare excel spreadsheet of work and calculations?
9. Why have you quit your previous job?
10. What do you understand by diversity?
11. Do you have some knowledge of management practices?
12. Can you handle the different type of customers?
13. Do you think that you are capable of managing the store manager post?
14. When will you join?
15. Any questions for us?