Harrods: HRM Report on Recruitment, Motivation, and Employee Behavior

This report provides an in-depth analysis of Harrods' human resource management (HRM) practices. It begins by examining the recruitment and selection process, detailing the techniques employed, such as internal and external recruitment, and the use of job advertisements, descriptions, and person specifications. The report then explores motivation theories relevant to Harrods, likely discussing how these theories are implemented to enhance employee engagement. Finally, it delves into the factors that influence individual behavior within the organization, providing a comprehensive overview of Harrods' approach to managing its workforce. The report highlights the importance of HRM in achieving organizational goals and creating a productive work environment. The provided solution showcases how Harrods optimizes its HRM practices to recruit and retain employees.

Managing People in
Organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1. Recruitment and selection process followed by Harrods...................................................3
2 Motivation theories relevant to Harrods and their implementation.....................................8
3. Factors that influence behaviour of an individual............................................................14
CONCLUSION..............................................................................................................................18
REFERENCES................................................................................................................................1

INTRODUCTION
For procedure of human resource administration, this is fundamental for personnel
management of an organisation in regard of avoiding limitation and function effectively. Human
resource management can be referred as the development procedure as well as valuing individual
at the working environment. This consist of entire worker performance aspect that include
recruitment, development, performance and selection procedure etc. It has become more
essential for organisation to maintain their public that has been adopted by commercial sector
everyday. HRM organise various functions and activities for worker like compensating,
rewarding, development and training etc. Hard working and collaborative working along with
great traits as well as talent exceptional that can assist in building administration of company
easily (Bush and Middlewood, 2013).
Harrods is one of the most reputed company deal with luxury division stores in the global
trade. The company employs approximate 4000 emplopyee with the additional concession as
well as agency worker i.e. 3500. The organisation is performed through Qatar government. The
organisation coordinate practice to develop their worker engagement along with decrease the
worker's turn over. This report will analyse different recruitment and selection procedure along
with identifying various theories for building more worker engagement in the activities of
company. Also, it will help in evaluate the behaviour of individual impacting components for
emphasise their credibility and working quality.
MAIN BODY
1. Recruitment and selection process followed by Harrods
Recruitment and selection process is paramount aspect of new or established business's
proper functioning. Worker are main asset that can either direct a company to the success heights
or can misdirect to marketplace failure and wrong path. Thus, selection and recruitment process
is fundamental within a company that can help them in moving to right direction. Hiring process
refer to the searching and obtaining of potential applicants with needed skills, knowledge and
experience to agree organisation to recruit most appropriate individual to accomplish the vacant
vacancies of hob against the set description and specification. Harrods make use of certain
process that include various stages which can assist in communicating within internal
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organisational environment. There are several process and techniques of selection and
recruitment which is required to recognise before discussing the specific process:
Internal Recruitment: The assessment of employer of employee's recent members of
staff in regard of making certain if any current employee are skilled and qualified sufficiently to
their work vacancies of job. When a commercial business include in process of internal
recruitment, an existing employee might be assigned to profile of new worker delivering them
promotion, appraisal or internal transfer within the company. In regard of this, evaluation of
workplace of organising, performance and feedback evaluation is conducting for identifying the
employee of enterprise (Taylor, Doherty and McGraw, 2015).
External Recruitment: External hiring can mention as the categorization of available
candidate range, despite of existing staff members in order to involve or recruit sufficient skilled
and qualified employee to fill their vacancies of job within enterprise. It operate proper selection,
induction, hiring, development and training for efficient managing and employing activities of
employee.
Third-Party Recruitment: This refer to the company, agencies of individual hiring
candidates or employee for temporary, full-time and part-time opportunities of working
according to the worker's need. These work according to the knowledge and innovation rendered
through organisation while hiring as well as building a standard as per the hired worker. These is
associated with the candidate performance review and evaluation.
Therefore, Harrods, optimise the above discussed approach and techniques of selection
and hiring for the purpose of recruiting most suitable applicants for organisation. Considering the
main process initials, organisation follow more efficient and effective technique in regard of
revenues, time and efforts as per skilled employee recruitment.
The selection and recruitment procedure of sited company include numerous stages of
interaction and attainment of their vision and mission. The primary phase of carry out the
selection procedure include CV analysis practice prospects for determining suitability of profile
for opening of company. In the next phase, manager of Harrods employ telephonic or video
interview of rectified or suitable applicants according to qualification and skills by coordinating
reasoning test which support applicant's legal aspects to Harrod's HR manager. After this, centre
assessment is undertaken i.e. the next phase imply group discussion for hiring which is organised
by manager and HR of company. In this phase, they allow the applicants to accompany other
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stages such as line manager interview, prepared task and final interview and resourcing interview
etc. In the final phase of candidate selection and hiring of company, applicants are being invited
by organisation to assessment centre for analysing talent and skills (Renz and Herman, 2016).
Therefore, Harrods ascertain optimisation of coherent procedure and clear choice of
recruitment and selection procedure for the best and balanced use of available resources in ideal
manner. There are numerous other elements of this procedure that is being undertaken by
Harrods like person specification, job advertisement, job description etc. This procedure is need
to evaluate in regard of encompassing the entire hiring and selection procedure in the company's
best way. Here is discussed the most significant elements undertaken for ir along with their
purpose of evaluation briefed as below:
Job Advertisement: A job advertisement can be defined as the print and electronic
notification of new candidate hiring in regard of performing specific work position within the
organisation. Every company utilise this techniques or method so as Harrods. Main purpose of
accompanying the job advertising tool for selection and recruitment of undertaken organisation is
to attract more suitable and appropriate candidates for specific position of job. Therefore,
enterprise keep their ad content more direct, coherent, appealing and informative for attracting
maximum skilled and qualified employee within company. Here is discussed advertisement of
job of HR published for Harrods's HR manager:
JOB ADS FOR MARKETING MANAGER
Division: Promotion and Marketing
Type of Work: Part-time and Full Tine
Place: Hammersmith
Harrods is a well reputed organisation which is seeking for candidate for the post of marketing
manager who is more creative and strategic in terms of planning and rendering projects and
programs of technology, home division and toys. The applicant will be accountable for
managing consumer profile assessment, research of market, potential consumer and buyer
behaviour analysis, segmentation and brand performance administration etc. The marketing
manager should be able to plan, design and manage the activities, events as well as promotional
plan as per the forecasting and budget.
Candidate must be creative enough to imagine and execute the product launch event, existing
generation of publicity along with managing and working effectively with entire team members
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allotted to him. Also he should be more optimistic, visionary in nature, ascertaining the flexible
environment of work as well as assuring organisation creative strategies and plans for company.
Having a mind-set of consumer marketing, Harrods would be glad to hear from those
candidates. Job applicant can apply now by Website, Facebook and LinkedIn profile of
company.
HR Director
Sarah Grace,
Job Description: It can be referred as the functional description of content and context of
work that involve features and content of company. It has been documented statement which
define, explain and identify the major duties, responsibilities and working terms or condition etc.
The main purpose behind job description is to assess candidate's major role while hired for
specific work as well as to form the working term transparency (Stone and Stone, 2013). Harrods
understand those essential components while undertaking the recruitment and selection
procedure within a company, keeping the information or content more clear and descriptive.
Here is mentioned the job description sample of Harrods:
MARKETING & MANAGEMENT MANAGER
Job description: The need applicants will be hired for the brand performance management and
creating effective recognition of company in the competitive marketplace, With the confident
communication skills and support of communication, candidate should be more able to present
with more effective and authentic strategy of marketing along with the designed plan. These
applicants will be able to function promotional activities for promoting and launching their new
or existing services and products. Manager of company has to inform and report to the higher
management authorities in regard of tracking each day routine.
Requirements:
 Certified management and marketing degree from the reputed university or educational
institution.
 Good knowledge and information of altered tools and technologies of promotion. Effective skills of communication and interaction.
Requirement in chosen member:
 Individual should be more creative in order to analyse, manage, design and execute the
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marketing and promotional operations for new or existing services.
 The applicants should have more than 3 year experience in working for a recognised
company as the marketing or sales executive or manager.
 Staff member required to be trained and qualified major grounds of management and
marketing in their certified degree or diploma.
Person Specification: Individual specification can be referred as the determined attributes in
potential employee. It is similar to description of work but are more often planned in certain
form, The main trait or attribute of person specification is, this include skills, qualification,
experience, knowledge, attribute of individual and many other activities which a candidate need
to possess for performing their work or job duties (Rees and French, 2016). Main purpose of
creating and designing a person specification is to set duties and main attributes of candidate that
an organisation is seeking within their worker, There are major components i.e. require to
implement are justifiable specific, non-discriminatory and measurable. Here are sampled the
person specification format for marketing manager of Harrods mentioned as below:
PERSONAL SPECIFICATION
Experience Needs Demanding
Marketing and sales manager
experience
3 to 6 years Minimum of 4 Years
Skills/cognition/knowledge Requirements Demanding
Certification and skills in sales
and business marketing sector.
Certified diploma in business
marketing and management.
B Grade
Qualifications needed in
education or institution
Requirements Demanding
 Post graduate and
graduate degree in
sales and marketing
management along
with diploma in
management of human
Experience of performing in
Ph.D. in marketing and
management for the vacant
profile.
A Grade
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resources.
 Certified diploma in
HRM.
 Completed Ph.D. in
field of philosophy.
Personal skills Necessary Demanding
Managing abilities, interaction
skills, expressing &
understanding skills,
information of promotion as
well as marketing tools and
many more.
Candidate should include
numerous communication
methods as well as marketing
and sales knowledge along
with the diverged promotion,
research, development and
other range of information.
English (US) and (UK), (AUS),
French & Spanish.
Reporting Duration of Time: 10:00am - 07:00pm
Therefore, it can claim that sited company require to execute the recruitment and
selection procedure for more effective and creative work in regard of recruiting more suitable
and best employee within the organisation (Thomas and Lazarova, 2013). Personnel are
paramount part of a company so as Harrods who can assist in achieving the business vision and
objectives in effective and suitable manner. By evaluating and optimising the above discussed
components, approaches and procedure of selection and recruitment, company can achieve their
final result along with creating more hard working, creative and friendly working environment at
the workplace. This might aid Harrods in the structure alternation of company, technique of
leadership style as well as help in improving the basic communication level in ideal manner.
2 Motivation theories relevant to Harrods and their implementation
Motivation can be defined as the cause action, requirements and desired of people. It is
one cause, direction behaviour which an individual want to behave. Hence, the term can be
mentioned as the driving force that can help in company in achieving their business objectives
and goals. In this context of business, stimulation often are extrinsic and intrinsic element which
stimulate the desire and energy among individual to be more constantly dedicated and perform
the role of job or to perform more activities in order to achieve their objectives of business in
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efficient manner. It is required to render accurate motivation in the enterprise's core management
in regard of leading the whole functions on the proper direction as well as stimulate working of
company worker which indirectly can develop the company's performance level (Basu, 2014).
As Harrods has been dealing with various issues of engagement of employee within the process
of decision making, method of ineffective leadership technique as well as require culture change
etc. Thus, stimulation develop the individual's efficient along with cost decrement of products
and services. The sited company has been performing over the motivation of worker for which
they began rendering the advance luxury cars Tusker to their leaders and manager of company
(Stark, 2015).
There are various role of stimulation within organisation like Harrods as enterprise has
been working as one of leading store of luxury department in UK and other international
countries. Manager and leader of company has been utilising this approach for maintaining the
working environment along with reducing negative and indifferent attitude of employee. As
organisation is dealing with various problems with the turnover of worker hike which is
influencing organisation's reputation. Financial asset as well as time has been wasted while
recruiting employee in learning and training of employee. In regard of managing company
condition of Harrods, organisation set their structure of company and leadership style as well as
make desired modification in it for achieving their objectives of business. Such alternation can
direct organisation toward the resistance in internal working environment within their personnel
due to the new modification incurring within the company. Worker can be convinced to accept
those alternation as well as proper inspiration along with strategy of change which can assist in
meeting their objectives of business. Company, therefore, require accurate stimulation among
their worker in regard of managing positive working environment within the enterprise.
Motivation Theories: There are various theories of motivation which can be utilised or
adopted by organisation in regard of meet the determined result as well as emphasis engagement
employee within organisation like the Two Factor Theory by Hertzber which is also popular as
motivation theory of hygiene, Maslow's Hierarchy need model, Hawthorne Effect, theory of
three dimensional attribute, expectancy theory etc. The result of implemented operations always
depend on the company how and which they execute a motivation theory is implemented within
a company. In this assignment, for improving engagement of worker, environment of internal
working and management of Harrods people, association is imputing and evaluating various
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theories of motivation such as Expectancy Theory, Maslow's Need Hierarchy, Participation
Theory of McGregory etc. in order to critically analyse the suitable and most effective technique
in regard of organisation's culture. The whole procedure has been discussed by comparatively
evaluating distinct components of it (Kamoche and Pinnington, 2012).
DIFFERENT THOERY OF MOTIVATION IN HARRODS CONTEXT
Hierarchy of Need Theory by Maslow: This theory is rendered by Abraham Maslow i.e.
utilised to measure the individual's hierarchical need. This theory implies to factor of motivation
of each workplace when the there is requirement of motivation. Hence, this claims that people
are stimulated or inspired to attain the specific requirement and need some certain precedence
over the other people (Kamoche and et. al., 2015). This is eliminated into five major steps in the
form of growth requirement and deficiency. This theory has been exaggerated as below:
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Illustration 1: Maslow's hierarchy of Needs
Source 1: Maslow's hierarchy of Needs, 2018

 Physiological Requirement: Such elements are considered as the basic need of human
being that required to be managed or fulfilled for the individual's livelihood. This consist
of sleep, water, shelter, food and cloths. These requirement are very essential which is
priority of a person. This is basic for accomplish the need of individual (Manville and et.
al., 2012). For e.g. Harrods is a large company in which this is the major responsibility of
HR to make certain about the basic satisfaction of demand in regard of attaining the
objectives effectively. Safety Needs: After the physiological requirement of an individual, a person is majorly
concerned for their health safety and job security of oneself and their members of family.
For e.g., Harrods include large worker base that expect security and safety of job so they
rendered them advantages through supporting facilities insurance. Harrods plans proper
rewarding and compensation system for resolving issue of safety of worker and their
family providing health insurance as well (Pryjmachuk and et. al., 2012). Social Belonging: After the above mentioned requirements, the third need is associated
with the interpersonal interaction as well as cohesiveness feeling. Under this friendship
level, family and intimacy relation which are given the priority and initial place. For e.g.
Worker of Harrods manage cooperation and coordination only if their superior
communicate with them in more friendly way through resolving the major problems and
issues of them. Esteem Need: Such requirements are often associated with the recognition, status, respect
and reputation of an individual. This sort of need is often found in the corporate world
where worker desire some promotion and appraisal within certain period of time while
performing their best. For e.g. Harrods has rewarded their high management and manager
Tusker luxury car with advanced technology for their better performance and motivation
(Gillespie, Mullan and Harrison, 2014). Need of Self-Actualisation: After satiate entire requirement of an individual, this is
needed to aim to accomplish personal desire that one desire to attain in their lives.
Merits and Demerits of Maslow Hierarchy Need Theory:
Merits Demerits
 This can be considered as the factual and
logical theory as this set that person
 This theory does not implement in
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work for accomplishing their basic
demands.
 satisfying the requirements are not
motivators. Satisfying needs are not
motivators. For e.g. manager of Harrod
should aim on the subordinate's
unsatisfied requirements.
 The company's leader can conveniently
understand the ability and skills in the
specific worker.
practical life accurately.
 Hierarchy need is not similar for entire
worker so it might demotivate or both to
higher authority members of an
organisation.
EXPECTANCY THEORY
This approach or theory of motivation is formed by Victor Vroom in 1964 who has
claimed that inspiration from worker is the result of the reward and valence of individual. Beside
from this, expectancy refer to the effective outcome from the influencing performance.
Instrumentality can be defined as the believe and faith which a person perform to achieve the
valid result of implied activities (Clark, Silvester and Knowles, 2013). In the sited company,
manager of Harrod stimulate their human resources for performing more quality work in order to
reach better outcome. Here are mentioned the brief and merits as well as demerits of this
concept:
Merits Demerits
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Illustration 2: Vroom's Expectancy Theory
Source 2: Vroom's Expectancy Theory, 2018