Managing People in Organizations: Harrods Case Study Report

This report provides a detailed analysis of Harrods' human resource management practices, focusing on recruitment, selection, and employee motivation. The report begins by outlining Harrods' recruitment and selection process, highlighting key steps such as recruitment planning, strategy development, searching, application, interview, and assessment. It then delves into the motivational theories employed by Harrods, with a particular emphasis on Maslow's Hierarchy of Needs and other relevant models. Furthermore, the report examines factors that influence individual behavior within the organization, including job analysis, job descriptions, and person specifications. The report also includes examples of job advertisements and analyzes the advantages and disadvantages of the recruitment process. Overall, the report provides a comprehensive overview of Harrods' approach to managing people in the workplace, offering valuable insights into their HR strategies and practices.

MANAGING PEOPLE IN
ORGANISATION

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. Process of recruitment and selection at Harrods.....................................................................1
2. Motivational Theories used within Harrods............................................................................6
3. Factors which influence an individual's behaviour as well as factor enable effective
cooperation. ..............................................................................................................................11
Conclusion.....................................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Employees are the backbone of company as they play the most essential role in
achieving goals and objective of organisation. Managing people in organisation is the most
important task for each and every organisation. In order to manage strong as well as effective
team in the organisation, they develop the strategies and plans to recruit perfect people in the
firm (Cummins and et.al., 2016). For managing people in the organisation, perfect skills and
knowledge is required to select the key employees that will help company in performing various
task. This project is in context to Harrods, a private limited company in retail industry founded in
1834 and it is a recognized brand all over the world. It is the world famous brand, located in
Knightsbridge, London. In this report, the process of recruitment and selection followed by
Harrods. Further, the theories and models of motivation will also discuss in this assessment.
Addition to this, factors that influence the behaviour of people in company.
MAIN BODY
1. Process of recruitment and selection at Harrods.
Recruitment and selection process is one of the most essential procedure in an
organisation. Employees are the key resources of all organisation as without them, a bit of work
cannot be executed. So, it is very essential to have the best and effective process of recruitment
and selection in the organisation. The techniques of selection and recruitment are fabulous at
Harrods. They select employees who are capable and skilled employees in their work place. In
order to have the best possible working environment, techniques and methods of selection and
recruitment plays an effective role (Rees and French, 2016). Recruitment means the entire
procedures of attracting, selecting and appointing suitable person for job in an organisation.
Recruitment can be done permanently or temporary. Recruitment and Selection is almost same
but there is some difference like recruitment shows positivity as it encourages people for job but
selection is an attempt of rejecting, it shows negativity. Selection is a complex process in
comparison to recruitment. There are so many factors that have great impact on recruitment
process, like these factors are divided in external and internal factors. External factors like supply
and demand, rate of unemployment, labour market. Internal factors affects recruitment is policy
of selection, size of organisation and cost of expansion and growth. In the process of selection
and recruitment, experts take in consideration of each and every factor and steps. Enlistment and
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determination is a method of pulling in and selecting people for work inside the organisation. In
the enrolment procedure, association simply directs the program and action for seek and pull in
the candidates as indicated by the necessity of worker at working environment. In the process of
recruitment, company can make use of some techniques which helps to make the procedure easy
and simple, for example- newspaper, company website, email, telephonic notice, etc. (Kitada and
Ölçer, 2015). The process of recruitment is conduct under the supervision of company's head.
The main purpose of recruitment is to select the most valuable people that handle their work in
the organisation.
Process of Recruitment and Selection
The process of recruitment is a specific model of people sourcing for the purpose of
finding and hiring new employees. It is the process that find out the mostly suitable person for
opening job in a given time and cost. In general term, it can be said that, it is a procedure of
searching for employees and encouraging them to apply for jobs in an organization. There are
five steps involved in the process of recruitment which are as follows-
Recruitment Planning- This is the first step in the process of recruitment. Planning
includes draft a comprehensive job specification for the empty position, outlining the major and
minor responsibilities like nature, qualification, skills, behaviour etc. It is process where the
vacant position are analysed and described. It is very important that before recruitment, it should
be properly planned and in well structured. In order to attract employees towards vacate job of
company, management should ensure that company has well and defined structure (Malik and
Rowley, 2015). The human resource department at Harrods are focusing on opening of job,
investigation of work, set the responsibilities towards their job and so on.
Development of Strategy- After planning of recruitment and requirements of job, it is
very essential to have developed the appropriate strategies for selecting or recruiting the
employees within organisation. The human resource management at Harrods is following some
techniques for acquiring suitable candidates for vacant job. Harrods Company follows
advertisement strategies in the process of recruitment. They make use of social media, television,
newspaper, company website as per the job requirements.
Searching- This is the process which attracts people for apply for job. There are widely
two ways or sources which are used to attract people for vacant job are- Internal Sources and
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External Sources. Human resource management of Harrods use both the methods of recruitment
within organisation. In internal recruitment, they hire the employees within its current workforce
and external recruitment is when company hire from outside (Danese, Molinaro, and Romano,
2018).
Application- This is the next step when company decide to recruitment from internal or
external sources. HR. manager of Harrods, received the application form of people who are
interested for vacant job. This application is known as resume or curriculum vitae which consist
of skills, qualifications, experience and all other important information required for the job.
These applications are check by HR. and forward it to next level.
Interview- After the application is pass forward to next level i.e., interview. In the
process of interview, person which is invited in interview are observed by HR. manager.
Analysis, measurement and observation of different skills of person giving interview. There is
different form of interview which Harrods Hr. manager is following are verbal as well as written
interview.
Assessment and Control- This is the last step in the process of recruitment. It the
considerable cost which is involved in the process of recruitment for example- salary of
recruiters, cost of time spent for preparing job analysis and advertisement, administrative
expenses, cost incurred in outsourcing and many others. It is very essential to evaluate or
measure the cost avail on recruitment as it is costly affairs for organisations (Isherwood and
Tassabehji, 2016).
There are some advantages and disadvantages of recruitment process which are as follows-
Advantages Disadvantages
 It allows all the managers of different
department to get involved.
 It helps in company growth and
development.
 It makes employees more attractive
(Wehrmeyer, 2017).
 It is very costly affair for company.
 It is time consuming.
 It is very challenging task.
Examples of Job Advertisement
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The main purpose of Job advertisement is to attract the right person for right position.
Harrods company's human resource management used to give advertisement of job by using
various channels.
Name of company- Harrods Limited, UK.
Job Title- Sales Executive
Description- The main duty of sales executive is to provide effective information and different
variety of goods and services to consumers. Inventory management is also the responsibilities
of sales executives. Stock in, stock out is managed by sales executive by attracting customer to
buy their goods. Sales executive needs to attract the customers for buying the products or
services from the company.
Date-1 June. 2018.
Time- 9:00 AM
Location- 87-135 Brompton Road, Knightsbridge, London, United Kingdom
Job Requirement- Graduation is must (BCOM, BBA, BBM), effective skills of communication,
better decision making skills, 3 years of experience is must is same filed. Age limit- 20-30
years.
Job Analysis- Job analysis is the procedure to identify and determine in detailed the
specific duties and requirement of job and significance of duties for a given job. It a process
where judgement are made on collection of data on a job. Harrods Company use to analysis its
job by taking some factors as bases like skills, traits etc. In general term it is the procedure that
used to collect information about responsibilities, duties, skills required, result and working
environment on a job place (Olins, 2017). It is an anatomy of job. Analysis of job is performed
upon ongoing jobs only. Job contains are included in job analysis.
Here are some functions performed in Job analysis are-
 Assembling and recording work data
 Checking activity.
 Producing expected set of responsibilities identified with the data.
 Deciding knowledge, skills.
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 Process required for particular job.
Job Description- Job description is the noteworthy report that describes the nature and
responsibilities that is required in job. It is the process that covers duties, obligations, work parts,
position inside the organisation. It is very important for company to describe the details of job. It
specifies the functions of positions such as skills and qualification required by the person in the
job as well as the range of salary. Job description is very essential task within the organisation. It
aids in providing crucial information about the point of duties, piece of work and the determining
position of the activity within organisation. Job description plays effective role as it helps in
choosing a suitable person, place at right time at right place. Job description performs so
functions as it describes skills and ability which is required to perform the role. Job description
also makes understood who report to whom.
Here are the set of working responsibilities of Harrods is made keeping in mind the end goal to
satisfy various process are as follows-
 Job area
 Job outline
 Working conditions
 Well-being Hazards
 Job Title
 Supplies, materials and Machines
Person Specification- It is statement of employee’s features and characteristics and qualification
required for satisfactory performance of defined job and tasks comprising a specific job or
function. It is derived from job analysis. It is an instrument to collect the information related to
job. None of the job cannot be completed without these two data (job description and job
specification) which is formed by HR. (Olins, 2017). Managers at Harrods. It also defined the
right person at right job at right time. It is helpful for both, employer and employee to understand
what actually required to deliver. Here are some needs of Job Specification which are as follows-
 Qualification
 Experiences
 training
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 Skills
 Responsibilities
 Emotional Characteristics
 Sensory demands
This information about different Job inside organisation is as follows
 Details of Mental condition
 Physical
 Details of Enthusiastic
 Details of Behaviour
2. Motivational Theories used within Harrods.
Motivation is the essence of each and every business or company. It derives from the
word that means needs, wants, desire within the individual. Motivation is literally to do things. It
gives energy to people to do their work in most effective manner. Motivation is the process to
stimulate individual to action to reach the goal. It is the internal process that enable person to
move towards achievement of goals and objective of organisation. There are some theories
which Harrods use these models in their organisation in order to motivate their employees.
Here are the theories described below-
Maslow's Hierarchy of needs- This is the theory which helps in motivating people in the
organisation. This theory is propped by Abraham Maslow in 1943. It is has five tiers of human
needs that describes the basic needs of human. Harrods Company is following this theory to
motivate their employees in accomplishing their goals and objectives (Rees and French, 2016).
Physiological and safety needs are the primitive needs of human while social and self-esteem
needs. Maslow presented this theory in pyramid of five level. Once first level is fulfilled than
individual move to next level of needs which are as follows-
Physiological needs- This is the basis need of an employee or individual. It includes
food, shelter and clothes. These needs are very essential for each one to survive, if these needs
are not fulfilled than human are not unable to function optimally. Addition to this, in the era of
globalization basic human needs are also extended which are sexual relationship as well as
education (Maslow's Hierarchy of needs. 2017).
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Safety needs- This need is also very essential for human being. It includes physical
environment as well as emotional safety, protection, security, stability and freedom from fear.
The management of Harrods is providing security to their employees in order to motivate them.
They provide, medical clam, health and safety act is enable in organisation, provident fund etc.
Love and belongingness or Social needs- After the fulfilment of safety and physiological
need, next need of an individual is social needs. It is very essential for an individual or employee
to have love and belongingness in the organisation so that they did not feel alone and work will
not be burden for them. Friendly culture is very necessary within organisation. The culture of
Harrods is outstanding as employees and top management all give love and affection which in
result motivate employees towards achieving organisational goals and objectives.
Self-Esteem needs- This is also the most essential needs for motivating employees or
individual within organisation. Maslow said that respect and reputations is one of the most
essential element to motivate employees. Employee ether sweeper of manager, needs respect
from organisation. It majorly includes dignity, respect, achievements, mastery, prestige, status
and so on. In order to motivate employees, the top managers at Harrods, used to organize a party
or function quarterly and give prizes to employees for their achievement, so that employees feel
proud and they will motivate (Brown, 2014).
Self-actualization needs- It is last needs of an individual or employees which lies on the
top of pyramid. It includes the desire to become what employee has ability or capability of
becoming. Needs of growth and self-contentment are included in this need. Beside this it also
includes, urge for obtaining more knowledge, creativity and social service. This needs are never
ended and it is never fulfilled as because individual grow, their needs will move forward.
Advantages and Disadvantages of Maslow's Hierarchy theory-
Advantages Disadvantages
 This is the theory which renders a
useful summary of the needs of human.
 It is very simple to understand.
 It takes in consideration nature of
human.
 It does not apply on all individual as all
does not think same.
 It is very difficult to measure.
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Illustration 1: Maslow's Hierarchy of needs
(Source: Maslow's Hierarchy of needs, 2017)
Herzberg’s Motivation Hygiene Theory- This theory is proposed by Fredrick Herzberg
in 1959. It is the theory of motivation. He said that there are some elements that results in rising
the level of satisfaction. In order to motivate employees, Harrods Company is also using this
theory at work place. He classified his theory in two categories which are-
Hygiene factor- This is very essential factor in motivating employees as it leads to
increasing motivation at work place but this element does not lead to optimistic satisfaction for
long term still it is very crucial as its absence leads to demotivation at work place. This factors
helps in avoiding dissatisfaction. It helps in describing the scenario or environment of job.
Here are some factors included in hygiene factors are-
Pay or salary- the salary or pay framework should be reasonable and appropriate. It must
be equal to their work and competitive to same industry. Harrods structure of paying salary is
very impressive as employees are very satisfied.
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Company policies- The policies of company should not be too rigid, it should be flexible
as well as fair and clear. Harrods company has flexible hour of working, dress code, holiday,
leaves etc. which motivate employee a lot as well as it reduces the labour turnover rate.
Physical working conditions- In order to motivate employees, it is very essential to have
safe and clean working conditions in organisation so that employees can free to work. The
working conditions of Harrods is updated and well maintained (Herzberg’s Motivation Hygiene
Theory. 2017).
Status- Status of employees within organisation plays a vital role in increasing their level
of motivation. It should be familiar.
Interpersonal relationships- This is one of the most essential factor that help in motivating
employees. The relationships of employees with their friends, subordinates and superiors should
be acceptable. There should not have any battles among them. The interpersonal relationships in
between juniors or seniors at Harrods are outstanding.
Job security- This is also very essential to have job security in organisation. Harrods is
providing great security to their employees by giving medical clams to their employees, pension
fund, provident fund and many others.
Motivational factors- According to Herzberg, the hygiene factors cannot regarded as
motivators. Motivation elements lead optimistic satisfaction. These motivational elements are
integral to work. Employees who are motivated have superior performance. These are the
elements that shows that employees are satisfiers. In order to perform the job, these factors are
very essential. Additional benefits are required to motivate the employees are as follows-
Recognition- It is very essential for employees to praised and recognised for their
accomplishment by managers.
Sense of achievement- In order to motivate employees it should have sense of
achievement.
Growth and promotional opportunities- In order to motivate employees, it is very
essential to have growth and promotional opportunities.
Advantages Disadvantages
 It identifies the factors that provides  It is costly affairs.
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satisfaction to employees.
 It helps in providing effective and
healthy working environment.
 It is not applicable to vastly various
groups of employees.
McClelland's Human Motivation Theory- This theory was developed by David
McClellan in 1960. He said that there are specific needs of employee or individual are acquired
for some period and get moulded with one's experience of the life. This theory helps in
explaining the procedure of motivation by breaking down what and how needs can be
accomplished. This theory of motivation states that the requirement for power, affiliation and
achievement which affect the behaviour of individual. It is very essential for company to fulfil
those needs to motivate their employees. Harrods Company is not implementing this theory in
their organisation.
Need for Power- This is also the most essential needs of an individual or employees as it
is the desire or urge of employee's to hold control and authority over another person. This needs
increase the level of self-esteem among the individual or employee's. It increases the reputation
of individual (Greene and Kirton, 2015). Only giving responsibilities to person is not enough, it
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Illustration 2: Herzberg’s Motivation Hygiene Theory
(Source: Herzberg’s Motivation Hygiene Theory, 2017)