Analysis of HR Recruitment Strategies: Marks and Spencer Report

This report provides an overview of HR recruitment, focusing on the processes and techniques employed by Marks and Spencer. The introduction defines HR and its importance in the organization, emphasizing the significance of recruiting the right candidates. The report then delves into the recruitment process, exploring different recruitment models such as contingency hiring and exclusive recruitment, highlighting their advantages and disadvantages. It also provides background information on Marks and Spencer, a multinational retailer, and discusses the various techniques the company uses to recruit people, including internal recruitment and external advertising. The report concludes by summarizing the key findings and emphasizing the importance of effective recruitment strategies for organizational success. References to academic sources are also included.

HR RECRUITMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
HR................................................................................................................................................3
Recruitment..................................................................................................................................3
Recruitment model.......................................................................................................................4
Background of the company........................................................................................................4
Techniques of recruiting people..................................................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
HR recruitment is the process of appointing the deserving candidates within the
organisation. It is the main function of the HR to recruit and select the best candidates for an
organisation. The employees are considered as the main assets of the company as they contribute
in fulfilling the organisational goals. So, the selection of the employees should be appropriate.
Marks and Spencer is the multinational retailer company in UK. Company was founded in
the year 1884, by the Michael Marks and Thomas Spencer. The headquarters of the company is
in London, England. It deals with the food products and sells the product through online
delivery. In this report, definition of HR will be discussed. The emphasis will be on the
recruitment and its model (Van, 2019). It is also mentioned about the ways through which the
company is recruiting the people.
HR
Definition: HR can be defined as, the department in the charge of all the employees and their
operations. HR is described as the entire workforce of an organisation.
Meaning: HR is the part of an organisation, which focuses on the recruiting, training the
employees and also make them aware about the employee-benefit program. HR plays an
important role in the success of the Marks and Spencer with the quick changing business
environment. HR fulfils the greater demand for the quality employees. For the company,
presence of HR is very important. The main responsibility of the HR is to increase the
productivity of the employees. The responsibility of the HR also includes the compensation and
benefits, that should be kept up to date with the employees of the company.
Recruitment
Recruitment refers to the process of selecting the candidates through identifying and
interviewing their skills. This process involves the hiring the best qualified employees within and
outside the organisations in the effective manners. It is also called the process of searching the
employees and also encourage them for the job in the organisation.
Recruitment process begins with the identification of the company’s requirement, according
the needs and requirement of the company, the employees are selected. The main reason of the
recruitment process is to find the best qualified candidate for the company. The candidate with
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highly qualification and with good working skills helps the company in achieving the goals and
objectives.
Recruitment model
It is necessary for the company to recruit the right candidate and it is difficult without the
knowledge of the recruitment models. Therefore, the knowledge of the recruitment models are
most important for the company. There are different types of recruitment models which helps in
selecting skilled and qualified candidates (Hendricks, 2019). The recruitment model depends
upon the level of the company.
Contingency hiring is the recruitment model, that is used by the company only when there
is requirement of the employees in the company. The company approaches to many consultants
for the resumes of the candidates which are interested in joining the company. Money is given to
that consultant only, whose candidate has been selected. In this model, the recruiter does not
have any fixed salary. If they can make proper offers for the company, then only they get their
revenue. The main drawback of this is, it more expensive method of recruiting. It is a prevalent
way of recruiting the employees. It is the model which is most widely used by the Marks and
spencer. This model is basically based on the terms and conditions of the clients.
Exclusive requirement is also the recruiting model, this model basically works according to
the agreement between the clients and the recruiter. In this model the recruiter assured the client
for fulfilling the position of the employees in the agreed date and time. If the recruiter does not
make proper fulfilment of the positions, then the clients have the rights to give this opportunity
to the another. The client can also deduct the amount and also charge the penalty against the
recruiter. In the agreement signed by both the parties, all the term and conditions are clearly
mentioned. Therefore, it is based upon the agreement of both the parties.
Background of the company
Marks and Spencer is the multinational retailer company in the UK. It is started in the year
1884 by Michael marks and later on his partner Tom spencer also joined. They both are highly
reputed in selling the British goods in 20th century (Kanti, 2018). They deals with the products
like clothes, furniture, food and gift items. Earlier the name of the store was St. Michael and later
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on it becomes Marks and Spencer. In UK it is widely known with 450 stores and it is the biggest
store in London.
In the year 1975, they shifted to Europe and Canada and they fully established there. In the
year 2001, they had a drastic change, they started accepting the credit cards (Spiteri, 2016).
Through the different models and strategy, Marks and Spencer reconstruct their stores and
provides the adequate changing room to the customers and then it fought back and makes its
place in the UK market.
Techniques of recruiting people
There are different techniques used by the Marks and Spencer company for recruiting
people. They are as follows:
Recruiting internally: recruiting internally is the helpful technique for the Marks and Spenser. It
is cheaper, as it does not need to advertise outside and there is no need of promotion. It is helpful
in motivating and encouraging the employees of the company (Brandão, 2017). It provides the
best opportunity for the employees internally. It is also beneficial because, it is not possible all
the time for the leaders to be with the employees, its better to develop the skills of the current
staff.
Advertising externally: in external advertising there are scope for the large number of options. It
is important for the Marks and Spencer to advertise outside.
Therefore, the Marks and Spenser uses these techniques for the recruitment of the people.
CONCLUSION
It can be concluded that, recruitment models are important for the Marks and Spencer
company. Emphasis was laid on the background of the Marks and Spenser. The techniques of
recruiting the people are also discussed in this report. In this report, it is also discussed that there
are many techniques for recruiting the people, but for Marks and Spenser, recruiting internally is
better.
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REFERENCES
Books and Journals
Brandão and et.al., 2017, April. Using online recruitment: implicit theories and candidates’
profile. In World Conference on Information Systems and Technologies (pp. 293-301).
Springer, Cham.
Hendricks, J.L., 2019. A Model of Impression Formation in Recruitment.
Kanti, T., Gambhlr, R. and Kulshrestha, S., 2018. Digital recruiting: An upcoming modern
recruiting techniques. Mangalmay Journal of Management & Technology, 8(1), pp.45-
52.
Spiteri, B., 2016. Social media and how it is affecting human relations when recruiting people
within a company (Bachelor's thesis, University of Malta).
Van Esch, P., Black, J.S. and Ferolie, J., 2019. Marketing AI recruitment: The next phase in job
application and selection. Computers in Human Behavior, 90, pp.215-222.
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