Human Resource Planning, Recruitment and Selection Report Analysis

This report delves into the critical aspects of human resource management, specifically focusing on planning, recruitment, and selection processes. It begins with a literature review that examines planning, strategy, and various sourcing methods, differentiating between internal and external recruitment strategies. The report then provides a detailed description of Marks and Spencer, applying the discussed concepts to analyze and improve the company's recruitment practices. Furthermore, it includes a comparative analysis of internal and external recruitment strategies employed by Marks and Spencer and Tesco, highlighting the advantages and disadvantages of each approach. The report concludes with an evaluation of the recruitment practices and recommendations for enhancing recruitment strategies within organizations.

HUMAN RESOURCE
PLANNING,
RECRUITMENT AND
SELECTION

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. literature review on planing ,strategy and source of requirement......................................1
2.description of company and also applying the concepts to improving the recruitment
practice of the company..........................................................................................................3
Analysis of two well know companies in their internal and external recruitment strategies 5
4. evaluation of the recruitment practices ..............................................................................7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Human Resources is function in an organization that deals with the people and issues
related to people such as compensation and benefits, recruiting and hiring employees, on
boarding employees, performance management, training, and organization development and
culture. Human resource manager is engaged in providing training to employees. This
department is also involved in recruiting and selecting effective candidates for the company. This
can assist them in increasing productivity of firm. Marks and Spencer is the British multi nation
retailer company. Report have discussed about the sources of the recruitment which includes the
internal and external sources of recruitment. This report also summarized the description of the
company and also apply the all recruitment practices of the company. this report also
summarized that the analysis of the two companies in the Recruitment initiative and also
focused on their internal and external recruitment process. this report also includes the
evaluation of the recruitment practices and also refers to the company for improving the
recruitment strategies for the organisation . (Mockaitis, Zander and De Cieri, 2015).
MAIN BODY
1. Literature review on planning ,strategy and source of requirement.
As per the view of Noe and et.al., (2017) human resource planning is a strategy that is used
to identify the current and future needs of the organisation to achieve the current goals. This is
link between the human resource management and overall strategic plan of the organisation. It is
a continuous process which is used by the organisation to optimize the quality employee and lead
them to meet the future demand of the organisation. Human resources are the people who make
up the workforce of an organization, business sector, or economy
Sparrow, Brewster and Chung, (2016).stated that HR planning involves the four simple
steps:
Current HR supply: In this step of planning they check the current availability of the
human resource and then the next step in the human resource planning. This include the strength
of the organisation in terms of numbers like skills, talent etc. of the employee.
Future demands: In this after checking the current supply it will analyse the future
requirement of the organisation then they apply the HR variable in the planning like vacancies,
recruitment, promotion pre-set transfer etc. to determine the future HR demand of the
organisation. Demand forecast: This steps match the current supply of the company with the
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future demands of the organisation. HR sourcing Strategy and implementation: After the all steps
this steps includes the development plan of the organisation which includes the communication
program with employees , requirement and resource and talent management .
According to Berman and et.al., (2019) Human resource strategy is a process to create the
long term plan to achieving the goals for the organisation. It helps to unify and direct the
behaviour of all employees and overall their development. It set the overall system of the
selection process and also define the responsibility and the requirement on the staff selection in
the organisation and also define the requirement of the training and quality development for the
employee of the organisation. Human resource strategy also define the way of the management
for the workplace, motivation process and social performance of the employee of the
organisation.
As per the view of Marvel, Davis and Sproul, (2016) Human resource includes these
strategies in the organisation
Legal requirements: In this strategy it important to the fulfil the all legal requirement for
the employee and organisation. Employee engagement: In this strategy HR of the organisation
create some employee engagement program in the enterprise which help the organisation to
create the good environment in the company. Career advancement programs: For an
organisation employees is the most Precious and biggest investment. Career advancement
program help the employee to improve the performance and also help in the employee
engagement. This will also provide the opportunity for the personal and professional
development.
Corporate image: A corporate identity or corporate image is the manner which a corporation,
firm or business presents themselves to the public. corporate image is known is the image
which is they present to the public. it also known as the activity ,its product and service which
they are providing to the public,
Performance management system: In this strategy HR make some strategies to
management the performance of the organisation and the employee Performance management is
the process of creating a work environment or setting in which people are enabled to perform to
the best of their abilities. Performance management is a whole work system that begins when a
job is defined as needed. Bennett and et.al., (2015).
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Internal Sources: In this method company usually find the best employee for the
position. In this method when any vacancy arise in the organisation then they will give this
opportunity to the employee who is already working in the organisation on the pay roll. Internal
source includes the promotion, transfer etc. when organisation gives the higher post to the
employee which is deserving then it also helps to motivate the other employee.
Method of the Internal Sources: Transfer: this method involves the shifting of the
employee Internal recruiting is the process of filling vacancies within a business from its existing
workforce.
Promotion: this method known as shifting of the person to position for the better opportunity.
When any employee gets the promotion it will increase the responsibility and also increase the
pay of the employee.
Present Employees: In this method company will provide the information to the
employee about the vacancy position and employee will recommend their relatives and family
member to the job post. It helps them to find the best candidate for the post in the less time.
External Sources: in this method company use the external source for the recruitment
external sources include the advertisement, employee exchange, college and university
placements drives etc Girard and Girard,( 2015)
advertisement: advertisement is the external method of recruitment. in this company
publish about the job vacancy through newspaper, television, social media and many more. This
helps the organisation to find the right candidates for the right job
.
College and university Drives: in this method company conduct the drive in the university
and the college. This will help the organisation to find the new talent for the company. It also
creates the good bonding between the company and the university which help to find the new
employee from the college.
2. Description of company and also applying the concepts to improving the recruitment practice
of the company
Description of the Mark's and Spencer company: Marks and Spencer is the British
multi nation retailer company. Marks and Spencer deals in the retails industries and sell the
branded clothes for men and woman. It is founded by the Michel Marks and Thomas Spencer in
1884 in the Leeds, United Kingdom and now headquarter based on the London ,united kingdom.
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Company works on 1463 location at the world wide with the help of the 80,787 employee of the
employee. Company has some sub brands of the clothes like per Una, Autograph, Blue Harbour
etc. which they sell in all over the world. Company has revenue of 10,377.3 million Euros in
2019 (Buttimer and Seamon, 2015).
Recruitment process of the Marks and Spencer Company:
Marks and Spencer use promotion method as the internal recruitment method which
mean they promote the person who deserve it and which help the Company to improve the
morale of the employees. Each and every employee expect promotion to the higher level post
which carrying the More status and the payroll which help them to fulfils the other requirement
of the employee and help the organisation to get the perfect and well known person of the job.
This process also reduces the chances of error in the selection process for the job. It is due to the
fact that any worker who is selected from inside the organisation it make the least probability of
the error in selection because company gives the promotion from the performance of the
employee and previous record of the worker which help the company to judge the workers in a
better manner. It also increases the loyalty of the employee and reduce the cost of training. This
section process also helps the worker in the self-development. Every process has some
disadvantage like the promotion method of recruitment (Grizzetti and et.al., 2016). When
company use the internal recruitment method it Discourse the capable person from the outside
the organisation who join the concern.. Sometime only seniority is the criterion for the promotion
that will avoid the suitable person for the job. This may also lead the favouritism in the
organisation which impact on the performance of the organisation and also impact negatively on
the employees of the Marks and Spencer. It is the major drawback of the internal section
process.
Marks and Spencer also make use of the external recruitment Source which help the
company to find the perfect person for the job and help them to check the Availability of the
suitable person for the job. Sometime internal source not able to provide the suitable person for
the job so company use the advertisement as the external source which provide the organisation
to the choice from the wide range of the person which help to choice the suitable person as the
recruitment of the company accordingly to skills , training and education of the person. So
company save the money of the training process (Golden and et.al., 2016). Many new employees
have new ideas about the job and they have some experience about the job which help the
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organisation to maintain and apply the new thing in the organisation. When company recruit the
person from the outside from the organisation then the present employee feels demoralized
because they think that the higher position is gone from them and many time employee leave
the organisation to find the better job post. This will impact on the company. When the new
employee through the advertisement method it create the issue of the coordination in between the
employee and this impact on the performance of the employee. Advertisement method help the
company to find the employee for job in the least time and also provide the many option for the
job which help the organisation to find the best match for the job (Long and et.al., 2016).
Analysis of two well know companies in their internal and external recruitment strategies
Tesco plc trading as Tesco, is a British multinational groceries and general merchandise retailer
with headquarters in Welwyn Garden City, Hertfordshire, England, United Kingdom. Tesco
company uses methods like transfer, promotion for the internal recruitment process. In this they
done the advancement through the employee and told them that job are available in the
organisation. it helps the organisation to advertise the job quickly and in the cipher way.
Advantages- This way of recruitment do not impact on the budget of the company (Geissen and
et.al., 2015). In this type of recruitment employees feel motivated and appreciated. It helps in
This method of internal recruitment has some drawbacks some time the pool of the
advertisement is smaller than the company thinks which mean the expected promotion which
need are not get and this consume the time. From the internal recruitment company has also miss
the best person who were waiting for the opportunity.
Disadvantages- It limits the pool of employees. This impact on the performance of the Tesco
company as well. Internal advertisement create the tension between the existing staff when the
new one requited this will impact on the work of the employee and also impact of the
performance of the company (Mockaitis, Zander and De Cieri, 2015).
Tesco Company use Social media advertisement for the external recruitment process
which help them to save the cost because social media advertisement works as the pay per click
method which reduce the cost of the advertisement.
Advantages- Social media advertisement method use the targeting strategy which help them to
find the specific range of the employee is help the company to find the best and also it take the
less time for the result. This process of recruitment help- the organisation to measure the success
of the company and also help to create brand value in the market. It also promotes the company
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as well which help the Tesco the to promote the company as well. Social media Advertisement
have some disadvantage which impact of the process of the recruitment (Zoogah, Peng and
Woldu, 2015).
Disadvantages- a badly designed website or technical difficulties can turn-off potential
applicants and damage your brand. Now days social media use used by almost each and every
person and all big company use this method for the advertisement of the job so it create the
competition in the market which is not good for the Tesco company.
Unilever is a British-Dutch transnational consumer goods company co-headquartered in London,
United Kingdom, and Rotterdam, Netherlands. Unilever use transfer method for the internal
recruitment method which help them to recruit the well-known person for the job.
Advantages- Transfer knowns as the shifting the employee from the one job to other it not
change the responsibility and payroll of the employee. It help the organisation to motivate the
employee for the promotion and also they give the opportunity to work with the different staff
with the same responsibility of the work and also help the organisation to maintain the job
recruitment of the company as well (Noe and et.al., 2017).
Disadvantage- It has some disadvantage of the transfer process it not gives the opportunity to
other well deserving candidate which are waiting of the opponent with the higher potential. It
also demotivate the other employee which they not get the transfer and some time the employee
were left the job for the search of the other opportunity.
Unilever hire the recruitment agency for the external recruitment method. Using the
recruitment agency help the company to find the candidate in the faster way it save the time of
the organisation. Agency already have lot of profile of the candidate so they give the candidate
much faster than the other sources (Sparrow, Brewster and Chung, 2016).
Advantage- When organisation use the agency method it help the company to get the higher
quality of the candidate for the job. Which help the company to select the best from the best .
agency take not too Make much money for that so organisation save the cost and time for the
recruitment process and it help to maintain the market of the company as well. Agency have the
knowledge that what kind of qualification and basic requirement are need for the particulate job
with help the company to find the perfect match of the job.
Disadvantage- Recruiting agency have some disadvantage in the recruitment process. Some
agency in the market which are more popular for providing the job takes the too much money
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for that so some time it is more costly to hire the employee from the agency. Recruitment
agencies cant give the surety that their suggested candidate fit in the jobs and many time after a
month employee left the job so it is more costly and also this will consume more time in
section and recruitment process. Unilever use this method as the external recruitment process and
they check all thing before the apply it on the organisation (Berman and et.al., 2019).
4. Evaluation of the recruitment practices
Recruitment:
Recruitment is the process of attracting, selecting and appointing the quality individuals
who is suitable for the specific job in the organisation. It is the process by which a manager of
the firm can place the right qualified candidates on the right job at right time to perform the
specific task for the company to meet the goal of organisation (Marvel, Davis and Sproul, 2016).
Promotion:
There are many ways to recruit the candidates in the organisation one of the way is
internal sourcing of recruitment. In which the firm can identify the potential candidates in within
the organisation. Internal recruitment has its own benefits and critic. Marks and Spencer using
promotion as a source of recruitment for fulfilling the vacant post in the organisation.
Promotion is one of the way of filling up the vacant post. In which the manager can observe the
performance of the existing employees of the company and promote them for the higher post.
It takes less time to hire the candidates for the specific job and it incurs very low cost for
selecting the candidates(Bennett and et.al., 2015). The Marks and Spencer dose not have to make
payments on such job advertisement and agency fees etc. and it also motivates the existing
employees to work and perform in effective manner to get promotion. By using such sources it
boost the employee engagement, through this the staff of the firm is feeling valued and happier if
the Marks and Spencer offers them opportunity to grow at the workplace. Internal sources of
recruitment leads to conflicts among the existing staff. It can have a negative impact on someone
mind and morale. It can resist the fresh blood in the organisation. A new person can able to
brings new ideas in the firm to improve the profitability by using this method the fresh blood can
not be hired and new ways are not be in the organisation. So, company should not use such
techniques of recruitment(Girard and Girard, 2015).
Social media recruitment:
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Social media recruiting is the HR strategy to attract the better candidates for the job. The
organisation creates the presence on the social media sites to advertise their brand and those who
are interested in that specific can applying for such jobs. It is an external sources of recruitments.
Through social media firms can reach faster to the candidates at very lower cost. It can be the
tool of employers to connects with their target audiences. Social media I the one of the biggest
platform for the advertising the vacant post and attract the both active and passive work forces
towards the organisation(Buttimer and Seamon, 2015). It is also creates the brand image on the
social media of the company and facilitates the faster recruitment of best candidates.
Advantages of using the social media as a sources of recruitment:
Recruitment through social media can reduce the cost of hiring, other ways of recruiting
are very expensive in the nature. The value a firm get from the hires via social media platform
makes more cheaper than others. It is allows the firm to target the vacancies more. The
traditional method are consumes more time to hiring but it reduce the time of recruitment by
providing instant responses on social media. So the Marks and Spencer should use the social
media platform for recruiting the candidates on the vacant posts in the organisation(Golden and
et.al., 2016).
Recruitment agencies as a source of recruitments:
Recruitment agencies act as a middleman in between the jobseekers and the employers. It
works on the behalf of firm to find out the best and suitable talent for the specific job. The
jobseekers applies on such agencies and such agencies find the suitable job for them and charges
some fees, and after that agencies meets both of them and charge fees from both. It is reduces the
cost and time of both employer and employees and both gets the needed stuff(Long and et.al.,
2016).
Benefits to using recruitment agencies as a source of recruitment:
By using the recruitment agencies as method of hiring can save the time of the employer,
it can concluded the general interviews salary negotiations etc. which leads to save the time of
manager. It facilitates the faster hiring process, it can finds the suitable candidates for
organisation as faster that any firm can not. Through using the recruitment agencies can increase
the ability to meets with the high skilled applicants. Marks and Spencer should use such
techniques to better fulfilment of the vacant post in the organisation. It facilitates effective
screening the peoples and place the right candidates on the specific job. It facilitates the branding
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of the employer's image. They is why the Marks and Spencer should use such techniques to
fulfilling the vacant post in the organisation. Agencies have n market knowledge to access the
best candidate for the specific organisation (Geissen and et.al., 2015).
CONCLUSION & RECOMMENDATIONS
From the above report it has been summarized that the human resource strategies and
human resource planning. Company can also have engaged in using different methods of
recruitment such as video interviewing, inclusive advertisement. This has can support company
in hiring more efficient and productive talent. This will help firm in growing and achieving their
objectives. It has also been summarised in the report that company has motivated employees by
making use of internal recruitment. They have also made use of social media to recruit and hire
people. This has supported them in growing.
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