Human Resources Management Case Study Analysis: The Body Shop

This report analyzes a case study on The Body Shop, focusing on its human resources management practices, particularly recruitment and selection. The study examines the company's efforts to reduce employee turnover by recruiting suitable and ethical employees. The report discusses the implementation of an open hiring model and its potential benefits, including improved employee retention and contributions to corporate social responsibility. It references several articles to support its analysis, exploring the importance of employee loyalty, the impact of salary negotiation, and the role of HRM in knowledge integration. The analysis highlights the advantages of open hiring for marginalized individuals and its positive impact on the overall economic growth of society. Furthermore, the report emphasizes the importance of efficient recruitment processes and the development of strategies for employee retention.

Running head: HUMAN RESOURCES MANAGEMENT
Human Resources Management
Name of the Student
Name of the University
Author Note

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The following paper will look to analyze the case study on the cosmetics store The Body
Shop. This case study has focused on the parameter of recruitment and selection that underlines
the human resources management (Brin 2020).
This might not cater to the actual purpose of the need for recruitment. Rather it will cause
problems if the candidates are unable to show their skills. They might even fall in problems if
their background check is done by the legal authorities of the state and they are found guilty. So,
it is quite evident that the retail store should have done the proper background check and drug
screening to reflect on their skills (Brin 2020)
Here, it has been discussed in the case study that the organization The Body Shop wanted
to reduce the rates of turnover. This could only be possible if the ideal and suitable employees
are recruited in the job roles.
On the other hand, it must also be pointed out that the shop needed to recruit the ethical
employees so they could retain their positions in the business environment as well as
contributing to business growth of the society (Brin 2020).
It has also been discussed in the case study that the chosen organization had deployed this
model in their distribution center last year when they were about to recruit workers for seasonal
holidays. The perspective of hiring within a company is very crucial because the companies
should have to obey all the employment laws and provide employees with all sorts of benefits
(Brin 2020)
It has been discussed in the human resources theories that the process of salary
negotiation would affect on the relationships between workers and owners in case of new people
who have joined the organization.

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The concept of turnover and loyalty has been discussed in the case study since both tese
issues are extremely important for the benefits of the organization (Brin 2020). If the
organization succeeds to retain their old employees, it will definitely owe them good results in
the future.
The representatives of the organization have focused on the issue that they wanted to
stress on their corporate social activities (Francina 2018). They wanted to show the society that
they wanted to fight against the inequality and exclusion within the society. According to the
utilitarian theory, this motive is very helpful from the perspectives of the organization (Brin
2020).
They justified their actions by pointing out the fact they wanted to focus on taking the
right decisions from the word go so employees stayed in the organization for a long time
(Galenianos 2014).
Dougherty, G.W. and Van Gelder, M., 2015. Public agency hiring, minimum qualifications, and
experience. Review of Public Personnel Administration, 35(2), pp.169-192.
This article had been published in the year 2015. The authors of this article are George
W. Dougherty and Meagan Van Helder. Here the authors have discussed about the benefits and
features that managers look for when hiring the people.The recruitment ideas are slowly
changing in the new era and people will always look to insist on their capabilities to get the jobs
(Brin 2020). The qualities and capabilities of the employees would be judged later on but the
primary objective of this method is something different. In order to go deeper into the scenario,
some positive points of this idea will be pointed out (Cloutier et al., 2015).

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Galenianos, M., 2014. Hiring through referrals. Journal of Economic Theory, 152, pp.304-323.
The author of this article is Manolis Galenianos. The author has used the equilibrium research
theory of labor market to justify his claims. The method of open hiring will definitely help the
organizations out in improving the rate of employee retention (Brin 2020). The chosen
organization Body Shop will be benefitted to work with loyal employees for a long time instead
of new employees within a very short interval.
Inabinett, J.M. and Ballaro, J.M., 2014. Developing An Organization By Predicting Employee
Retention By Matching Corporate Culture With Employee's Values: A Correlation
Study. Organization Development Journal, 32(1).
This article has been published in the year 2014 and the authors of the article are Jean M.
Inabinnet and Julie M. Ballaro. Here the authors have discussed on the open hiring method as a
major process for employee retention. Next, this process o Body Shop would go on to help the
community in a large degree because employees do not want to change their jobs every year
(Sivapragasam and Raya 2018). Their loyalty should be rewarded by the company and this will
improve the organizational reputation also (Galenianos 2014). This process of open hiring will
also cater to the overall economic growth of society.
Cloutier, O., Felusiak, L., Hill, C. and Pemberton-Jones, E.J., 2015. The Importance of
Developing Strategies for Employee Retention. Journal of Leadership, Accountability &
Ethics, 12(2).
The authors of the article are Omer Cloutier, Laura Felusiak, Calvin Hill and Enda Jean
Pemberton-Jones. The article had been published in the year 2015. This article has focused on
the importance of the high employee turnover as the means of losses for the company.If the

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screening time in the interview process is decreased, it will very helpful for the organization to
recruit their staffs in a more efficient and faster manner (Inabinett and Ballaro 2014).
Malik, A., Froese, F.J. and Sharma, P., 2020. Role of HRM in knowledge integration: Towards a
conceptual framework. Journal of Business Research, 109, pp.524-535.
The authors of the article are Ashish Sharma, Fabian Jintae Froese and Piyush Sharma.
The article had been published in the year 2020. The concept of sustainable competitive
advantage has been discussed in terms of Knowledge Integration (KI).Another example of
companies craving for open hiring method is Greyston Bakery and they have succeeded in their
quest indeed. Marginalized people in the society would be largely benefitted by this step of the
Body Shop even if they face the challenges of lack of skills and capabilities in the beginning
years of the procedure (Malik, Froese and Sharma 2020).
Sivapragasam, P. and Raya, R.P., 2018. HRM and employee engagement link: Mediating role of
employee well-being. Global Business Review, 19(1), pp.147-161.
The article had been written by P. Sivapragasam and R.P. Raya. This article had been
published in 2018. It speaks of organizational outcomes and its connections with employee well
being. The analysis of this article can be concluded by saying that the recruitment process of
open hiring has been discussed here and it has proved to be quite helpful in various extents in
today’s business environment.

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References
Brin, D., 2020. Retailer Finds Success With Open-Hiring Concept. [online] SHRM. Available at:
<https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/retailer-finds-
success-with-open-hiring-concept.aspx> [Accessed 16 March 2020].
Cloutier, O., Felusiak, L., Hill, C. and Pemberton-Jones, E.J., 2015. The Importance of
Developing Strategies for Employee Retention. Journal of Leadership, Accountability &
Ethics, 12(2). http://www.m.www.na-businesspress.com/JLAE/Pemberton-
JonesEJ_Web12_2_.pdf
Dougherty, G.W. and Van Gelder, M., 2015. Public agency hiring, minimum qualifications, and
experience. Review of Public Personnel Administration, 35(2), pp.169-192.
https://journals.sagepub.com/doi/abs/10.1177/0734371X13506228
Galenianos, M., 2014. Hiring through referrals. Journal of Economic Theory, 152, pp.304-323.
https://www.sciencedirect.com/science/article/pii/S0022053114000490
Inabinett, J.M. and Ballaro, J.M., 2014. Developing An Organization By Predicting Employee
Retention By Matching Corporate Culture With Employee's Values: A Correlation
Study. Organization Development Journal, 32(1). https://web.a.ebscohost.com/abstract?
direct=true&profile=ehost&scope=site&authtype=crawler&jrnl=08896402&AN=109917303&h
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%3fdirect%3dtrue%26profile%3dehost%26scope%3dsite%26authtype%3dcrawler%26jrnl
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Malik, A., Froese, F.J. and Sharma, P., 2020. Role of HRM in knowledge integration: Towards a
conceptual framework. Journal of Business Research, 109, pp.524-535.
https://journals.aom.org/doi/abs/10.5465/ambpp.2015.11750abstract
Sivapragasam, P. and Raya, R.P., 2018. HRM and employee engagement link: Mediating role of
employee well-being. Global Business Review, 19(1), pp.147-161.
https://journals.sagepub.com/doi/full/10.1177/0972150917713369