Organisational Objectives in LOREAL HR Resourcing Activities

This report delves into L'Oreal's human resource (HR) department, focusing on its resourcing activities, including planning, recruitment, and selection processes. It explores the meaning of the HR function, referencing the CIPD profession map to understand industry standards. The report outlines the objectives of resourcing activities, highlighting how L'Oreal aims to attract and retain skilled employees. A SWOT analysis is conducted to assess the company's internal strengths and weaknesses, as well as external opportunities and threats. Furthermore, the report applies Herzberg's theory of motivation to analyze how L'Oreal fosters employee satisfaction and motivation through hygiene and motivator factors. The conclusion summarizes the key findings and emphasizes the importance of effective HR strategies for L'Oreal's organizational success.

LOREAL - organisational
objectives within the
resourcing activities that
the HR function is
responsible for delivering

planning recruitment &
selection
TABLE OF CONTENT
INTRODUCTION.................................................................................................................................3
TASK 1.................................................................................................................................................4
Meaning of HR function....................................................................................................................4
CIPD profession map.........................................................................................................................4
TASK 2.................................................................................................................................................5
Objectives of resourcing activities (Planning, recruitment and selection)..........................................5
SWOT analysis..................................................................................................................................6
Herzberg theory.................................................................................................................................8
CONCLSUION.....................................................................................................................................9
REFERENCES....................................................................................................................................10

INTRODUCTION

HR department functions plays high crucial role within management of resourcing,
planning and recruiting best skilled workforce within company business standards where
there are varied aspects analysed. Loreal is one of the biggest personal care cosmetics brand
where various products are based on skin care, sun protection, make up and perfume where
there are larger functional innovations within services. The report will be discussing swot
analysis, Herzberg theory for motivational parameters where it enables business to widely
focus on motivating employees with high diverse HR strategies, to yield focus on building
new functional governance of varied working scenarios.
TASK 1
Meaning of HR function
The HR functions of L’Oreal will be based on human resource planning, recruitments
and selection, performance management aspects which will build on larger goals efficacy on
varied aspects goals for gaining new functional avenues. HR functions plays larger working
role of advanced goals efficacy aspects, which shall bring on keen growth arenas for career
planning within working scenarios. Loreal company aims to be widely advanced within it HR
strategies for keeping up innovation and functional goal productive scenarios, for technical
efficiency and longer term new edged services (Silva and da Silva Lima, 2017). Loreal HR
has been widely growing on new quest horizons, where there are new creative diversity
analysed to develop larger goals formed on keen criteria which keenly evolves on longer
goodwill arenas. HR Functions at Loreal are widely dynamic within new parameters and
larger vision oriented growth scenarios for keeping up efficacy aspects, motivation scenarios
within varied goals and also to keep up the new working goals widely. HR functions have
been also practically enhancing efficacy among new quest arenas of keen scenarios within
business paradigms to keep up active diversion actively focused on and also to productively
enhance functional strengths.
CIPD profession map
The CIPD profession map is an interactive set of standards to guide people at work in
human resources to always be widely innovative developed and improving work horizons,
where there are new criteria analysed for keeping up productive display of wider efficacy
aspects. Loreal by following the CIPD profession map will be able to widely enhance
working vision perspectives, and also for keeping up innovation widely strong on which

employees overall strengths within work operational goals can be farmed. It can be also
analysed that there are keen aspects of quality working scenarios where services and
productive work targets can be framed on new scale active growth on which there shall be
keen target performance parameters analysed. It has been also found that Loreal by keeping
up new scenarios of work efficacy aims to deliver quick services among customers which
further generates new goodwill goals and also larger profits, for keeping up the larger goals
advanced on new areas. CIPD profession map has been also found to be functionally working
on new quest horizons of employees with motivation scenarios for technical up gradation,
resourceful higher active enhanced working avenues and also to be the best competitive
brand.
CIPD profession map also pools out various latest competitive strategies within
industry parameters, where Loreal has been highly focusing on smarter HR strategies
formulation aspects and also to practically build up functional vision formative on varied
arenas (Glover and Branine, M. eds., 2017).
TASK 2
Objectives of resourcing activities (Planning, recruitment and selection)
The objectives of resourcing activities within HR functions can be analysed to be
highly essential for company overall development into varied paradigms of new vision
oriented growth parameters for determining new scope innovation, larger functional potential
training of employees. Loreal has been widely growing as one of the highly competitive
brand within global industry where resources activities such as planning, recruitment and
selection enables business to be widely analysed among new scenarios to be actively working
on corporate excellence .
 Objectives of planning: Loreal objectives of planning are widely based on functional
scenarios for gaining new highly informative HR strategies where resource planning
plays high crucial role, to be widely diversified within various aspects and also to be
active on keen arenas. This can be analysed with focus on diversity within target
growth, objectives of keen planning within working horizons pertaining keen strength
on larger vision oriented growth scenarios. Objectives of planning are also technically
related to Loreal business goals for expansion into new domains, new scale target
growth and also to keep up innovation widely enhanced within varied paradigms.

With stringent planning management is highly grown on functional scope horizons
and leveraged active focus is on keeping up revenue targets highly acclaimed, also
there are creative hemispheres developed among new scenarios efficacy aspects.
 Objectives of recruitments: Loreal aims to recruit best skilled employees within all
departments based on advanced skills and varied new competencies on which there
are recognised growth arenas analysed. The objectives of recruiting young talented
skilled employees enable business to widely be competent and also functionally wide
on varied domains, for producing new scale active growth among working horizons
and also be competent within competitive horizons. By recruiting employees with
high scale growth and new creation scope paradigms of larger determinants, Loreal
has been working on keeping high skilled workforce of larger vision oriented
scenarios and also be scaled towards innovative business goals (Guest,
Panayotopoulou and Chytiri, 2017).
 Objectives of selection: The working objectives of selection within HR strategies aee
based on fact that there is wide focus pertaining on keen growth arenas, new scale
target growth of larger functional oriented scenarios and be informative on dynamic
industry demands. It can be analysed with varied selection criteria based on stronger
working domain efficiency, larger potential factored on growth scenarios and also
Loreal aims to be highly diversified among new aspects of keen targets goals. There
are advanced digital platforms used for interviews and digital recruitments based on
diversified goals efficacy aspects, new keen factored on growth among operations of
various services among consumers. It can be also analysed that HR department
highly focuses on external selection of employees where they are widely based on
keeping up new keen criteria of larger work goal productivity , with smart talented
workforce and also to be widely focused on keeping larger skilled growth services
(Konin, 2018).
SWOT analysis
The SWOT analysis will enable us to analyse internal analysis of Loreal company
performance within varied arenas, keen targets completion and also for creating new varied
changes which are highly demanded within diversified competitive industry paradigms.
Loreal internal business environment analysis can be discussed as follows:
 Strengths: Loreal is one of the fastest growing brand within digital world and having
varied presence within various parts of world due to large number of products range,

best quality standards and high class innovative marketing within business horizons.
It can be analysed that Loreal highly focuses on productive enrichment of new
functional diversity aspects among employees for creating new functional goals
diversification within services, competent innovative services for consumers. Brand
name has been widely becoming one of the widely competitive company within
cosmetics industry, with its large strategic vision and new leveraging scenarios of
determined horizons.
 Weaknesses: L’Oreal faces weakness of bringing on new range of products within
services where customers preferences are widely growing , also there is practical push
to bring on new scale productive innovation on varied goals efficacy aspects and also
to be yielding high end diversity. There shall be also focus to bring on new scale
digital marketing avenues where brand faces competitive pressure from new brands
coming on within industry. It can be also analysed that there is also weakness of less
competent functional work synergy, where economy paradigms within world are
widely shifting (McKeown, 2019).
 Opportunities: L’Oreal has business opportunities to bring on new scale natural
products range among consumers under brand name, for keeping up larger technical
goals productive scenarios for keeping up with competitive industry domains. It can
be also analysed that there is also productive opportunity of expansion into untapped
arenas of larger informative goal creativity for determining new horizons of quest
gaols completion. Strategic vision and new scale innovative goals diversity. Bringing
up new range of organic products range, will keenly bring on target growth and also
widely explore
 Threats: There is also threat of new functional productive competitive scenarios
within new functional aspects where there is dynamic progressive pressure built on,
for keeping up larger goals analysed on new strengths. L’Oreal has also high
competitive pressure to keep divergence active on varied aspects of larger innovation
to be fuelled in, with yielding larger functional focus on new scale goals active
functional expansion which will accelerate growth widely. Threat of new
competitive scenarios peeking in, composes larger goals innovation among technical
efficacy aspects on which there has been also active pressure generating on within
larger horizons, also for keeping up with keen target completion on new varied
domains (Moore and Jennings, 2017).

Herzberg theory
The Herzberg theory plays high essential role for gaining larger working motivation
scenarios analysed on various paradigms where it can be analysed that there are two factors
within workplace, which motivates employees that are job satisfaction and hygiene. There
has been give high focus given to job satisfaction paradigms where extrinsic motivation
factors and extrinsic factors analysed on. Loreal focuses widely on keeping informative
working environment within work culture among varied scenarios, where there have been
larger goals advancement analysed detrimentally and widely analysed to be formed widely on
keeping stronger work synergy.
Hygiene factors: Companies policies and procedures, supervision and relationships among
supervisors within physical work environment and job security enables business to
be competitively active and also widely focused on keeping new functional goals
analysed. Loreal aims to keep hygiene factors widely stringently active within
working culture, where there are varied goals analysed to keep up the efficacy
aspects active and also diversified to keep on active growth. Hygiene factors have
been also analysed to be competently active within Loreal strategies to keep yielding
focus, divergent focus and in built motivation among working scenarios for longer
retaining synergy (Moore. and Jennings, 2017).
 Motivation factors: The internal and external motivation factors have been analysed
to be highly essential for generating stronger work goals productivity where HR
executives have been enabling quick growth factors, for keeping up efficacy aspects
and also keeping active yielding goals analysed among new competitive standards.
Strong motivation factors develop higher retaining synergy among employees within
various standards which build on new quest arenas within larger vision oriented
paradigms. When motivator factors are positive e employees look up to wide working
scenarios, keen working domains of expertise where functional goals productivity
enrich larger work goals widely.
The above discussed two factors of Herzberg theory of motivation has enabled to
analyse Loreal brand to be widely analysed to be strongly analysed within working scenarios,
for keeping new creative paradigms for longer scale retaining synergy. Employees have been
also functionally looking for new quest areanas where there are varied goals analysed to be
widely focusing on larger goals within performance efficacy.

CONCLSUION
The report has concluded various HR strategies within functional department at
Loreal and various new advanced working avenues for keeping up with keen parameters of
larger goal productively, harness talents within varied domains and also to keep up the
efficacy strong on longer goals. The report has further concluded objectives of recruiting,
selection and planning workforce structure where there are various parameters analysed
widely, for keeping up active yielding focus on new scale growth scenarios. Report has also
analysed in conclusion further Loreal swot analysis within various factors for competitive
industry aspects and also be keenly divergent on larger arenas for keeping up informative
diversity active. Report has also concluded Herzberg theory of motivation among working
horizons where there has been analysis developed on motivator factors and hygiene factors
for keeping larger work goal diversity. The study has concluded in detail various domains of
efficacy aspects within commercial working horizons, where there are detailed analysis
worked on for keeping up focus on keen performance metrics ( Rahmat, Buntat and Ayub,
2018).

REFERENCES
Books and Journals
Glover, I. and Branine, M. eds., 2017. Ageism in work and employment. Routledge.
Guest, D., Panayotopoulou, L. and Chytiri, A. P., 2017. Human Resource Management and
Performance-The causal relationship revisited with a longitudinal study.
Konin, J., 2018. Management Strategies in Athletic Training, 5E. Human Kinetics.
McKeown, T., 2019. The role of HRM in generating Innovation & Creativity–helping or
hindering??. Journal of Management & Organization. 25(2). pp.173-174.
Moore, L. F. and Jennings, P. D. Eds., 2017. Human resource management on the Pacific
Rim: Institutions, practices, and attitudes. (Vol. 60) Walter de Gruyter GmbH & Co
KG.
Moore, L. F. and Jennings, P. D. Eds., 2017. Human resource management on the Pacific
Rim: Institutions, practices, and attitudes. (Vol. 60). Walter de Gruyter GmbH & Co
KG.
Rahmat, N., Buntat, Y. and Ayub, A. R., 2018. Employability Skills Based on Polytechnic
Graduate Job Role: Immediate Supervisor Perception. Asian Social Science. 14(11).
Silva, M. S. A. and da Silva Lima, C. G., 2017. The Role of Information Systems in Human
Resource Management. In Management of Information Systems. IntechOpen.