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Unit 8 assignment 1 recruitment & selection
- Module
- Business BTEC Level 3
- Institution
- Business BTEC Level 3
ESSAY ON ASSIGNMENT 1 UNIT 8 RECRUITMENT AND SELECTION
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,Unit Number and title: Unit 8: The Recruitment and Selection ProcessLearning Aim: A: Examine how effective recruitment and selection contribute to business
success
Assignment title: Evaluating the recruitment and selection process of a large business
Synopsis
PC World is a retail chain of Mass Market of Computer megastores. PC World was
established in 1991 in November. In February 1993 it became part of Dixons Retailer.
Therefore, in August 2014, PC World became part of the part of Dixons Carphone after the
merger of Dixons Retail and Carphone warehouse. Physical shops in the UK are under the
combined “Curry’s PC World” and in Italy within the same branch it is called “PC City”.
However, during 2007 to 2008 PC World underwent a style change. This led to a new logo,
staff uniform and a whole new re branding programme with new shop layouts. Therefore, at
2008 August, the logo was shelved and in favour of a new logo. Therefore, PC World
reported it first ever loss with an underlying loss of £20.8 million in the six months to
October 2008, compared to a £52.4 million profit in 2007.
Curry's was founded in 1884 by Henry Curry. He started to build bicycles full time in England
and then decided to open his first shop in 1888 at Leicester. Therefore, he then decided to
move to a larger premise at Belgrave gate. In 1900 there was an unrecorded fire in one of
the shops in 1891. The company was properly set up on 1897 as Curry formed a partnership
with his sons thereby naming is Curry and Sons. Business did grow very well and floated on
the stock exchange in 1898. By this time, the shops sold a wide variety of goods including
bicycles, toys, radios. By this time at 1932, Curry's stopped manufacturing cycles but
continued to sell retail biked badged Curry's till 1960s. Therefore, by 1967 and 1984, under
the directorship of Dennis Curry, the business went on great expansion and became a major
high street supplier of television and whitegoods. Finally, by 1984, Curry’s was a chain of
570 shops with twice as many as the company which was the to acquire to.
8/A. P1 - Explain how a large business recruits and selects giving reasons for their process
Workforce Planning
The workforce planning is the simple identification and the whole analysis of the
organisation to identify its size and its whole knowledge about the market to meet its
business objective. The workforce planning basically informs the business about its future
,prediction of impacts on the workforce by taking into account by looking at its external and
internal factors.
Curry’s HR team makes sure they are able to identify the workforce needs as precise as
possible. They get the help from Curry’s finance team too. Due to being such a large British
Company, they are always in need to recruit staff due to the factors below:
• The Upline of Growth of Curry’s: Curry’s have grown and continuing to grow
steadily. In fact, they have grown by 3% annually in the past few years. Therefore,
with this growth, recruitment of staff is compulsory as more customers are obliged
to visit the stores. So, if there are not enough staff members, the customers will have
been suffered with bad customer service.
• Staff turnover: In 2019, Currys has been recorded to have 10,760 employees. So, in
the long term, there will be a lot of retiring staff members and more jobs places will
be open for new staff members. The whole of this retail industry is clearly known to
have a very high staff turnover. This leads to another huge factor of why Currys is in
demand for new staff.
• Peak seasonal staff in demand: Currys being in the retail industry, at seasonal
occasions the sales are very high. This is especially on Christmas, Black Friday and
New Year's. Currys need to meet the demand in these seasonal times to employ Staff
even if it is temporary.
For Currys to enter the recruitment and selection process, they have consisted two both
stages for it to be successful.
1. Documents needed to be created especially for job advertisement and make sure
there is some sort of a portal or the business to receive the applications.
2. When the application times are all expired and the portal is closed, the company
now filters and selects the best and most enduring candidates in order for them to
be interviewed afterwards.
Job Centres and Agencies
Job centres and recruitment agencies focus more on giving people jobs into smaller
companies as these smaller companies do not have the suitable staff and department in
order for recruitment. However, Currys is a hugely successful company and has let HR take
on the recruitment process. Here are the pros and cons of using recruitment agencies.
.
Pros
• Quick to find and identify the right candidate and best for when companies are in
demand for new recruitments.
• Professionals of the job seeking will be there
, • Very cheap to outsource, this is useful for small business
Cons
• Expensive
• Can be ineffective – because of the high competition between agencies they are
looking to fill positions very fast. Which
• Ineffective as agencies work against each other to fill up positions in order to beat
competitions
• The Agencies are not experts at the company so it is hard to decide which candidate
is truly the best for the company
Currys did decide to have their own recruitment process rather than an agency. This is
because Currys recruitment have much better knowledge and understanding of what the
perfect suitable candidate is needed to work for Currys.
Recruitment leading to business success
Identifying and recruitment of the right staff is highly critically important for currys
succession. If Currys recruit the wrong person it can lead to bad reputation and fall in sales
within the business and worse case lower in market share. Furthermore, for any business
the company's best and expensive asset is the employees. Currys having a good recruitment
practises ensures there is good substantial applications for job roles which leads to a large
selection of candidates for the manager in Currys to employ from. However, the document
that Currys send out to applications are very important as well. Currys do invest in efficient
high-quality documents to be creates to make sure the candidates are the right ones for the
application process and documents being up to date and relevant. This is one of the
reasons why Currys is successful and will keep being successful.
How a professional recruitment process leads to efficient staff integration?
Professionalism is key for the recruitment process for Currys as this leads to employers
having a good reputation of the business. This therefore, creates the applicants being
treated with respect and equality. Currys makes sure to follow the characteristics of the
applicant such as age, gender, marriage, disability, maternity, race, religion, belief and sex.
Currys have had made sure the new employees who have just been recruited feel safe and
protected and almost feel like home as they are integrated straight away into their team.
Currys do make sure the new recruits are knowledgeable about the company's values,
ethics. This is important as it then makes the employees know the culture of the company.
8/A. P2 Explain how and why a business adhered to recruitment processes which are
ethical and comply with current employment law.
Currys employment ethics and compliancy with employment law
, UK government has made laws on the employment. If any company is not following this,
they will be held liable and also fines in massive expenses. Currys have made sure to follow
this to avoid any liable issues. They contain a clear opportunity policy which easily complies
within the legislations within employment. Ethical issues in the recruitment and selection
process are ensured to be treated fairly and equally among everyone in Currys. This
encourages the employees to work in a positive safe environment. Therefore, more
applicant will be wanting to apply for the jobs. Here are the legal and ethical policies that
Currys are following:
• Transparency about decisions on recruitment: At the stage of CV application, Currys
make sure they only contact the most interesting candidate that suit the business
which then followed by the stage of online test and phone interviews which then the
candidates are assured if they are successful or not.
• Questions for the candidates to be ensured with the same criteria: making the
fairly treating with the same opportunity a high priority.
• Confidentiality of information safe and secure: at interview process and application
stages there would be confidential personal information that will be needed to kept
secure and confidential. Currys make sure to store the most important relevant
information secure to make it does not get in the wrong hands.
• Jobs advertisement: Currys take another step when it comes to writing a detailed
job description. This way it Currys can show the real image of the job and hint out
what sort of candidates are really needed for this position.
Ethical considerations are very carefully considered by Currys. They are not really governed
by the government but they do make sure there is a fair selection which then therefore
creates a good brand reputation. Candidates are more eager to apply to companies with a
great reputation on its employees about their good qualities and ethical fair and equal as
applicants will feel safer.
Legislation
The Right to Work Legislation: Currys are legally obligated to make sure that their
employees which have been hired to work for their business have the right to stay and work
in the UK. Laws like this from the Government always change and get updated for certain
reasons and Currys make sure they are up to date with these legislations. Currys makes sure
to acquire the candidate's UK/ Eu passport details or the HMRC to prove that they have the
right to work. However, if the candidates do not have this, they would not employ them.
Currys make sures to check these documents and details carefully and regularly to ensure
they do not get a fine which is £20,000 per person.
Oppurtunite's equally given legislation: this is therefore to make sure that no employee is
given or felt in a disadvantage compare to others and must be supported by the business.
The Equality Act 2010 is the legislation which in endured to protect the characteristics such
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