Marks and Spencer

Recruitment Structure of Marks and Spencer

Recruitment Structure of Marks and Spencer

1: Objectives and Methodology

The main objectives of this research proposal will be the following:

1) To understand the recruitment procedure and structure of Marks and Spencer.

2) To understand the ways Mark and Spencer adopt to recruit people.

3) To evaluate the effectiveness of recruitment and selection process of Marks and Spencer.

In order to conduct research on recruitment structure of Marks and Spencer, mixed research has been used in this research proposal. The procedure in which the quantitative and qualitative methods are collectively applied for the purpose of data collection is known as 'mixed research' (Allen, 2004, p. 13). In the kinds of research 'mixed research' is third most important. As the results from the mixed research technique are more descriptive in nature; therefore, they are more reliable. The mixed research methodology followers generally stick to the philosophy of the compatibility research and pragmatism.

1.1 Time Scale

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WEEKS

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Construct research proposal

 

Draw up questionnaires

 

Submit proposal

 

Timetable interviews

 

Begin interviews, observations, focus groups and hand out questionnaires

 

Analysis and redefine problem(s)

 

Implement findings

 

Prepare draft report

 

Begin full data analysis

 

Write 12,000 word dissertation

 

2: Findings and Discussion

The requirements that are to be met by people in order to fill the jobs efficiently come under job profile. It is said that vacancy is a missing piece in a machine. In order to define the job specification, a job profile is created by both the companies which consist of graphical representations of the characteristics and requirements of a particular job. The next step involves the sorting of all applications received and then short listing them. Short-listing means: to identify suitable candidates for interview (Evans, 2002, p. 150). After short listing the candidates, there is a need of arranging an interview with them. Interviews contain questioning with the candidate who has applied for the job. Interested candidates then visit Marks and Spencer websites to fill the online application form where the applicant fills in the information required in the application which may include some verbal, numerical and personality tests, which will enable the company gathering all the information that it needs. This let Marks and Spencer decide whether the candidate is suitable or not. Job previews are the next process which involves the presentation of information about the job to the candidate. Simulations, printed material, videotapes, and interviews with current job holders have been used. As per the questionnaire (see appendices) and the interview, following are the findings. The recruitment and preparation process in Marks and Spencer has six stages: first they complete the human resource planning process, and the future requirement of human resource is assessed and jobs are created. The jobs are then advertised through various communication channels which include the company's website, newspapers, and third party HR websites. The candidates in both the organizations can apply online, and these companies also use modern interviewing and hiring techniques, such as social media. The questionnaire was filled without gender discrimination, males and females were equal in this research study as a target ...