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Mahamoud Gallade
Mahamoud Gallade

This document discusses recruitment processes at Land Rover and House of Fraser. It explains that both companies recruit internally through methods like intranet postings and posters in staff areas when possible due to cost and time savings. However, they will also recruit externally using their websites and other low-cost methods when necessary. The document outlines reasons vacancies may occur, such as transfers, retirement or termination, and how the companies consider factors like role importance and finances when deciding whether to fill openings internally or externally.

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OCR LEVEL 3 CAMBRIDGE TECHNICAL CERTIFICATE/DIPLOMA IN BUSINESS By MG Spenser Business Level 3 Unit 12 L EA RNING OUTCOME 1 KNOW THE P ROC E S S E S INVOLV ED IN R E C RUI TMENT P L ANNING P 1 M1 D1 INVOLVED IN R E C RUI TMENT P L ANNING P 1 IDENT I F Y HOW TWO ORGANI SAT IONS P L AN R E C RUI TMENT US ING INT E RNA L AND E X T E RNA L SOUR C E S
Recruitment Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organisation, either permanent or temporary. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or training programmes. Recruitment may be undertaken in-house by managers, human resource generalists and/or recruitment specialists. Alternatively, parts of the process may be undertaken by either public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies. The use of internet-based services and computer technologies to support all aspects of recruitment activity and processes has become widespread.
Recruitment Process Recruitment, selection and training Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organisation to achieve its objectives. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. The advantages of internal recruitment are that: 1. Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for 'fitting in'. 2. The organisation is unlikely to be greatly 'disrupted' by someone who is used to working with others in the organisation. 3. Internal promotion acts as an incentive to all staff to work harder within the organisation. 4. From the firm's point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success 'on paper'. The disadvantages of recruiting from within are that: 1. You will have to replace the person who has been promoted 2. An insider may be less likely to make the essential criticisms required to get the company working more effectively 3. Promotion of one person in a company may upset someone else.
Land Rover Land Rover is a British car manufacturer which specialises in four-wheel drive vehicles, and are famously renowned for the creation of off-road vehicles such as the Defender, Freelander and now more recently the exclusive Range Rover collection. Land Rover has also been recognised for the use of their vehicles in the military in the Gulf War and Korean War. They also offer the service of international purchasing even though they are based in the UK, and offer test drive services to customers that visit the showrooms they have in the UK. To benefit the customer Land Rover offer financial services including insurance and Personal/Business financial packages.
Why do vacancies occur at Land Rover? It is unlikely that Land Rover have a high labour turnover as the manufacturing of cars is a costly process already, and employees with specific skills and requirements are needed for the manufacturing of the vehicles at all times. However, vacancies may occur within the car showrooms which are not as important as the job roles within the factory. Reasons for Land Rover and HOF may be the same, as they are within the same industry (retail). Vacancies may occur if: A member of staff is transferred to another Land Rover Showroom. Or if an employee becomes ill and this has a long-term effect on the company, this position will need to be filled. A member of staff retires; this position will need to be permanently filled. If an employees contract is terminated, this position will need to be taken. If an employee is promoted, their previous position may need filling. If vacancies do for any of the above reasons occur within the business, Land Rover can choose to recruit their staff internally or externally, this can sometimes be determined on the importance of the job role, for example: If a managerial position became vacant, it may be wise for Land Rover to promote or possibly demote somebody to that specific position, as they would have the experience needed and knowledge about the company that is required. It may also occur that more temporary staff are needed to work as sales assistants for example, if a new car is being launched.
Internal and External sources used to recruit OF Land Rover . Land Rover recruits internally and externally, depending on the vacancy available. However it is true that when recruiting internally, it saves time and it is a cost effective method to recruit, so it is likely that Land Rover would prefer to recruit internally, if they had the choice. By recruiting internally, they can post advertisements on their Intranet for their current employees to see, and also in-store for example in staff rooms, where their staff are likely to see it. If Land rover chose to recruit externally, this may be time-consuming and fairly expensive and an opportunity cost would be that Land Rover could invest this money elsewhere for example in Bonus Schemes, but it would allow other people who may bring new ideas and strategies, to join the company which may benefit them. Land Rover only advertise externally using one method, which is on their website, on a specific page that is dedicated to vacancies, which is the cheapest method of external recruitment, as it is their own website.
House of Fraser (HOF). House of Fraser is a British, national organisation within the retail industry, that sell an array of products under 5 main departments in-store store from Handbags to Televisions to Make-up and Mens Shoes. House of Fraser has over 60 stores in the UK and also has an online store that ships internationally. They also offer the House of Fraser Store Cards which include a master card, a recognition card, and a recognition reward card, for its loyal customers. House Of Fraser also have their own Wedding List and Buy and Collect scheme for online deliveries in-store. The company also work in partnership to support charities such as The Royal Marsden Cancer Campaign, Retail Trust and Walk the Walk.
Why do vacancies occur at House of Fraser? At House of Fraser, there is a great labour turnover, and currently there are 5,200 HOF employees and 11,000 concession staff. However it can occur that employees leave for reason such as: 1. Long-term sickness, which would require a temporary employee to cover the position until the member of staff is able to work again. 2. Maternity leave would require a temporary employee until the member of staff returns, which usually lasts between 6-12months. 3. Retirement, which would require an employee to be recruited permanently as this member of staff will not be returning back to work. 4. Transfer would mean that the employee will not be returning to work, and so a permanent contract would be made available for a new member of staff. 5. Termination would lead to a permanent position becoming available as this member of staff will not be returning back to work. In these cases, HOF would need to employ new members of staff to fill these positions so that no loss is made to the store financially or physically in terms of stock. HOF can choose to employ staff permanently or temporarily, which can be the case over Christmas time when temps are needed to cover the floor when there is high demand for products. If an employee leaves for such reasons, HOF can choose to recruit new staff, depending on their financial state as a business, and also dependent on the importance of the job role. If HOF decides they do wish to recruit, they can advertise the vacancy/vacancies they have, internally or externally.
Internal and External sources used to recruit in HQF HOF usually recruits internally, as this is a cost-effective and time-saving method. If they choose to advertise internally, posters are situated within the staff room and locker room where employees are most likely to see the advertisements. However they do also advertise their vacancies clearly on their intranet site for current employees if they wish to look, but these vacancies can also be found by members of the public externally on the House Of Fraser website too which is also a fairly cheap process as it does not require a third party input, which would usually be a job centre or newspaper, who could advertise on behalf of the company. Advertisements can also be found in shop windows which along with other external methods of advertisements can be costly. It is known that advertising internally for a vacancy in-store is usually a quicker process than externally as the process consists of less filtration of candidates and interviewing which as well can be costly to the company which could be an opportunity cost, as this money could be spent on other expenditures such as bonus schemes and better facilities for employees.
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P1 Busineunit 12

  • 1. OCR LEVEL 3 CAMBRIDGE TECHNICAL CERTIFICATE/DIPLOMA IN BUSINESS By MG Spenser Business Level 3 Unit 12 L EA RNING OUTCOME 1 KNOW THE P ROC E S S E S INVOLV ED IN R E C RUI TMENT P L ANNING P 1 M1 D1 INVOLVED IN R E C RUI TMENT P L ANNING P 1 IDENT I F Y HOW TWO ORGANI SAT IONS P L AN R E C RUI TMENT US ING INT E RNA L AND E X T E RNA L SOUR C E S
  • 2. Recruitment Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organisation, either permanent or temporary. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or training programmes. Recruitment may be undertaken in-house by managers, human resource generalists and/or recruitment specialists. Alternatively, parts of the process may be undertaken by either public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies. The use of internet-based services and computer technologies to support all aspects of recruitment activity and processes has become widespread.
  • 3. Recruitment Process Recruitment, selection and training Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organisation to achieve its objectives. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. The advantages of internal recruitment are that: 1. Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for 'fitting in'. 2. The organisation is unlikely to be greatly 'disrupted' by someone who is used to working with others in the organisation. 3. Internal promotion acts as an incentive to all staff to work harder within the organisation. 4. From the firm's point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success 'on paper'. The disadvantages of recruiting from within are that: 1. You will have to replace the person who has been promoted 2. An insider may be less likely to make the essential criticisms required to get the company working more effectively 3. Promotion of one person in a company may upset someone else.
  • 4. Land Rover Land Rover is a British car manufacturer which specialises in four-wheel drive vehicles, and are famously renowned for the creation of off-road vehicles such as the Defender, Freelander and now more recently the exclusive Range Rover collection. Land Rover has also been recognised for the use of their vehicles in the military in the Gulf War and Korean War. They also offer the service of international purchasing even though they are based in the UK, and offer test drive services to customers that visit the showrooms they have in the UK. To benefit the customer Land Rover offer financial services including insurance and Personal/Business financial packages.
  • 5. Why do vacancies occur at Land Rover? It is unlikely that Land Rover have a high labour turnover as the manufacturing of cars is a costly process already, and employees with specific skills and requirements are needed for the manufacturing of the vehicles at all times. However, vacancies may occur within the car showrooms which are not as important as the job roles within the factory. Reasons for Land Rover and HOF may be the same, as they are within the same industry (retail). Vacancies may occur if: A member of staff is transferred to another Land Rover Showroom. Or if an employee becomes ill and this has a long-term effect on the company, this position will need to be filled. A member of staff retires; this position will need to be permanently filled. If an employees contract is terminated, this position will need to be taken. If an employee is promoted, their previous position may need filling. If vacancies do for any of the above reasons occur within the business, Land Rover can choose to recruit their staff internally or externally, this can sometimes be determined on the importance of the job role, for example: If a managerial position became vacant, it may be wise for Land Rover to promote or possibly demote somebody to that specific position, as they would have the experience needed and knowledge about the company that is required. It may also occur that more temporary staff are needed to work as sales assistants for example, if a new car is being launched.
  • 6. Internal and External sources used to recruit OF Land Rover . Land Rover recruits internally and externally, depending on the vacancy available. However it is true that when recruiting internally, it saves time and it is a cost effective method to recruit, so it is likely that Land Rover would prefer to recruit internally, if they had the choice. By recruiting internally, they can post advertisements on their Intranet for their current employees to see, and also in-store for example in staff rooms, where their staff are likely to see it. If Land rover chose to recruit externally, this may be time-consuming and fairly expensive and an opportunity cost would be that Land Rover could invest this money elsewhere for example in Bonus Schemes, but it would allow other people who may bring new ideas and strategies, to join the company which may benefit them. Land Rover only advertise externally using one method, which is on their website, on a specific page that is dedicated to vacancies, which is the cheapest method of external recruitment, as it is their own website.
  • 7. House of Fraser (HOF). House of Fraser is a British, national organisation within the retail industry, that sell an array of products under 5 main departments in-store store from Handbags to Televisions to Make-up and Mens Shoes. House of Fraser has over 60 stores in the UK and also has an online store that ships internationally. They also offer the House of Fraser Store Cards which include a master card, a recognition card, and a recognition reward card, for its loyal customers. House Of Fraser also have their own Wedding List and Buy and Collect scheme for online deliveries in-store. The company also work in partnership to support charities such as The Royal Marsden Cancer Campaign, Retail Trust and Walk the Walk.
  • 8. Why do vacancies occur at House of Fraser? At House of Fraser, there is a great labour turnover, and currently there are 5,200 HOF employees and 11,000 concession staff. However it can occur that employees leave for reason such as: 1. Long-term sickness, which would require a temporary employee to cover the position until the member of staff is able to work again. 2. Maternity leave would require a temporary employee until the member of staff returns, which usually lasts between 6-12months. 3. Retirement, which would require an employee to be recruited permanently as this member of staff will not be returning back to work. 4. Transfer would mean that the employee will not be returning to work, and so a permanent contract would be made available for a new member of staff. 5. Termination would lead to a permanent position becoming available as this member of staff will not be returning back to work. In these cases, HOF would need to employ new members of staff to fill these positions so that no loss is made to the store financially or physically in terms of stock. HOF can choose to employ staff permanently or temporarily, which can be the case over Christmas time when temps are needed to cover the floor when there is high demand for products. If an employee leaves for such reasons, HOF can choose to recruit new staff, depending on their financial state as a business, and also dependent on the importance of the job role. If HOF decides they do wish to recruit, they can advertise the vacancy/vacancies they have, internally or externally.
  • 9. Internal and External sources used to recruit in HQF HOF usually recruits internally, as this is a cost-effective and time-saving method. If they choose to advertise internally, posters are situated within the staff room and locker room where employees are most likely to see the advertisements. However they do also advertise their vacancies clearly on their intranet site for current employees if they wish to look, but these vacancies can also be found by members of the public externally on the House Of Fraser website too which is also a fairly cheap process as it does not require a third party input, which would usually be a job centre or newspaper, who could advertise on behalf of the company. Advertisements can also be found in shop windows which along with other external methods of advertisements can be costly. It is known that advertising internally for a vacancy in-store is usually a quicker process than externally as the process consists of less filtration of candidates and interviewing which as well can be costly to the company which could be an opportunity cost, as this money could be spent on other expenditures such as bonus schemes and better facilities for employees.
  • 10. To see the M1 Click here Click here to see the D1