Executive Summary
John Lewis Partnership is currently in need of a sales and marketing manager that will enable the business to expand its operations in Europe and Asia. Currently, there has been a huge increase in the population of middle-income and high-income earners in these regions, and this means there is a huge potential market for the company in these regions.
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Write My Book Report.ure the company recruits the most competent employee for the sales and
marketing manager position, John Lewis will use a 5-stage approach. Stage 1 is
the planning and analysis, stage 2 is the recruitment attraction, stage 3 is
the selection and shortlisting, stage 4 is the appointment, and stage 5 is
induction.
Introduction
John Lewis LLC. is a high-end omnichannel retailer whose head office is in London, United Kingdom. The company also offers various financial products, home insurance, forex services, and credit card payment services through the John Lewis Finance subsidiary.
Currently, the company has 50 branches of John Lewis
& Partners in the UK and growing online business. John Lewis requires a
sales and marketing manager that will enable the firm to expand its operations
to Europe and Asia because these regions have a sizeable middle-income and high-income
population that is a great potential market for the business.
Stage 1: Planning and Analysis
Planning will include evaluating the steps in the recruitment selection process early and scheduling the activity, resources and time. Planning and analysis ensure that the best process is followed hence helping in time management and in streamlining the recruitment and selection process for both the company and applicant.
Good planning will also positively affect applicants’ experience of
the recruitment selection process and on their perception of the company. According
to (Gamage, 2014), this approach motivates them to complete the recruitment
process and accept the job offer. A job analysis will involve determining the knowledge,
skills, and attributes required to perform in the role of a sales and marketing
manager. Job analysis helps in identifying the skills needed to fulfil the
needs of the company.
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Stage 2: Recruitment attraction
In recruitment attraction, we will adopt advertising as a strategy for marketing and selling the company’s position because of the tight labour market. When this is done well, it will positively affect the recruitment outcome.
The
company will resort to eRecruitment to reduce the cost of the recruitment
process, time taken to identify candidates and process the best candidate for
the position (Nagendra and Deshpande, 2014). Since most individuals currently
use various technological devices such as smartphones and computers to
communicate, this method will be effective for reaching target clients. The
company will advertise on social media platforms like Facebook, Twitter, and
Instagram to increase its reach.
Stage 3: Selection and Short-listing
The selection and short-listing process will be used to determine that applicants meet the minimum key selection criteria to perform the job satisfactorily and rank the candidates who proceed to the next level. The company will short-list 10 applicants using a scoring procedure to evaluate whether they meet the key selection criteria in hiring.
All the short-listed candidates will be called
upon for an interview and also subjected to psychometric tests (Jeske and
Shultz, 2016). The psychometric tests will be done and evaluated by Deloitte
LLC., which will be our independent recruiting consultants. Importantly, this
stage will help in effectively assessing applicants by ascertaining whether the
candidates meet the requirements in terms of both experience and academic
qualifications.
Stage 4: Appointing Successful employee
In hiring, the ratings for each applicant through the interviewing process will be numerically combined to provide the basis for a selection decision. The candidate with the highest score will consequently be hired. According to Brewster, Mayrhofer, and Farndale (2018), this approach makes the selection decision to be more objective.
Professional references will be taken to seek information on
the candidate’s specific professional attributes. The candidate will then be
provided with a job contract indicating the terms of employment. The
recruitment team will remind the candidates of their roles, and this will
ensure they are aware of the expectation the company has once they accept the
position.
Stage 5: Induction
The induction process will be done in 3 days to facilitate the new employee’s adjustment into the company. The first day will involve conducting a structured tactical and administrative issues induction on matters such as contracts and payroll information.
The second day of induction will involve aligning the new
employee with the company’s mission, vision, and core values. On the third day,
the employee will be told an improved understanding of the company and where
he/she fits into the company’s plans and goals to build a good relationship
between the company and the employee (Dany and Torchy, 2017). This approach will be appropriate for ensuring
the employees progressively adapt to the company’s working program and work
culture.
Conclusion
This strategy best aligns with the best practices in human resources selection and recruitment. Only job-related factors will be considered in the recruitment and selection process.
Therefore, a candidates’ experience, skills, and fitness to the
company’s culture will determine whether he/she is the right employee for the
company. This approach will help in ensuring that the company’s needs and
interests are given priority and the whole process swiftly occurs in a timely
and efficient manner.
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