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Avce Human Resources

Recruitment is a part of human resourcing process concern with finding the applicants for a specific job. It is a long process of searching for, finding, advertising, writing documentation and where needed interviewing people for a job. Also, recruitment can be easily defined as the process by which companies find the need to find new employees. Companies recruit people for many reasons: Business expansion: B&Q is intending to open more stores in the future years and will need more people to carry out jobs.

The change of job role: AT least every two years, B&Q changes the structure of the company and thus, the role of individuals. B&Q have sought to develop new jobs involving information and communications technology. In West Bromwich supercentre for example, they were not an assistant manager in the past two years, but now, there is an assistant store manager. Filling vacancies created by resignation, retirement, promotions, maternity/paternity leaves, dismissal etc.

As in all organisation, in B&Q, people move on, get older, get dismissed, have new babies, are promoted etc…an d all these facts lead to a staff replacement as to avoid it will affect the business’s performance. It is important to notice that recruitment process can be

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very costly for the company. It takes a great deal to set up an effective recruitment process- involving deciding on what the jobs are to be recruited for will entail, advertising, looked through application forms, checking which application best meet the criterion set down by the Human resources department for the post (qualification, skills and abilities, etc) and finally selecting the (best) candidate for the post.

Selecting unsuitable candidate for the job may result in the company suffering from having a poorly motivated person. And maybe the Human resources department will have to go to the process again. It is important to recruit right people because an inefficient recruitment will be the cause of an ineffective planning of the workforce and this will affect the performance of the company. A recruitment problem may involve: poorly trained /qualified employees, low morale, high stress level, rising level of absenteeism, redundancies, rising costs and reaction of crisis management. Limitations and constraints of marketing

The method of recruitment and selection used by B&Q is influenced by the big size of the business, the nature of the job to be filled, its location, costs, the type of labour available and other external factors such as competitors terms and attitudes. B&Q is maintaining a recruitment policy that guarantees a continuous supply of personnel in all areas of the business, that meet needs caused by reasons of recruitment stated above (growth of the business, promotions, etc). Recruiting staff in B&Q can be done internally (within the business) or externally (outside the business).

This means that B&Q will advertise the post internally and send an application form to employees that are interested by the post. This type of recruitment is money saving for the business, as the chosen person is someone from the staff (familiar with the business) and will therefore require a short period of training and time for adjusting. Also, as a disadvantage, the chosen person needs to be replaced and if the latter has earned a high post, this could upset his colleagues and caused jealousy, which could result in a conflict. (Internal recruitment is a potential source of conflict in B&Q).

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