This research is being carried out to explore the present corporate and organizational culture at Selfridges. This is primarily done with regards to the organization's human resource management strategies and practices and their impacts on the organization…
Download file to see previous pages...
This paper illustrates that the Selfridges Сompany was originally a part of the ‘Sears Group’ and was described as the personification of another organization called Grace Brothers after acquiring of an old-fashioned, stuffy image in 1980 and 1990s. However, the organization failed to grow stronger because of the lack of logistics support, lack of knowledge about supply chain relationships, minimum use of technology and an extremely hierarchical and complicated organizational structure. The company underwent rapid transformation since 1990 when the new chief executive Vittorio Radice was born. With this, the original management team was replaced by a new senior management team. This management team was responsible for the creation and implementation of new HR practices and policies which will be discussed in the project. Special emphasis would be provided with regards to the management and leadership styles in Selfridges and the role played by the team leaders of the organization for making it successful. Selfridges was established in the Oxford Street on the 15th of March, 1909 with the focus on department stores and retailing institutions. The history of the company is unique because of the history and background of the company. It began as a small shop which was designed to become a departmental store. The organizational culture of the company was such where decisions were primarily taken by the management and leaders; however, they were designed to bring the maximum benefit to the employees. The company had the vision of emerging as the most exciting and best chain of departmental stores in Europe. This would be done by meeting the requirements and needs of customers through the delivery of the best quality of services and the development of the maximum operational efficiency. HR policies and procedures at Trafford Parks Recruitment At Trafford Park, the maximum responsibility, and authority were provided to the HR department. They even had the complete autonomy to create its own HR policies and procedures. The opening of the store was done with the recruitment of 650 numbers of staff and their training as well. Candidates were recruited on the basis of their knowledge about the company’s product and their abilities to create a relationship with their customers and building bonds with them by gaining their loyalty. Candidates with experience in retail were recruited. However, very few of the candidates were transferred from London. A critical analysis of the situation reveals that the recruitment procedure was not sound as many people were not able or willing to adapt to the new human resource procedures in the organization. It is important that the recruitment procedure is sound in order to ensure that the right kind of staff is selected who can contribute to the organization effectively.
...Download file to see next pagesRead More
Cite this document
(“HRM and Organizational Turnaround at Selfridges & Co Coursework - 1”, n.d.)
Retrieved from https://studentshare.org/human-resources/1427364-case-study-hrm-and-organizational-turnaround-at
(HRM and Organizational Turnaround at Selfridges & Co Coursework - 1)
“HRM and Organizational Turnaround at Selfridges & Co Coursework - 1”, n.d. https://studentshare.org/human-resources/1427364-case-study-hrm-and-organizational-turnaround-at.
Relationship of HRM to Traditional Practice of Personnel Management 3
Relationship of HRM to Traditional Practice of IR (Industrial relations) 5
Organization Structure and Practice of Bank Muscat 6
Human Resource Development Activities at Bank Muscat 7
Second-class mail services charge less when compared to the first-class mail and they are delivered after the third working day of posting the mail. Saudi Post was established in 1836 and it became a member of the Universal Postal Union in 1929. The general directorate of postal services was transformed into a public foundation.
An offer has been defined as an expression of willingness by one party known as the offeror, to contract or be bound on stated terms, provided that such terms are accepted by the party to whom the offer is made that is the offeree.
After these attacks, the United States needed new apparatus for the gathering and cooperation of foreign intelligent and, most importantly new mechanisms for seamless collaboration between representatives of the military and civilian agencies involved in foreign defense affairs.
becoming highly competitive as several public and private healthcare organizations are trying to develop and implement unique business operation strategies into the business processes. Red Line Hospital is an UK based private hospital operating with 200 beds.
The following matrix shows whether the elements were referenced, and if so, how effective that reference was:
This article deals specifically with turnaround in the Petroleum Industry and proposes a generic turnaround process that can be customised by plants and/or companies that are similar in business, to suit their needs.
In taking an approach that allows employees to take personal responsibility for organizational success, Selfridge has cultivated a corporate culture that will inure to the benefit of all; employees and organisation alike.
The first characteristic of Selfridges' culture that positively impacts employees is the company's respect for people.
This was basically attributed to the role that the human resources played in the company. (Hutchison et al, 2003) The human resource or human capital element in Selfridges has emerged as one that perpetuates this role at every level of the
The human resource policies and procedures practiced in Selfridge and Company would be studied in respect of the store at Trafford Park. The author also analyzes the leadership and management styles at Selfridge and the role of team leaders and equal opportunities and diversity policy as well.
The modern dynamic labor market demand workers with a profound personality and behavior. However, these concepts are both difficult to distinguish and point out as they are not only inter-related but also influence each other. The comprehension of how the working environment stimulate the behavior and personality is imperative.
The company has moved to the status of a public limited company as the public are currently allowed to buy shares of the company. Selfridges is being considered as the one of the best departments in the world. Branding has played an immense role in making the Selfridges what
10 Pages(2500 words)Essay
GOT A TRICKY QUESTION? RECEIVE AN ANSWER FROM STUDENTS LIKE YOU!
Let us find you another Coursework on topic HRM and Organizational Turnaround at Selfridges & Co for FREE!