Free

The staff recruitment and selection policy of IKEA in China - Essay Example

Comments (0) Cite this document
Summary
The HR plays the role of ensuring that the employees’ performance is positive as well as organizational outcomes. Selection of workers is made to add the work force in the business as…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER95.9% of users find it useful
The staff recruitment and selection policy of IKEA in China
Read TextPreview

Extract of sample "The staff recruitment and selection policy of IKEA in China"

THE STAFF RECRUITMENT AND SELECTION POLICY OF IKEA IN CHINA by Thestaff recruitment and selection policy of IKEA in China
Recruitment and selection are the work of the Human Resources managers in an organization. The HR plays the role of ensuring that the employees’ performance is positive as well as organizational outcomes. Selection of workers is made to add the work force in the business as well as, an increase the productivity (Czinkota & Ronkainen, 2007, p. 172). Therefore, the selection and recruitment process should be elaborate and clear to ensure that all applicants are selected without discrimination. In IKEA, they promote diversity and by so doing, they select employees from all over the world.
The recruitment and selection policy of IKEA is value driven and espouses s teamwork, simplicity, communicative forthrightness and urgency. The core values of IKEA are employee empowerment, flexibility, dynamism and cost consciousness (Smith, 2010, p. 70). Advertising is the main means of design that IKEA uses to emphasize these values. Job at IKEA webpage is used to communicate the core value of the Chinese company. A cost effective campaign is carried out, which is used directly to harness the customer base of the business.
IKEA wants to recruit about 8,000 people over the next five years. IKEA employees must have certain characteristics in order for them to be selected in the company. These characteristics are important compared to specific experiences and qualifications. The applicants must be down to earth; they must be well with other employees and must have a sense of humor (Bach & Edwards, 2013, p. 19). IKEA wanted to attract the right candidate and through the spirit of advertising, they would attract a large number of applicants who were good at their work.
The selection process involved bringing together twenty potential candidates who had some specifications that IKEA required that is education, experience, age and attitude. The group of twenty would be given a series of questions and a personal interview with the panel of the board of directors. After the selection process, the applicants will undergo training, which involves traditional classroom courses. Co-workers in the company are requested to master current jobs as well as seeking new opportunities hence, they are allowed to apply for new job opportunities in IKEA.
Through the selection process, emphasis is put on the value fit as selection criteria. After the applicants have been selected, employees who have worked in the organization previously are requested to assist the new coworkers adjust in the company through mentorship (Rothacher, 2004, p. 114).  The reason they chose co-workers to assist the new co-workers in the organization is to ensure that there is coordination in the way the employees work as well as teamwork. In the mission, statement of IKEA states that the company values team work and for that reason, the human resource finds it easy to allow other employees to mentor the new employees.
IKEA offers educative programs to new employees to ensure that they are up to date with the information pertaining to the organization. For instance, people who are recruited in Australia need to be educated on the products produced in China, and how to handle the clients from different occupations. Therefore, after recruiting employees who satisfy the characteristics required by IKEA, they are given compensation and benefits that will make them motivated while working for the company (Dowling, Festing & Engle, 2008, p. 89).  IKEA does not require many educational or specific requirements of the applicants; all it requires is that applicants are down to earth, as this will enable them to work with all employees as the company promotes diversity. Additionally, they emphasize on teamwork because employees who work as a team always have high productivity and innovation.
Reference List
Bach, S., & Edwards, M. R. (2013). Managing human resources: human resource management in transition. Hoboken, N.J., Wiley.
Czinkota, M. R., & A. Ronkainen, I. (2007). International marketing. United States, Thompson.
Dowling, P., Festing, M., & Engle, A. D. (2008). International human resource management: managing people in a multinational context. South Melbourne, Vic, Thomson.
Rothacher, A. (2004). Corporate cultures and global brands. Singapore, World Scientific Pub. http://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&db=nlabk&A N=235573.
Smith, N. C. (2010). Global challenges in responsible business. Cambridge, Cambridge University Press. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“The staff recruitment and selection policy of IKEA in China Essay”, n.d.)
Retrieved from https://studentshare.org/human-resources/1635699-the-staff-recruitment-and-selection-policy-of-ikea-in-china
(The Staff Recruitment and Selection Policy of IKEA in China Essay)
https://studentshare.org/human-resources/1635699-the-staff-recruitment-and-selection-policy-of-ikea-in-china.
“The Staff Recruitment and Selection Policy of IKEA in China Essay”, n.d. https://studentshare.org/human-resources/1635699-the-staff-recruitment-and-selection-policy-of-ikea-in-china.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF The staff recruitment and selection policy of IKEA in China

Recruitment and Selection of Talented Staff (Tesco)

...?Recruitment and Selection of Talented Staff: A Case-Study of Tesco The retail sector is the largest sector of the private economy in the UKbut the employers face considerable challenges as it employs the highest number of part-time workers, suffers high attrition rate, has a poor image as a career destination, particularly for talented staff. Tesco, one of the largest retailers and largest private employer in the UK, have lost market share and company reputation in recent times due to high employee turnover. They expect to add 20,000 UK but it is not known to what extent they have a structured recruitment and selection process. With the...
41 Pages(10250 words)Dissertation

Recruitment and Selection Policy

.... This may lead to chaos and interference with the main objective of the investors as well as may dissolve the organization. In this regard a more feasible outline is drawn in this report concerning the framing, the recruitment policy and selection procedures of the organization so that the ideology of both the founders can be taken into account. The report highlights that this recruitment policy and innovative selection procedure will enable to maintain a balance between the experienced employees and the fresh talent pool of the organization. It will also enable the Editor to recruit experienced employees at his...
6 Pages(1500 words)Essay

Recruitment & Selection

...Recruitment and Strategy: A Critique The recruitment strategy presented for ServiceRepresentative 1 or "bank teller" gives a very good understanding of how a business organization should go about in selecting the suitable person from a pool of applicants. The paper should be commended for its thorough analysis of the traits and characteristics for this position and how a potential employee is screened to meet the requirements. However, the strategies presented can still be improved by including some techniques which have been overlooked by the presenters. In terms of recruitment, the techniques specified are commendable because these take advantage of the advancement...
2 Pages(500 words)Essay

Recruitment & Selection

...R.Preeti 26/4/2007 RECRUITMENT AND SELECTION Any business would look towards selecting the right candi s----candi s who would not only make it profitable for the company, but would also use the company experience to upgrade their skills. This give-and-take helps in the establishment of mutual trust. The selection and recruitment of the right candidate, who would eventually become a face of t he company in the external sphere of activities, is an uphill task. A number of parameters come into play due to the importance that each employee carries. One of the biggest aspects of a ...
4 Pages(1000 words)Essay

Staff recruitment

...Principal Details of Two Awards < < Wages 5 to 7% increase from Grade 1 to Advanced Grade Tallies and Penalties There are daily tallies and penalties for the purpose of calculating tally and over tally. Seasonal Allowance (1) An industrial agreement between the parties to this Award shall provide for a seasonal allowance to be payable to seasonal workers. (2) In default of an agreement being reached between the employer and the Union, the matter shall be referred to the Western Australian Industrial Relations Commission for hearing and determination. Mixed Functions and Waiting Time (1) An employee may... Details of Two Awards 33. - SENIORITY (1) Subject to Clause 7. - Terms of Employment, Clause 8. - Applications and Clause 9. - Guarantee, employees will be employed in order of seniority and competency as provided in this clause. (2) Seniority applies only to full-time seasonsal employees unless otherwise stated. General Provisions 23. - GENERAL PROVISIONS (1) All tools required in connection with the performance of the employee's duties shall be supplied to such employee by the employer without charge. (2) (a) An employee required to use fumigants, fertilizers, hormones or other chemicals, shall be supplied with suitable protective clothing, including suitable face masks or respirators, by the emp...
6 Pages(1500 words)Essay

The Recruitment and Selection of Sales Staff

...THE RECRUITMENT AND SELECTION OF SALES STAFF Introduction Recruitment and selection is one of the most important practices for the human resource department. The department has the overall duty of ensuring that an organization meets all its objectives in its operations and as far as human resource is concerned. Recruitment and selection is one of the most important factors that can assist an organization to meet its objectives. (Martin and Jackson 2004, p. 97) The main of aim recruitment is to help an organization to achieve the highest caliber of employees who are competent in their work. It aims...
12 Pages(3000 words)Essay

Recruitment and Staff Selection

...Hirsh W. (2000, September). Internal job advertising--fair or a fix? Management Services, 44(9), 3.  Retrieved on August 11, 2009, from http://proquest.umi.com/pqdweb?TS=973639296&RQT=309&CC=2&Dtp=1&Di d=000000059584717&Mtd=1&Fmt=4 Lin, Y., Wagner, W. F. (2004).  How to Hire Employees Effectively [Electronic version].  Management Research News 27 (4/5), 108-115. Retrieved on August 11, 2009, from http://proquest.umi.com/pqdweb?index=4&sid=10&srchmode=1 &vinst=PROD&fmt=6&startpage=-1&clientid=29440&vname=PQD&RQT=309&did=656 765271&scaling=FULL&ts=1163546422&vtype=PQD&rqt=309&TS=1242392154&clien tId=29440 Shooving (2009). Recruitment and Staff Selection: Summaies and Short Reviews....
2 Pages(500 words)Essay

Recruitment and Staff Selection

...Recruitment and Staff Selection Introduction Job postings and attracting quality people to the interview desk is a challenging task in the face of wide range of options and alternatives available to the job seekers. Recruitment advertisements play a vital role in conveying the right message to the right candidates to apply. The way the job postings are designed and presented to the potential job seekers is crucial in attracting the desired candidates possessing the pre-defined skills. Conventionally, the print media was the primary target for posting recruitment ads, however, with the rapid influx of the Internet the organizations are using this medium...
2 Pages(500 words)Essay

Recruitment and Staff Selection

...of Brad. Ideal Legal and Ethical Hiring Process The ideal hiring process will involve recruitment on the basis of merit only. Any kind of bias or prejudice on the basis of gender, race or ethnicity cannot be allowed to dilute a recruitment or selection process if an ideal hiring process is to be established. The problems in achieving an ideal hiring system occur because human beings are in charge of hiring. They have predispositions and they cannot remain objective at all times. This is a major impediment in achieving an ideal recruiting process. Hiring process should also be such that equal opportunities are given to everyone. Whether hiring process is internal or...
3 Pages(750 words)Case Study

Recruitment and Staff Selection (Moduel 3 case)

...to be followed to ensure a fair recruit and selection process. Mike can make reports and raise concerns without fear of being terminated from his duties. Retaliation against a staff member who reports an issue of concern about discrimination is prohibited within organizations (Weiss, 2004). Mike expressed his concerns to the HR regarding possible discrimination by his supervisor. This provided the hospital with an opportunity to investigate and to develop necessary measures that will ensure the hiring process is legal and fair. The hospital has formal policies which provide standard guidelines for responding to the ethical concerns of its staff members....
2 Pages(500 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Essay on topic The staff recruitment and selection policy of IKEA in China for FREE!

Contact Us