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Human resource management - Essay Example

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Analysis of HR Issues BY YOU YOUR SCHOOL INFO HERE DATE HERE Analysis of HR Issues The online recruitment model Companies that utilise online recruitment models take different approaches to gaining candidate attention, depending on the values and principles of the organisation…
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Download file to see previous pages An independent analysis of the online recruitment models at Price Waterhouse Coopers, Marks and Spencer and Barclay’s was conducted to determine whether these models are properly aligned to gain the best talent required. Marks and Spencer significantly emphasises the corporate culture that resides at the firm as a means of differentiating the business from competing retail recruiters. The website is constructed for extreme ease of navigation through the various informational pages, providing clear and distinct weblinks to explore the many diverse values portrayed by the organisation. On the “Our Values” page, Marks and Spencer clearly lists the core foundation of culture, including elements of trust, innovation, commitment, and quality of service (Marks and Spencer 2012). From this page, the candidate is able to navigate easily to learn of the many benefits of gaining employment with the firm, including employee discounts, receipt of bonus scheme outcomes, and pension opportunities for long-term reward (Marks and Spencer 2012). In every detail, this organisation wants the candidate to understand the dynamics of business operations and human resources philosophy at the organisation, providing ample information on leadership at the firm and the strong emphasis on diversity prevalent in this business model. No proverbial stone is left unturned in relation to providing comprehension of organisational culture and business mission and vision to assist the candidate in determining whether they would be a proper fit for this business model. The image portrayed by Marks and Spencer is one of leadership-based competence and one in which candidates should expect human resources models to contain much emphasis on social belonging and professional development. An independent candidate that prefers individualism rather than collective work groups, after assessing the sizeable basket of information about the company, might select a competitor with a more centralised business model. However, the blend of knowledge portrayed on the corporate recruitment site leaves little to the imagination about what should be expected upon gaining employment. Barclays and Price Waterhouse Coopers take a different approach to the online recruitment process, with much less emphasis on transformational leadership and cultural development. As both of these companies operate in the financial sector, in generally centralised hierarchies, the content of these two recruitment websites are more professional-centric describing values associated with meeting strategic corporate goals rather than focusing on the interpersonal dynamic of inter-office relationship development. Offers Price Waterhouse Coopers, “Our culture is all about our people. The development of our people is key and though we are all driven by different aspirations, we share the same commitment to quality” (pwc.co.uk 2012, p.1). Price Waterhouse Coopers attempts to illustrate that hard work is the cornerstone of meeting service needs and achieving long-term goals with much less emphasis on the psycho-social dynamic of employment. Though the website is easy to navigate with ample weblinks leading to job-related information, the focus of recruitment is navigation through many web pages describing domestic and international career positions with well-developed and thorough job descriptions. Barclay’s, as well, places much less emphasis on the dynamics of existing organisational cu ...Download file to see next pagesRead More
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