Burberry a Case Study

“The employee placement process consists of four activities: recruiting, selection, orientation and employee development” (Reilly, Minnick & Baack, 2011). Since we now know whom we are looking for, it is time to find the employees that best fits the areas needed. Now we have to list our job, its description, and various functions. We should also add the minimum requirement on education as well as previous training. We will now send it out to advertise for potential employee has and show them the possible positions available. After we have our close date, we will begin with forming our short list of those applicants that are a perfect fit for the job.

The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.

Compare and contrast the international marketing activities of Burberry and Diageo. Burberry is a distinctive luxury brand with international recognition and broad appeal. The company designs, sources, manufactures and distributes high-quality apparel and accessories. Founded in Basingstoke, England, in 1856, Burberry has a unique heritage associated with Great Britain and positions itself as the authentic British lifestyle brand.

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

All selections must be made in line with this plan in order to ensure that the best candidate is chosen. All job vacancies are to be advertised internally and externally. Management must provide consent to this plan and approve finances required in the recruitment process. A successful candidate must provide three referees and request for documentary evidence of qualifications and job offers will be made once all the conditions provided in the plan are satisfied.

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

The key tasks of Job design, through analysis, description and specification, and organization design are instrumental in determining what tasks are to be performed and how they will be managed. Once the “what” is determined, it is time to determine the “who” through human resource management. One of the important functions of Human Resource Management is Recruitment and Selection of the

An analytical study would focus on the tasks that need to be performed to determine valuable factors. A written job description would be beneficial so the employer would know what physical and mental characteristics one should possess and what qualities and attitudes are desirable. The Recruitment and Selection Process is one of the basic HR Processes. Recruitment and Selection is very sensitive as many managers have a need to hire a new employee and this process is always under a strict monitoring from their side.

Each of these objectives requires special attention and accurate planning and execution. It is of utmost importance for every organization to employ a right person on a right position. And recruitment and selection plays a pivotal role during such situations. With shortage of skills and the rapid spread of new technology exerting considerable pressure on how employers perform recruitment and selection activities, it is recommended to conduct a step-by-step strategic analysis of recruitment and selection processes. With reference to the current context, this paper presents an incisive review of previous literature on the recruitment and selection process. This paper is primarily based on an analysis of six pieces of literature conducted by practitioners and researchers in the field of Human Resource management. Various researchers have contributed to the field of HRM, and have offered intensive and profound knowledge on the branches of HRM such as scientific recruitment and selection, Manpower management, Job analysis, Need and purpose of Recruitment, and so

Frenkel (2001) asserted that the while there is a Nike’s code of conduct, China’s sports factories manufacturing products for Nike were found to violate it. Furthermore, these factories were violating the apparel industry partnership code of conduct, and the labor law made by the government of China. This is another sign of government’s power getting weaker. In addition, it is known that trade unions are never heard of and any sign of opposition is going to be tremendously punished. All of these means workers have no way to voice out the unfairness they received.

The purpose of this report is to research and analyse the recruitment and selection strategies, policies and objectives within Kinetic IT, and how they link to the organisation’s HR strategies, policies and objectives. The main focus of this report will be the recruitment and selection system within Kinetic IT.

Recruitment provides opportunities for the organisation, even the individual’s development. Understand our business need is the way we used to develop position description.(“Recruitment – 10 Key Steps To Getting The Right Person, First Time!,” n.d.) Proper evaluation and description will lead the business to hiring the right person to fit the job.

In this assignment I have been required to select a business and research, investigate and observe recruitment and selection functions of that business procedure. I have been also asked to describe their human resources management activities undertaken in the business and how its supports the business, contributes to the

The Burberry 2011 Annual Report does in general meet the conditions of the Combined Code. Beginning on page 66 is the Director's Report. This section extensively reports on the Board of Directors, including their biographies, the corporate governance statement, information and financial reporting, relations with shareholders and other elements of the Board's function. The Board provides leadership for the company with respect to its internal control. The Audit Committee is responsible for this internal control. There are five members of the audit committee, and they are all independent.

In business, it is essential to focus on the general environment because it directly corresponds to the organization. The general environment consists of economic conditions, legal-political conditions, sociocultural conditions and technological conditions. The way in which a business interacts with the environment will result in the company’s success or failure. A business must analyze each of these factors, as they all contribute to the overall growth and success of a company. If one of these factors become too regulated or shifted too far in one direction, a business is likely to feel it. There essentially must be a balance in order to keep a business steadily running. Ultimately, the goal is typically to maximize profits, so establishing an understanding of how these factors all play a role in the overall success of a business is critical.