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members determine the selection standards which include –Candidate’s professional history Professional skill –as technical aspect Leader or devotee Attitude and expression Confidence level Answering quality References Body language Documentation Salary Expectation Availability/timeframe to work Candidates are given score on an scale of 5 with short remarks from every committee members in a score sheet which will be like the following - Question Answer Significance Score Obtained Remarks The interviewees also take preparation before starting the actual interview by going through the job specification and description and also knowing what the company needs and what the position requires. They also take notes for questioning relevant questions to curve out the best of all applicants by simply seeing resumes or by understanding key standards for selection or by following the questionnaire set by HR specialists. Selecting and making Offer The interview committee there selects those applicants having more score in the score sheets and also having positive attitude and expression after properly verifying their backgrounds and checking positions. Then the company make final job offer to the qualified candidates against the
Page | 19 number of vacancies negotiating the salary and giving them sufficient time to think about the offer. Besides all these, Marks and Spencer tries to do all these practices within ethical and legal framework. Conclusion After all these arguments and discussions throughout this report, it is experiential that fulfilling goals/objectives of business especially retail businesses are mostly tied and dependent on HRM scope and purposes which assist them in talent acquiring and using them in right profitable way. Here although the decisions of HR of every company/business firm are influenced by verities of factors including legislation, they continue their HRM practice accordingly without major problems. Bibliography: AN/3_4/c05TheHumanResourceManagementFunction-TheEmploymentCycle_WEB.pdf