BUSINESS POLICY AND STRATEGIC II ASSIGNMENT

           

                             

Assignment Question:       1.       what is a Case?

2.           Develop a case and analyze it.

3.             What is the importance of a case

INTRODUCTION:

Case or case method in business policy is an old and established pedagogy for learning.  First introduced at Harvard Law School in 1871, it was adopted by the Harvard Business School in 1911.  Case method is extensively used in the teaching and learning of management around the world.

WHAT IS A CASE?

A case is a narration of events and conditions of an organization.  Through these events and conditions, the reader of a case gets to know the situation that prevails in the organization. 

IMPORTANCE OF A CASE

The importance of the business case is to outline the rationale for undertaking the project, and to define the parameters and management factors involved in the project itself. It provides the project manager with a tool to guide the design, management and evaluation of the project.

The business case serves three importance: it provides the project manager the opportunity to think through the project in a systematic, step-by-step manner; explains why the project should be undertaken; and provides a framework for completion of the project on time and on budget.

Case in business is also important in the following areas:

1.    It enables managers to understand the situation confronting the organization in question

2.    It helps in proffering solution to the organization 

3.    It also helps to prevent future reoccurrence

 
 

TITLE PAGE

TITLE OF CASE:       EFFECTIVE ECRUITMENT AND SELECTION: AN P & J LIMITED CASE STUDY

TABLE OF CONTENT

1.1     Introduction/Executive Summary

1.2 Human Resource Management

1.3     Recruitment

1.4     Recommendation

1.4 Conclusion

1.6     References

 1: INTRODUCTION

1.1     EXECUTIVE SUMMARY

P & J Limited is one of the Nigerian’s largest supermarket. It was founded in 2002. It is a retailer focused on selling food, clothing, electronics, toys, home furnishings and general merchandise.  

P& J philosophy

P & J’s philosophy is that if your people enjoy working with you, your customers will enjoy shopping with you. Consequently it aims for all workers to be passionately engaged in supporting each other in a safe family environment of trust and respect.

Organizational culture

At the heart of P& J’s success is its organizational culture which has been built over time. This defines how workers behave at  P & J. It ranges from how workers treat customers and other external stakeholders to how they treat each other.

1.2     HUMAN RESOURCE MANAGEMENT (HRM)

HRM is one of the four key functions of any organization, the others being finance, operations and marketing. HRM involves consideration of:

• workforce planning
• recruitment and selection
• training
• appraisal
• motivation and employee recognition.

At the heart of HRM is the need for effective workforce planning. This involves conducting audits to establish the organization’s workforce requirements both now and in the future. This information allows the HR department to plan to ensure they recruit appropriate numbers of workers with the required skills.

P & J is a growing company operating in highly competitive markets. The main reason for recruitment at P & J is due to expansion of the business and workers turnover. Workers turnover occurs for a variety of reasons, for example, retirement of existing workers and internal promotion which create gaps. As part of P & J’s HRM, it seeks to retain as many workers as possible and aims to fill 70% of its leadership team vacancies through internal promotion.

HR strategies

P & J’s comprehensive HR strategies engage workers and support the organizational culture. This includes P & J’s ‘Best Welcome’ induction programme, ‘Star programme’ to recognize excellent customer service, as well as P & J Academy’s framework for training and development and its ‘Workers Steps’ for career progression.  

P & J offers its workers a wide range of opportunities for career development. This includes supporting and investing in its workers to gain qualifications that will enable them to become the next generation of leaders.

1.3     RECRUITMENT

P & J promotes career opportunities on its dedicated careers website (www.pj.com ). When recruiting, it aims to attract and retain talented workers with the best fit for the job. Part of the attraction comes from offering competitive salaries and benefits .

P & J’s online recruitment process has improved the speed and efficiency of recruitment, making applications easier for candidates and selection faster for management. P & J advertised 1,000 jobs last year and its dedicated careers site handled over 500,000 applications.  P & J also uses social media channels such as LinkedIn, as well as recruitment firms such as Remploy, to access the widest range of potential recruits when advertising job vacancies.

Selection

Applications are registered through  P& J’s online recruitment system,  P& J’s HR team then shortlist appropriate candidates for interview or an assessment centre. Two documents are vital here: a job description and a personal specification. A job description indicates what the job entails, specifying what tasks will be undertaken by the appointed colleague. The personal specification outlines the essential and desirable personal qualities and skills required for the role. These inform applicants and help managers select the candidates that best match the requirements for the position.

Once selected, the final part of the recruitment process involves providing appropriate training. At P & J, each new worker is put into a specific training plan designed for their role. This is based around the company’s ‘Workers Steps’ process which has three key stages – ‘Step In, Step On, Step Up’. This training varies from attending training workshops to taking formal qualifications relevant to their role.

1.4     RECOMMENDATION

There should be benefits like housing, car, other vocational training for workers to lessen labour turnover and retirement should be a things of choice as some workers want to continue working.  There should be more of On-The-Job training and Japanese style of leadership should be adopted to eliminate labour turnover.

1.5     SUMMARY AND CONCLUSION

P &J’s success relies on its effective and engaged teams of Workers. Through P& J leaders ‘living’ the workers pledges, the company can ensure that it recruits the right person for the job across all formats and levels of seniority.  

P & J focuses on recruiting workers that share its beliefs and will help the company to continue to grow and deliver excellent customer service. By providing structured training and development programmes, supported by it being such a large organisation, P & J is able to maintain its position as a leading employer with an excellent reputation in the wide range of markets it serves.