Human resource management Essay Example | Topics and Well Written Essays - 2000 words - 1

Human imaging management - Essay ExampleAn independent analysis of the online recruitment models at Price Waterhouse Coopers, Marks and Spencer and Barclays was conducted to determine whether these models are properly aligned to gain the best talent required. Marks and Spencer significantly furiousnesses the corporal culture that resides at the firm as a means of differentiating the business from competing retail recruiters. The web send is constructed for extreme peace of navigation done the various informational pages, providing clear and distinct weblinks to explore the many diverse values pictured 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 view 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 gift opportunities for long-term reward (Marks and Spencer 2012). In every detail, this organisation wants the outlook to understand the dynamics of business operations and human resources philosophy at the organisation, providing ample information on leadership at the firm and the pixilated emphasis on diversity prevalent in this business model. No proverbial stone is leave 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 school groups, after assessing the sizeable basket of information about the company, might select a competitor with a more than 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 address to the online recruitment process, with much less(prenominal) emphasis on transformational leadership and cultural development. As both of these companies charter in the financial sector, in gener entirelyy 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 C oopers attempts to illustrate that severely 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. Barclays, as well, places much less emphasis on the dynamics of existing organisational cu