Kimberly-Clark Corporation (NYSE: KMB, BMV: Kimber) is an American corporation that produces mostly paper-based consumer products. Kimberly-Clark brand name products include "Kleenex" facial tissue, "Kotex" feminine hygiene products, "Cottonelle", Scott and Andrex toilet paper, Wypall utility wipes, "KimWipes" scientific cleaning wipes, and "Huggies" disposable diapers. Based in Irving, Texas, it has approximately 56,000 employees. Kimberly-Clark UK holds a Royal Warrant from Queen Elizabeth II and the Prince of Wales in the United Kingdom.



unities and the environment.

The various departments within the organization are driven to perform their individual responsibilities in contribution to the overall growth of the company. Marks & Spencer works closely with various external partners to ensure that the environment within the confines of the organization is at the optimum level conducive to high performance and harmonious working relationships. ‘Each business unit develops its own corporate social responsibility strategy based around the brand value of trust. The issues tackled in the strategies are identified from a combination of customer research, understanding within the business and by talking with other key stakeholders, NGOs, government etc. For each issue an action plan is developed which balances customer and stakeholder expectations and other commercial pressures’ (2005). To this end, it is evident that the organization places high value on their corporate social responsibility and takes it seriously. The corporate culture of Marks revolves on how they respond to the environment, the customers and their own employees.

Implications of the HRM Strategies

With the strategic challenges that they are facing, the human resources of Marks & Spencer should have a hand in attempting to surmount the obstacles that the business environment hurls at them. With this in mind, the Marks & Spencer organization is dedicated to providing products in ways that help protect the environment, their employees and the people who use them. The competitive advantages, the external and internal environment in which they operate show evidence that the firm is striving to maintain their dedication. Granted that there are critics to the company, as there is always the presence of groups who are not very satisfied with the business’ performance, available figures and statements from business experts give evidence to Marks & Spencer’s continuing commitment in making sure that they are will be the standard against which others are measured, which is the company’s stated vision. One of their greatest competitive advantages lies in their ability to maintain a high performance staff that contributes to the overall development of the company. The company’s strategy in providing their employees with an internal environment favourable to maximizing the individual’s potential and growth is one of the key factors why they are able to keep the types of people who are willing to do most anything to help the organization grow. ‘Marks & Spencer placed ergonomics at the heart of a major design program for new retail equipment, resulting in an innovative design which not only ensures the safety and comfort of customers and staff but also meets exacting business requirements (‘ 2003). Overall, the company displayed a keen interest in getting the most out their human resources through designing a management system in which the employees could, as a result, give impetus to Marks & Spencer’s progress.



Human Resource Planning:
Human resource planning is the process by which managers ensure that they have the right number and kinds of people in the right places, and at the right times, who are capable of effectively and efficiently performing assigned tasks. It is designed to ensure the future personnel needs will be constantly and appropriately met.

Staff with world class Professionals and ensure that the right systems are in place to encourage them to develop to their full potential. They have a team of professionals who deliver expertise by participating in business decisions. Human Resource Planning also involves assessing current Human Resources, estimating the supplies and demand for labor and matching demand with current suppliers of labor. The two outcomes of this process are recruitment and decruitment. Because of entrance of competitors in the Telecommunication market has to transform their strategies. Now labor supplies are not enough as it was in the past when was enjoying monopoly. But the remarkable thing is that after the arrival of its competitors in the market still is very much successful in retaining its employees.


Recruitment:

After human resource planning it is necessary to develop the pool of job candidates in accordance with a human resource plan this is know as ‘Recruitment’. It can also be defined as, “Recruitment is the process of locating, identifying, and attracting capable applicants.” General conditions of recruitment in are as follows:

General Conditions:
1. Recruitment is done through human resources Department.
2. An Applicant’s knowledge, skill and aptitude should relate to the position, Education, Experience, Intelligence test, Interviews, References, Medical test.
3. Initially applicants may submit a hand written/typed application along with a legal bio-data and 2 passport sized photograph to HR department
4. They are required to fill the standard application from the Company Application.
Sources of Recruitment:
1. Current Employees
2. Internal and external Advertisements
3. Data Bank
4. Employment Agencies and consultants

There are two kinds of recruitments Internal & External.

Internal Recruitment:

Internal recruitment is the promotion-form-within concept. If a position is vacant management look into the organization for a capable employee to fill that position.

In internal recruitment is done for the managers of the higher grade and directors. When a position is vacant, the HR department views the past performance of the people working at lower levels than the vacant position and chooses the right person who is promoted to that position. But for the internal recruitment it is necessary that internal candidate has to be a confirm employees of of who have completed a one year of service in their existing designation. And these selected candidates are required to join the new position after getting clearance from. supervisor and will be on probation for a period of three months. For the higher management level internal recruitment is used but if there is no suitable candidate found in internal search then they go for the external recruitment.

External Recruitment:
When organization locates and attracts candidates outside the organization this is knows as external recruitment. In Mobilink, the line managers are required to make a requisition form for the job in which they have to mention their need taking in account the budget for establishment and salaries for the positions. Role profile for the specified job is also prepared matching up the requirement and the grade of the job. Training period is also specified on the requisition form. The line manager then sends the requisition form and role profile to the functional director for his approval and then it is forwarded to Human Resource Manager who confirms the availability of budget. And after this process it is sent to the human resource director for the final approval. After all these approvals line manager and Human Resource Manager work side by side to prepare person specifications and advertisement of the job.

There are some guidelines about the external recruitment in Mobilink:

1. No candidate under age of eighteen can apply for the job.
2. Candidates can’t apply for the job if their blood relations work in PMCL-Mobilink.
3. Heads are responsible for hiring procedures.
4. Human resources jointly with the department heads decide the salary range.
5. Minimum qualification must be a bachelor degree.
6. Candidates are required to successfully complete any job related selection test given to them.
Selection:
The process of assessing candidates and appointing a post holder to ensure that the most appropriate candidates are hired. It is used for optimally staffing the organization. It makes a process which is known as selection process. It involves following steps.

Selection Process:
1. Initial Screening
2. Completion of the Application Form
3. Employment Test
4. Comprehensive Interview
5. Background Investigation
6. Conditional job offer
7. Medical/physical exam
8. Permanent job offer
 
Last edited:

jamescord

MP Guru
Kimberly-Clark Corporation (NYSE: KMB, BMV: Kimber) is an American corporation that produces mostly paper-based consumer products. Kimberly-Clark brand name products include "Kleenex" facial tissue, "Kotex" feminine hygiene products, "Cottonelle", Scott and Andrex toilet paper, Wypall utility wipes, "KimWipes" scientific cleaning wipes, and "Huggies" disposable diapers. Based in Irving, Texas, it has approximately 56,000 employees. Kimberly-Clark UK holds a Royal Warrant from Queen Elizabeth II and the Prince of Wales in the United Kingdom.



unities and the environment.

The various departments within the organization are driven to perform their individual responsibilities in contribution to the overall growth of the company. Marks & Spencer works closely with various external partners to ensure that the environment within the confines of the organization is at the optimum level conducive to high performance and harmonious working relationships. ‘Each business unit develops its own corporate social responsibility strategy based around the brand value of trust. The issues tackled in the strategies are identified from a combination of customer research, understanding within the business and by talking with other key stakeholders, NGOs, government etc. For each issue an action plan is developed which balances customer and stakeholder expectations and other commercial pressures’ (2005). To this end, it is evident that the organization places high value on their corporate social responsibility and takes it seriously. The corporate culture of Marks revolves on how they respond to the environment, the customers and their own employees.

Implications of the HRM Strategies

With the strategic challenges that they are facing, the human resources of Marks & Spencer should have a hand in attempting to surmount the obstacles that the business environment hurls at them. With this in mind, the Marks & Spencer organization is dedicated to providing products in ways that help protect the environment, their employees and the people who use them. The competitive advantages, the external and internal environment in which they operate show evidence that the firm is striving to maintain their dedication. Granted that there are critics to the company, as there is always the presence of groups who are not very satisfied with the business’ performance, available figures and statements from business experts give evidence to Marks & Spencer’s continuing commitment in making sure that they are will be the standard against which others are measured, which is the company’s stated vision. One of their greatest competitive advantages lies in their ability to maintain a high performance staff that contributes to the overall development of the company. The company’s strategy in providing their employees with an internal environment favourable to maximizing the individual’s potential and growth is one of the key factors why they are able to keep the types of people who are willing to do most anything to help the organization grow. ‘Marks & Spencer placed ergonomics at the heart of a major design program for new retail equipment, resulting in an innovative design which not only ensures the safety and comfort of customers and staff but also meets exacting business requirements (‘ 2003). Overall, the company displayed a keen interest in getting the most out their human resources through designing a management system in which the employees could, as a result, give impetus to Marks & Spencer’s progress.



Human Resource Planning:
Human resource planning is the process by which managers ensure that they have the right number and kinds of people in the right places, and at the right times, who are capable of effectively and efficiently performing assigned tasks. It is designed to ensure the future personnel needs will be constantly and appropriately met.

Staff with world class Professionals and ensure that the right systems are in place to encourage them to develop to their full potential. They have a team of professionals who deliver expertise by participating in business decisions. Human Resource Planning also involves assessing current Human Resources, estimating the supplies and demand for labor and matching demand with current suppliers of labor. The two outcomes of this process are recruitment and decruitment. Because of entrance of competitors in the Telecommunication market has to transform their strategies. Now labor supplies are not enough as it was in the past when was enjoying monopoly. But the remarkable thing is that after the arrival of its competitors in the market still is very much successful in retaining its employees.


Recruitment:

After human resource planning it is necessary to develop the pool of job candidates in accordance with a human resource plan this is know as ‘Recruitment’. It can also be defined as, “Recruitment is the process of locating, identifying, and attracting capable applicants.” General conditions of recruitment in are as follows:

General Conditions:
1. Recruitment is done through human resources Department.
2. An Applicant’s knowledge, skill and aptitude should relate to the position, Education, Experience, Intelligence test, Interviews, References, Medical test.
3. Initially applicants may submit a hand written/typed application along with a legal bio-data and 2 passport sized photograph to HR department
4. They are required to fill the standard application from the Company Application.
Sources of Recruitment:
1. Current Employees
2. Internal and external Advertisements
3. Data Bank
4. Employment Agencies and consultants

There are two kinds of recruitments Internal & External.

Internal Recruitment:

Internal recruitment is the promotion-form-within concept. If a position is vacant management look into the organization for a capable employee to fill that position.

In internal recruitment is done for the managers of the higher grade and directors. When a position is vacant, the HR department views the past performance of the people working at lower levels than the vacant position and chooses the right person who is promoted to that position. But for the internal recruitment it is necessary that internal candidate has to be a confirm employees of of who have completed a one year of service in their existing designation. And these selected candidates are required to join the new position after getting clearance from. supervisor and will be on probation for a period of three months. For the higher management level internal recruitment is used but if there is no suitable candidate found in internal search then they go for the external recruitment.

External Recruitment:
When organization locates and attracts candidates outside the organization this is knows as external recruitment. In Mobilink, the line managers are required to make a requisition form for the job in which they have to mention their need taking in account the budget for establishment and salaries for the positions. Role profile for the specified job is also prepared matching up the requirement and the grade of the job. Training period is also specified on the requisition form. The line manager then sends the requisition form and role profile to the functional director for his approval and then it is forwarded to Human Resource Manager who confirms the availability of budget. And after this process it is sent to the human resource director for the final approval. After all these approvals line manager and Human Resource Manager work side by side to prepare person specifications and advertisement of the job.

There are some guidelines about the external recruitment in Mobilink:

1. No candidate under age of eighteen can apply for the job.
2. Candidates can’t apply for the job if their blood relations work in PMCL-Mobilink.
3. Heads are responsible for hiring procedures.
4. Human resources jointly with the department heads decide the salary range.
5. Minimum qualification must be a bachelor degree.
6. Candidates are required to successfully complete any job related selection test given to them.
Selection:
The process of assessing candidates and appointing a post holder to ensure that the most appropriate candidates are hired. It is used for optimally staffing the organization. It makes a process which is known as selection process. It involves following steps.

Selection Process:
1. Initial Screening
2. Completion of the Application Form
3. Employment Test
4. Comprehensive Interview
5. Background Investigation
6. Conditional job offer
7. Medical/physical exam
8. Permanent job offer

Hey netra,

I am also uploading a document which will give more detailed explanation on Annual Report of KIMBERLY Clark Corp.
 

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