Human Resource Management (Unit 3)

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 Table of Contents
Task A- LO1 & LO2- Employee Induction Manual..................................................................3

Introduction............................................................................................................................3

Discussion..............................................................................................................................3

Conclusion............................................................................................................................10

Task B- LO3 and LO4- Portfolio.............................................................................................11

Introduction..........................................................................................................................11

Discussion............................................................................................................................11

Conclusion............................................................................................................................20

References................................................................................................................................21

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Task A- LO1 & LO2- Employee Induction Manual

Introduction
Human resource management associated with the business organisations play a major role in
improving the organisational policies effectively. In this case, HRM managers help in
managing the organisational activities in order to manage the business objectives strongly. In
this employee induction manual, presentation of the purpose and function of HRM associated
with organisation named, John Lewis & Partner would be discussed. Additionally, the
purpose of the manual is to make the new employee apprentices of the organisations alert
about the benefits of HRM practices by providing a critical evaluation of approaches
associated with recruitment and selection process at the organisation. Finally, an assessment
on the function of HRM would be done on understanding their importance for managing
talent and skills of organisation.

John Lewis & Partners is a popular retail brand of departmental stores that is operating in
entire UK. The company is having around 51 stores in home outlets and the total number of
employees working as per report of 2017 is 38,100. Additionally, operating income of the
company is around £243.2 million (johnlewis.com, 2020).

Discussion
1. Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing at John Lewis. Explain the benefits of different HRM practices within the
organisation for both the employer and employee.

As opined by Chams and García-Blandón (2019), human resource management is defined as

effective and strategic implementation of the business functions so that organisations can
manage the employees without facing any difficulties. In organisations such as John Lewis,
that is having proper brand reputation; HRM practices are done for developing competitive
advantage and maintain sustainability in the retail industry. The functions and purposes of
HRM have been identified in below:

Major purpose of HRM functions

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  First purpose of HRM is to maintain employee relationships within the organisation
for improving the functional operational efficiency and conduct transactional
activities successfully.
 HRM conducts different training and development activities in John Lewis for
improving skill levels of the staffs and manage productivity standards.
 As opined by Crawshaw et al. (2020), main purpose of HRM involves ensuring of
business operations related to recruitment along with dismissal based on the
employment policies.
 The HR department is focused on undertaking the management of selecting and
employment suitable candidates by matching their skills and work experiences along
with John Lewis criteria.

Major functions of HRM

 The function of HRM lies on the performance of recruitment activities by using

different tactics like internal and external tactics related to hiring of staffs.
 HR department perform and manage the compensation decisions of the staffs after
consulting with the associated units for gaining information about the staff
performance (Mishra et al., 2016).
 HR manager of John Lewis manages the health and safety of the employees by
focusing on their medical leaves, parental leaves and others.
 Another important function of HRM is to develop job designs process within the
organisation by implementing effective rotations, with the use of enlargement and
enrichment strategies.

Linking of functions and purpose of HRM with Workforce planning and resources

In organisations such as John Lewis, it is found that HR functions and purposes are helping in
the workforce planning in various manners. For example, functions of HR like training and
development is helping staffs in improving their approaches of work roles and responsibilities
that is beneficial for managing the entire workforce effectively. On the other hand, another
function of HRM that is recruitment and selection enables HR managers in improving the
staff turnover rates of the organisation (Hamid et al., 2017). With the use of this function,
recruitment process is done with the use of various approaches such as personal interview,
group discussion and others for eliminating the staff shortage of organisations like John

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Lewis. Finally, functions like recognition and performance management is conducted with
a motive of managing the workforce satisfaction and check their performance standard for
guiding them with effective training for mitigating any shortcomings in business.
HRM practices Benefits to employers
Flexible working  It helps in reducing the
practices absenteeism, late
arrival, and tardiness
that ultimately helps in
effective productivity.
 It helps in creating a
friendly work
environment in John
Lewis that helps in
boosting employee
morale and their
relationship with the
organisation (Bal and
de Jong, 2017).
Learning, training and  Organisations that
development arrange training for the
staffs gain advantage of
production of quality
products that ultimately
enhance customer
satisfaction and inbuilt
business reputation.
 Training helps staffs in
becoming experts in
their job roles and thus,
John Lewis does not
require appointing any
supervisor for guiding
them at work.
 For example, with the
help of e-learning
facilities, organisation
can offer better training
and increase business
turnover.
Performance  Organisation is able to
management and differentiate between
recognition low-performing and
high-performing staffs
and this is important for
managing skill gaps of
the staffs accordingly
for raising productivity
Benefits to employees
 Flexible work practices
allow employees in
meeting their work
deadline without having
any pressure in the work
environment that is
helpful for their growth.
 Employees can have
control over the work
schedule and
environment.
 When employees have
career goals, with the
option of learning and
development, they can be
able to accomplish their
goals (O’riordan, 2017).
 Training is the
opportunity for the staffs
to enhance their abilities
and become expertise in
their job roles.
 For example, employees
are able to gain option of
enrolling their names for
e learning and classroom
courses in order to learn
new skills and business
practices.
 Performance management
enables staffs in
understanding the skill
gaps and work upon it
accordingly for having
better job position and
salaries.
 Recognitions and rewards
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 (Macke and Genari, helps employees of John
2019). Lewis in improving
 It helps in identifying satisfaction and they gain
the eligible employees motivation in continuing
during offering work with the company
promotions, incentives for a long time without
and other recognisable thinking of any job
awards for managing change (Masri and
business functions of Jaaron, 2017).
John Lewis.
Table 1: Benefits of HRM practices for employer and employees

2. Explain various approaches to recruitment and selection used at John Lewis. Provide
evidence based critical evaluation of the strengths and weaknesses of those identified
approaches to recruitment and selection at John Lewis.

Recruitment and selection is an important human resource management approaches with the
help of which a firm is able to reach, select, hire and gain better talents. The firm John Lewis
is a successful firm, which uses various recruitment and selection techniques to select and
hire the right people for the right position. It uses both the online and the offline recruitment
process, which helps it to acquire both the experienced and fresher for better success in the
competing world. The firm uses both the online and the offline techniques such as job portals
and newspaper for recruitment for new posts.

The firm follows various steps while hiring a right candidate for a particular post. At first, it
prepares and gives advertisement for a particular post in the job portal and newspapers
(Ahammad, 2017). The firm’s website also invites application for a particular post. After
receiving various applications, depending on the education, qualification, experience, age and
job description, the interviewers select the candidates for the interview and tests. There are
different selection techniques of John Lewis Partnership firm for various types of posts. In
the selection process, at first, the candidates have to attend the online tests. In the online tests,
they have to solve and answer various questions on verbal, reasoning, management, numeric,
scheme specific and so on within a particular time. The candidates who clear the online tests
go to the next round, which is application form. In this part, he or she has to answer various
questions about the firm and its past and present performances. They even get opportunity to
explain about that job and academic profile.

The candidates who pass this stage go to the third stage which is interview round. The
interviewers take interview through video. It is also known as video interview round. The

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candidates have to record certain answers of the given questions through video. In short, they
give answers to a computer program. This technique helps the higher officials to understand
the performance capability, efficiency and effectiveness of a candidate in a particular
situation. The final step of hiring and selection process is the assessment centre. In the
assessment centre, the candidates get various types of responsibilities, which they have to
fulfil nicely along with others (jlpjobs.com, 2020). The assessment focuses on certain types
of skills such as negotiation, communication, teamwork and so on. It also helps to understand
the behaviour and personality of a candidate. The candidates who successful pass all the
rounds of the selection process get job for the particular post.

As stated by Armstrong and Taylor (2020), various approaches of recruitment and selection
process plays an important role in the better growth, performance and success of John Lewis
in the present and the current scenario. The different approaches affect the hiring and
selection process of the firm differently. The advantage of using various job portals is that
by giving advertisement it is able to reach a large number of candidates in less time.
However, the weakness is that it is sometimes difficult to select and hire the right person for
the right post as most of the candidates can have same qualifications and skills. It is difficult
for John Lewis to select the right person. The assessment centres also help John Lewis firm to
select the correct candidates successfully. The strength is that it helps to select the correct
candidate by providing better training and skills. It is also easier to promote the candidates in
a new position. However, the weakness is that it is costly and time-consuming making
difficult for the candidates to understand their growth.

As explained by Barry et al. (2019), the online tests and application tests are beneficial for
the firm as it is able to understand the intelligence and capability of a candidate. It is cost
effective too. The higher officials can evaluate a large number of candidates in less time.
However, the weakness is that it is difficult to understand the behaviour of a person in
stressful situations. The video interview approach is also beneficial as it helps to understand
the overall personality and the present skills of an interviewee for the chosen post. However,
the weakness is that it is difficult to analyse the overall behaviour of a candidate through
video technique.

3. Provide an assessment of how the functions of HRM can provide talent and skills
appropriate to fulfil business objectives. Evaluate the effectiveness of different HRM
practices in terms of raising organisational profit and productivity.

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The firm John Lewis uses different types of modern techniques, tools and tactics, which help
in the better success and growth in the modern world. The development and maintenance of
good work culture is the most important function and responsibility of John Lewis firm. A
good work culture motivates the employees perform well and gain good success by
cooperating and coordinating with one another.

The workforce planning helps John Lewis to predict, analyse, plan and final evaluate the
need, demand and the supply of the labour force. It even helps to assess gaps by indentifying
various interventions to solve them with proper solutions leading to better success. The
employees get opportunity to use better techniques and skills to fulfil the needs by satisfying
the demand and supply of the products and services in the market. The job descriptions, job
analysis and job specification helps the firm to reach, select and retain the correct talents
resulting in gaining various objectives nicely (Armstrong and Landers, 2018). The
organisational resourcing feature of HRM helps John Lewis to use the available resources
nicely resulting in successful increase in talents along with accomplishment of the goals.

The succession planning function helps John Lewis to develop, maintain and provide the
correct employees for the correct positions. It is essential as right people can fulfil the goals
successfully. The recruitment and selection also helps to choose the correct people
depending on the qualifications and skills for gaining good success. Training and
development programs of John Lewis also motivates the employees to learn, accept and use
better skills, ideas and knowledge for completing the given roles nicely. Both the present and
new employee gets training resulting in good performance in the rapidly changing situations.
The performance analysis helps to increase competency among the employees (Bratton and
Gold, 2017). The proper feedback inspires them to improve their skills and knowledge so that
by performing well they can fulfil both the personal and the professional goals.

There are various types of HRM practices. They help John Lewis firm to perform well and
increase both the profit and the productivity. The employers of John Lewis can achieve good
success by using various types of modern and innovative tools. They are even able to solve
different challenges successfully. The John Lewis employees get good training and learning
programs, which maximises their performance resulting in achieving good place in the
market. The various HRM Practices are--

Recruitment or hiring and selection help to hire select and finally appoint the correct
candidate for the correct post. The applicants get jobs for their skills, talents and knowledge.

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The proper use of it helps the increase performance and achievement by fulfil the given goals
in time (DeCenzo et al., 2016). John Lewis firm uses both the online, offline and assessment
centre techniques to select the best applicant for the chosen post. The benefit is that the
employers get opportunity to maximise profit and productivity by retaining the correct
talents. The weakness is that it is time consuming and costly.

Performance Management (PM) ensures to fulfil the targets of John Lewis efficiently and
effectively with the help of proper skills and ideas. The 360-degree feedback, various
appraisal systems inspires the staffs to improve themselves leading to better success and
growth. The advantage is that PM helps to gain various goals successfully within the set
time. However, the disadvantage is that it requires a lot of time resulting in minimising
profits as the overall growth of the employees deteriorates.

The compensation and reward management practice motivates the employees to perform
well and gain good rewards, recognition and responsibilities in the professional life
(Hinterhuber and Russell, 2016). The reason is that good salary, bonus, benefits, new position
and so on increases the confidence level of the employees resulting in increasing profits and
performance. The strength is that the staffs feel happy to learn and implement correct skills
resulting increasing revenue and growth in the present scenario. The disadvantage is that any
kind of partiality can decrease the performance level of the staffs resulting in increasing
costs.

The training, development and learning motivates the employees to learn and use various
types of skills, knowledge and ideas to fulfil the targets nicely. The employees of John Lewis
get ongoing training helping them to give their best by satisfying the customers nicely. The
advantage is the employees not only improve their performance but also help the firm to gain
good success by maximising productivity. However, it is challenging to provide the
employees different trainings by analysing their needs, as they are different from one another
(Marchington et al., 2016).

Conclusion
The above report has discussed about the key purpose of HRM for maintaining decorum in
the workplace and gain optimum productivity. Thus, it is clear that human resource
management not only helps to perform well by accomplishing various goals and objectives
within time but also helps to increase talents and skills by solving problems with proper
solutions. It is also clear that the correct implementation of various functions, purposes and

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skills can help John Lewis firm and its employees to increase performance and productivity
by decreasing costs and problems. It is also essential to select correct HRM practices to hire
correct talents who help the firm to accomplish different types of goals within a particular
time. It is clear that John Lewis use various types of techniques for recruitment and selection
resulting in the successful accomplishment of the targets. Hence, the efficient use of suitable
strategies and tools can motivate the employees to learn and share their skills, experience, and
knowledge with each other resulting in better performance and productivity of the firm.

Finally, the report has concluded by focusing on critical examination of the impact of HRM
functions associated with the talent, and skills of the employees for improving productivity,
creativity and innovation standard of John Lewis. Additionally, it has been found that John
Lewis by using HRM functions and practices are able to develop a flexible, dynamic,
proactive and innovative work environment, which has, ultimately result in effective
productivity.

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Task B- LO3 and LO4- Portfolio

Introduction
In this section, critical evaluation of employee relations, legislations and the applications of
HRM practices will be done based on the assessment of John Lewis. Additionally, CV, job
offer letter, interview notes, and job advertisement would be developed. Here, interview
questions depending upon the selection nature along with a brief justification for the final
appointment shall be provided. The purpose of the study is to highlight the role of HR
manager by demonstrating practical example of recruitment and selection process which is
carried out in the company for recruiting efficient candidate for the achievement of
organisation objective.

Discussion
Critical evaluation of employee relations, employee legislation, and the application of
HRM practices that inform and influence decision-making in an organisational context

As per Jennings et al. (2017), the employee relations are the technique with the help of which
a firm such as John Lewis is able to manage and maintain better relationship among the
management and the staffs. Good behavior of the management with the staffs also increases
their trust, loyalty and efficiency for John Lewis with the help of which it is able to
accomplish its various targets nicely within time. The productivity, performance, success and
profits increase a lot resulting in gaining good competitive advantage among its competitors.
It is also easier for the firm to control and minimize any type of conflicts resulting in
maximizing employee and customer satisfaction level. The HRM also develops implements
and monitors the impact of various employee relations polices on the staffs.

As claimed by Koch and Manzella (2019), good employee relation depends on various pillars
such as transparent communication, proper feedback and recognition. They together motivate
the staffs to give their best. However, the failure to implement better polices can affect the
overall growth of the staffs resulting in bad performance of a firm like John Lewis in the
competitive market. It is because the inability to solve the conflicts and problems, bad
communication and improper feedback not only increases dissatisfaction among the
employees but also increases the cost of the firm. The increase in turnover rate decreases the

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profits, growth, and success making it difficult for the John Lewis to maintain a good image
for itself.

As stated by Forret et al. (2018), employment legislation is an important responsibility of a

firm, which helps to perform well by safeguarding the labour rights. The employee legislation
rules motivate a firm to create a good relationship with the employees while following
government rules on the employees. The most important aspects of the employment
legislation are correct actions, good behaviour, fair opportunity, good working time, work
situations, welfare, good recognition, rewards, information protection, training and so on. The
proper implementation of these rules helps the firm to create a diverse and cooperative work
culture resulting in the successful accomplishment of the targets and success. The firm John
Lewis follows and implements various rules effectively resulting in increasing performance,
productivity, success, and development in the current scenario. However, the failure to
maintain these can affect the behaviour of the employees badly leading to increase in bad
results.

As explained by Vandamme (2019), employment legislations rules and employment relations

helps the management of a firm to take and even influence various decisions related to the
HRM practices. Some importation legislation rules such as data protection, health and safety
and equality act affects the decision-making responsibility of the management team in the
organisational perspective. It is because they not only motivate a firm to fulfil their
responsibilities nicely but also helps to gain good picture in the market too.

The data protection act 2018 helps a firm to safeguard the information of the employees,
customers and investors from any type of misconduct and misuse. The firm John Lewis
implements strong privacy policies to protect various types of information from any kind of
manipulation as well. The code of conduct and values of the John Lewis help the employees
to perform their duties nicely. Any breach of misconduct can lead to strict actions resulting in
losing job and power (gov.uk, 2018).

The health and safety act 1974, a firm has to follow the guidelines resulting in creating a safe
place for the employees. The act even advises the firm such as John Lewis to take care of the
employees’ health during working hours. The firm also uses modern techniques to provide
better safety and security to the employees along with the customers. The John Lewis
management makes new decisions to increase the safety of the employees. The reason is that

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better work culture can increase the efficiency and the effectiveness of a staff leading to
better success and position in the market (worksmart.org.uk 2020).

The equality act 2010 also motivates the firm to provide equal treatment and opportunity to
every employee irrespective of gender, age, culture, religion, and race. The better opportunity
inspires the employees to increase and improve their skills, ideas, and knowledge helping the
firm to perform well. Good recognition, impartial behaviour, and proper encouragement help
the firm to make and implement important decisions resulting in achieving better success
(citizensadvice.org.uk, 2020).

A job description and person specification for a position of your choice

One of the major functions of HRM is recruitment and selection of a candidate based on the
judgement of skills and knowledge of the candidate. Hence, this segment will focus on the
vacancy of a post, Finance Manager of John Lewis in headquarter of the firm.

Job description

A) Job Title: Finance manager

B) Purpose and scope of Job: The following job post requires a candidate who is having
efficient knowledge and skills in the field of accounts and management. Moreover, the
candidate is needed to have proper leadership and communication skills in order to guide the
entire team of sales effectively. Additionally, the candidate need to have knowledge of excel
in every financial operation along with numeric functions to operation sales forecasts and
others. Lastly, the person should have effective understanding and knowledge on financial
distributions and aspects.
C) Position in organisation: The person will hold the designation of Senior Finance
Manager in John Lewis.
D) Key responsibilities and duties: The duties and responsibilities of the post are mentioned
below:
 Should have a positive approach towards every financial operation
 The personal needs to be responsible related to different tasks and must have
effective abilities of decision-making related to financial matters of the branches
of John Lewis.
 Have to be able for tackling different financial hurdles and identify the mitigation
procedures
 Need to guide the sales team with proper sales target as per the sales forecast
 The candidate must be able to communicate effectively using oral and written
communication
 Must have the knowledge of financial software and IT software
Table 2: Job description

Job advertisement

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 JOHN LEWIS & PARTNERS
There is job vacancy for the post of Finance
Manager. All fascinated candidates are
informed to apply for the post. The interview
will start from 5th July 2020 and end on 10th
July 2020.
Job information:
Salary packages: £44,690 per year
Working Hours: 8 hours a day (option of
Flexible working hours)
Benefits and allowances: Health insurance,
profit & funds and yearly holiday packages
Aspirants can send their respective CVs in the
mentioned email address:

For further query, please contact: 0345 610

0370
Head office address: 171 Victoria St,
Westminster, London SW1E 5NN, United
Kingdom.

Figure 1: Job advertisement for Finance manager post

Person specification (CV)

CV 1

Name- Michael Smith

Date of Birth- 24th August, 1978
Contact Number – 05698157946

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 Email id – michael.smith123@gmail.com
Education qualification:
Primary qualification: 86% in Finance Management from University of Birmingham
Secondary qualification: 88% in MBA in Finance Management from University of
Birmingham
Personal Skills:
I have done courses in financial and numerical management and have acquired efficient
knowledge on Gantt chart and critical path tools. I have outstanding leadership and
communication competences.
Work Experience:
I have worked for British Airways for around 5 years as a prime Finance Assistant. I have
been awarded with “Employee of the Year” for having sound knowledge of financial
operations.
Signature
Date – 6th June 2020
Table 3: CV 1

CV 2

Name- Peter Daniel

Date of Birth- 20th March 1979
Contact Number – 05684679153
Email id – peter.daniel84@gmail.com
Education qualification:
Primary qualification: 84% in Finance Management from University of Leeds, England
Secondary qualification: 85% in the MBA in Finance Management from University of Leeds
Personal Skills: I have developed strong communication skills and I have acquire knowledge
of operating financial software, that help me to develop spreadsheet for calculations of
financial numeric for company’s betterment
Work Experience: I have worked in Sainsbury for 4 years as an accounting expert. I have
gained acquaintance regarding critical operations of financial management.
Signature
Date – 7th June 2020
Table 4: CV 2

Documentation of preparatory notes for interviews, interview questions based on

selection criteria, and a justified decision-making model for the final appointment

Preparatory notes for interviews

Before conducting interview, interviewers of organisation need to prepare some notes in

order to miss out any chance of evaluation of the candidates effectively (Emans, 2019). In
this case, interviewers would use the job description of finance manager for determining the
skills that are important and need to be assessed during the process of interview. Preparatory
notes that has been used by interviewers of John Lewis while conducting interview are
mentioned below:

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  Understanding the nature of the candidates by reading the resumes, person
specifications by making notes of the key points related to the past experience and
skills of the candidates.
 The interviewer has prepared for the questions that can be asked by the candidates
during interview sessions such as information about company’s strategy, mission, and
organisational structure, projects of company, offered benefits and benefits and so on.
 The interviewers has coordinated among themselves and arranged meeting to share
the questions that are going to be asked at the interview. Discussion has been done on
the feedback responses and decision-making process upon the selection criteria
(resources.workable.com, 2018).
 Agenda and time has been planned before conducting interview and 15 minutes of
time has been allotted for conducting personal interview with each candidate.
 In order to sharpen the selling skills, checklist has been prepared for demonstrating
the company’s reputation in front of the candidates by making notes of future growth,
main characteristics of organisation culture, up-coming projects on new product
development and others.

Interview questions based on selection criteria

Interview questions are developed based on the selection criteria in order to manage the
associated work with the post effectively. As informed by Kumari (2020), these questions are
developed by the HR managers according to the criteria and requirements of the company to
manage the business operations without having any failure. The following interview
questions as per the selection criteria have been developed to manage the roles of Finance
Manager.

Technical interview questions

1. What financial skills do you have gained from your working experiences in finance?
2. Explain briefly on the cash flow statement and working capital.
3. Explain three sources associated with short-term finance, which is used in the
company.
4. Define financial statement of an organisation.
5. What as per you is the concept of innovative approach towards the success of business
in terms of finance management?

HR interview questions

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 1. If you are provided with a role of guiding sales team on a fixed target, what leadership
skills will you use for the same?
2. What lessons and skills you learned from your past organisations?
3. What communication and self-management skills would you use to guide finance
department?
4. How will you plan guide team towards the success of organisation? Give instances.
5. Tell us some HR strategies that you will use for managing finance team as per the
sales forecast.

Justified decision for the selected candidate

As per the interview session, the first candidate has been selected in the required post of
finance manager because he is having better qualification along with more work experience
than the second candidate is. On the other hand, the candidate, Michael Smith is found to
answer every question correctly with smartness, confidence and effective communication.
Hence, this candidate has been selected for the post after the interview session.

Evaluation process and rationale for conducting HR practice

The HR management practice is useful for conducting the entire session of interview properly
by following every rule and regulation of employee legislations such as Employment Act
1996, Equal Pay Act 1970, and others. The rationale behind using HR practices is it enables
in reducing conflict, confusion, and discrimination during the selection and recruitment
process of candidates (Farndale et al., 2018). For this reason, HR managers of John Lewis
have conducted interview process by strongly maintaining every relevant employment
policies.

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A job offer letter to the selected candidate

Michael Smith

1/B Canon Street, London, UK

15.07.2020

John Lewis & Partners

171 Victoria St, Westminster, London SW1E 5NN, United Kingdom.

Dear Michael,

We are delighted to offer you the post of Finance Manager in our organisation. We
heartily welcome you to work with our company and be a part of our company. We
have offered you this post based on their work experience, achievements, and
education qualifications. Please check the below aspects and kindly response to our
mail regarding your decision.

Job designation: Finance Manager

Offered salary: £44,690 per year

Essential documents: Payslip of previous job designation, resignation letter of

previous job and release letter of earlier organisation

Data of joining: 1st August 2020

Please note: If you are unable to response back related to the joining confirmation on
the given date of joining by 20th July 2020, the offer letter that has been provided to
you will be cancelled automatically.

We expect you to join from the mentioned joining date at John Lewis.

With regards,

HR manager of John Lewis

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Figure 2: Job offer letter

19
Conclusion
Based on the above discussion, it can be said effective HRM knowledge is required for
managing the recruitment process efficiently. Here, the study has presented the recruitment
and selection process for the post of Finance Manager by maintaining every rule and
regulation of employment policies. Moreover, proper procedure of recruitment process has
been discussed along with the reasons for selecting the candidate as per the interview process
has been presented. In conclusion, it can be said that interview session of John Lewis has
helped candidates in demonstrating their talent and gain selection without having any
partiality. Additionally, the study has explained every step of the interview process along
with evaluation of the person specifications, which has helped the HR manager in considering
informed decisions according to their skills and competences.

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