Agnieszka_Myszka BMP

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Nov 24, 2024

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MODULE: Business Management Foundation Project Agnieszka Myszka OBC20017535

Table of Contents Proposal Structure ........................................................................................................................ 2 Primary Research(See Appendix) .................................................................................................. 3 Secondary Research ..................................................................................................................... 4 Critical Analysis of Data and Research Findings ............................................................................ 4 Recommendations ....................................................................................................................... 5

Proposal Structure Rapha is an industry-leading cycling gear and accessories manufacturer recognised for its dedication to producing high-quality goods, and this proposal seeks to discuss the relevance of improving the company's recruitment practises. Rapha can strengthen its staff and keep its competitive advantage in the business by enhancing its recruiting methods and attracting and retaining top personnel. Rapha's current hiring strategy includes word-of-mouth, job boards, and collaborations with other agencies. While the company has a positive reputation as an employer and places importance on cultural fit during the hiring process, there are still some causes for concern. These include possible inefficiencies in the evaluation of candidates and a lack of diversity in the channels through which they find candidates. Interviews with a cross-section of Rapha staff from a variety of departments and job functions will be done as part of the primary study of the company's recruitment practises. During the interviews, we will inquire about their thoughts on the hiring procedure, as well as any recommendations they may have for boosting our ability to entice and retain outstanding personnel. Participants will give their informed consent and their answers will be kept anonymous for ethical reasons. By analysing the interviews, we may learn more about the supportive environment at Rapha and how the company's founders and employees bond through their love of cycling. Employees had mixed feelings about the recruitment process, with some applauding the focus on cultural fit and others expressing worry over the amount of time it takes to make a choice. While employees are appreciative of Rapha's excellent pay and benefits, they have suggested several improvements in the areas of career development and work-life balance. Suggestions to increase diversity and inclusion include using alternative sourcing methods and providing training to eliminate unconscious prejudice. Based on the findings of the main study, suggestions were made to improve applicant assessment procedures, create focused recruiting tactics to attract varied talent, increase employee benefits and perks, and improve internal communication channels. If Rapha follows our advice, it will be able to attract and retain a more competent and diverse workforce that shares our vision of making the world's best cycling apparel and accessories.

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Primary Research(See Appendix) The 10 people who filled out the survey provided insightful comments about many different facets of working at Rapha. Six out of ten respondents had a favourable impression of the corporate culture as a whole, rating it as either outstanding or good. Similarly, 7 out of 10 respondents see possibilities for growth and career development as a key differentiator in their evaluation of Rapha as an employer. This may indicate that workers appreciate the company's dedication to helping them improve in their careers. Seven out of ten respondents also reported being satisfied or indifferent with the recruiting process, showing a favourable overall impression of the hiring procedure at Rapha. In contrast, opinions were more split on the topic of employee perks and benefits, with fewer than half of respondents expressing complete satisfaction. These results imply that while Rapha does provide some advantages and perks that its workers value, the company may do more to increase their level of satisfaction with these offerings. 7 out of 10 respondents also said that Rapha promotes work-life balance very well or well, showing that the firm has succeeded in striking a good balance between work and personal life for many of its workers. Recognizing and rewarding employees, providing opportunities for professional growth, and promoting diversity and inclusion are the most often mentioned areas for improvement in the workplace, according to survey respondents. This commentary stresses the value of building a culture of appreciation, providing opportunities for employee advancement, and encouraging a welcoming and accepting work environment. Notably, health and wellness initiatives and improved communication were also named as areas where Rapha might make strides.

Secondary Research Personalized and targeted recruiting techniques are on the rise in the garment business, which includes cycling apparel. Businesses today are using channels like LinkedIn, Twitter, and Facebook to find and recruit employees with specialised knowledge and expertise. Developing a positive reputation as an employer is essential in today's competitive job market. Companies that can articulate their values, mission, and employee value proposition in a compelling way have a leg up on the competition when it comes to finding and hiring top talent. This may be accomplished through the use of employee testimonials, social media posts highlighting business culture, and interactive career portals. The value of a diverse and inclusive workforce has been emphasised by several studies. Companies that value diversity and inclusion are more likely to recruit top employees, foster creative problem-solving, and see gains in financial success. A more welcoming and diverse workplace may be fostered via initiatives including strategic outreach, fair hiring practises, and diversity education and training. Critical Analysis of Data and Research Findings Rapha's present recruiting environment and its unique requirements and concerns are illuminated by the data obtained from primary research with Rapha workers and secondary research on recruitment techniques in the garment and retail industries. Several important takeaways emerge from a close examination of this data: Rapha has a favourable business culture with a strong feeling of community and camaraderie, according to the results of the primary study conducted on the organisation. This jives with the secondary studies emphasising the value of a strong employer brand in luring and keeping the best and brightest employees. The majority of employees at Rapha are happy with the company's recruiting procedure, according to the results of the primary study conducted on the topic. This bodes well for employee happiness and retention, since it indicates that the organisation has been successful in hiring people who share its values and culture.

Both primary and secondary sources stress the importance of providing employees with room to learn and advance in their careers. Rapha can improve its staff development programmes and provide distinct avenues for professional advancement thanks to its well-established brand and deep knowledge of the cycling business. Both the primary and secondary study results stress the significance of diversity and inclusion during the hiring process. Expanding sourcing channels, introducing unconscious bias training, and creating an inclusive and fair workplace climate are all ways Rapha may improve its diversity initiatives. Recommendations Reduce decision-making delays and use uniform assessment standards to speed up the applicant evaluation process and provide a more positive candidate experience. Strengthen Efforts to Promote Diversity and Inclusion: Establish diversity targets and measurements, train hiring managers to avoid unconscious prejudice, and widen the candidate pool to attract a more representative group of people. Increase Professional Growth Opportunities Through Targeted Training, Mentorship, and Clearly Defined Career Paths The goal of strengthening employee development programmes is to better link employee ambitions with the growth objectives of the firm. Benefits Package Evaluation and Improvement Review all employee perks and benefits to make sure they are still competitive and in line with current employee demands and market trends. You can increase morale and productivity by providing employees with wellness programmes and more flexible work options.

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