MAC Cosmetics

Recruitment documentation

Changing business demands

 Demographics are changing fast, and
consumers increasingly want personalization.
Responding quickly to changing customer needs
is a real challenge—executives and market data
agree.
 To satisfy customers in a competitive price
environment, trust with consumers is needed.
Demographics and consumer preferences are
changing fast, and keeping up with customer
demands is harder than ever. Rising incomes,
middle class bulges, aging populations, and next-gen Millennials are re-shaping the
customer base around the globe. And technology has raised consumer expectations for
curated experiences. With online streaming, Uber, Amazon Prime and others, customers
have grown accustomed to personalized, immediate service at affordable prices.
 The principal components of any strategic plan consist of discussions or analyses of the
below named resource implication
 Capacity requirements and Human capital: The
human skills and capacity needed for strategy
implementation, potential and current sources
of these resources. Moreover, other capacity
such as management structures, internal
systems and a legal framework that is
supportive is also needed.
 Financial requirements: The required funding
to implement the management strategy
proposed, potential and current sources for
the funds, funding gaps and the most crucial
resource
Staffing needs
 Suitably qualified staff may be recruited or trained within the organisation to have the
right level of skills when they first join the business.
 At MAC cosmetics, they need to have enough staff to meet demand but not too many as
they would be wasting money on their wages. They also need to pay for staff training
and sick pay. During the holidays, such as Christmas, MAC need to hire more staff as
retailers will want to buy more products for the sale season.
 Coordination of team resources to meet targets as well as making sure that individual
employees are managed within the organisation, it is essential that resources are used
effectively within terms to meet company targets that are set. At MAC all employees
need to work together to make the business successful. The people receiving and
sending out calls need to have good teamwork skills to work with those who organize
and dispatch the orders. This helps the business become successful in taking and
delivering orders on time.
 How these changing demands influence the needs per department
 Due to the diversity of the consumer demographics, market concurrency the
requirements differ on every department. Management needs to be updated about the
newly appeared companies and consider every possibility of business strategies.
Therefore, MAC Cosmetics are open to hire personnel from 16 years old and above
thanks to the large variety of work occupations and type of employments.
 For the company to remain significant in the highly competitive market, it has to utilize
the following modeling tools: Balanced Score Card and SWOT analysis. A SWOT analysis
of the company helps in bringing out the strengths, weaknesses, opportunities and
threats to the company as illustrated below

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 Contracts and team performance

 Contracts within MAC Cosmetics can be categorized and subcategorized. The

employment contracts include temporary contracts which can be signed trough an
employment agencies or directly with MAC Cosmetics. Other types of contracts are
partnership or collaboration contracts, sponsorship and authorization agreements.
 The above is of great significance when it comes to the identification of organization
strategic goals and issues. The advantage of evaluation and monitoring is that, it ensures
that an organization strictly follows the strategic plan established directions. For MAC
monitoring and evaluation, the six Henry Mintzberg’s monitoring and evaluation basics
will be utilized. According to the model, the strategic plan monitoring and evaluation
should strictly follow the below outlined six steps.
 Direct supervision: This is whereby a single individual coordinates all the activities via
giving orders to other employees. He only plays a role when it is vital for a specific
number of individuals need to work together.
 Standardization of work process: It comprises the direct programming of work content,
putting in place the procedures that need to be followed.
 Standardization of outputs: Focuses on the results rather than what is not supposed to
be done, there is predetermination between job interfaces. For instance, the manager
of a region is tasked with ensuring that he achieves a 10% sales growth so that the
company can meet overall target sales. The standards often results from the company
analysts.
 Standardization of Skills: Helps in achieving coordination in the company. In this step, it
is the worker rather than the outputs or work that gains standardization. The
organization teaches its workers are taught a wide range of knowledge and a couple of
skills which are consequently applied to the organizations work. The standardization
process occurs outside the organization environment. For instance, in a profession
school of university prior to job allocation.
 Recruitment documents

 Recruitment in organizations is a systemic process which has a number of stages and

each of these stages need to be completed for the process to become a successful one.
 When a staff leaves the job, it is very essential to do a job analysis prior to approval of
appointing and advertising the same post. It is important to check whether there are
any changes required for the specific role. Job analysis is a procedure done to obtain
detailed and objective information about the post before any advertising is done for a
replacement.
 Some of the information required to do a job analysis may include the tasks the
previous post holder carried out, the level of these tasks, whether the reporting lines
are still, whether any new tasks need to be added for the post and/or whether the
working hours are suitable or need to be changed.
 In addition to the above, there are other essential documents that need to be prepared
in the process of recruiting or hiring a new employee. For example the job description,
person specification, application form, monitoring form and applicant’s resume.