Recruitment Process at Donna Karan

By | August 29, 2019

Obviously, the internal recruitment and selection help to develop healthy organizational culture because Donna Karan establishes clear rules and principles on the ground of which employees can count for promotion. As a result, the healthy competition persists in the company and professionals working in the company are concerned with the effectiveness of their work more than with personal benefits because only through the effective work they can gain the attention from the part of managers and top executives of the company and to get promotion. Moreover, employees working in Donna Karan attempt to develop positive interpersonal relations because they facilitate their interaction and promotion. It proves beyond a doubt that professionals working together and interacting with each other effectively work better because they work in the healthy organizational culture. In addition, they have an extensive experience of working together and know each other well that also contributes to the formation of a healthy organizational culture and makes the process of internal recruitment and selection particularly effective.

At this point, it is worth mentioning the fact that professional skills and potential of each employee are well-known because employees are loyal to the company and the company can trace the professional development of each employees, the progress of his or her career throughout his or her work in the company. In such a way, the company can identify the most successful and efficient employees, who deserve promotion and who the company can rely upon. At the same time, the company can compare professional skills and abilities of each applicant for promotion within the company and choose the best ones to promote. Therefore, the policy of internal recruitment and selection improves the discipline and work of employees because they understand that their work at any period of time is assessed by the company and, if they fail or neglect their professional duties once, this will affect their overall career development in the company in a long-run perspective.

Furthermore, it is worth mentioning another advantage of internal recruitment and selection. In fact, employees know perfectly the organization, its structure, culture, needs and duties they have to perform at their positions. Therefore, they will not need time for the adaptation to the organizational culture and structure and for the integration in the organization. They will just change their position in Donna Karan and carry on working with people, whom they know well and in the organizational structure and culture, which they know well too. As a result, the company saves time on integration of employees into new positions and maximizes the effectiveness of their work maintaining the stability of the organizational performance.

Emphasis on the fashion and art experience

The recruitment process and strategy used by Donna Karan are, to a significant extent, defined by the specificities of the company’s business environment. To put it more precisely, the company operates in the fashion industry and naturally Donna Karan attempts to attract employees, who work in the company focused on fashion and capable to work in such company. What is meant here is the fact that employees working in Donna Karan should come prepared to work in the company operating in the fashion industry. Otherwise, they may fail to perform well in Donna Karan, if they cannot adapt their work to specificities of the fashion industry. At this point, it is worth mentioning such specific requirements as the high degree of creativity of work of employees, their flexibility and ability to develop and introduce innovations and changes. Therefore, the company attempts to employ professionals, who have extensive experience of work in fashion and art industries. The company selects the most gifted and prospective ones to promote them further on.

In such a context, the fashion and art experience help to generate new ideas and introduce innovations in the company. Obviously, professionals with well-developed skills and extensive experience of work in the fashion and art industry can be more effective than professionals, who have no relation to art or fashion. In contrast, professionals, who have experience of work in art and fashion, are more effective because they can generate new ideas and introduce innovations relying on their own creativity as well as on new ideas they have learned from others in the course of their work. At this point, it is worth mentioning the fact that creativity and innovations are key factors that determine the overall success of work of professionals in the fashion industry and they also contribute to the successful business development of companies operating in the fashion industry.

Obviously, the emphasis on fashion and art experience stimulates creativity and increases the marketing potential of the company. Creative employees can create new products, which may be successful and trendy. Therefore, if the company is capable to develop such products, than it can hold a better position in the market. In this regard, Donna Karan focuses on the promotion of employees, who are creative and who can introduce new products that can boost its development and improve the marketing position of the company.

Impact of international market operations on recruitment

Today, Donna Karan has to take into consideration Focus on multilingualism of employees to increase the effectiveness of communication within the organization. Furthermore, the internal recruitment and selection contribute to the faster adaptation of employees to diverse cultural environment. To put it more precisely, employees working in Donna Karan are experienced and they keep progressing as the company expands internationally. In such a situation, employees working in the company for years naturally adapt new management styles, new communication styles and learn to work with representatives of different cultures. As the company expands internationally their experience becomes very important and Donna Karan can promote employees, who have extensive experience of work in the multicultural environment.

At the same time, the company attempts to maintain tolerance and flexibility of employees to help them to adapt to work in the multicultural environment. In this regard, the internal recruitment and selection is helpful but still the company has to keep its employees training to be able to adapt to the rapidly changing cultural environment, in which they have to work. In this regard, the healthy organizational culture and loyalty of employees to the company become particularly useful.

In such a situation, it is obvious that employees of the company are likely to face possible conflicts between employees with different cultural background but the company attempts to solve them through the elaboration of organizational values and standards each employee should meet. In fact, the elaboration of corporate standards can help employees working in the company adapt to the changes in their workplace environment. At the same time, the company implements the internal recruitment and selection strategy to select employees, who are capable to adapt to the multicultural environment and transfer them to affiliates of Donna Karan internationally. In such a way, employees get promotion, whereas the company gets larger opportunities for the development of its business internationally.

Furthermore, today, the organization focuses on employees capable to adapt to the changing, multicultural environment, tolerant and flexible. These employees are the most suitable for work in the multicultural environment. In such a way, the company selects the most efficient employees to work in the contemporary business environment. Adaptable employees, capable to work in the multicultural environment comprise the main asset of the company and Donna Karan stimulates the employment of such employees and development of these characteristics in employees. In such a situation, the company has to focus on the training of its employees.

In addition, the company focuses on the promotion of employees with well-developed communication skills, which can facilitate the interaction between employees within the company. Today, Donna Karan stimulates the interaction between professionals with well-developed communication skills because they can share their experience with other employees working in the company and facilitate the development of the company.

Conclusion

Thus, taking into account all above mentioned, it is important to place emphasis on the fact that the development of Donna Karan is characterized by the use of the internal recruitment and selection process, which has proved to be quite efficient. In fact, this approach opens large opportunities for the development of the company because Donna Karan can benefit from the use of the full potential of its employees. Moreover, the company can save costs because it does not employ professionals from other companies because well-qualified professionals are costly. Instead, the company promotes its own most prospective employees.

 

References:

Agins, T. (1993). “Marketing: Karan gambles on expanding men’s line.” The Wall Street Journal, B1.

Anonymous. (1998). “High Fashion Finishing.” What’s New in Building, 7.

Zinn, L. (1991). “New Stars of Retailing.” Business Week, 3244, 120-123.