For these individuals, the workplace of the future will be quite different from that of the past. For example, there will be a continuing need to develop and update skills, be more flexible, work in teams empowered to make decisions and use information technology daily as part of working life. Many of these changes will have been influenced by external factors, such as increasing competition. All of these changes represent important challenges for the employees of the future. This case study focuses upon the commitment of Great Mills, a leading DIY retailer, to the recruitment and development of its employees. Great Mills is not simply concerned with taking on individuals to fill specific job vacancies. The Company takes a longer-term view of recruitment and development, which hopefully will, over a period of time, recruit the individuals who fit in with the wider personnel strategy of the organisation. Great Mills is one of the leaders in out of town retailing in the UK, operating a nationwide network of thriving DIY superstores and garden centres. From its beginning in 1972, Great Mills has grown from a small unit in Paulton, near Bath, serving mainly the building trade, to a multi-million pound business….