Retention & Selection

1
Retention & Selection
ATTRACTING AND RETAINING
PEOPLE (HRM) – 978323

2
Retention & Selection
Table of ContentsIntroduction.............................................................................3
Recruitment & selection..................................................................3
Case Background.............................................................................3
Job Analysis.............................................................................. 4
Attraction................................................................................. 4
Selection.................................................................................. 6
Appointment and Rejection.......................................................7
Legal Framework......................................................................9
Orientation and Socialisation...................................................10
Retention...............................................................................11
Conclusion.............................................................................. 12
References.............................................................................13

3
Retention & Selection
Introduction
Recruitment & selection
Recruitment and selection is one of the core functions of human resource management.
Recruitment and selection is a process of inviting job applications for vacant positions and
screening through the received applications to find the right fit for the right job (Farndale,
Nikandrou, & Panayotopoulou, 2018). Recruitment and selection is a strategic approach that
allows business organizations to keep their workplaces adequately staffed. Recruitment is
generally of two types i.e. internal and external (Surbhi, 2015). Internal recruitment aims at
fulfilling the vacancies in a workplace from within the organisation, such as promotions,
transfers, etc. whereas external recruitment aims at fulfilling the vacancies in a workplace
from outside the organisation, such as campus hiring, recruitment agencies, etc. (SHRM,
2018)
Selection is a process that uses a number of psychological, psychometric, written and verbal
tests to screen the candidates that apply for a job position. Selection process has become
highly important over a period of time as it allows business organizations to find the right fit
for the right job at the right point of time (Noe, Hollenbeck, Gerhart, & Wright, 2017).
Case Background
ABC Solutions is a multinational company based in Australia that provides software and
hardware solutions to some of the top IT companies of the world. The company was started
in 1997 with one small office in Melbourne and as of today, the company has managed to
expand its operations to 4 countries with 1 fully functional subsidiary in each of the country.
The company has a workforce of around 1500 employees, which includes the employees that
work in the call centres of the company to provide assistance to the customers.
Recently, the company has been experiencing a shortage in its research and development staff
as it has started a pilot project to introduce a series of business related software. The company
is planning to develop a software package that would allow the customers to create, edit and
share documents, presentations, worksheets, graphs, mails, etc. The product will be launched
within a year and will compete with rival software packages in terms of price. The company
is planning to offer its new software package at a price of 100$ with 5 license keys. The

4
Retention & Selection
company needs additional workforce for designing and developing its new software, which
has created a need for the company to conduct recruitment and selection.
Job Analysis
Job analysis is a part of a recruitment process where the recruitment officers prepare a formal
document that contains information about the skills and competencies required in a person for
being selected for a job and the duties and responsibilities that a person would have to fulfil
while working in a particular job position (Morgeson, Brannick, & Levine, 2019). Preparing
a job analysis if the first step in a recruitment program and an efficient job analysis can
ensure the recruitment of a right fit for a company.
The job analysis will be conducted by the human resource management of the company itself,
which will start by identifying the jobs that are vacant or the positions that need to be
fulfilled. Once the job positions are identified, the next step will be to gather data related to
the position identified. One of the best methods of preparing a job analysis is the observation
method, which involves observing a person working at the same job position, while he or she
carries out his or her job duties and responsibilities (Voskuijl, 2017). Observation method
would be easier in this case because the company already has a number of designers and
developers working for it. The second method that can be used to prepare a job analysis is the
questionnaire method where the designers and developers already in the company can be
asked to fill in surveys, which will be aimed at collecting information about the duties and
responsibilities that they fulfil. Questionnaires can comprise of questions like materials and
equipment used at work, work conditions, knowledge and skills required, etc. Ultimately, the
management of the company can strengthen their job analysis by comparing the data obtained
from the two methods with the data available through secondary sources of data, such as
internet, labour department, etc. (Bajracharya, 2018) This would make the job analysis more
reliable and accurate.
Attraction
Attraction of employees is important during recruitment and selection programs as it allows
business organizations to choose from a diverse pool of talented candidates and increase the