Human Resource Management HRMT 200

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Human Resource Management (HRMT 200)

Added on 2020-04-21

Human Resource Management HRMT 200

Human Resource Management (HRMT 200)

Added on 2020-04-21

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Human Resource ManagementHRMT 200 - Individual Assignment: Recruitment & Selection Case Study1| Page

Table of ContentsIntroduction......................................................................................................................................3Recruitment Strategy’s Assessment.................................................................................................3Selection Strategy’s Assessment......................................................................................................3References........................................................................................................................................42| Page

IntroductionAs per the case study of Maple Leaf Shoe Ltd. the strategy has to be made for the recruitmentand selection of a result-oriented person who is capable of handling the employee criticism,redesigning job, dealing with union etc. The strategy would assist the business in attaining thegoals during challenges. Recruitment Strategy’s Assessmenta.The current practices of the company need to be changed as the experience is needed for thejob of human resource manager. The human resource manager is one who has to take care ofall the human resource needs of the business (Sayce, Weststar & Verma, 2012). b.It is also suggested that recruitment manager should be hired separately because people musthave a separate point of contact for discussing their issues from the day they are hired. Thesame person has to be the point of contact for sharing their feedback, grievances, suggestionsup to the day the employees stay with the business.c.It is also suggested that the Internet and information system is applied to the recruitmentstrategy of the business and there is active listening applied to the human resources strategy.The manager should be approachable and quick decisions should be taken. The softwaremust be utilised for human resource communications so that the employees feel easy andquick to deal with the management of their day to day human resource activities such aspayroll management, scheduling, recruitments, reporting etc. Recruitments can also be madeeasier by use of human resource information system because lot of recruitment tasks will besystematic and automated. There would be less human intervention needed.3| Page

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