HRM: Recruitment, Outsourcing, Employment Contract, Equal Employment Opportunity, Labour Demand Forecasting, HR Planning

This document discusses various topics related to HRM including recruitment, outsourcing, employment contract, equal employment opportunity, labour demand forecasting, and HR planning. It provides an overview of each topic and explores their significance in the field of human resource management.

Running Head: HRM 1
HRM

HRM 1
Contents
Question-1........................................................................................................................................2
Question-2........................................................................................................................................4
Question-3........................................................................................................................................4
Question-4........................................................................................................................................5
Question-5........................................................................................................................................6
Question-6........................................................................................................................................7
Question-7........................................................................................................................................7
Question-8........................................................................................................................................8
Question-9........................................................................................................................................9
Question-10....................................................................................................................................11
PART -1.....................................................................................................................................11
PART – 2...................................................................................................................................14
Introduction............................................................................................................................14
Models...................................................................................................................................14
Conclusions............................................................................................................................15
Bibliography..............................................................................................................................16

HRM 2
Question-1
Recruitment is a process of employing new people to work for a company by hiring best-
qualified candidate from outside or within an organization. It is total process of searching and
hiring the best candidate for selected job profile with timely and cost effective manner. It starts
with bringing together those who are searching for candidates and who are seeking jobs for
earning. It starts with attracting, shortlisting, selecting and then lastly appointing the suitable
candidate for job. Many companies use these practices for hiring and screening best candidate
within an organization and outside the organization.1
To identify the job vacancies and analyzing the requirements of jobs and finally with the help of
screening and shortlisting, we can select the right candidate which is best for our own
organizations. The selection of right applicant for the right vacant position is an asset to the
organization, which helps the organizations to reach its objectives and targets. Recruitment and
selection methods help to develop the practices of each stage in the recruitment life cycle from
source the candidate to hiring decisions.2
The main purpose of recruitment is to attract and empower number of applicants to apply in the
organization. Recruitment is one of the steps where company hires candidates by evaluating his
abilities and measures to find that he or she can increases profits of the company or not.
Recruitment methods include inclusive job adverts, different job portals and employee referrals
and there are so many more ways by where we can recruit the candidates. Government job
1 ‘Tech Target Network’(HR Software) <https://searchhrsoftware.techtarget.com/definition/recruiter> accessed on
10 April 2019
2 ‘Assessment Centers and Managerial Performance’<https://www.elsevier.com/books/assessment-centers-and-
managerial-performance/warr/978-0-12-690620-2> accessed on 10 April 2019

HRM 3
centers usually offers advertising techniques as a part of development of an employee.
Progressive organizations use social media to find suitable candidates.
The selection helps in test the candidate with knowledge, skills and traits of personality.
Gathering of information includes application forms, resumes, biographical data and reference
checking. Interviewing occurs when applicant responses to asked questions by organization
representative.
It is most common method by interviewer for selection of suitable candidate in organization.
Questions may include from experiences, education, mental ability and personality from where
he or she belongs. Confidence level of candidate can be easily judge by these assessors and they
can guide you in a better way for enhance more.3
Assessment centers are a combination of different methods for identification of competencies
and characteristics of individuals. With the help of different assessors, one can objectify the
managerial and social skills of individuals. These are then form of exercise that candidates do
while other assessors observe them with their behavior. One of the methods of recruitment and
selection is assessment center method. An assessment center is made of experienced managers or
trained personnel specialists to evaluate each candidate response to realistic conditions. Such
practices are usually in large centered organization by top-level managers who wants to sustain
employees for longer period. 4
The organization needs to prepare for the costs, which is involved in designing and hosting an
assessment center. During this period, the candidate must communicate with subordinates in
writing and make decisions as well. Potential and work related tasks are the major issues faced
3 ‘Human resource management’ (Selection) <https://corehr.wordpress.com/recruitment/selection-method/>
Accessed on 10 April 2019
4 ‘Assessment center’ (Developmental associates )
<https://www.developmentalassociates.com/client-openings/what-are-assessment-centers/> Accessed on 10 April
2019

HRM 4
by candidate in assessment centers. These are describing and presenting oneself by means of
different activities, decision-making issues, problem solving games and written communication
exercises. Employee with higher level of energy influences others by way of interacting and
making good connections with other people in the organization. Additional benefits of these
learning centers increase knowledge create better ideas for personality development and build
good connections to grow in an organization environment. Therefore, when there is use of these
methods and practices in an organization then there is overall growth in expansion5.
Question-2
Outsourcing may be defined as a practice of a business where company hires individuals or other
outside company to perform their tasks and handle operations activities that are previously been
done by company’s own employees. Large and small company’s uses extensive techniques to
outsource people from outside environment. So, many companies outsource people who can do
functions on payroll and bookkeeping. Companies today can outsource number of special
services by hiring from outside and increase targets of a company. They often outsource IT
services, which includes application development and programming6.
Question-3
Employment contract is an agreement between two parties ( Employer and Employee ) which are
legally bound and helps to designed both parties by giving them security and protection. For the
5 ‘XpertHR’(Assessment Centers) <https://www.xperthr.co.uk/good-practice-manual/assessment-centres/116265/>
accessed 10 April 2019
6 ‘Entrepreneur INDIA’( Entrepreneur Media) <https://www.entrepreneur.com/encyclopedia/outsourcing> accessed
10 April 2019

HRM 5
employer they have compiled with them security that he is aware about the agreement and its
obligations. The main purpose of employment contract is to protect confidentiality, as
organization does not want to leak their plan and strategies, which are more authentic for the
whole organization. Employment contracts protect the rights to terminate employment if the
employee fails to contribute to the company appropriately. Employment contract helps an
employee who is bound with the contract to help his family members, as company will pay him
the required amount. Every company wants to maintain good industrial relations among all the
employees and employers too. When such relationship happens between the employees, there is
an increase in overall productivity, engagement and morale of an employee. The main purpose
of industrial relations is to provide and promote the framework, which should be fair and
increases productivity with efficiency. Industrial relations facilitate regulation of employment
through reward system, enterprise agreement and other industrial instruments.7
Question-4
Equal employment opportunity refers to policy that governs the idea of equal opportunity in
terms of pay, promotion but without discriminating against particular groups. Fair practices at
every organization, which wants to grow and not discriminate on basis of sex and caste. Anti-
Discrimination is a practice, which makes distinction between individuals and groups that there
are attributes, which includes disability, gender identity, age, and race, which can harm to
organization. It happen when there is huge number of people who are less favorable and other
certain personal characteristics.8
7
‘ Schwarzkopf Professional’ (2019) < http://www.schwarzkopf-professionalusa.com/skp/us/en/home/education/
ask/business/0614/the-importance-of-an-employment-contract.html> accessed 10April 2019
8‘Business Queensland’ (2019)<https://www.business.qld.gov.au/running-business/employing/employee-rights/anti-
discrimination-eeo> accessed 10 April 2019

HRM 6
Workplace relations are unique ideas where interpersonal relationships with important
implications for the individuals that helps to grow in business with workers ability and drive to
succeed. Workplace relations are to be maintained by every person including culture of an
organization and the employees. An induction programmer is the process, which uses by much
business to greet new members of the company and guide them for their upcoming tasks. It
includes programmer with safety to people, which deliverers to other contractors before them
permits to enter a web or start their work in organization. The main functions of the human
resource department are to ensure the organization that is fully aware of all the relevant
legislations. The main area of legislation includes employment protection, employment
opportunities and major health of an employee.
The key legislations and regulations, which guide the process of recruitment and selection, are
equality act, fixed term employment, criminal record checks and safeguarding children. When
these rules and regulations are following in any workplace culture, then there is achievement of
targets and every employee gets equal opportunity in terms of fair participation. Therefore,
recruitment and selection helps an organization to achieve their goals and targets which increases
efficiency and effectiveness of an organization.9
Question-5
When an employee accepts a position with a concerned company, a company will issue him
employment contract where all the details specifications are mention and those are to be follow
by employee. This is a contract, which binds employee and employer of the organization. These
are commencement and duration, job application, days and hours of work, overtime, earning &
9 --, ‘Australian Human Rights Commission’ (2019) <https://www.humanrights.gov.au/employers/good-practice-
good-business-factsheets/workplace-discrimination-harassment-and-bullying> accessed on 10 April 2019

HRM 7
benefits, payment, annual leave, termination of employment, name of employer, place of work,
grievance and disciplinary procedures and lastly rule and procedures.10
Question-6
Organization collects all the relevant data from technological, social and economic trends with
latest activities that will direct effect work style of employees who enters the skilled staff and
workers in the organization.11 Therefore, by all data one can easily access to information
whichever is required. An organization gathers information about labour supply data from
different sources as –
 Australian Bureau of Statistics
 Media
 Conferences
 Training Centers
 Professional Studies
 States Government reports and data
 Number of graduates from education and training sector
 Universities
 Higher education placement figures
 Industry groups
10 --, ‘Personnel Services UAS’ (2019)
<https://www.admin.ox.ac.uk/personnel/staffinfo/handbook_support/section3/> accessed 10 April 2019
11 --, ‘Business blogs’ (2019) <https://www.businessblogshub.com/2012/10/workforce-planning-balancing-demand-
and-supply/> accessed 10 April 2019

HRM 8
Question-7
Industrial relations defines the relationship between the management and the employees who
come together to maintain good terms of relations with industry. Where industry covers the
production activities in which the group of workers is engaged in, and when its talk about
relationship this tells about relation between management and workers. Organizations who
maintain healthy environment and insist different sort of activities like games, compulsory
participation of every employee, make different teams and help with their queries. Training is
2necessary part of learning and with effective training; one can easily refresh their skills and
experiences. Proper gaming zone are to be maintain by organizations where every employee can
sharp his mind for some time and then back to work where productivity can effectively
increases.12
Question-8
Labour demand forecasting defines as finding to choose people with the right potential and that
is to acquire at right time for be in an organization. Small organizations do not want surplus of
people to be in their organization as they only forecast those who can do benefit for their
organizations. The organization employees number of candidates from outside in regular period
of time, which ensures effectiveness in performance and productivity. Labour supply analysis
may come from within or from outside the organization.13
12 --, ‘Business Jargons’,(2019) <https://businessjargons.com/industrial-relations.html> accessed on 10 April 2019
13 --, ‘POD Advice First’ (2019) <https://pod.co.nz/news/labour-demand-forecasting/> accessed on 10 April 2019

HRM 9
People do human resource planning, they are mostly from top level of management, and they see
and manage internal fluctuations of labour that measure how much labour needed in the
organization. It is a crucial part, which ensures and measures labour demand in the organization.
Question-9
The estimation of future staffing requirements is most beneficial part of human resource
management. Human resource planning can improve operational effectiveness and efficiency in
profitability of a business of any size. Strategic HR policies can eliminate confusion between all
the employers of the organization.14
Forecasting of demand is the estimation of people qualities and how much people is required in
the organization. Long-term budgets and plans of corporates translate level of activities for each
function and departments. Internal factors include budget constraints, levels of production,
organization structure and external factors may be foreign and domestic completion, economic
climate, law and regulation body and changes in technology. 15 There are so many techniques as
scatter plot, work-study techniques, regression analysis, managerial judgments, trend analysis,
econometric models, job analysis, workforce analysis and workload analysis.
HR forecasting techniques may vary from simple to sophisticated ones but all the techniques
helps to grow organization in one way or the other. Some of the techniques help to grow
company growth in effective manner as -
14 --, ‘Management Study Guide’ , (2019) <https://www.managementstudyguide.com/human-resource-
planning.htm> Accessed on 10 April 2019
15 --, ‘ Management Study HQ’ (2019) <https://www.managementstudyhq.com/demand-forecasting-in-human-
resource.html> Accessed on 10 April 2019

HRM 10
 Ratio trend analysis determines the future demand for human resources by calculating the
ratios between number of employees and business variables.16
 Regression analysis defines the relationship of employee size and volume of sales of a
company. Organizations must depict the relationship between sales and workforce size.
With the help of regression line, company can easily found employees number which are
required at quantity of volume sales.17
 Delphi technique refers to systematic process on results of multiple rounds of
questionnaires sent to panel of experts. It can also be explained as collection of opinions,
which clarifies problem with specific that is obtained by questionnaires and writing.
These are done by experts from specific field in whichever they are specialized.18
Labour demand-forecasting helps to ensure shortage or surplus of employees by evaluating
demand of labour in an organization, which can be increase or decrease. By talking to the team,
we can assist for what problems they are facing in their difficult times such as staff shortage. We
can look at the turnover ratio in the organization and what its cost in the organization.
Access the remaining staff to ensure the possibility of success and growth in the organization
with their skills and qualifications. Removal or demotion of employees ensures if employee is
not performing tasks given to him or misbehaving in certain circumstances. A layoff strategy is
used for overall growth and expansion. If there is shortage of workforce, then hiring and
recruitment process is followed by organization. Therefore, these are the actions, which are taken
when there is shortage or surplus of employees.19
16 --, ‘ Chron ’ (2019) <https://smallbusiness.chron.com/ratio-analysis-hr-forecasting-35193.html> Accessed on 10
April 2019
17 --, ‘Oxford university press’ (2019) <https://academic.oup.com/ije/article/34/1/215/638499> Accessed on 10 April
2019
18 --, ‘Business Jargons’ (2019) <https://businessjargons.com/delphi-technique.html> Accessed on 10 April 2019
19 --, ‘ Chron’ (2019) <https://smallbusiness.chron.com/handle-labor-surplus-33192.html> Accessed on 10 April
2019

HRM 11
Question-10
PART -1
As a Human Resource Manager of a largest retail chain, there are so many responsibities and
decisions, which are took by itself for organizations growth and success. A retail manager role is
to run a store successfully. They are in direct contact with their staff and customers around
country. The new remuneration and benefits structure for position of retail store manager within
the organization will took many beneficial steps in accordance to help the organization growth.
Human capital is a wider term and managers have long understood that HRM can enhance
company efficiency and values.
Therefore, decisions as how much to pay, how performance is measured, and which rewards
schemes mentions for overall strategic business practice is a major task. Salaries, benefits and
prospects of promotions are generally good, when retail chains offers highest incomes and with
best opportunities includes possibility of employment around all the national retail chain around
country. The key skills represents with enthusiasm, verbal communication skills, organizational
skills to develop and team working skills.20
20 --, ‘Monster Worldwide’ (2019) <https://www.monster.com/career-advice/article/effective-retail-management>
accessed on 10 April 2019

HRM 12
Components of revised remuneration, which includes all the traits as - Base salary is the total
amount of salary, which includes sacrificed salary amount also. Allowances incorporate a range
of payments, which is not to be covered in total reward system for particular working conditions.
Performance bonus is compiles with continuous performance of the candidate on regular basis
and this helps to build more confidence.21
Fringe benefits are the extra benefits, which supplements employee money wages or salaries, and
it may be company’s car or private healthcare. Non-FBT items include all the insurance
premium, telephone payments and education expenses whichever is occur during the time. Total
remuneration package is total of all these with superannuation contributions, motor vehicle costs,
personal benefits and other supplementary payments.22
The proposal, which I will introduce about current market, plans which clarifies the market
values for each job and quantifies compensation costs, enable decisions of budgets and benefits
to all retail stores around the country. Elements of pay structure include set of pay grades, pay
schedules and pay ranges.
21 --, ‘ Management paradise’ (2019) <http://www.managementparadise.com/forums/human-resources-
management/201082-components-remuneration.html> accessed on 10 April 2019
22 --, ‘Tuturself’ (2019) <https://www.tuturself.com/posts/view?menuId=107&postId=1289> accessed on 10 April
2019
Components of
executive
remuneration
Award
Allowances
Low interest
Loans
Performance
Bonus Fringe benefits Non FBT Items
Total
Remuneration
Package
Bonus

HRM 13
The first task is identification of multiple schedules, which provides a way of grouping together,
which streamlines pay structure. Determination of pay grades by size of organization and vertical
distance between highest and lowest job levels. Development of ranges and considerations for
what is being implemented in company is the last stage. Salary ranges is the range of pay, which
is design by company employers to pay to their employees performing a particular task or job.23
There are two types of incentive plans which company should follow to motivate employees and
builds more confidence among others. Monetary incentive includes reward in term of rupees,
non-monetary benefits include security of services, recognition, and job enrichment can be done
to efficient employees. A promotional opportunity is an effective tool to increase efficiency and
they become more committed to the organization growth. To ensure remuneration strategy to
achieve strategic targets and goals some of the steps can conclude as –
 Retain talented employees within the organization.
 Promote right behaviors that ensure remuneration is fair and equitable for business
around whole country.
 Motivate employees to increase their productivity with efficiency and effectiveness.
PART – 2
Introduction
Incentive plans in every organization motivates employees, which can increase expectations and
increases business with longer period. There are two types of plans as individual plans and group
23 --, ‘HR Source’ (2019) <https://www.hrsource.org/maimis/Members/Articles/2017/10/October_17/
Understanding_Pay_Ranges.aspx> accessed on 10 April 2019

HRM 14
incentive plans. Their goals and targets are different but they conclude with the decisions to
promote organization growth and success. 24
Models
The models of compensation decisions are pay level, variable pay and base pay. These three are
the combination to provide pay rates for each employee in the organization. To bring all this
together, compensation provides a figure for the overall development, which plans and controls
the organization. The pay level refers to average pay for jobs, departments and for other
enterprises, which will secure and keep a productive workforce. Base level usually involves
arranging jobs in hierarchy and setting pay for these jobs in the organization. The minimum
wage model is the lowest amount, which offers legally for a specific position to do a certain job.
Triangle agreements models defines that in a local hospital, there is a practice of recruiting and
pay a new physician in exchange for the physicians agreements to be in a community for a
specific period of time..25
Conclusions
The remuneration and benefits structure, which established earlier, in this case should be well
developed by organization in all over countries. With the help of all these models, structure of
fair remuneration can be achieved for respective strength of the organization. Therefore, we can
conclude this by accepting all the models, which are growing across all over countries.
24 --, ‘Management Education’ (2019) <https://managementation.com/types-of-incentive-plans/> accessed on 10
April 2019
25 --, ‘Model of compensation’ (2000-2013) <https://www.erieri.com/dlc/onlinetextbook/model-of-compensation>
accessed on 10 April 2019

HRM 15

HRM 16
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Accessed on 10 April 2019

HRM 17
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on 10 April 2019

HRM 18
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