Recruitment, Outsourcing, Employee Contracts, and Relevant Legislation in HRM

LEADERSHIP AND MANAGEMENT 1
LEADERSHIP AND MANAGEMENT
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LEADERSHIP AND MANAGEMENT 2
A. Recruitment and selection methods
Recruitment is the process through which organizations attract, shortlist and appoint
qualified candidates to fill vacant positions. Selection, on the other hand, is the process of
choosing the most qualified candidates from a pool of applicants. Recruitment and selections are
methods deployed by organizations to achieve recruitment and selection objectives. Recruitment
methods are classified into Direct, indirect and third party recruitment methods. Under direct
recruitment method, recruiters from an organization are sent to potential candidates in training
and educational institutes (Bratton and Gold,2017). Indirect recruitment involves the use of a
medium such as magazines, professional journals, television, radio and newspapers to advertise
vacant positions in organizations. Finally, Third party recruitment involves the use of parties
such as trade unions, employee referrals, professional associations and recruitment agencies.
Among the most commonly used selection methods are application forms whereby candidates
fill forms with relevant information such as work experiences and educational qualifications.
Employment interviews are also used in the selection process. During employment interviews
the interviewee and interviewer exchange information on candidates interests and suitability for a
job (Boxall and Purcell, 2011). Skills, Aptitude, and abilities tests are also used to gauge a
candidate’s abilities and skills
B. the Concept of outsourcing
Outsourcing refers to the process through which organizations hire external companies or
suppliers to manage their human resource functions. Through outsourcing, an organization
transfers roles such as recruitment and selection, customer services, training and development
and employee compensation insurance. Sub-Contracting from external suppliers enables
organizations to reduce their operational costs and reduce pay role expenses (Guest, 2011).

LEADERSHIP AND MANAGEMENT 3
C. Purpose of employee contracts and industrial relations
An employee Contract is a document signed by an employer and the employee. It is a
signed agreement detailing the rights and responsibilities of both the employee and the employer.
Some of the details contained in an employee contract include work schedule, employee salary
and wages, the duration for the employment contract, duties, and responsibilities. The purpose of
an employment contract is to ensure that the contracting parties have a clear understanding of
what is expected of them in the course of the employment term (Briscoe, Tarique, and Schuler, 2012).
It also allows them to understand their rights besides being used in times of conflicts. Industrial
relations is the study of multifaceted interrelationships between the state, the employer
organization, trade unions, employers, and employee. Industrial relations helps employees seek
for better working conditions, promote organizational democracy by allowing employees to take
part in the management and defend compensation related interests of employees.
D. Relevant legislation, regulations, standards, and codes of practice that may affect recruitment,
selection, and induction
Racial Discrimination Act 1975
This legislation promotes equality by making discrimination on the basis of race
unlawful.
Workplace Gender Equality Act 2012
This act was established in 2012 to replace Equal Opportunity for Women in the
Workplace Act 1999. It is intended to ensure that equality for both men and women is promoted
at the workplace (Nel et al.,2012).