HRM Report: Recruitment and Selection Strategies, Employee Development and Talent Management

HRM Report

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Evaluation of effectiveness of recruitment and selection strategies...........................................1
TASK 2............................................................................................................................................5
How business manages the development of employees, including best practices, employees
and employers responsibilities and theory of talent management..............................................5
TASK 3............................................................................................................................................8
Critical analysis of HR systems and procedures.........................................................................8
CONCLUSION................................................................................................................................9
RERERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is defined as a strategic approach that is applied within an
organisation for the purpose of managing staff members effectively so that they assist businesses
to get a competitive advantages in the market (DeCenzo, Robbins and Verhulst, 2016). It is
considered as a management function which focused on recruiting, choosing, deploying as well
as managing employees within a workplace. The main aim of HRM is to manage diverse needs
of workers which helps in increasing the organisational efficiency. Unilever is to be chosen as a
company for getting depth knowledge about HRM. Unilever was founded in 1929 which deals
in the consumer goods industry and offers different varieties of products such as food, beverages,
energy drinks, beauty products, personal care as well as ice creams. In this report, the analysis of
effectiveness of recruitment as well as selection procedure and strategies are explained. Along
with this, discuss about the talent management of workers by considering best practices,
responsibilities and approaches as well. Lastly, critical evaluation of human resource systems
and process is explained.
TASK 1
Evaluation of effectiveness of recruitment and selection strategies.
Both recruitment and selection process is required for selecting right candidate for the
right job at a required time (Bratton and Gold, 2017). This will helps in choosing desired and
skilled talent among a large pool. This can be discussed in detail as follows:
Recruitment process:
The process of recruitment defined as a finding and attracting of suitable and skilled
candidates in order to fill up vacant job positions in a business organisation. This is based on
person's attributes as well as abilities which are necessary for achieving the organisational
objectives and targets. With respect of Unilever, the human resource manager of firm adopt
hiring process while recruiting applicants which helps to ensure that all skills and attributes of
individual best meet the job requirements and assure appropriate recruitments as well as ensures
that all legal compliances are complied effectively and lawfully (Recruitment process, 2019).
The manager of Unilever use this process while making recruitments that can be considered as
follows:
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 Need identification: Firstly, a HR manager identifies all the vacant jobs of organisations
that are required to be positioned by skilled and desired applicants. So the Unilever's
manager emphasise on ascertaining the organisation need by doing GAP analysis on the
basis of present and required candidates. For this, managers make a list in which they
includes needed skills, qualifications, experience and knowledge which will be required
to filling vacant job openings. Prepare job description: After making a list of required candidates along with their skills
and qualifications the manager of Unilever formulate specific JD which states job title,
location, responsibilities, duties, skills and compensation (Albrecht, 2015). This is
associated that what a business needed and this will help in analysing the person's
capability and potentiality towards the fulfilment of company's requirements. Talent search: At this stage, Unilever's manager emphasised on finding and attracting
desired and skilled candidate who have requisites talent. It is to be done by using internal
and external sources of recruitment as internal sources includes promotion, transfer, past
candidates and so on which will help in getting referrals and give motivation to the
present workers. In addition, external sources considers job portals, campus placement,
advertisements, social sites, job portals etc. which will assist in choosing talented people
with the fair decisions. Screening and short listing: After the completion of searching procedure manager
shortlists desired candidates so this stage of recruitment process is considered as a most
challenging and it is difficult also to choose most talented candidates among the pool. So
Unilever's manager performs this level easily because they prefer the criteria of minimum
qualifications and communication skill as a parameter to hire candidate (Guest, 2017). Interviewing: It comes after the short listing at that level manager of Unilever schedule
interview procedure in order to make decisions of whether to get offer latter or rejection
mail. It depends on the size of members of hiring team and the requirement of vacant jobs
and the questions of interviews are also different for all individual's. Interviews may be of
different types such as face to face, telephonic, video interviewing and so many.
 Evaluation: At the last stage of recruitment analyse all steps properly and gives
employment opportunity to hired candidates (Stone and Deadrick, 2015).
Selection process:
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