Strength & Weakness of Recruitment & Selection Approaches in HRM Practices

This report discusses the strength and weakness of recruitment and selection approaches in HRM practices. It also explores the benefits of HRM practices for employers and employees. The case study is based on ASDA, a UK-based retail company.

Human resource
management

Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P2 Strength & weakness of approaches to recruitment & selection.......................................1
LO2..................................................................................................................................................4
P3 Benefits of HRM practices in a company for employer and employees...........................4
P4. Effectiveness of HRM Practices......................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource management is determined as the effective practices which emphasizes
on managing the overall workforce in appropriate manner. The respective department is also
responsible for handling all sort of employees associated issues which are faced by them while
working for the company (Alomari, 2020). HR department in every organisation emphasizes on
developing positive relationship between employer and employee which ultimately maximises
organisational productivity in rapid manner. This report is based on ASDA; a large scale UK
based retail company offers its product and services across the world. In this project, initial
description of different approaches of recruitment and selection along with their strength and
weakness would be explained. Furthermore, explanation on several benefits associated with
effective HRM practices would given. At last, a brief description would be provided on how
effectively HRM practices contribute in enhancing productivity and profitability of the company.
LO1
P2 Strength & weakness of approaches to recruitment & selection
Human resource management is determined as the effective practices that support
businesses in functioning well within the company and attaining success in quicker manner as
their workforce is more devoted towards the organisational work. It also aligns the functioning of
the employees according to the organisational goals and objectives. With reference to ASDA, it
can be said that HR manager of this company focuses on executing activities related to
workforce planning in order to evaluate, forecast and plan demand as well as supply of
manpower by simply assessing their gap (Boella and Goss-Turner, 2019). This also results in
effective executing of talent management practices within the organisation that leads to
achievement of organisational goals and objectives in rapid manner. Recruitment and selection
are determined as the two of the main function of human resource department in every company
as it brings skilled workforce within the company that maximises their productivity as well as
profitability within the company in appropriate manner. Approaches of recruitment and selection
along with their strengths and weaknesses are defined as below in detailed manner:
Recruitment & Selection:
Recruitment

Recruitment is acknowledged as an effective HRM practice under which HR manager of
the company brings pool number of candidates within the company so that best among these
candidates could get selected as the employees for the vacant position (Hamilton and Sodeman,
2020). With reference to ASDA it can be said that respective manager of this company makes
use of advertisements, social media sites and other social media measures for recruiting
candidates from several locations. Recruitment plays an essential role within the company as it
contributes in attaining organisational aims and objectives by bringing talented employees with
the company.
Approaches of Recruitment
Internal: Internal form of approaches in recruitment means that HR manager brings fresh talent
within the company by choosing candidates from the existing workforce only. Promotion and
transfer are determined as the two main forms of internal recruitment which helps company in
filling vacant position within the company with best and trust worthy employee.
Strength Weakness
It enhances morale of existing workforce
Motivates employees to perform more effectively
It simply restricts company in bringing fresh talent
within the company
Disappoints employees and creates conflicts among
employees.
External: External approach of recruitment simply states that candidates are recruited from the
outer area of the organisational. With reference to ASDA, it can be said that the respective
company makes use of external agencies and educational institution in order to reach fresh and
talented candidates who could further support the company in achieving their organisational
goals and objectives in predefined time frame (Jewell, Jewell and Kaufman, 2020). Core strength
of these external approaches for ASDA are specified as below in detailed manner:
.

Strength Weakness
Brings fresh talent within company that will create
innovation within the entity’s structure
Company can easily approach skilled candidates
according to their core requirement of vacant job roles
Provides opportunity to approach pool number of
candidates in an open marketplace.
It is considered as the expensive method as company has
to invest a lot in finding out desired candidate.
It reduces morale of existing employees as they are not
getting opportunity within their company.
Selection
Selection is determined as the process through which HR manager of the company
finalises best suitable candidates from the number of received applications. This practice simply
supports business organisation in fulfilling their vacant position within the company in
appropriate manner (Liu and et. al., 2020). In context of ASDA, it can be said that the respective
HR manager of this company makes use of several approaches in order to select most suitable
candidate for the vacant position within the company. These selection approaches are mainly of
two types which are specified below along with their strength and weakness.
Approaches of Selection
Internal: Internal form selection approaches are mainly of two types that is Job
promotion and group exercises. Both of them contribute equally in selecting suitable candidate
for the vacant job position within the company. Strength and weakness of internal approach of
selection are specified as below:
Strength Weakness
Motivates existing employees which stipulates their
performance too.
Enhances loyalty among employees towards the
company which reduces employees’ turnover rate within
the company.
Resists company in bringing fresh talent within the
entity
Demotivate average performing employees as they
thinks that their efforts are not worthy for the company.
External: External form of selection approach simply states that required employees for
the company are hired from outside the company only. These candidates are basically selected

on the basis of their skills, experiences and qualification mentioned in the CV (Morgeson,
Brannick and Levine, 2019). There are mainly two forms of external approaches of selection that
is interview and online screening and short listing. Incorporation of these approaches has their
own benefits as well as drawback for ASDA which are specified as below:
Strength Weakness
It benefits entity to quickly filter candidates and
effectively handle different forms of application stages
in time effective manner.
It significantly reduces operational costs of entity by
selecting right candidate for right job position.
It is the time consuming process which simply wastes
time of management.
This is seen as the most expensive method as company
has to invest a lot in each and every step of selection
method.
LO2
P3 Benefits of HRM practices in a company for employer and employees
There are range of human resource management practices that are implemented by HR
manager of every organisation especially the one which performs their business at international
scale. Training and development, recruitment and selection, reward systems and many others are
common form of HRM practices that helps HR manager in serving the company with best
outcomes (Moses and Sharma, 2020). It has also been analysed that incorporation of these HRM
practices are not only beneficial for the employees but at the same time they are also benefiting
the same company as well. Few of the main benefits of HRM practices for employer and
employees are explained as below in detailed manner:
Benefits of HRM practices for employer:
 The first and foremost benefit that employer can gain with the incorporation of HRM
practices within the company is quick attainment of goals and objectives as employees
are directed towards the work in rightful manner.
 HRM practices also ensures that employer will remain free from any kind of legal
obligation from the near future as they are abiding with all norms and regulation at
workplace.

 Appropriate implication of HRM practices also contributes in creating effective
workplace environment where employees can easily work freely without facing any kind
of issue.
 Better implication of HR practices supports company in reducing employee turnover rate
as their employees are more satisfied and happier at workplace which directly influences
them to work with the same company for longer period of time.
Benefits of HRM practices for employees:
 The first and foremost benefit attained by employees of ASDA is increasing number of
opportunities as they are getting chance to improve and learn skills which will directly
improve their performance (Primecz, 2020).
 It also enhances career opportunities for the employees as their respective manager is
working on them at constant basis that means they can effectively make use these skills
in the future too.
 HRM practices also updates employees about the latest techniques and different ways
that could simply help them out in improvising their level of productivity as well as
performance capability. It also ensures that employees can effectively perform their
assigned work within the predefined time frame.
P4. Effectiveness of HRM Practices
HRM practices are highly beneficial for the businesses as well as employees too, Few of
the common HRM practices that are executed in ASDA by its respective HR manager are reward
systems, training and development recruitment and selection and many others (Santana, Morales-
Sánchez and Pasamar, 2020). All of them are highly important as well as effective for the
businesses like ASDA. The common effectiveness that would be attained by ASDA by
incorporating these HRM practices are specified as below:
Reward systems: HR manager of ASDA provides reward to its hard working employees
with the motive of appreciating them and showing that how important they are for the same
company. Rewards within the ASDA are both the types that monetary and non monetary. It has
also been seen that incorporation if reward system is also acknowledged as effective HRM
practice which encourages employees to perform their work in more appropriate manner that
leads to quick achievement of organisational and objectives in rapid form. The main benefit that

is attained by incorporating reward system is that it ensures work within the company would be
completed within the provided timeframe. Whereas, the core weakness of this practice is that it
might create feeling of insecurity among employees as they might feel jealous towards those
employees who have been rewarded for their extra ordinary performance.
Training and development: HR manager within every company have to develop certain
form for training sessions for its existing workforce so that they can effectively improvise or
develop their core required skills according to the requirement of their job. Incorporation of
training and development session within ASDA increases number of opportunities for the
employees (Stewart and Brown, 2019). It also improves their capability of performing the same
work by thee employees within the company. On the other hand, the main weakness of
implementing training and development methods within the company is that it increases overall
operational cost of the company.
According to the above specified information, it can be said that incorporation of both the
specified HRM practices are highly effective and beneficial for ASDA. Here, it can be said taht
with these HRM practices ASDA would be able to attain their predetermined goals and
objectives in rapid manner.
CONCLUSION
On the basis of above mentioned report, it has been analysed that HRM practices plays
essential role in the growth of every organisation as its enables businesses in achieving their
goals and objectives with the support of employees. Incorporation of HRM practices within the
company contributes a lot in creating better working environment where employees can work
freely. It has also been acknowledged that there are range of recruitment and selection
approaches which has their own strength and weakness. Main approaches of recruitment
methods are categorised into two sections that is internal (Promotion and Transfer) and external
(External agencies and Educational institutes). Whereas selection approaches are also bifurcated
into these two only that is internal (Interviews and Online screening and short listing) and
external (Job promotion and Group exercises). Overall, it has been acknowledged that HRM
practices are beneficial for the both employees and employer.

REFERENCES
Books and Journals
Alomari, Z., 2020. Does human capital moderate the relationship between strategic thinking and
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Boella, M.J. and Goss-Turner, S., 2019. Human resource management in the hospitality
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Hamilton, R.H. and Sodeman, W.A., 2020. The questions we ask: Opportunities and challenges
for using big data analytics to strategically manage human capital resources. Business
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Jewell, D.O., Jewell, S.F. and Kaufman, B.E., 2020. Designing and implementing high-
performance work systems: Insights from consulting practice for academic
researchers. Human Resource Management Review, p.100749.
Liu, Y., Vrontis, D., Visser, M., Stokes, P., Smith, S., Moore, N., Thrassou, A. and Ashta, A.,
2020. Talent management and the HR function in cross-cultural mergers and acquisitions:
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Santana, M., Morales-Sánchez, R. and Pasamar, S., 2020. Mapping the Link between Corporate
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