Human Resource Management Procedure in PDF

Running head: HUMAN RESOURCE MANAGEMENT
Managing recruitment, selection and induction process
Name of the student:
Name of the university:
Author note:

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Contents
Introduction................................................................................................................................2
Discussion..................................................................................................................................2
Recruitment and selection in ABC Glass...............................................................................2
Recruitment plan....................................................................................................................3
Components of the recruitment plan......................................................................................4
Screening and selection plan..................................................................................................6
Merits of the proposal............................................................................................................7
Conclusion..................................................................................................................................9
References................................................................................................................................11
Appendix..................................................................................................................................13

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Introduction
Human resource management is one of the crucial parameters in the workplace.
Managing the performance of the human resources, that is, the staffs, helps in estimating the
nature of business in the upcoming financial years. For managing the performance, there are
several tools like that of performance management systems, job evaluation systems,
performance appraisals and others (Jeske, Lippke & Shultz, 2019). According to the latest
trends, screening of the shortlisted candidates is performed in most of the workplaces, which
reflects digitalization. This assignment attempts to develop a recruitment plan along with
screening for ABC glass.
Discussion
Recruitment and selection in ABC Glass
In order to accumulate a greater share of the international market, the company has
introduced the post of “Director of Communications”. The responsibilities of the candidates
would be managing both the internal and external communications. Within this, Jeske and
Shultz, (2019) state that the important duties would be writing corporate newsletters, press
conferences, organizing functions and training the senior officers. The necessary skills for
this post are:
 Fluency in oral and written communication
 Conflict resolution skills
 Ability to work under pressure
 Self organization skills
 Patience
 Teamworking skills
 Synthesizing information for deducing relevant conclusions

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 Effective presentation skills (Ujlayan & Sharma, 2019)
 Training skills
Recruitment plan
Based on these skills, a recruitment plan can be conducted as follows:
Job opening Director of Communications
Ways to fill the job opening Screening of the candidates shortlisted in the
interview process
Target group Candidates fluent in written and oral
communication
Notification process Mails
Meeting the candidates Lecture sessions
Announcement Orientation sessions
The first stage would be advertising the job opening on the website and the social
networking sites. Online applications along with the documents would be verified, after
which the candidates fulfilling eligibility would be shortlisted for the interview process. The
candidates selected from the interview process would be screened (Lambert & Akinlade,
2019). After this, a meeting would be held with the directors and managers for final selection
of the candidates. Once the candidates are selected, they would be sent a confirmation mail,
stating their selection. Along with this, they would be asked to reply on this mail for
confirming to the stipulated date of joining. If there is any query, the candidates can
communicate to the HR manager through this mail. These queries would be discussed with
the directors and the managers, which would be duly intimated to the candidates (Ibrahim &
Hassan, 2019). After the final decision, an orientation session would be organized, where the
selected candidate would be warmly welcomed within the working system of ABC Glass.

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Fig: Steps in the recruitment plan
(Source: Created by the author)
Components of the recruitment plan
 Announcement- Mails would be considered for announcing the selection of the
candidates. Signature of the Director and the Senior Operations Manager.
 Recruiting Timeline-
Activities Week 1 Week 2 Week 3 Week 4 Week 5 Week 6 Week 7 Week 8
Advertisement
s for the job
opening
Accepting the
online
applications
Verification of
the related
documents

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Interview
Shortlisting the
candidates
Notifying the
candidates
Meeting with
the directors
Orientation
sessions
Final session
 Advertising plan- The job opening advertisements would be aired on the websites of
ABC Glass and the social networking sites. The criteria in this context would be
targeting those who are fluent both in the oral and written communication (Vincent,
2019).
 Interview schedule-
 Asking the shortlisted candidates to assemble at the conference room by 11 AM sharp
 Signing the attendance sheets
 Beginning of the interview session, chaired by the supervisor, Head of the Department
of the Public Relations and the Senior Operations Manager
 Assessment tools- Screening, fluency, responding in a straight forward manner to the
proposed questions

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 Background checks- CV (Marksheets of school, college, universities and release letter
of the previous companies)
 Interview plan-
 Preparing the interview questions (refer to appendix 1)
 Verifying the questions and getting it approved by the supervisors and head of the
departments
 Hiring the print agencies to print the questions
Screening and selection plan
Strategy
The first stage of the screening process would be posting the advertisement on the
websites and the social betworking sites. For better relevancy, pre-screening would be done
for eliminating the candidates, who do not match the criterions (Raheef, 2019). Preliminary
assessment would be done through the means of skill test for measuring the effectiveness of
the skills and competencies. After this, interview sessions would be conducted for testing the
potential of the selected candidates. As a final stage, verification of the documents would be
adopted.

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Fig: Strategy for screening selection
(Source: created by the author)
In the screening process, the tools to be used are personality tests, communication
fluency, background tests, and review of the submitted documents like cover letter among
others (Lee, Lee & Jung, 2019). After this, post screening evaluation assessment would be
conducted. This would be conducted through the means of checklist and templates, which
would enhance the awareness about covering all of the requirements. In this process,
emphasis is laid on the “good to have” qualifications, which relates with the essential skills
needed for the post. Along with this, the assessment would deal with the quality of hire, time
taken for completing the screening and recruiting the candidate. Resume screening would be
effective for measuring if the gained skill requirement matches with workplace requirements
(Hiemstra et al., 2019).
Merits of the proposal
The place of the pre-screening is apt in terms of eliminating the candidates who do
not fulfil the identified requirements and eligibility criteria. Negligence in this context would

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compel the HR managers to encounter delays in completing the process in the stipulated time.
Post screening evaluation is needed for assessing the effectiveness of the process. This
assessment enhances the awareness about the alternatives, which could have been adopted for
selecting the candidates (Matter, 2019). Checklists and templates are crucial for conducting
the evaluation process. “Good to have” qualification indicates the consideration of those
skills, which are relevant to the selected job opening. Within this, assessment of the quality of
hiring process is also important in terms of measuring the standards of the selection processes
that of screening and interviews. Reflecting on the time taken for hiring the skilled candidates
indicates the consciousness towards maintaining the balance in the other operations.
Resumes and other documents are to be thoroughly verified for generating
authenticity in the process. Involving the higher authorities in this process would be effective
for averting the illegal instances. If needed, contact can be established with the candidates for
additional documents. This approach is effective for adding flexibility and stability to the
relationship with the candidates from the foundation. Derous and Ryan, (2019) is of the view
that this assessment helps in detecting the drawbacks within the process like improper
communication, improper output as per the specified roles and responsibilities. Dependency
on the HR manager is essential, however, Matter, (2019) states that the exclusive duties need
to be performed. This approach would lead to overall enhancement of the productivity.
Deducing the data would be effective for the HR manager of ABC Glass to prepare
reports on the recruitment and selection process. This report would be a crucial doctrine in
terms of mapping the alterations in the workforce. Feedbacks are necessary in terms of
gaining an insight into the approach of the candidates towards the selected methods of
recruitment and selection. Hiemstra et al., (2019) states that Holy Trinity of Smart Selection
is one of important, which ABC Glass can adopt. According to this, the main components are
data, efficiency and satisfaction of the candidates.

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Fig: The Holy Trinity of Smart Selection
(Source: Derous & Ryan, 2019)
The above diagram reflects that the more the candidates are engaged in the process,
the more is the stability in the processes. Data is considered for generating efficiency in the
processes. Cooperation from the candidates is the key towards gaining satisfaction. The
means in this context are the feedbacks and appraisals. Raheef, (2019) is of the view that
emphasis needs to be on planning for the ways to enhance the experience of the candidates.
This can be done through the means of quality training programs.
Conclusion
Recruitment and selection process needs to be proper for hiring the right candidate.
Screening of the shortlisted candidates before the interview process would be effective for
ABC Glass in terms of generating relevancy in the process. HR managers need to indulge in
effective communication with the senior managers for enhancing their updates on the
process. This communication would help in preparing the reports. Strategic planning in this

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direction would be effective for introducing quality schemes, policies and practices for
achieving the satisfaction of the candidates. Engaging the candidates in the process is highly
recommended for enhancing the cultural diversity. Introducing plans for the community
people would diversify the workplace culture. This approach would spread positive word of
mouth advertising among the customers.

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References
Derous, E., & Ryan, A. M. (2019). When your resume is (not) turning you down: Modelling
ethnic bias in resume screening. Human Resource Management Journal, 29(2), 113-
130.
Hiemstra, A. M., Oostrom, J. K., Derous, E., Serlie, A. W., & Born, M. P. (2019). Applicant
perceptions of initial job candidate screening with asynchronous job interviews: Does
personality matter?. Journal of Personnel Psychology, 18(3), 138.
Ibrahim, W. M. R. W., & Hassan, R. (2019). RECRUITMENT TRENDS IN THE ERA OF
INDUSTRY 4.0 USING ARTIFICIAL INTELLIGENCE: PRO AND CONS. Asian
Journal of Research in Business and Management, 1(1), 16-21.
Jeske, D., & Shultz, K. S. (2019). Social media screening and content effects: implications
for job applicant reactions. International Journal of Manpower.9(1), 10-50
Jeske, D., Lippke, S., & Shultz, K. S. (2019). Predicting Self-Disclosure in Recruitment in the
Context of Social Media Screening. Employee Responsibilities and Rights
Journal, 31(2), 99-112.
Lambert, J. R., & Akinlade, E. Y. (2019). Immigrant stereotypes and differential
screening. Personnel Review.
Lee, H., Lee, S., & Jung, K. C. (2019). The Impact of Artificial Intelligence Adoption in
Candidates Screening and Job Interview on Intentions to Apply. The Journal of
Information Systems, 28(2), 25-52.
Matter, D. P. (2019). Applicant Perceptions of Initial Job Candidate Screening With
Asynchronous Job Interviews. Journal of Personnel Psychology, 18(3), 138-147.

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Raheef, O. O. (2019). Towards Ensuring Proper Management of Recruitment, Selection and
Induction Processes Within Business Organizations. Social Science and Humanities
Journal, 1368-1378.
Ujlayan, A., & Sharma, M. (2019). A study to enhance candidate screening process using
similarity analysis. International Journal of Business and Data Analytics, 1(1), 41-53.
Vincent, V. (2019). 360° recruitment: a holistic recruitment process. Strategic HR Review.

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Appendix
 How you would utilize the brand ambassadors of the company?
 What do you think of your tonal quality?
 Describe one of your crisis period communications?
 How would you modify the communication channels for reaching to the
maximum number of customers?
 Why do you think we should hire you?