Human Resource Management Report: ZLC Head Manager Position

This report provides a comprehensive analysis of the human resource management practices at ZLC Supermarket, focusing on the recruitment and selection of a head manager. It begins by outlining the company's mission, vision, and current organizational structure, highlighting the need to fill the vacant head manager position. The report then delves into job design methods, specifically job rotation and job enlargement, and presents a detailed job description for the head manager role, including responsibilities, required skills, and measurable performance standards. The recruitment process, including the use of indirect methods and digital platforms, is examined, along with the selection criteria used to shortlist candidates. The report also explores the selection process, including the use of panel interviews and behavioral questions. A comparison chart of shortlisted candidates is included, and the report concludes with a discussion of pre-employment checks. This report provides a practical overview of HR management in a retail setting and offers insights into effective recruitment and selection strategies.

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A1. A- Located in Auckland, ZLC is the supermarket store which sells grocery products to its
customers. They ensure best quality of the products for their customers at reasonable price.
Organization engaged in the business from last 3 years and present stage employed almost 75
employees in their organization.
Mission-The main aim of this organization is to ensure the best returns for shareholders and
other stakeholders that are employees, society, and customers.
Visions – ZLC mainly aim to satisfy their customers and contributes best in the welfare of the
society.
A1.B- Manager of the supermarket is near the age of retirement, and after that position of head
manager is vacant. Management of ZLC is looking for the manager which effectively and
efficiently manages the functions and other business operations of the organization. Manager is
responsible for conducting planning, directing, and overseeing the operations of the business
conducted by the organization. Further, they are responsible to manage the division, department,
and operating units within the organizations. Manager of the organization is further responsible
for managing the human resources of the organization and lead them in the effective manner.
In context of selecting the candidate for the position of manager in the organization, the used
method is the interview method. This method is considered as most effective method of selection
because in this professional experts conduct the interview of the candidate and analyze the
personality of the individual for performing the job. This also helps the candidates in
understanding their own working style; conflicts might arise while performing their job
responsibilities, etc.
This method is considered as effective in terms of the job evaluation because it ultimately help
both interviewers and the candidate. It helps the candidates in understanding the nature of the job
and responsibilities involved in the job (Noe, Hollenbeck, Gerhart & Wright, 2006).
A1.C -ZLC can use different methods for job designing, and these two methods are job
enlargement and job rotation. Discussion related to both the methods and how these methods are
effective in nature-
Job Rotation is the first method which is used by the employer in terms of job designing, as this
method ensures the movement of the employee in systematic manner from one type of job to
another type of job. In other words, positions of job are not changed but only employees are
shifted from one place to another (Buchan, 2004). This mainly gives the opportunity to the
employees to perform different types of job within single employment period, and it further
helps them in enriching their skills in different areas. In the retail sector, job rotation is the most
efficient methods for the employers because it helps the employer in resolving number of issues
such as absence of employees from work and reducing job satisfaction of employees.
Another method used by employer of ZLC is the job enlargement, as this method is the wider
version of the job rotation. In this, scope of the functions performed by employee in their
existing job position is enlarged by the organization. Under this method, employer adds up the
tasks and duties in the existing functions of the job position (Mehrabad & Brojeny, 2007).
A1.D- Job Description of the head manager position vacant in the organization is defined below-

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Tool for recruitment & selection- Hiring manager & panel interview are the tools which used in
context of recruiting and selecting the right individual for the relevant job position available in
the organization. Under this, hiring manager shortlisted the candidates on the basis of their CVs
and after that panel interview is conducted for selecting the best one (Greiner, 2015).
Purpose- The main purpose of the head manager is to manage the functions of the department
store in efficient and effective manner, and manager is also responsible for conducting planning,
directing, and overseeing the operations of the business. There are number of job responsibilities
of the head manager, and some of these responsibilities are defined below-
 Management of all the functions of the organization, and ensure that all the functions are
carried on smooth manner.
 Must carry out the goals and objectives of the organization in managed way.
 Manager is responsible to ensure the health and safety of the workforce.
 Must develop the culture which is employee-oriented and ensures quality, continuous
improvement, employee retention, and high performance.
Measurable performance standards – It must be noted that, employer choose the standards which
are based on the position of job and not on the individual. Some of these measures against which
performance of the manager is measured by the employer are defined below-
 Goals and targets set by the employer are achieved by the manager or not.
 Whether there is professional and personal growth of the employees of the organization
or not.
A1.E- Numbers of skills and abilities are there which must be possessed by the
Following are some presided skills and qualities which must be present in individual for
acquiring this job position-
 Manager must hold the required education qualification that is at least master’s degree in
management course from the recognized university.
 Manager must hold the relevant knowledge and experience in the business, supervision,
and management.
 Manager must hold better communication skills in both contexts that are written and
spoken.
 Must hold the employee coaching and development skills and also the interpersonal
relationship building skills.
 Manager must hold the experience in the team oriented workplace.
 Manager must develop the ability of effective leadership in terms of leading the
employees and other staff member in effective manner.
 Must demonstrate the knowledge related to the basic economics, budgeting, and
accounting principles and practices.

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 Must demonstrate the ability to serve as the knowledgeable resources in terms of the
management team of the organization which mainly provides the leadership and
direction.
 Must demonstrate the efficient computer and digital technology skills.
 Must develop the knowledge related to different laws and practices related to
employment relations.
 Must shows the evidence related to ability in terms of practicing the confidentiality of
high level (Shortell, Jones, Rademaker, Gillies, Dranove, Hughes & Huang, 2000).

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A2.A- Management of ZLC for filling the vacant position of head manager choose the indirect
recruitment method, because this method is considered as effective method for filling the
management level positions in the organization. Under this method, employer published the
advertisements in the newspapers and other social media platforms. Digital media is used by the
organization for finding the suitable candidate for the vacant position. Indirect method of
recruitment ensures number of advantages for the employer, and because of these advantages this
method is opted. Some of these advantages are defined below-
 This method ensures the vast number of options of the candidates for the position vacant
in the organization.
 Employer gets the more options for evaluating the candidates on different standards in
context of filling the position of manager level.
 This method gives the advantages in terms of cost and time, as it is cost effective and less
time consuming.
 Digital platforms not only manage the complete process in coordinal manner, but it also
help the employer in arranging the responses in effective manner (Heathfield, 2018.
A2.B- Following is the published advertisement issued by the ZLC for filling the position of the
Head Manager in the organization-
Job title: Head Manager
Reporting to: CEO
Salary: $200,000 per annum.
Hours: 9 AM to 6 PM
Location: Auckland (travelling is required for attending the out shore meetings held by the
organization)
Purpose of the position- Head manager is to manage the functions of the department store in
efficient and effective manner, and manager is also responsible for conducting planning,
directing, and overseeing the operations of the business. Some of the key responsibilities are
defined below-
Management of business functions in effective manner.
Develop employee oriented culture in the organization.
Carry on the goal and aims of organization in smooth manner.

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Academic or trade qualifications- Candidate must hold the master’s degree in management
from recognized university and at least 5 years of experience in the management.
Work experience and skills- Applicant must hold the experience of at least 2 years in the retail
sector, and skills of effective communication, management, recording transactions, and
innovative thinking.
A2.C- ZLC selected four criteria in terms of shortlisting the candidates applied for the job, and
all these four criteria are related to the qualifications, skills, and abilities of the individual-
 Qualification and working experience stated in the advertisement for the vacant position
must be complying by the candidate. It must be noted that, those candidates are preferred
which hold more experience than 5 years. Further, candidate must hold the experience of
leading the team for at least three years.
 It is necessary that, candidate must be able to create employee-oriented culture in the
organization. Further, candidate holds the capability to ensure the personal and
professional growth of the employees in the organization.
 Manager must hold the employee coaching and development skills and also the
interpersonal relationship building skills. In other words, manager demonstrates the skills
of making the strong relationships with the employees and other related persons.
 Manager must possess the required communication skills in terms of both spoken and
written form (Ideal, 2016.
A2.D- Another important stage of recruitment process is selection, as this is the stage for which
complete process is conducted by the employer of the organization. ZLC use efficient selection
tool for chose the right candidate from large number of applications. In this context employer use
such method which also ensures the self-selection framework for the organization. This
framework ensures the appointment of such person which possesses all the required skills and
abilities required for this job. Therefore, method of panel interview is used by this organization
in terms of selecting the right person at the right time on the right place. During the panel
interview more than 1 expert is present at the panel for observing and evaluating the responses
and body language of the candidate.
Through this tool, employer evaluates the complete personality traits and attitude of candidate
such as their communication skills, confidence, way of talking, behavioral approach etc. In this
interviewer not only evaluates the personality traits of the candidate but also observe whether
this candidate is able to work on the vacant position (Hsu & Leat, 2000).
A2.E- Questions related to the behavioral approach help the employer in identifying the
capability of the candidate in handling different situations. Following are the three behavioral
question which are selected by the ZLC in terms of evaluating the candidate-
 Describe any situation when you work with the individual or group of people who
possess different personality traits in comparison of yours? It allows the employer to

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evaluate capabilities of the candidate to work in those situations which throw challenges
and unfavorable conditions for the organization.
 Elaborate the circumstances when candidate deal with different issues while leading the
team of employees for achieving any particular goal?. This reflects the leadership skills
of the candidate and what issues might be faced by the leader while leading the team of
employees in the department store.
 Elaborate the way through which you access the information of reliable nature from the
source which is less responsive? This allows the employer in accessing the
communication skills of the candidate and the manner through which they use the
credible sources for their own benefit (Karp, Serbin, Stack & Schwartzman, 2004).
A2.F- This chart is prepared by the employer in context of comparing the shortlisted candidates
applied for the job-
Applicants Education
Qualification
Experience
in
Managemen
t
Leadership
experience
Oral or Written
Communication
Skills
Team
Work
Skills
Attitude
towards
job
Total
a= Average
b= Good
5 Years or
more
3 years or
more
a=Bad
b=Average
c=Good
a=Average
b= Good
a=Average
b= Good
Applicant
1
Applicant
2
Applicant
3
A2.G- Following are pre-employment checks which must be conducted by the employer before
selecting the employee for the vacant position-
 Employer needs to check the criminal background of the candidate with the reliable
authorities.
 Employer needs to check the history of the residential address given by the candidate.
 Employer must check the previous employment details of the individual.

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Hsu, Y. R., & Leat, M. (2000). A study of HRM and recruitment and selection policies and
practices in Taiwan. International Journal of Human Resource Management, 11(2), 413-
435.
Ideal, (2016). 6 Tools For Shortlisting Candidates To Speed Up Time-To-Hire. Retrieved from
https://ideal.com/shortlisting-candidates/.
Karp, J., Serbin, L. A., Stack, D. M., & Schwartzman, A. E. (2004). An observational measure of
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