Human Resource Management Report

This report explores human resource management, focusing on recruitment and selection processes, internal and external methods, and the relationship between line managers and HR representatives, highlighting the benefits, tensions, and limitations of their collaboration in managing employees.

Human Resource
Management

EXECUTIVE SUMMARY
Human resource management manage the employees in the organisation. Report includes
recruitment and selection process and their methods. It also discusses about the appropriate
models relating to the practise and relationship between line manager and HR representative in
the management of people. Through recruitment and selection process well skilled employees
selected which is beneficial for the company.

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
1. Key practice chosen for recruitment and selection of employees......................................1
2. Critically discuss appropriate models relating to the practise............................................6
3.Evaluation of Relationship between line manager and HR representative in the management
of people.................................................................................................................................8
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management define as a process of manage the employees in the
company. It can include hiring, training, motivating etc. HR works to manage employees details
like compensation, absence, termination, benefits information etc. HR also deal with the issues
related to the employees. Recruitment and selection process apply by the HR to fill the post.
Recruitment can be defined as find out new employees with sufficient knowledge and skills.
Selection process can be define that select the skilled employees to fill the post.
This report will show that recruitment and selection process and also describe the
methods of recruitment and selection. Report will critically discuss about the models relating to
the practice.
It will cover relationships between line manager and HR manager. Benefits, limitations,
clarity, overlaps, tensions and devolvement of the relationship between the HR manager and line
manager. Report discusses about the positive or negative impact of their relationship.
TASK
1. Key practice chosen for recruitment and selection of employees.
Recruitment
Recruitment is generally a process of attracting, locating and appointing appropriate
candidates from inside or outside of an organisation for jobs. The recruitment process involves
the inspection of necessities of a job, preparing job description and profile required, attracting
candidates for the job, executing application process, selecting, appointing the candidate and
uniting the candidate to the organisation (Adjibolosoo, 2018).
Internal Recruitment Methods
Job posting
A job posting is an announcement generated by an organisation or their HR team or by a
recruiter that notifies public or employees about a job opening within the organisation. As per the
view of Bratton and Gold, (2017) job openings are being posted to reduce the work load,
handling new projects or handling other existing employee's work. Unilever is using Job posting

strategy for notifying candidates according to their profile so that they will apply for a job
opening in their organisation.
Referral

Referral strategy is used by an organisation to encourage their employees to allude
contacts for a job opening, which is more beneficial than a regular recruitment process. Referral
strategy is being used by Travelex to attract their employees by providing a cash bonus on the
referrals made by them. According to Ekwoaba, Ikeije and Ufoma, (2015) applicants hired by
referrals are liable and tend to stay up for longer time than candidates who are being hired
through regular recruitment.
Transfer and promotions
Transfer and promotions is stated as a permanent movement of existing employees from
one designation to another designation within the organisation with same or higher obtainable
maximum salary than employee's earlier salary. As per the view point of Farndale, Nikandrou
and Panayotopoulou, (2018) this process is followed to retain and maintain performance
consistency of the employees within the organisation. This method used by Unilever to retain
their employees.
Skill inventories
A skill inventory gives an abstract of education, skills and experiences of existing
employees, by which the management team recognize the gap exist between the knowledge,
skills and experience that the organisation has in their employees in contrast to what the
organisation needs to meet current and future business requirements. This skills inventory helps
Travelodge in several areas like appointing more efficient staff who can meet the current and
future business requirements, staffing the best talent to obtain organisational success (Analoui,
2018).
External Recruitment Methods
E-Recruitment
E-recruitment is an online recruitment procedure in which appointing the best suitable
candidates for the unoccupied job position, by using an electronic resource such as internet.
HSBC use E-recruitment procedure to hire candidates in their organisation which saves their
time, but sometimes is unable to hire the right candidate for the job because of not meeting the
candidate personally (Boon and et.al., 2018).
Using Headhunting
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Headhunting is initiated for recruitment process by Swire where the recruiter of the
organisation finds out contact details of a definite candidate who is having some specific
qualities and contact the candidate to induce them to take part into the recruitment process,
which does not mean that the recruiter is offering job, they are just inducing the candidate to take
part in the process. As per the point of view of Furnham, (2017) Swire uses this process when
they had listed a job opening and nobody has applied and to be an effective headhunter they must
be strong and do not take non acceptance of candidates personally.
Casual callers
This method of recruitment is concerned with using previously applied candidates as a
source of recruitment. The applications already available in the employment office are used as
sources of prospective candidates. In other words, applications from individuals who are already
recorded in the employment list can be referred as new applicants and the best suited candidates
are selected for the job. This method avoids the costs of recruiting people from other sources.
This method can be used by various enterprises who are operating at small scale (Bratton and
Gold, 2017).
Advertising
Recruitment advertising is also termed as recruitment communications, which involves
all the ways of communications which is used by an organisation to evoke new talents to work
with them. Aviva Plc is also using advertising methods for recruitment such as trade
publications, social networking sites, online job sites and many more ways to attract candidates
for a job profile.
Selection
Selection is the process of interviewing and assessing the capabilities of a candidate for a certain
job and selecting an independent person for employment based on specific standard. Selecting
process of an employee can differ from using a very easy process to a very complex process
which basically depends on the organisation's recruitment and hiring procedure (Collings, Wood
and Szamosi, 2018).
Selection Methods
Interviews
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Interviews are usually conducted within the hiring company's premises. This is conducted
for the purpose of evaluating a candidate whether he or she is suitable for the position or not.
Unilever is been availing this procedure while selecting a candidate for the job. As per the view
of Marchington(2016) this method certifies the actual capabilities of a candidate. It is basically
the formal meeting in which participants are being asked the questions to know about whether
they are suitable for particular job or not.
Psychometric testing
Psychometric tests are also being used by Unilever to assess the candidate's specific skills
like numerical, verbal and diagrammaticality reasoning to determine their personal
characteristics by utilizing personality questionnaires.
Behavioural Questions
Vodafone Group plc is creating behavioural questions for the candidates to understand
what they are thinking and alternatives they will make at work front. Candidates have achieved
expertise in old interview questions. As per the view of Furnham, 2017 Improving things with
behavioural based questions makes the candidate think about them instantly at the present time,
which will give more sincere response.
Group exercises
Group exercises is an estimated discussion effort which includes a small group of
applicants, which is an ordinary selection technique used by Bestway Group for analysing
candidates who are efficient for the job profile such as IT, consulting or finance by an effective
team work.
Panel Interview
Panel interview are beneficial because it gives different perspectives, supports to get rid
of biases and benefits the recruiter by including employees and customers in the appointing
decisions. It is essential that the candidate's must meet all the qualifications required for a job, so
the recruiter will start this process by screening each applicant's stuff to discover if they have
meet all the requirements and can eliminate the candidates who are not suitable and fulfilling the
requirements of job (Ekwoaba, Ikeije and Ufoma, 2015).
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2. Critically discuss appropriate models relating to the practise.
Internal recruitment models of recruitment process includes job posting, referral, transfer
and promotions, skill inventories etc. its impact up on the organisation in both way positively
and negatively.
Internal recruitment is sometime beneficial for the company when they select employees
through referral like consultancy or employees referral. Referral establish trust between the
employees and company therefore Chances is increased that employee will work with the
company till long time. According to Farndale, Nikandrou and Panayotopoulou, (2018) referral
reduce the company time to selection process. Employee's referral scheme increases the
company's chance to select workers from their existing employee's social networks. With the
help of the referral company get a skilled employee and their selections process time and cost
also reduces. On other hand, referral also have disadvantages. Like for example Toyota has been
engaged in hiring candidate through referral, which has ultimately led to refuse in there profits .
It may be possible they getting alienated from the other members. Company does not idea about
their attitude, knowledge, skills, behaviour so, it is also not good for the company. There might
occur chances that talented employees are not been given the adequate chance because of referral
system. .
There are other methods of recruitment that have positive impact through promotions. In
the opinion of Furnham, (2017) contingency hiring is one of the best method of recruitment
which is been used by many organisations. Like for example Vodafone is been engaged in
making use of this model. In this contingency recruiters keep a database of prospective
candidates so as to get enough support while selecting a candidate for their client. Existing
employees already have a network with colleague whereby they all work with together. Thus,
productivity has increased because they perform with the best quality. However, this type of
recruitment model mainly focuses on IT professionals as well as on database to source the right
candidates.
Recruitment process outsourcing is one of the model which is been used by Marks and
Spencer. As per the view of Haneda and Ito, (2018) in this model an external service provider
works for firms internal hiring process. Here service providers are fully responsible for sourcing,
scheduling, interview process, job offers. This model provides a benefit of great cost saving as
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they do nit need to handle their own requirement team. But however, Sometime conflicts also
created between exiting employees and external service providers. Company could be limiting to
choice new candidate. It also has disadvantage that new employees don't get chance to work with
the company . If Company also does not hire new candidate so, its loss of the company. New
employees can work with effectively and also can show their talent with new ideas and strategy.
Company promote their existing people whereby they loss new talent and skills.
If Company transfer their employees to other branch then it is beneficial for the company
because they fill the blank post through transfer. But on other hand new employees can not apply
for the vacancy. Company also loss the new employees who can work in a better way rather than
existing employees.
Marchington and et.al., (2016) stated that External methods includes E-recruitment,
advertisement, social media, increase branding etc. Various companies like HSBC, Aviva find
out their employees through social media. Through E-recruitment company post job online and
then appoint the employees whereby company hiring cost and time both are reduced. It is fast
process to hire the employee and chance enhanced that younger candidate adopt by the Tesco
which is good for the company. There are also some negative points. Employees selected by the
e-recruitment therefore they can not meet the employees personally. So, recruiters does not
communicate with the employee face to face therefore they did not know about the employee's
communication skills and knowledge.
Through the headhunting, recruiters select those employees whose qualifications match
with the post. Recruiters can easily find out the candidate and select the candidate through
headhunting. Company does not take any charge from the candidate. This process is been used
by Unilever and it also reduces the complications in the recruitment process. According to
Adjibolosoo, (2018) sometime recruiters does not get right candidate then company trained the
employees whereby company expenses increased.
Companies applies many methods to select the employees like interview, Psychometric
testing, Behavioural Questions, Group exercises etc (Human resource management, 2014).
Selection process of the company mainly choose their employees through the interview.
Recruiter can know about the employee's capability, skills, knowledge through the interview.
Recruiters can select the right candidate at low cost through the interview. But it is also have
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some negative points like good candidate can not select by the interview process. Written test
also important for this. It may be possible interviewer efficiency does not effective in front of the
candidate. Sometime interviewer and interviewee both are inattentive.
Company like Coca Cola uses Psychometric test for checking the employees numerical,
reasoning, technically ability. As per the view of Boon and et.al., (2018) through the test
recruiter knows that employee skills that they are suitable for the post or not. Through this
process recruiters understand the employees and also know about the efficiency of the
employees. But through this process company cost increased and employees also get nervous
whereby they did not show their ability effectively. If company select the employees through
Psychometric test so it is difficult to know about the employees that they have work ability or
not.
3.Evaluation of Relationship between line manager and HR representative in the management of
people
A line manager manage directly other employees and reporting to higher level manager.
Team leader, supervisor, section leader etc. job title are related to the line manager. On other
hand HR manager manage all process related to the employees like hiring, training process.
According to Van De Voorde and Beijer, (2015) Relationship between line manager and HR
manager is an important thing to the organisation because line they both maintain employees
issues. Line manager resolve the issues between employees on the HR manager advice. They
also resolve the issues between managers and employees on the workplace. If line manager and
HR manager relationship is good then its help in hiring process. For example in Unilever
company, team leader need a marketing analyst so, team leader tell the HR manager to find a
good employee related the post.
HR manager find the employees who have a sufficient skill related to the post. HR
manager hire employees through interview, technical and general test. As per the view of Bratton
and Gold(2017) From this way company get a skilled employee which is beneficial for the
company. Inconsistency with in organisation put negative impact thus, line manager and HR
should work collaboratively. HR manager can easier resolve the issues when line manager
manage employment action appropriately.
Benefits
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Due to good relationship, line manager told the HR manager to select the best employee
for any post. For example in Unilever company, Line manager describe all the things related to
the post in front of HR manager. Thus, HR manager hire the employee on the bases of sufficient
skill. Hence, a good employee selected by the HR manager for the organisation. If relationship
is good then they will communicate with other employees in good way whereby it is impacted on
the employees. They can easily manage the employees.
On the workplace employees came and represent different cultures, religion, work style
etc. Sometime conflict created between employees. That time, it is difficult situation for the line
manager (Van De Voordeand Beijer, 2015). A good relationship between line manager and HR
manager can help to manage people. Their relationship build the positive work environment in
the workplace which can help to reduce employees conflicts. If employee works with together so
it can help to increased company productivity.
Team leader teach to employees for maintain discipline on workplace. Due to a good
relationship, they can also appreciate the employees on the better work. This way motivates the
employees. Line manager and HR manager easily manage the employees through motivation.
Employee works effectively after motivation then company productivity also increased. From
their relationship, company got the well discipline employees which is help to manage the
employees.
According to Marchington(2016)Line manager can take the help of HR manager for
sensitive issues because HR manager knows more laws and policies. For example in old mutual
company, a marketing department manager need the help of HR manager to resolve the
complaint from an employee. That time, HR manager helps the department manager if employee
violate policies whereby they resolve the sensitive issues. Sensitive Issues may also related to the
finance, religion, gender etc. they all issue resolve with the help of relationship between line
manager and HR manager.
Tension
If line manager and HR manager relationship is not good so its direct affects the
organisation. Sometimes company face the crises that time, it is necessary that line manager and
HR manager should maintain their relationship. Thus, they can easily manage their employees
through enhance communication with them. It is also good for the company that employees
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handled all the situation with the help of line manager and HR manager. That is why its
necessary to make the relationship good for the company and employees (Ekwoaba, Ikeije and
Ufoma, 2015).
For example in Unilever company, line manager needs sales marketing employee for sale
the products. Employee should have marketing skills but relationship between HR manager and
line manager is not so good. That time, line manager does not explain to the HR manager all
requirement related to the post. It is not beneficial for the company because HR manager can not
select the right candidate if they have no idea about the post. So, how will select the right
candidate for related post.
Van De Voorde and Beijer(2015)argue that conflicts can not resolve appropriately if line
manager and HR manager relationship does not good. For example In an Amazon company,
conflict created between employees and their senior employees related to the sensitive issues.
That time team leader can not take decision properly because they have no idea about the
company law and policies. If relationship is not good between the line manager and HR manager
so they can not manage the people. Due to a good relationship, they can communicate with the
employees and resolve the problem.
Limitations
Sometime line manager and HR manager think in different ways that time limitations are
created. For example If line manager and HR manager point of view does not match in
recruitment or selection process so that time hiring process may be delay. That is why it takes a
lot of time in recruitment process and work pressure enhanced on other employees. That time, its
difficult situation for the line manager and HR manager to handle employees. If managers hired
employees on time so, work load will be divide between all employees then employees can
works easily.
Company has many legislations that thing bound to line manager for take any decision.
As per the view of Farndale, Nikandrou and Panayotopoulou, (2018) Line manager can not take
any decision which is related to the business because they have minimum knowledge about the
laws. That is why its necessary that line manager can concern about the HR manager before to
take any decision. For the line manager, its necessary that to gain knowledge about the new laws.
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Communication between line manager and HR manager does not clear so, possibility that
conflicts can be created because they can recruit inefficient candidate. Line manager control the
employee but Some times line manager does not satisfy with the employees. Then conflicts may
be created between HR manager and line manager because HR manager recruit the employee for
the specific post.
Clarity
Van De Voordeand Beijer, (2015) declared that If Relationship between line manager and
HR manager is good then clarity is enhanced in communication. Every issue and problems can
be clear related to the employees with the communication. It is also beneficial for the other
employees because all things also clear in front of employees. Manager easily manage the
employees through the clear communication.
Due to clarity, line manager and HR manager can take the decision fast. They both hire
employees through the clear discussion whereby right candidate selected by them. Clarity is also
beneficial for the organisation because line manager and HR manager clear about the all things
related to the employees issues and problems.
Devolvement
In the recruitment and selection process, sometimes line manager and HR manager
devolve their responsibility reciprocally. Due to devolvement right candidate does not select by
the managers. This thing is not beneficial for the company because they both do not fulfil their
responsibility. That is why their relationship gets spoil and its is affects on the company.
It is also beneficial when HR manager devolve their responsibility to the line manager.
For example line manager needs the well qualify employee who can work technically. So, line
manager knows more about the post rather than HR manager. That is why it is beneficial for the
company because they select the best employees related to the post (Collings, Wood and
Szamosi, 201).
For example in the Unilever company, line manager and HR manager also devolve their
mistakes therefore it is affects on the relationship. Management and employees also can not
understand that who is wrong.
Overlaps
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Line manager and HR manger can not overlap their works related to the compensation
and other issues. They both works different and individually therefore they should not try to do
reciprocal work. HR manager and line manager can not interact the reciprocal works. For
example line manager can not make policies. Due to overlap, relationship between HR manager
and line manager get worse.
On other hand, it is also beneficial for both of them when their point of view does match
on same point. For example, in a selection process they both works with together and select the
same candidate. That time overlap is beneficial for the company.
CONCLUSION
From the above report it has been concluded about the human resource management and
defined their recruitment and selections process. Report also discussed about the internal and
external methods of recruitment like job posting, promotion and advertisement etc. In the
selection process showed that methods of selection like interview, Psychometric testing, group
discussion etc. Report discussed that an organisation has chosen the process according their
work. Report showed that critically discussed about the appropriate models relating to the
practise.
It showed positive and negative impact of the models which has affected the organisation.
Report showed that relationship between line manager and HR manager and their impact which
is affected in both way positively and negatively. It has been clear that a good relationship
between line manager and HR manager has beneficial for every company. Due to relationship,
Impacted up on any organisation through benefits, limitations, overlaps, tensions, devolvement
and clarity. Its all discussed in this report.
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REFERENCES
Books and journals
Adjibolosoo, S., 2018. A Human Factor Approach to Human Resource Management and
Organizational Development. In The Human Factor Approach to Managerial and
Organizational Efficiency and Effectiveness (pp. 75-96). Palgrave Macmillan, Cham.
Analoui, F. ed., 2018. Human resource management issues in developing countries. Routledge.
Boon, C. and et.al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management. 29(1).pp.34-
67.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Ekwoaba, J.O., Ikeije, U.U. and Ufoma, N., 2015. The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Farndale, E., Nikandrou, I. and Panayotopoulou, L., 2018. Recruitment and selection in context.
In Handbook of Research on Comparative Human Resource Management. Edward Elgar
Publishing..
Furnham, A., 2017. Methods in Recruitment and Selection. The Wiley Blackwell Handbook of
the Psychology of Recruitment, Selection and Employee Retention pp.202.
Haneda, S. and Ito, K., 2018. Organizational and human resource management and innovation:
Which management practices are linked to product and/or process innovation?. Research
Policy. 47(1). pp.194-208.
Marchington, M. and et.al., 2016. Human resource management at work. Kogan Page
Publishers.
Van De Voorde, K. and Beijer, S., 2015. The role of employee HR attributions in the relationship
between high‐performance work systems and employee outcomes. Human Resource
Management Journal. 25(1). pp.62-78.
Online
Human resource management. 2014. [Online]. Available Through:
https://searchhrsoftware.techtarget.com/definition/human-resource-management-HRM
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