Advantages and Disadvantages of Recruiting and Selection Methods at Vauxhall Motors Ltd

This report evaluates the advantages and disadvantages of various approaches to recruiting and selection at Vauxhall Motors Ltd. It discusses the purpose and functions of HRM, the roles that contribute to talent provision, and the benefits and drawbacks of different recruitment and selection methods. It also examines the advantages of HRM approaches from the perspectives of both the employer and the employee, focusing on learning and development practices and creating a flexible organization. The report provides insights into the HRM practices at Vauxhall Motors Ltd and their impact on employee relations and decision-making.

Human Resource
Management

Table of Contents
INTRODUCTION..........................................................................................................................2
MAIN BODY..................................................................................................................................2
Purpose and the functions of HRM, ......................................................................................2
The roles contribute to the provision of talent and skills to meet corporate objectives.........5
The advantages and disadvantages of various approaches to recruiting and selection..........5
Assess the advantages and disadvantages of various recruiting and selection methods .......7
Using particular examples, evaluate the benefits and drawbacks of various approaches to
recruiting and selection...........................................................................................................8
The advantages of various HRM approaches in the perspective of both the employer and the
employee of Vauxhall Motors Ltd.........................................................................................8
The various approaches utilised in HRM practises at Vauxhall Motors Ltd.......................10
The efficacy of various HRM approaches in terms of increasing organisational profit and
productivity...........................................................................................................................10
Using a variety of particular instances, critically assess HRM methods and implementation
within an organisational setting............................................................................................11
Importance of employee relations in respect to influencing HRM decision-making...........11
Major components of employment regulation and their influence on HRM decision-making12
Essential components of employee relations management and employment regulations that
influence HRM decision-making in an organisational environment....................................13
The application of HRM practices with examples...............................................................13
Provide a rationale for the application of specific HRM practices in a work-related context.17
Critically evaluate employee relations and the application of HRM practices that inform and
influence decision-making in an organisational context......................................................18
CONCLUSION.............................................................................................................................18
References:....................................................................................................................................19
Books and Journals...............................................................................................................19
1

INTRODUCTION
Human resource management is a term that concerns with the activities related to the
workforce hiring, recruiting, motivating, compensation, training and development, payrolls etc.
To carry out these activities within an organisation HR department is restraint that has a
responsibility to manage the workforce using effective practical approaches of Human resource
management to selected talented employee for the organisation to gain competitive advantage
(Tang and et. al., 2019). The present report with the study of "Vauxhall motors limited"
automotive car manufacturer that is located at Bedfordshire, England. The report will outline the
purpose and scope of Human resource management in relation to the sourcing and organisation
with skilled employees to fulfil business objectives. Further in the report benefits of HRM
practices in relation to employee and employees are discussed and importance of employees
relation in organisation. The report also highlights the king employment legislations that has
impact on HRM decision-making along with the applications of HRM practices using suitable
examples.
MAIN BODY
Purpose and the functions of HRM,
Company Overview
According to the (Vauxhall Motors Limited, 2020), Vauxhall is one of the oldest and
historic car brands which were founded in 1903 at Luton in UK. The company has a history of
manufacturing the first sports car in the Great Britain. The company's product range includes
electric cars, classic passenger cars, buses, trucks light, commercial vehicles and vans. From last
two decades the company considered as second largest car manufacturing and selling brand of
UK. The founder of Vauxhall motors limited is Alexander Wilson.
Mission
The mission of the company is to deliver the best strength and features in their cars and
provide the consumers buying the Vauxhall cars ease and assurance of quality and service.
Objective of company
The long term objective of the Vauxhall is to improve and enhance the quality and
models of their cars and short term objective to provide their employees training development to
adapt latest technology.
2

Meaning of HRM
According to the perspective of (Norasingh and Southammavong, 2017), Human resource
management is managerial function to manage the workforce of the organisation to enhance their
performance effectively and to retain them. The Human resource management is wide concept
that includes practice like recruiting, hiring, organising, training and development of the
employees of the organisation.
Purpose of HRM
The purpose of HRM is to organise and control the activities of employees in order to co-
ordinate the employees towards the goals and objective of an organisation (Li and et. al., 2020).
HRM also has a purpose of resolving the conflicts between the employees and to provide them
job satisfaction, job security, coaching and development, salary and work balance by providing
the healthy safe and secure working environment within organisation.
Functions of HRM
The functions of HRM aligned towards the enhancement of employee’s performance and
skills that leads to overall success of an organisation. Some basic functions of HRM are:
Training and development: The HRM has a function of providing the training and development
sessions to their employees in order to up skill their existing skills and to make them learn new
skills as per the latest automotive technology in order to enhance the productivity and to innovate
new models cars within Vauxhall motors limited.
Recruitment and selection: The HRM has a function of recruitment and selection in Vauxhall
ltd. The HR manager conducts recruitment and selection activity in order to hire talented
employees to fill up the gaps in the various departments. Vauxhall has highly skilled,
knowledgeable and competent workforce that leads to competitive advantage for their
organisation (Li and et. al., 2020).
The ‘Best Fit’ approach versus ‘Best Practice’
Best Fit Best Practice
Best Fit approach aims at performance and
reward system that helps the organisation like
Vauxhall to use collaborative strategy to gain
the competitive advantage.
The best practice approach has an involvement
of HR policies and regulatory that helps in the
planning of rewards that can boost the
motivation of employee their by making them
more committed towards Vauxhall.
3

Soft Model of HRM
The soft HRM model contains the key features by which Vauxhall treats their employees
as a primary resource that can gain the competitive advantage. Basically the focus of model is
over the satisfaction of their employees and on the requirements of their workforce as per their
job roles which also includes rewards and extra benefits for encouragement and motivation.
Figure 1: Soft HRM Model, 2021
(Source: Soft HRM Model, 2021)
Hard Model of HRM
The hard model of HRM is rigid and has autocratic leadership by which employees have
limited voice in decision also box has a limited focus over the workforce only organised and
recruited talented employee that are required for the company's productivity.
4

Figure 2: Hard HRM Model,2021
(Source: Hard HRM Model,2021)
The roles contribute to the provision of talent and skills to meet corporate objectives
It is critically evaluated that the main function of human resource management is to plan,
recruit and hire the talented and skilled employees by the accurate selection process so that we
can recognise the capabilities of the employees that can meet the objectives of organisation. It is
analysed that Vauxhall all has a objective to improve the quality and design innovative cars with
new technology the recruitment and selection function of HRM helps them to hire the talented
and skilled employees that possess the knowledge and skills related to the car manufacturing and
technology (Wintersberger, 2017). With the assistance of the training and development function
the company enhance the skills of their existing employees as per the latest technology and to
upscale their skills by which company meet their objectives effectively.
The advantages and disadvantages of various approaches to recruiting and selection
For the recruitment and selection of the employees in the Vauxhall there is utilization of
different approaches that are discussed below:
Recruitment
5

Recruitment is the process to hunting and attracting the talented candidate for the job
vacancy in the Vauxhall and influences them to apply for particular.
Internal recruitment
Hiring of candidates from within of the organisation is termed as internal recruitment
process. In Vauxhall promotions and transfer are the two internal recruitment process by which
HR manager fulfils the vacancy gaps on the experience of existing employee in the desired field
(Ayentimi, Burgess and Dayaram, 2018).
Approaches
Promotions: Promotions is a recruitment approach where the existing employees are shifted to
higher position on basis their performance and abilities (Fatema, 2018).
Strengths
The strength of this approach is it flourishing the opportunity to already existing
employees to gain the fiscal benefit and also helps in retaining the employees.
Weakness
The weakness of internal promotion is it sometimes lead to internal conflicts and
resentment among employees because others feel we were more deserving candidates.
Transfer: An approach by which the employees are shifted from one department to another as
per their skill set (Binh and Linh, 2017).
Strengths
By this approach the employees can learn experience new field and gain transferable
skills that lead to overall personality development.
Weaknesses
Inadaptability and consciousness with new working environment can be a weakness of this
approach as this factor demotivates the employee and distract them from their work (Kaufman,
2019).
External Recruitment
The process of recruitment by which Vauxhall recruit the candidates from the outside of
the organisation through advertisements, interviews, job hunting apps etc.
Approaches
6

Advertisement: The approach by which Vauxhall announces their job vacancy through print
media or digital media advertisement channel such as TV, newspaper, social media etc (Chung
and Colakoglu, 2018).
Strengths
Advertisement has strength to reach wide range of job hunting candidates and also
provides relevant and necessary information to candidate.
Weakness
The advertisement has weakness that it is not time effective because slow response are
received from candidates. Therefore, it does not work for urgent hiring.
Selection
Selection is second stage after the recruitment of candidates in which Vauxhall screen out
the candidates from pool by analysing them through different approaches that helps them in
analysing their skills, capabilities and personality so that a talented and suitable candidate can be
selected for a particular job role (Fatema, 2018).
Approaches
Interview: Interview is the effective and a well known approach used by the Vauxhall to selected
best candidate by the two way communication that have question answer process to analyse the
capabilities of a candidate (Ko and Ma, 2019).
Strengths
Strength of interview is it is accurate, flexible and a more reliable approach as it provide
brief information related to candidate and provide chance to analyse and take correct decision.
Weakness
It is time consuming and also there is privacy issue with the candidate’s personal
information.
Assess the advantages and disadvantages of various recruiting and selection methods
By evaluating the strengths and weaknesses of recruitment and selection process it is
analysed that every approach of recruitment and selection has some drawbacks and strength
which implies that no single selection for recruitment approach can fulfil the requirement of
hiring The talented candidate for the Vauxhall therefore every organisation is required to adopt
more than one approach in order to hire the skilled and talented candidates that can fill up the job
gaps and vacancies of Vauxhall motors limited. Also analyse to that interview is one of the
7

approach that is time consuming but provides the flexibility to the employer to briefly analyse
the knowledge, qualification, skills and the capabilities of a candidate in regard of a job
description (Sparrow and Cooper, 2017).
Using particular examples, evaluate the benefits and drawbacks of various approaches to
recruiting and selection
It is critically analyse that recruitment and selection of a candidate is it difficult challenge
for a Vauxhall limited as it is very important to hire The talented and skilled workforce to gain
the competitive advantage for which choosing a right approach that has minimal drawbacks and
major strengths is highly important (Binh and Linh, 2017). It is analyse that internal recruitment
motivate the employees and the external recruitment and selection approach brings skilled and
talented candidates from different areas thereby increasing the presence of organisation through
advertisement but it is costly and also the time consuming process. Hence, it is suggested to
Vauxhall to appropriately utilise the strengths of different approaches as per requirements and
vacancies in the organisation.
The advantages of various HRM approaches in the perspective of both the employer and the
employee of Vauxhall Motors Ltd
Learning, development and training practice
Personal skills and qualities of employee and employers are irreplaceable but nowadays it is not
enough for the progress of an organisation and an employee therefore for the up skilling of
employees Vauxhall has learning, training and development HRM practices within the
organisation. The company has on job and off job training method for the employees (Chung and
Colakoglu, 2018).
Benefits to employees
This HRM practice of Vauxhall motors ltd. gives a chance to employees to increase their
professional and personal and also learn transferable skills for their future career growth.
This helps the employees to gain self actualization as this helps the person to remain
enthusiastic and motivated towards the work thereby increase performance (Chung, and
Colakoglu, 2018).
Benefits to employers
The Employees are benefited from this HRM practice as they can easily assign the task in
absence of other person of particular job role as employees are trained for transferable skills.
8

This HRM practice provide the benefit to the employers of Vauxhall Ltd. In easy
development of teams and also to obtain the changes with the market opportunities.
Flexible organization
It is very important to create a friendly and flexible environment for which this practice
pertain comfortable and flexible working culture for the employees of Vauxhall (Fatema, 2018).
The HR manager of the company effectively incorporate this HRM practices to create a peaceful
and a flexible environment for the employees and employers in order to increase the productivity
and to maintain employee relationship in organisation.
Benefits to employees
This Practice of Vauxhall provides the employees a peaceful and a flexible atmosphere
where the employees can drive innovation to learn to new techniques without any disruption
(Ueki, 2017).
This practice provide a employees a open working culture where the employer has freedom
of speech and share their ideas and also the flexibility in work tends to provide them a
comfortable and friendly environment.
Benefits to employers
This practice is highly beneficial to employers of the Vauxhall as by this for employers
gaining trust of employee is easy and also the employees are adaptable towards change.
The flexible organisation help the employers of Vauxhall to have effective
communication with their employers that provide them with different ideas and suggestion from
employer's side to foster company's culture.
Performance and rewards
Rewards and appraisals is effective HRM practice that helps the organisation raise their
productivity by encouraging the employees to achieve the benefits by performing remarkably.
Benefit to employees
By this employee gets the chance to grow their capabilities beyond the benchmark and
also help them in gaining extra benefits like promotions, extra income, appraisals etc.
The employees of Vauxhall are benefited from this because this is effective strategy to
raise their daily earning, improve and enhance current skills and also to gain future growth and
opportunities in career (Binh and Linh, 2017).
Benefits to employers
9

This HRM practice helps the employers of the Vauxhall to increase the performance and
efficiency of employees with less efforts thereby leading extra hard work and better productivity
and profitability for the firm.
This practice provide advantage to meet the urgent deadlines effectively and also to reach
new opportunities (Burke, and Hughes, 2018 ).
The various approaches utilised in HRM practises at Vauxhall Motors Ltd
It is evaluated that to conduct above HRM practices the Vauxhall ltd. use different
methods so that the practice can have successful result to the organisation and its employees. For
example for training and development practice the Vauxhall use on job training or the job
rotation so that employees can learn transferable skills which is effective from their personal
growth and for the organisation too (Achour and Sarra, 2017). By the regular job analysis and by
measuring the performance through KPIs the Vauxhall conduct the performance and reward
practice so that deserving candidate is benefited. For the flexible organisation the Vauxhall has
change management method so that employee can adapt the latest technological variation with
the company which also beneficial to organisation as it increases performance.
The efficacy of various HRM approaches in terms of increasing organisational profit and
productivity
Human Resource Management and it's different practices provides the benefits to the
organisation and its employees as the effectiveness of HRM practices create the positive working
environment for the employees which leads to the raising of organisational profit and
productivity. The aim of HRM practices is to enhance strengths of the employees so that they
can connect with the modern working environment in order to improve their performance in
certain job roles. The effectiveness of HRM practices in raising the organisational profit and
productivity of Vauxhall are discussed below:
Recruiting best talent: Recruiting is considered as one of the best practice of HRM as it
assist organisation in finding a suitable and talented employee for job role which is a great
challenge for an organisation. Hiring the needed skills under right choice of employee brings
quality in the work there by leading to outstanding performance which acts as a key to
productivity (Burke and Hughes, 2018). In Vauxhall recruiting is done using the HRM software
and other pre-employment platforms that quickly examine the best resume recognising the top
10

candidate as per the necessity of a job role in order to select suitable and right choice that can
leads to profitability and productivity in Vauxhall.
Performance and rewards: Practices very effective and influencing as this encourage and
motivates the employee to work beyond the expectations in order to gain the appraisals and
rewards for the outstanding performance they have done. Vauxhall announces the rewards of the
appraisal for the outstanding performance of the employees by which employees expectations are
increased so is their productivity in order to fulfil the expectations of the organisation which will
lead to the achievement of rewards and appraisal. Hence, this practice helps the Vauxhall to raise
their productivity with results and higher profits. Practice also helps the Vauxhall in retaining the
employees also the employees are motivated to work hard with more effectiveness in their work
in order to improve their self productivity which will help them in gaining performance
appraisals.
Using a variety of particular instances, critically assess HRM methods and implementation
within an organisational setting
It is critically evaluated that in the current business environment full of competition the
Vauxhall is emphasising effectively on the training and development HRM practice because this
practice has a significant benefit to employee and employer to increase their productivity and
performance (Lang, 2017). Training and development help the Vauxhall and its employees to
meet the current technological advancements effectively to produce the technological advanced
cars. the performance and rewards is also a effective HRM practice utilized by Vauxhall to gain
the loyalty of the employees and to motivate them to work beyond the benchmark that lead to
increment of profits and productivity.
Importance of employee relations in respect to influencing HRM decision-making
Employee relations are a firm's attempts to establish and nurture positive relationships with
their employees. Corporations seek to retain workers loyal and interested in the job by
establishing positive and productive employee relations. Good employee relations will help a
company succeed in the longer term. In context to the selected organisation, a strong
relationship among employees and employers is essential for reducing workplace conflicts.
Positive employer-employee relationships result in increased engagement and interest. They
would put out more attention in their jobs which will result in more happy consumers and
increased earnings (Hajiheydari, Khabiri and Talafi Daryani, 2017). While creating and
11

sustaining excellent employee relations can also be tough in most organisations, healthy
connections between employees benefit not only the personnel but the overall business. In
Vauxhall the effective employee relations help the organisation in easily adapting new HRM
strategies and decision making and also help in the decision making as employees are more open
towards the communication and suggestions that are fruitful for the better decisions. Employees
relations are also important for Vauxhall to have conflict free decision making process of the
HRM and also there is more adapting behaviour of employees towards the new decision making.
Strategies to building and improving employee relations and engagement
One of the most effective strategies to improve employee relation is that, the employers can
provide feedback to the employees about their performance in the organisation. In regard to
Vauxhall, recognizing workers for their successes and great achievements to the firm at weekly
or daily conferences can excite those that acknowledge and drive the others perform
more(Ayentimi, Burgess and Dayaram, 2018).
Role of trade union and collective agreement
Trade unions are organisations created by employees from similar areas to cooperate for the
mutual benefit of its people . They assist employees with concerns such as wage equity, a
pleasant workplace environment, working time and compensation. They signify a group of
employees and serve as a connection among management and labour (Li and et. al., 2020).
Collective agreements are deals reached between unions and employers. Collective agreements
establish specific working terms and conditions for a group of professionals known as the
bargaining unit which are recognized by a trade union.
Major components of employment regulation and their influence on HRM decision-making
The Data Protection Act of 2018: This act says that no information about the business’s
employees may be communicated with anyone (Ayentimi, Burgess and Dayaram, 2018).
Employee information must be preserved, accurate and secure and they should not be transmitted
to anybody. This law implements the Data Protection Act of 1998.
Section 230 of the Employment Rights Legislation of 1996: The purpose of this act is to provide
personnel with basic employment protection. This legislation includes a variety of regulations,
such as the wage rule. This outline states that workers must be paid a basic wage. Even when the
individuals are unable to find a job, the company is required to pay their salaries. Personnel are
entitled to paid holiday leave under this law beginning with their first day of work. The business
12

also gives time off for employees to fulfil personal requirements such as public duty, training and
so on.
Essential components of employee relations management and employment regulations that
influence HRM decision-making in an organisational environment
It is the job of human resource management experts to assure that all personnel are treated
fairly and equally inside the business. Employment law requires those in responsibility of human
resource management operations to ensure acceptable etiquette inside the corporation. As a
result, specific views and viewpoints of human resource experts must not influence decision-
making. Vauxhall's human resources management staffs have created a specific qualifying
requirement for workers to enable they appreciate the advantages and place they have acquired at
the business. Furthermore, establishing strong employee relations as well as adherence to
employment regulations helps that staff feel at ease in the organization's workplace (Hinteregger,
2017).
The application of HRM practices with examples
Advertisement
We’re Hiring!!
Position: Marketing Manager (Full- Time)
We have open work from home vacancy for talented candidates with 1 year of experience to
become part of leading automotive company Vauxhall motors limited for the UK headquarter.
The vacancy is for the Marketing Manager job role.
The working day is 5 days week and also has additional benefits. Last date to apply 30th June
2021.
Pay and Benefits
 Health insurance
 Wi-Fi charge payable by company
 Laptop and other equipments are provide
Contact us today!
Interested candidate can contact at:
13

send you CV to 654 Clacton Street road, W78 WSC
or email it to [e-mail]
Job Specifications
Job Specification
Company: Vauxhall Motors Ltd.
Job Role: Marketing Manager
Salary: 4000 - 6000 Euros
Job type: Full Time
Location: Luton Rd, Chalton, Luton LU4 9TT, Bedfordshire, UK
Job Specifications:
 Supervise and mange the marketing department and its team members.
 Handling of promotional activities and marketing campaigns.
 Analysing Market research data collected by interns.
 Planning and developing marketing strategies for the development of organisation.
 Managing the social media handles.
Duties and Responsibilities:
 Implementing new marketing strategies to gain competitive advantage.
 Conducting market research to analyse the customer requirements for product
development and also analyse the industry trends as well as the recognising potential
target audience.
 Conducting STP for the successful launch of new car model.
 Evaluate monthly and yearly sales to develop sales report.
 Conduct promotions and advertisement through different distribution channels like
social media and print media.
Interested candidates send their CV at [e-mail].
Thanks and Regards
14

Mr. HJK
HR Manager (Vauxhall Motors Ltd.)
England, UK
[phone]
CV
Curriculum Vitae
Name: Mr. John Pole
Contact Number: 09786453234
Email Id: [e-mail]
Address: Luton Rd, Chalton, Luton LU4 9TT, Bedfordshire, UK
Position required: Marketing Manger
Excellent communication and leadership skills to manage the marketing team and to
facilitate the team working with proper guidance and strategic direction. good interpersonal
skills to motivate and encourage the team member to work hard and effectively to attain the
goals successfully.
Educational Qualification:
 Certificate course in Market Research and analytics.
 Graduated in Business Administration with core subject marketing from London
School of Management in 2017. Post graduated in specialization in marketing from Cambridge University, UK.
Professional Experience:
 Company Name: Volks Wagon
Duration: 1 years (2019 - 2021)
Position: Marketing Manager
Key skills:
 Outstanding communication skills
 Managerial and organisational skills
15

 Team Working capabilities
 Leadership skills
 Admirable time management skills
 Research and development skills
Person Specification
Essential skills:
 Strong influencing skills.
 Excellent managerial skills.
 Competent marketing skills and knowledge.
 Effective Critical thinking skills.
 Valuable team working skills. Good leadership style and skills.
Desired skills:
 Market research and analytic skills.
 Preliminary knowledge of marketing software.
 Basic knowledge of fast pace market environment.
Importance of Interview
Interview is the external recruitment approach that is two way communications between
interviewer and interviewee (Zhu and et. al., 2017). The interview is important because it allows
the organisation representation to analyse and judge the skills, qualities, capabilities and
behaviour appropriately to decide the competency of candidate for the job role and to recognise
whether a candidate fits with organisational culture.
Some basic Interview questions for Marketing Manager role
Question- Tell me about yourself.
Question- Tell me about the Company and how you get to about vacancy.
Question- What skill set has you grown in past and what skills you are looking forward to learn.
Question- What is principle of marketing?
Question- Tell me about your management and leadership style.
16

Offer letter
22/06/2021
Mr. John Pole
Marketing Manager
Vauxhall Motors Limited
Luton Rd, Chalton, Luton LU4 9TT, Bedfordshire, UK
Dear, John Pole
We are delighted to offer you the position of Marketing Manger in Vauxhall motors limited. we
are confident that you will perform significantly and contribute your skills for the success of
organisation and wish you to experience the growth with our organisation.
As per the discussion your joining date will be 01/07/2021. The employee handbook is attached
below which contains payroll information and other beneficial information related to the
employment. Please sign the duplicate of this offer and return the copy as acceptance and
confirmation.
We look forward to welcome you to join us.
Sincerely,
Paul Willcox
Managing Director
Provide a rationale for the application of specific HRM practices in a work-related context.
It is analysed that the rationale behind using the above applications of HRM practice in
Vauxhall is to hire and selected the unique and skilled talent for the organisation. It is also
evaluated that the Vauxhall ltd. implemented the recruiting and hiring process in its HRM
practice to make the hiring process more accurate, systematic and frictionless that will keep the
focus on hiring the competent employees for the organisation and also to avoid any kind of
biased or unethical decision during the selection process (Gharibeh, 2019). It is also evaluated
17

that the selection and recruitment through above application also save time and extra cost of the
Vauxhall ltd. to select the best suitable candidate.
Critically evaluate employee relations and the application of HRM practices that inform and
influence decision-making in an organisational context.
It is critically evaluated that in Vauxhall motors limited the company has the role of trade unions
as an employee relations strategy which effective to maintain the harmony and to have the voice
employees and their rights within the organisation that also has major influence in the decision
making related to employees wage or leaves etc. Also Vauxhall believes that for better
performance and productivity maintain employee’s relations are highly important for better
communication which leads to collaborative decision making (Shah and Aman, 2019). It is also
analysed that the application of HRM practices like interview, job description are highly
important for the decision making related to hiring and recruiting as they help in selecting the
talented and skilled employee for the Vauxhall motors ltd.
CONCLUSION
It is concluded from the above report that managing the human resource is the essential part
of an organisation in order to maintain and improve their performance and skills for the
profitability and productivity of the organisation. Human resource management is also important
for retaining the employees. For the HR management compliance with the employment
legislation is also important to provide the employees with their rights and to maintain good
employee relations. Hence, selecting and recruiting the best talent for the organisation is the
tough part of HR management but can be effectively carries out using effecting selection and
recruitment applications like interview process. Hence, human resource is the biggest asset
therefore their management is highly essential for the success and growth of an organisation.
18

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