Recruitment and Selection Practices Analysis

This assignment delves into the multifaceted world of recruitment and selection practices. It examines academic literature on the topic, including research on transparency in academic hiring, the impact of caregiving on caregivers, and the role of trustworthiness in recruitment. Additionally, it considers real-world examples like small and medium enterprises in Ghana and the challenges posed by visible tattoos in the service sector. The analysis draws upon diverse sources such as journal articles, online publications, and industry reports to provide a comprehensive understanding of current practices and trends in recruitment and selection.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1.1Difference between personnel management and HRM...................................................1
P1.1Functions of HRM in the contribution of organisational purpose..................................2
P1.3Roles and responsibilities of line managers in HRM......................................................3
P1.4Legal and regulatory framework on human resource management................................5
TASK 2............................................................................................................................................6
P2.1Analyse Human resource is important in organisation...................................................6
P2.2Stages of Human resource planning................................................................................6
P2.3Compare recruitment and selection process....................................................................8
P2.4Evaluate the effectiveness of selection and recruitment techniques...............................8
TASK 3............................................................................................................................................9
P3.1Link between motivational theory and reward................................................................9
P3.2Process of job evaluation...............................................................................................10
P3.3Effectiveness of reward system in different context.....................................................11
P3.4Methods of organisation can be used to monitor employee performance.....................12
D1 Conclusion of motivational theory and rewards.............................................................12
TASK 4..........................................................................................................................................12
P4.1Reason for cessation of employment............................................................................12
P4.2Employment exit procedures.........................................................................................13
P4.3Impact of legal and regulatory framework on employment cessation..........................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource management (HRM) refers to the enterprise who manage or maintain
organisational activities or functions. The responsibility of human resources manager is to handle
or manage work in an effective and efficient manner. This department are made by human
resource manager which helps maximise their workers performance and achieve a target goals or
objectives. The management adopts new techniques for enhancing their employee’s efficiency
level (Armstrong and Taylor, 2014). They can focus on their productivity and maximise the
profitability. Adidas is most popular brands in the worlds which have 92 new companies. It sale
many types products such as shoes, bags, shirts, sports clothing and watches. The company
annual income is approx 14.76 billion and get second position in the sportswear sectors. The
purpose of this report is to understand the difference between personnel management and HRM
department which helps to evaluate their roles and responsibility of line managers. It also analyse
the impact of legal and regulations framework of employment termination..
TASK 1
P1.1Difference between personnel management and HRM
Differences Personnel management Human resource
management
Approaches Personnel management deals
with traditional approach
which helps to manage people.
Human resource management
deals in modern approach
which helps to identify the
employee’s strengths in
company.
Focus Personnel management mostly
focuses on their employee
welfare, customer’s relation
and office work.
Human resource management
mainly focuses on the merger
and acquisition, training and
development and encourage
their people.
Evaluation The personnel management
evaluates employees as an
The human resource
management evaluates their
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asset for achieving the target
goals or objectives.
employees as an important
gain resources which helps to
reach at desired goals or
objectives.
Satisfaction Provided Personnel management can
satisfy needs and wants of
their employees by doing
personnel functions.
The human resource
management can be achieved
desired target goal by use
administration functions.
Job design Personnel management can
design their job profile of the
separation of workers in the
organisation.
Human resource management
manages or designs their job
profile on the basis of team
work or group work
Decision making The decision are taken by the
top level managers in the
personnel management which
follow all rules and
regulations.
Human resource management,
take decisions in collective
manner and also participated
provides to power and helps to
scan the competitive
environment.
Opportunities There is lack of training and
development opportunities.
Human resource management
provides various training and
development programmes.
P1.1Functions of HRM in the contribution of organisational purpose
There are five major functions in the human resource management that highly contribute in
attaining organisational purpose:
 Recruitment and selection- It is the process in which manager can recruit a talented
employee in the right job at right position. After that, they can start their selection process
in which they choose only capable candidates who have perfect skill and knowledge
match with the position (Boxall and Purcell, 2011). The managers should select those
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candidates who have abilities or skills to provide high growth or gain high level profits
for an organisations.
 Orientation- Some organisations do not provide orientation programme at the workplace
for employees. This program helps in achieving the desired objectives or goals by
motivating their employees within a limited time period. It also provides awareness
among the managers and employees. The orientation session in Adidas can encourage
their employees to reach at short as well as long term goals of organisation.
 Manage good working environment- Human resource management provides
comfortable working environment in the organisation. It is the basic responsibility of HR
department to motivate their workers at all level of management. Company’s manager
helps in providing rewards in different manner such as awards, salary and promotion, etc.
Adidas provides healthy and safe environment to their employees which offers growth in
the business (Brewster and Hegewisch, 2017). The organisation can manage their
working environment which helps in evaluating performance appraisal of an employees
and they also assume sound environment of the company.
 Maintain employee relationship- Employees are the backbone of every organisation.
The employee relations are based on their behaviour and attitudes with co-workers.
Human resource management helps managed functions which identify the key roles and
responsibility of an employees in personal and professional level. The workersrelation
should be maintained in a healthy way and maintain relationship between employees
and their superiors. Adidas should maintain the relationship between employees and their
co-workers which help in providing complete knowledge of every task.
 Training and development- Human resource management helps to provide training and
development programmes to their employees. It is the function which helps to develops
or improves their both performance such as current and future which are based on their
employees training. Adidas provides training which enhances the ability of workers
which increase their skills and knowledge in the particular time period. Company
provides training for making employees understand new techniques and technologies to
their employees.
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P1.3Roles and responsibilities of line managers in HRM
Human resource management coordinates their employees which helps to perform better
in an organisation. conflicts situations. The manager should also manage organisational
functions which helps increases the growth of the business. The manager can recruit capable
candidates for achieving the target goals or objectives. The manager should manage or maintain
their business activities which help to enhance their growth (Guest, 2011). Company’s managers
identify their employee’s behaviour and attitudes which help in finishing the work within given
time period. To recognise the employee’s performance. Roles and responsibilities of line
manager in human resource management are as follows:
 Employee Engagement- The line manager manages their employees and provides more
workers arrangement in an organisation. The line managers makes organisational culture
for their group members which helps to improve internal environment. . If line managers
of Adidas focuses on their employee’s performance then they can motivate them and
make strong communication with the workers and they provides employee engagement.
The organisation manages their workers by helping their performance evaluations.
 Performance evaluation- The performance can be evaluated by their work of an
employees in an organisation. The performance of employees is designed by line
managers which implement these techniques in an organisation. Every worker’s attitude
and behaviour directly relate to their line managers (Jiang, Lepak and Baer, 2012).
Performance of employees can be evaluated by their work design and provides accurate
information to organisation along with identifying the payment ratios.
 Employee disciplines- Discipline can be set by the line managers between employers
and their co-workers. The line manager influence their policies and rules which
determines employee’s behaviour and attitudes. If manager breaks the policies or rules,
he can be able to create a team again. Managers in Adidas maintain their employees in
discipline and provides management functions in the organisation.
 Performance related payments- The performance which is directly related to the
payment, and the line managers plays an important role to made this report of an
employees performance. Payments are paid on the basis of the performance level of
worker and gave them an accurate amounts. Performance related payment identify
employees behaviour and attitudes which helps in enhance their works. Line mangers
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provide training and development programmes which are based on objectives and goals
of organisation.
P1.4Legal and regulatory framework on human resource management
Human resource development has to change its latest law in a valid manner. The Adidas
HR department has to follows the law which is provided by government and its agencies. There
are some rules and regulations which should be promoted by the employees that helps to increase
their performance and effectiveness in each manner. The HR department have to set the legal
laws in the mind of their workers that develop effective and efficient in the performance which
provides best result to organisation. The Adidas is responsible for the problems which arises due
to the legal framework that used by human resource department. The HR department have to
make strict laws which helps in take out of any problem. There are certain laws that HR
department has to follow:
 Equal pay act 1970: Equal pay act 1970 describes that there should be no inequity in the
pay of salary and benefits on the basis of background, age, gender and culture etc.
 National minimum wage rate act 1998: National minimum wage rate act 1998
describes that there is a fixed wage rate for an employee for per hour and their
performance basis. The wage rates of an adult are increase in 2004 with 4.10 to 4.50 GBP
that rose recently in higher rate. These rate the rates which are based on working per
hour. Those persons whose age are between 18-21 is rose with 3.50 to 3.80 GBP per
hour.
 Employment rights act 1996: Employment rights act 1996 states that every company
should recruit any worker to analyse their skill and knowledge that gives opportunity to
each talented candidate. They should not do any biasses.
 Health and Safety Act 1974: Health and safety act 1974 states that the main duty of
employers is to provide safe and healthy work place to all their employees. It helps in
reducing diseases in the office work place.
 Equality act 2010: Equality act 2010 states that the company protect every employees
from inequity in the workplace. There are no discrimination on the basis of gender, age,
culture and background etc.
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 RIDDOR 2013: RIDDOR stands for Reporting of Injuries, Diseases and Dangerous
Occurrences Regulations 2013. It is the duty of an employers to control serious accidents
and occupational diseases in the workplace.
TASK 2
P2.1Analyse Human resource is important in organisation
Human resource planning is important for every organisation. The Adidas is most
valuable brands in the world and it get 61th rank in the market. Human resource management is
necessary for the organisation because it helps to perform each activity and task for achieving
target goals. It provides planning, organising and leading the company functions and establish
sound environment for the employees. It helps to identify current position and achieve target
goals or objectives (CHUANG and Liao, 2010). It provide satisfaction to the workers and spread
awareness of policies or rules in the organisation. The Adidas company's manager recruit right
person at right place in the right position. This helps to make accurate decision for the employees
at certain situations. The company's manager analyse the outside labourers works and provides
wages at the range of their performance. The managers satisfy demand of the customers and
fulfil their expectation for the achieved targets. Human resource manager helps to recruit and
select suitable candidate at the right job on the perfect position.
The company's manager role is to manage functions which are related to the
organisational development. It also helps in achieve public target goals and objectives. The
manager of the company handle or maintain team spirit and team work of the employees. It is the
process which identify employees capacity and capability in the organisation. The company's
manager helps to provides right direction which achieve target in a limited period of time.
 It helps in recruitment of employees
 Provides growth and development s
 It helps in achieving target goals
 It provides better work environment
 To identify the company's current position
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P2.2Stages of Human resource planning
Human resource planning is the process which helps company provides right candidate at
right place on the correct position and helps in achieving target goals or objectives. There are six
stages in the human resource planning are as follows:
 Analyse the company objectives- It is the first stage which identify future target goals
and helps in achieving these objectives. It includes marketing, finance and human
resource management which helps to fulfil the organisational gaols. It provides growth
and development to their employees and helps in analyse the current or future gaols. The
human resource department take tough decision for retaining their employees (Purce,
2014). It helps to evaluate plans which resolve environmental problem and retain more
workers for high time period.
 Analyse human resources planning objectives- It is the second stage of human
resource planning. It main aim is to achieve maximum target goal or objectives. It helps
to identify current and future planning and fulfil needs and wants of the organisations. It
can hire a talented candidates which provides their new skills or knowledge that helps to
make high growth and development. The knowledge and skill is important for develop a
recent plans or policies of the organisations.
 Forecasting and evaluate Human resource requirements- This is the third stage of
human resource planning. It helps in evaluating and assuming requirements of the
company's managers. It is designed to improve skills and knowledge of an employees.
The knowledge and skill is important for develop a recent plans or policies of the
organisations (Bloom and Van Reenen, 2011). It also forecast needed capabilities, skills,
knowledge and potential of current and new employees. The technologies should be
upgraded which provides training to their workers and to understand the uses of this
equipments. The company should also improve their products design, colour and shape
or size and increase in productivity level.
 Improve of supply of human resources- It is the fourth stage of human resource
planning. It helps in providing complete information includes employees personal
details, skills, knowledge and capabilities etc. The supply of workers provides growth
and increase development in the organisations. It analyse current and future employees
skills which helps in achieving target goals and objectives. If the supply of human
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resource is less then it decreases number of managers or workers. The current manpower
also requires extra salary and incentives which helps in improving the performance.
 Matching demand and supply- It is the fifth stage of human resource planning. Its
main objective is to match the actual supply and demand with the standards demands.
The human resource manager should retain their employees or workers and give
satisfactory job to them. An organisation must follows all rules and regulations which
helps in perform better in the workplace. This is the duty of the manager is to fulfil the
demand and supply of their consumers.
P2.3Compare recruitment and selection process
The recruitment is the process which helps to identify suitable candidates for the suitable
place and right position. The organisation has to manage or maintain employees who are recruit
and after they gives interview for the next round. The selection is the process which company
select only five or six candidates out of the 50 individuals (Hobson, Ashby and Malderez, 2010).
The process of selection and recruitment are as follows:
 Firstly identify the vacancy
 Develop recruitment plans
 Search selection teams
 Implement the recruitment policy
 Process of interview
 Selecting the candidates for hiring
 Final the recruitment candidates
The recruitment and selection process in Adidas company are as follows:
After application form are received and final stage is also completed, the manager take
the interviews of the finalist candidates. The recruitment and selection team choose suitable
candidate who is totally match for this job profile then ask job related question to them. After
that they will decides to select a proper suitable candidate for the post, then they will send
information of selection to the candidates and call them to take their appointment letter in the
company. Then, candidates join the company and carry their responsibilities for the job profile.
The other selected organisation is Nike Inc. that is also use same recruitment and selected
process but they do not use famous circumstances. The main difference between Adidas and
Nike that they provides induction programmes for their employees in the company. Other
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difference of Adidas and Nike is that they will not send any information to the unselected
member at the stage of screening.
P2.4Evaluate the effectiveness of selection and recruitment techniques
The recruitment and selection evaluate the employee skills or knowledge which helps to
select suitable candidates. The Adidas company uses major techniques which helps in attracting
more candidates towards the job profile. The manager manage recruitment and selection process
in effective manner. It also helps to understand employee behaviours and analyse their skills or
knowledge. The company select only those candidate who have given their best knowledge and
show his skills during the interviews process. The company analyse these five factors which
evaluate the effectiveness of the process:
 Develop job advertisement online- It is the first function of recruitment and selection
process in an organisation. It helps to attract each employees who willing to getting this
job.
 Use templates- It is the best activity that helps in recruiting more workers in less time. It
is a ready-made letter which has to filled with some names and orders. It is the letter
which helps to recruit officers during the time of selection and recruitment process.
 Build relationship- It helps the person in building strong relationship with the
organisation and it is the responsibility of HR process that make relationship with those
people.
 Quality of selection measurement- The company has to manage the quality of talented
persons which recruit those employees who are capable of doing this job. They only
choose those worker who have maximum skill and has maximum effort to make cost.
 Interview of candidates- Interview is the last stage where company select candidates
who are match for their job profile. HR manager should know all the information of their
new employees and give them joining letter after all the formalities are completed.
On the other hand, Nike who is the competitor of Adidas company has mange their all
process of recruitment and selection by the help of their manager. They uses that techniques
which is important for employment growth structure and identify his weakness (Greiner, 2015).
The major similarities between Adidas and Nike company is that they select their candidates by
using comparative methods and analyse their background information.
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TASK 3
P3.1Link between motivational theory and reward
Motivation and reward system are totally link between each other. Motivation is the
process which helps to influences the employees behaviour and easily change their attitudes on
the particular situation. Reward is the benefit which encourage the employees to do their best
performance in such form like salary, awards and incentives. Motivation and reward are
interrelated with each other in some manner. In the other way, employee will be motivated if
they get perfect rewards for their performance basis. The Adidas company management gives
reward to their employee for motivate them in high level.
According to the Herzberg theory, there are two needs of employees such as hygiene and
motivational factors. And on the basis of McGregor theory, company managers should follow
two strategies in which one is X theory and another is Y theory. The X theory mainly focus on
punishment rather than rewards system. Reward should be provided to capable employees which
perform best in the organisational activities (Ofori and Aryeetey, 2011). The seniors suggest Y
theory which provides opportunities and focus on getting high position. The mangers must gives
rewards on monthly or weekly basis to the worker which improves their performance. So
company managers should use reward system in an organisation. Some companies provides
pensions schemes, awards and rewards in cash kind which enhance their motivation. Then the
company should use rewards system which directly influence the motivation theory in effective
way.
P3.2Process of job evaluation
The process of job evaluation is the process which defines the size of job of an
organisation and also develop internal relationship. It helps in evaluating design and payment
structure which manage or maintain job and pay relations. Job evaluation process is followed in a
systematic manner. In the beginning of this process, company identify the reason to their
employees for manage these programmes and it is really important for an organisation. After that
team has been fixed where all human resource managers who have extra knowledge and
specialist member are included. Then chosen job needs to investigate information in detail by the
help of team leaders (Schoenmakers, Buntinx and Delepeleire, 2010). The company mangers
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select methods for job evaluation and there are two process which helps to evaluate the job are as
follows:
 Analytical method- This helps to analyse the current job position which enhance the
performance. It includes factors compares, figures comparison, pointing rating and sole
trader brands should be evaluated.
 Non-analytical method- This method does not helps to evaluate or analyse the current
performance of an employees. It includes job description, job ranking and paired
comparison which evaluate the job profile of the workers.
The other factors which determining pay that influence different factors and it states
some major difference between roles and the organisations. There are some factors which affects
payment such as:
 Size of the organisation
 Managers
 Skills and knowledge
 Industry fields
 Measure employees performance
 Profit of the organisation
P3.3Effectiveness of reward system in different context
Reward system refers to the combination of internal and external rewards which is
offered by the manager of an organisation. It comprises combined process, policies and practices
which perform administration work for implementing the system. Many different companies are
uses different rewards system which are as follows in some contexts. Employees bonus are under
the positive strategies and this helps to get motivation system. Bonus helps to increase workers
morale and self motivation power in an organisations (Van den Brink, Benschop and Jansen,
2010). The bonus payment are based on the employees performance level, dedication and
motivate to other workers which helps to coordinate them with each other.
Salary is also one of the type of a reward system. It is very important part of motivational
factors and it helps to increase performance of an employees. It helps to provides better
performance in workplace and get extra rewards to the organisation. Promotions is the another
types of reward system in which employee move their position to their higher level. It also helps
to enhance workers knowledge and morale. The company's employees give their full efforts to
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learn new skills or knowledge. Rewards increase the profit of an organisation which helps to
increase status and reputation for making good position in the market. It maintain link between
employer and employees which make their strong relationship, it helps to creates satisfactory
work environment and also provides potential employees or workers in the organisations. The
reward system helps to satisfy the employees in different aspects such as promotions, salary and
incentives etc. It helps to maintain or manage employees performance which provides accurate
knowledge or skills. The company's manager choose those employees who are capable for the
bonus price and make correct decision-making.
P3.4Methods of organisation can be used to monitor employee performance
There are some methods of organisation that are used by Adidas to monitor their
employees performance. Adidas provides feedback and observe employees performance or
behaviours which helps to identify capable worker of an organisation. The company recruit that
person which helps to monitor performance of an employees and an individual provides direct
feedback to their managers. Adidas also uses performance of standard and this helps to monitor
their system which compare current and future level of performance. In this performance system,
it may be measured, expressed and gives ranks in order to compare each and every employees
times, cost, quantity and effect of performance. Performance evaluation is that method which is
used by Adidas company to evaluate the actual job position and performance of the workers with
the standards job (Klotz, Motta Veiga and Gavin, 2013). The company's manager identify the
level of knowledge and measures skills which helps to provides growth and develop the
organisations.
The organisation manage their employees for evaluating the others co-workers
performance. Human resource department observe their employees behaviours and attitude
which identify the performance of an workers. It also monitor the responsibilities and roles
which are compulsory for the managers and it helps to control their employees work and recheck
task or projects.
D1 Conclusion of motivational theory and rewards
As per above task, it can be concluded that the Adidas gives reward to their employees
that helps him to motivate any workers. Rewards are given in different aspects such as extra
salary, bonus, incentives and in the cash form. The motivational theory and rewards system are
interrelated with each other. The employees are motivated when they get rewards for their
12

performance and give their best in each task. The company also gives promotions to motivate
their employees after that they perform the best task. The rewards and motivation are linked to
each other; i.e when an employee does not receive his reward on time it directly affects his work
performance that develop demotivation in his mind.
TASK 4
P4.1Reason for cessation of employment
An employee can terminate any job at their own willingness. There are some more reason
for cessation of employment in the Adidas company. These are as followed:
 Resignation- An employee can leave his job for many reasons. If he is not satisfy with
his job profile and not happy to do this job then he can leave his employment at any time.
The employees can exit his job for any personal reason also.
 Discharge- When there is lack of work in an organisation then owner can discharge their
employees at the fixed time period. The company gives advance notice for the
redundancy to their employees (Waterlander, Seidel and Steenhuis, 2013). It gives time
to the workers and their family members to shift their job at another place.
 Merger or acquisition- When one company take over the another company and merger
two or more company is also one of the reason of employees termination. The employer
terminate the employees because of the excess number of workers in the organisation.
 Poor performance- An employer can cessation the employee, if he perform poor in the
particular task or projects. The employee can make sure that their work is liked by their
senior employer and otherwise he perform same mistake or errors in the other task then
senior manger has a power to terminate that employee.
 Performed unprofessional behaviour- The employer can cessation that employee who
do not follow company's rules or regulations and behave very badly to the other workers.
If an employee does not accept policy and procedures of an organisation who are directly
terminated by the owner of the company. For example if he does not behave good with
their seniors, then the employer easily dismiss him.
P4.2Employment exit procedures
Exit process of an employees is the process which is used in many company for
terminating the workers. When workers needs to leave this company, then he will give advance
13

notice to the manager. Adidas can retain their employees in an organisation at large time period.
The manager must know the reason, why should an employee leave an organisation and what is
the reason behind to exit the job (Timming, 2015). The Nike company ask their worker for his
problem and try to solve their issues. There are some procedure for employment exit or leave the
organisation:
 Exit interviews- The exit interview is taken when an employee should exit the
organisation. The Adidas manager try to know the reason behind his termination letter
and identify the employees behaviour and attitudes. In this interview, Nike employer ask
employee that if he get any other opportunity in another so they will provide better
facilities to him or evaluate any other personal problem which requires to exit him.
 30 Days notice period before leave- The employee should given a notice before 30 days
to left an organisations. He should perform his work on time before exit the company. If
an employees change their mind for not leaving the job then he will ask his senior to
cancel his notice period time.
P4.3Impact of legal and regulatory framework on employment cessation
The employment termination is directly affect the legal and regulatory framework of the
country. It helps to secure their job by laws. The employer can not terminate an employee
without any strong reason. If employer terminate worker without any fair reason then employee
can take legal action on that employer. If any company does bias with the employees on their
colour, gender and nationality then they have no legal right to cessation or dismissed that worker.
And also the company can not terminate those employees who are not physically fit like
handicapped or pregnant women or any other type. An organisation gives amount in pension
scheme and helps them on workplace and always motivated that workers. So the company
should terminate those employees who are not done their work on time and does not behave
good to their employees.
CONCLUSION
As per mentioned report can be conclude the difference between personnel and human
resource management. The Adidas company analyse their HRM functions which manage in an
organisation and also understand their mangers roles and responsibilities. Then we analyse the
importance of human resource in the company and describes different stages of HR planning
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requirements. Adidas has to compare their recruitment and selection process with the Nike
organisation. The company evaluates the techniques or methods of the selectuion and
recruitment process. An organisation also understands the link between motivation and rewards
system and evaluate which are used in the employment retention. The company identify the
process of job evaluation which helps in choose better job for an employees. Adidas examines
the methods that can be used in monitoring or managing employees performance. In this report,
company identify the reason for termination of an employees and describe their detailed reason
like poor performance, resignation and merger or acquisition. Finally stated the exit process of
wide numbers of employees and also describes the impact of legal laws and regulation on the
employment termination process. It helps to compare strengths and weaknesses of Adidas and
Nike corporation which analyse the performance of an employees in organisation.
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