Unit 3 Human Resource Management

This article discusses the Human Resource Management practices in General Motors, including the recruitment and selection process, creating job roles, CV shortlisting, different types of interviews, talent management, offering job, and induction process. It also includes a literature review on talent management and a sample job offer letter.

UNIT 3 HUMAN
RESOURCE
MANAGEMENT

TABLE OF CONTENTS
Introduction.................................................................................................................................3
Personal CV................................................................................................................................3
Additional CV.............................................................................................................................4
Recruitment and selection process..............................................................................................5
Creating a job role.......................................................................................................................6
Documenting the job role............................................................................................................6
Job Advertisement.......................................................................................................................7
CV short listing process and short listing matrix........................................................................8
Interview - Different types of interview....................................................................................10
Acceptance of candidate or candidates.....................................................................................10
Offering Job..............................................................................................................................10
Providing with employment contract........................................................................................11
Induction Process......................................................................................................................12
Reflective journal......................................................................................................................12
REFERENCES..............................................................................................................................14

Introduction
General Motor is a global car manufacturing company which offer both petrol/ diesel and
electric car to its national as well as international customers (Manzoor and et.al., 2019). In order
to achieve business objective and maintain strong performance of company in the market, HR
manager of General Motors need to develop workforce of talented and experienced employees
with the help of HRM practices.
Personal CV
Robert Werner (Human Resources Administrator)
Phone no. (124) 456 79 88
Email: [e-mail]
Address: 10 Downing Street, London, Postcode: SW1A 2AA
Profile
I am a Self-driven and encouraging human resources administrator having skills in screening
applicants, processing payroll, managing employment document and record. My goal is to secure
a challenging and rewarding position within a company where I can use my skills and contribute
towards the growth of business.
Work Experience:
Human Resource Administrator in General Motors (2017 – present)
 Screened, reviewed and evaluate resumes.
 Organize and maintain personal records.
 Prepare HR documents, revise company policies.
Education:
 MBA in Human Resources Management from London Business School (2014 – 2016)
Skills:
 Flexibility skills
 Communication skill.

 Problem solving skill.
 Team working and collaborative skill.
 French, English, German and Japanese language known
 Technological aptitude
Additional CV
Adrian Smith (Automotive Engineer)
Phone no. (134) 854 45 99
Email: [e-mail]
Address: Manor Farm, COUNTRYLAND, postcode: XY14 2LG
Profile:
I am a self-motivated automotive engineer having experience of 10 years’ in automobile industry
along with wide variety of technical and interpersonal skills. I want to join one of the top
company in order to enhance organization reputation along with own career growth.
Work Experience:
 Technical Support engineer manager at Aston Martin for 6 years
 Assistant engineer at Jaguar for 4 years
Education:
 Masters in Mechinal Engineering
 MATLAB and Simulink software
Skills:
 Language known: English and French
 Numeracy skill
 Electronic troubleshooting
 Communication and creative thinking skill
 Problem solving and creative thinking skill

Jack George
Phone number:7776665555 Email Address: [e-mail]
Profile
Motivated & self-driven automotive engineer and have wide range of technical skills which
enhance my skills of designing, fabricating, developing and testing vehicles. My goal is to
attain company's confidence through my expertize in the area of automotive engineering in
order to facilitate positive growth in my own career along with improvement reputation of the
organization.
Work Experience
Assistant engineer at Tesla for 2 year
Vehicle inspector at Toyota Motor corporation for 4 year
Education
Masters in Mechanical Engineering
CAD software
Skills
Languages known
French, English & German
Ability to resolve problems
Communication skills
Creativity & Team - working skills
Recruitment and selection process
Recruitment process: This is a process which have to be follow by manager of company
in order to hire talented and experienced candidates within their organization. It is basically a
process of identifying job vacancy, analysing job requirement, reviewing applications, screening,
shortlisting and selecting best and suitable candidate for job position within organization (Blom
and et.al., 2020). For example, in order to hire technical engineer for their car manufacturing
company, General Motors HR manager need to first identify the hiring needs, then preparing job

description, talent search, screening and shortlisting and last interviewing the employees for
specific job position.
Selection Process: The selection process is basically a process of selecting and shortlisting
the right candidate for the company with the necessary qualification and skills. The selection
process involves initial screening after reviewing applications, completing application forms,
employment test, job interview, conditional job offers, background investigation, medical
examination and last providing permanent job offer (Blom and et.al., 2020). For example, if
General Motor wants to hire an electrical engineer within their organization for design and
development of electrical devices for their electrical cars, then the HR manager have to follow
the recruitment and selection process. It is because this process is best for selecting the talents
without any partiality due of personal referrals.
Creating a job role
For General Motor organization, the selected job role is Automotive engineer whose role is
to design, develop, fabricate and test vehicles and vehicles component produce by this global car
manufacturing company from the concept stage to production stage (Singh and et.al., 2021). It
means their role is to design and build the mechanics and systems of cars.
Documenting the job role
General Motors
Automotive Engineer Job Specification
Qualification:
 BSc in Mechanical Engineering
 MSc in Mechanical Engineering
 CAD software
 MATLAB and Simulink Software
 Project Management
 Driving License

Experience Required:
 Minimum 3 years’ experience in automobile industry as automotive engineer.
 A collaborative approach of working
 Cooperation with Quality Management team
 Have to support tire development engineers
 Overall continental product performance
 Information management (Singh and et.al., 2021).
Area of Expertise:
 Electronic and control systems.
 Fluid mechanics
 Rapid prototyping
 Computer based system
 Engine system
 Vehicle and pedestrian safety or supply chain management
Other Qualities:
 Excellent time management skills
 Strong analytical and decision making skills
 Working knowledge of google applications
 Computer proficiency in Microsoft window, office program and outlook.
Job Advertisement
The different types of job portal where HR manager of General Motors can advertise their
automotive engineer job are as follow:
 Indeed: This is one of the most popular board where General motors can advertise their
job position because 63% of UK job seekers using indeed job portal only.
 LinkedIn: This is also most popular job portal for UK employer to source experienced
and talent professionals for their job roles by selecting suitable pricing packages.

 Reed.com.uk: This is a job portal through which HR manager of General Motors can
specifically hire temporary and permanent staffs along with branding, display advertising
and email services via CV search (Ababneh, 2021).
 Snap hunt: If HR manager of General motors wants to hire automotive engineer talents
from all over the world then they should advertise their job role in snap hunt job portal. It
is because this portal helps companies in source, screen and hire talent from anywhere in
the world.
CV short listing process and short listing matrix
There are several steps followed by recruiter while short listing candidates in order to accomplish
short listing task, such as the following:
 Determination of criteria on the basis of which comparison will be done between
different candidates in terms of their skills and qualifications.
 Deciding maximum number of candidates to be shortlisted.
 To create a list of shortlisted candidates, recruiter performs blind screening of
applications which involves selection of applicants for interview.
 Eliminating those candidates who are not satisfying the criteria or qualification required
that the recruiter is looking for (Chams and García-Blandón, 2019).
 Screening of candidates on the basis of their transferable skills which is known as
screening in which indicates abilities and competencies of candidates over and above
what has been represented by a piece of paper.
 Performing assessment on the basis of specific skills needed for the job role at the time of
initial application phase.
 Giving score to the candidates on the basis of screening and assessment, so that strongest
candidate could be identified (Armstrong and Taylor, 2020).
 Giving intimation to candidates that whether the recruiter is moving forward with him or
not.
Here, in case of General motors, there are three CVs representing three different candidates have
applied for the role of mechanical engineer and short listing will be done through following the
above process right from determining criteria till giving intimation to candidate regrading their
short listing or not. This would be done through the following matrix.
Short listing Matrix

Mandatory skills
Criteria
1 = Time management skills
2 = Communication skills
3 = problem solving ability
Essential skills
1 = Work experience
2 = Team working skills
3 = Familiarity with logical and analytical problems
Value – add skills
1 = Knowledge of auto mobile designing
2= Ability to work in pressure
3 = Interest in motor vehicle engineering
Exceeds expectation = 3 Meet Standards = 2 Slightly below standards = 1
Name of
Applicant
Mandatory skills Essential skills Value-add skills Total
Criteria 1 2 3 1 2 3 1 2 3
1 3 2 1 2 2 1 3 1 1 16
2 2 2 3 3 2 2 1 2 1 18
After looking at the above matrix where score has been provided to two potential
candidates from whom CVs are being received by the human resource manager at General
motors, it has been identified that potential and talented can be chosen above other candidates
with the help of using short listing matrix. Here candidate 2 would be selected over 1 due to
getting high score based on criteria specified by recruiter.
Candidate 1: Jack George
Candidate 2: Adrian Smith
Interview - Different types of interview
The following 3 are the most common types of interviews:

1. Telephonic interview: Here recruiters at General interview takes place over the
telephone and thus considered to be less time-consuming and highly economical.
2. Video interview: A video conference is held here to judge & evaluate candidates. The
use of this type of interview is increasing because it is inexpensive, flexible and rapid.
3. One to one interview: This is the most common type of interview where two participants
that is, interviewer and interviewee who indulge in face to face discussion, so that
required information can be transformed from interviewee to interviewer.
Acceptance of candidate or candidates
Talent management refers to the attraction, on boarding, motivating & retaining high
performing employees. Here, recruiter at general motor reach at a point where the selection of
candidate 1 for the job role is found to be feasible. This is done to ensure that talent is being
managed in the required manner because while interviewing the two candidates it has been found
that candidate 1 exhibit better team working, communication and problem solving skills than
candidate 2. Therefore, acceptance of candidate 1 is must for better talent management.
Literature review on talent management
Talent management aims to attract and retain highly potential candidates in order to
improvise business performance by adopting practices such as short listing, interviewing,
providing training and development opportunities to candidates (Saeed and et.al., 2019).
There are various strategies adopted by HR managers to ensure better talent management
such as employee engagement, rewarding and retaining (Stewar and Brown, 2019).
Offering Job
7th February 2022
Jack George
Automotive Engineer
General Motors
Detroit, Michigan, 48127
Dear Jack,
We are delighted to offer you the position of automotive engineer at General Motors. We are
confident enough that you will contribute your experience & skills for the betterment and growth
of our organization.

As discussed, the starting date would be 14th February 2022. Please find attached the list of
documents you need to submit before starting with your services.
Please confirm your acceptance for this job offer by including your signature and returning a
copy of this letter.
Looking forward to welcoming you on board.
Sincerely,
General Motors
HR manager
List of documents required
 ID proof
 Proof of residence
 Education certificate
 Proof of age
 Experience certificate obtained from previous employer
 Past employment letters
 Bank Account details
Providing with employment contract
Employment contract refers to an agreement that took place between an employee and an
employer which exhibits right, duties and responsibilities render by an employment. Through
this understanding of obligations and terms of employment can be developed.
A good employment contract helps in mediating conflicts that could arise between
employee and employer in the future (Pak and et.al., 2019). There are various terms included in
employment contract such salaries, working hours, duration of employment, general
responsibilities, requirement of maintaining confidentiality, provision of benefits and terms of
future employment. All the terms related to these aspects are determined and communicated to
employee by an employer at the time of beginning with employment. Accordingly, everything
gets clarified between the two parties which is helpful in mediating conflicts taking place
between employer and employee by using employment contract as a proof.

Induction Process
After acceptance of job offer and signing of employment contract, there comes the
process of induction which involves receiving & welcoming an employee at the workplace for
the first time when they turn up for the provision of employment services. The process involves
introducing employees with the environment of the organization by providing them with the
basis information necessary for their carrying out their role along with ensuring that they could
be able to settle down at the earliest and start working. In this way, General Motors could be able
to introduce Jack to their organization to ensure better performance from him.
Reflective journal
As a human resource administrator at General Motors, I have carried out a recruitment
drive for the post of Automotive engineer where there are applications that I have invited for the
vacant job role of automotive engineer through designing job advertisements and publishing it in
newspaper and other job portals such as Indeed, LinkedIn, Snap hunt and Reed.com.UK. With
this I have learnt creative and communication skills as designing job advertisement requires
commitment of various skills and expertise in dealing with issues such as what skills should be
included and what skills should be given greater emphasis (Anwar and Abdullah, 2021).
Thereafter, I have obtained two applications for the prescribed job role and started performing
CV short listing process and accordingly, I have chosen candidate 1 & 2 (Adrian) as a preferred
candidate to be appeared in an interview. Following the interview, I have identified certain skills
& abilities of candidate 1 which their paper based CV is not able to exhibit. In this way, I have
finalised candidate 1 over candidate 2 to be offered with the job offer letter. Afterwards, I have
received intimation from the selected candidate that he is ready to be on board from the joining
date and received required documents that is needed to be submitted with me such ID proof,
address proof, etc. Further, employment contract has been signed between me acting as an
employer and a candidate acting as an employee which includes various aspects associated with
the employment such as disclosure with regard to salary, rights, duties and responsibilities,
duration and working hours involved in the employment, so that I could be able to mediate
future conflicts arising during the course of employment.
I personally have appeared in an interview both getting this present job and for earlier
jobs as well. My experience about applying for job and appearing in an interview was filled with
numerous learnings such as I learn that candidate applying for the job must design their CV as

much attractive as possible because it dominates the opinion of HR manager throughout the
recruitment and selection process (Carnevale and Hatak, 2020). Another things I learnt that
whatever skills that the candidate has mentioned in their CV must be well - prepared and able to
exhibit while appearing for the actual interview. If a candidate fail to exhibit their mentioned
skills during interview, it leads to lesser chances of getting selected for applied job role.
Therefore, I should suggest that candidate should be free from any kind of hesitation and
well – prepared for the specifications and descriptions relevant to their respective job role. This
thing I always applied taking interview and going through the recruitment drive, so that I could
be able to manage talent in my organization in the best possible manner for higher business
performance.

REFERENCES
Books and Journals
Manzoor, F. and et.al., 2019. An examination of sustainable HRM practices on job performance:
An application of training as a moderator. Sustainability. 11(8). p.2263.
Blom, R. and et.al., 2020. One HRM fits all? A meta-analysis of the effects of HRM practices in
the public, semipublic, and private sector. Review of Public Personnel
Administration. 40(1). pp.3-35.
Singh, S. K. and et.al., 2021. Knowledge-based HRM practices and innovation performance:
Role of social capital and knowledge sharing. Journal of International
Management. 27(1). p.100830.
Ababneh, O. M. A., 2021. How do green HRM practices affect employees’ green behaviors? The
role of employee engagement and personality attributes. Journal of Environmental
Planning and Management. 64(7). pp.1204-1226.
Carnevale, J. B. and Hatak, I., 2020. Employee adjustment and well-being in the era of COVID-
19: Implications for human resource management. Journal of Business Research, 116,
pp.183-187.
Anwar, G. and Abdullah, N. N., 2021. The impact of Human resource management practice on
Organizational performance. International journal of Engineering, Business and
Management (IJEBM), 5.
Pak, K., and et.al., 2019. Human Resource Management and the ability, motivation and
opportunity to continue working: A review of quantitative studies. Human Resource
Management Review, 29(3), pp.336-352.
Saeed, B. B., and et.al., 2019. Promoting employee's proenvironmental behavior through green
human resource management practices. Corporate Social Responsibility and
Environmental Management, 26(2), pp.424-438.
Stewart, G. L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
Chams, N. and García-Blandón, J., 2019. On the importance of sustainable human resource
management for the adoption of sustainable development goals. Resources,
Conservation and Recycling, 141, pp.109-122.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.