Impact of Recruitment & Selection on Performance

This assignment explores the significant impact of recruitment and selection processes on organizational performance. It delves into various aspects of these processes, examining their influence on overall organizational effectiveness. Students are expected to analyze relevant academic literature and research to understand how effective recruitment and selection practices contribute to achieving organizational goals.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 Purpose and functions of HRM applicable to workforce planning........................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..................3
P3 Benefits of different HRM practices for both the employer and employee...........................4
P4 Effectiveness of various HRM practices................................................................................6
TASK 2............................................................................................................................................7
P5 Importance of employee relations in decision making..........................................................7
P6 Key elements of employment legislations impacts on decision making...............................7
P7 Illustrate the application of HRM practices...........................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource can be defined as the man power of an organisation who are responsible
for conducting various kinds of activities and procedures to gain desired outcomes. HRM is all
about to manage staff members of an organisation with allocating tasks or activities to create
better outputs. It is very essential to manage the staff members to prepare an effective as well as
efficient manner to attain better results (Ekwoaba, Ikeije and Ufoma, 2015). It is necessary to
allocate different types of processes to people as per their field of expertise so that they can
perform well comfortably and create desired outcomes in an enterprise. This report is based on
Mark & Spencer which is major British multinational retailer head quartered in City of
Westminster, London. It was founded in the year 1884 and deals in selling of clothing, home
products and luxury food items. This assignment will discuss about functions along with purpose
of human resource management. Profits of HRM practices with their applications and several
legislations that are required to be followed by organisation will be described below.
TASK 1
P1 Purpose and functions of HRM applicable to workforce planning
Various types of purposes and functions in company are carried out by human resource
management. It includes different activities and procedures which are performed by employees
to generate desired outputs. This is mandatory to assign several projects or contracts as per field
of expertise then they can perform more efficiently because of having appropriate knowledge
about that specific field. Mark & Spencer have to establish an effective human resource
management with several purpose and function which are given below.
Functions of HRM Performance appraisal :- It can be described as to carried out several appraising
procedures to motivate staff members to perform well in future for creating better results
(Keep and James, 2010). Mark & Spencer have to conduct certain appraising activities
like certification, rewards, incentives and so on which can encourage morale of
employees to improve productivity as well as profitability on regular basis. Training and development :- Training or learning activities are required to be conducted
in companies to increases skills and abilities of workers so that they become able to
enhance their productivity regularly. Mark & Spencer have to organise various training
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and development events to raise capabilities of workers so that outcomes of daily basis
will be increased. Compensation and benefits :- There are several types of compensation that are rendered
to employees as per excellent performance criteria of organisation. It is essential to
provide certain benefits to workers so as to make them feel loyal for enterprise and work
properly. Mark & Spencer have to render certain benefits according to working outputs of
employees to motivate them for future.
 Recruitment and selection :- This is an important and major function of HRM through
which hiring of desired candidates by different methods will takes place (Cordner and
Cordner, 2011). Recruitment and selection of well skilled or experienced person is
mandatory to fulfil vacant position so that they can complete roles and responsibilities of
particular designation effectively as well as efficiently.
Purpose of HRM Promote company culture :- An effective culture and environment of company is
compulsory to facilitate comfortable working of employees to create better outcomes.
Mark & Spencer have to prepare an efficient policies to maintain comfortable and
peaceful cultural environment of organisation so that workers become competent to
perform in better way to gain desired outcomes. Comply to government policies :- There are different types of legal rules or norms that
are made by government authorities and are compulsory to be followed by companies. It
is important to follow several modifications and such legislations must be implemented
by Mark & Spencer to conduct business in effective manner. Engage employees :- Several meetings or conferences are carried out by organization to
discuss about specific project or procedures to make it more efficient and working criteria
of it (Rees and Rumbles, 2010). It is essential to involve employees to certain meetings
which is relevant to their field of working along with asking for suggestions to them. This
will help to make feeling valuable to workers and gain better choices of alternatives for
achieving desired results in Mark & Spencer . Innovate resources :- There are different kinds of resources which can be utilised in
more innovative or creative manner to make an optimum utilisation for gaining maximum
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outputs. Mark & Spencer may use this technique to improve productivity as well as
profitability of company.
The above mentioned purposes and functions are necessary to be carried out by human
resource management of an organisation for attaining desired outcomes. It is essential to make
effective utilisation of resources for achieving maximum outputs. It is important to allocate
different tasks or procedures to employees as per their expert knowledge field so that they can
perform well and generate efficient outcomes (Taylor, 2014).
P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment and selection can be described as a process of hiring desired candidates as
per desire education, experience, skills or abilities which are required for specific designation. It
includes internal and external mode of selecting people which may be carried out by Mark &
Spencer as per requirement. Some of them are given below along with strengths and weaknesses.
External sources :- This is a kind of method which is useful to conduct recruitment and
selection to hire new talents for gaining opportunities for organisation. It provides support to
gain fresh and creative people to fulfil vacant designation in appropriate manner. College campus :- There are different companies which are surviving in current market
scenario and they carried out college campus drives in various colleges from which they
have better links or connections. It will facilitate to fulfil desires of hiring candidates in
bulk for specific position such as sales executives. Factory gates :- Various kinds of workers are observed who are ready for employment at
factory gate on regular basis. These people are considered as semi skilled that are
selected for specific project or labour work (McGraw, 2013).
 Advertisement :- This refers to render an attractive display of advertisements about
vacancies along with salary package, working hours, location, designation and contact
details through different modes. Interested candidates can apply for particular job by
rendering resume on provided email id.
Strengths Weaknesses
 It helps in facilitate fresh talents to
fulfil roles or responsibilities of specific
designation.
 Candidates feel bad and get
demoralised which reduce their
confidence level.
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 It will render support to attain better
and creative thoughts or ideas from
new employees.
 This technique may considered as little
bit costly for company.
Internal sources :- This method of hiring workers is all about to shift more efficient
employees to different designations and branches of Mark & Spencer. Present employees :- This may refers to make references of friend, relative and knowns
from current employees to complete the vacant positions in company. Transfer :- It is all about to make transfer of present staff member to different branch at
a place of same company with similar roles or duties (Board, 2017).
 Promotion :- This procedure can be described as to make vertical transfer in which an
individual gets higher designation along with increased salary and power of authority.
Strengths Weaknesses
 Employees get motivated and make feel
valuable which facilitate to become
loyal for company.
 Error and mistakes are not happen
mostly due to having accurate
knowledge about skills of worker.
 Some of designations in company
required fresh talents and innovative
thoughts then it is not appropriate.
 In this method, possibility of partial
behaviour by superior can be observed
in organisation.
There are different types of methods like internal and external which may utilised by
Mark & Spencer as per requirement of skilled candidate in company. It is also analysed that
these techniques have several strengths and weaknesses according to which organisations can
apply them for desired results (Bryson, James and Keep, 2013).
P3 Benefits of different HRM practices for both the employer and employee
HRM practices are important to be implemented for carrying out various kinds of
required activities and procedures to gain better outcomes. Events of human resource
management are necessary to be conducted for fulfilling desires of Mark & Spencer. There are
various types of benefits which are attained by employees and employers which are described
below.
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Benefits of HRM practices for Employee Conflict Resolution :- It refers to different types of policies and rules which are
mandatory to be followed by employees and these are helpful to reduce conflicts amongst
them. As issues between staff members definitely impacts in negative manner on
productivity as well as profitability of company then it becomes compulsory to decrease
such problems in Mark & Spencer. Training and Development :- Several types of training sand development programs or
events are necessary to be conducted in different organisation. HRM practices render
support to observe and analyse requirement of learning procedures which facilitates to
organise such activities in accurate way to generate better outputs.
 Employee Relations :- Staff members of an organisations have to work in effective as
well as efficient manner through establishing better coordination and cooperation
amongst employees (Garner, 2012). They have to perform their tasks with mutual
understanding and gain desired results. Better employee relations helps to avoid problems
and attaining better outputs for Mark & Spencer.
Benefits of HRM practices for Employer Career management system :- It is important for superiors such as leaders and managers
of company to build effective strategies or policies to manage professional as well as
personal career for achieving growth of an organisation. It is essential to make an
efficient techniques to improve performance of staff members to increase profitability of
Mark & Spencer which render support to attain benefits for career of company along with
employees.
 Performance management system :- This can be described as to manage performance of
employees on regular basis. It should be done by HRM practices in which they have to
first set standards of working and then calculate actual performance of staff members to
determine gap between both of them. They have to provide appraising words to people
for their excellent working and inform about threats of performance to desired candidates
(Boxall and Purcell, 2011).
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The above mentioned benefits which are attained by employee and employers through
various practices of HRM to get profits. It is mandatory to carrying out several activities and
procedures in appropriate manner to achieve desired outcomes.
P4 Effectiveness of various HRM practices
There are different types of HRM practices which are helpful in carrying out various
tasks and processes to gain desired outputs. Mark & Spencer have to conduct several activities in
more efficient way to achieve required benefits.
Performance management and rewards :- This cab be defined as to observe, analyse
and evaluate the performance of employees as per records of their productivity on daily basis
(Armstrong and Taylor, 2014). It is essential yo provide rewards for best performer and inform
about threats or issues in working of an individual along with method of improving roles or
duties in efficient way.
Talent management :- Every individual has different skills and abilities along with
bearing expertise in specific field. It is necessary to allocate various tasks and projects to staff
members according to their effective capabilities so that they can perform in accurate manner to
create desired results.
Leadership development :- A leader must have an attractive and inspiring personality as
per their way of performing and talking to sub-ordinates. These abilities are helpful to encourage
team members to work in appropriate manner and fond of following their team leader. Mark &
Spencer have to appoint such leaders who have innoivati8ve techniques to facilitate effective
performance and reduce work load along with focus on professional as well as personal career
growth.
On boarding of newly hired employees :- This refers to various types of formalities and
documentation which is necessary to be conducted by organisation at the tine joining. These
practices are done by on boarding team of HRM in proper way. Legal rules and norms advise to
fulfil all these criterion (Guest, 2011).
Employee retention :- This term can be explained as to reduce employee turnover by
retaining workers through applying several innovative strategies or policies. HRM practices
includes certain appraising events which helps to make them feel valuable which support to
retain workers in company.
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The above discussed HRM practices are helpful to fulfil several desired activities and
tasks in effective as well as efficient manner to gain better outputs in Mark & Spencer. It is
necessary to maintain and improve productivity and profitability of an organisation.
TASK 2
P5 Importance of employee relations in decision making
Employee relations can be explained as to establish a mutual understanding, better
coordination and cooperation between staff members while conducting different processes. Mark
& Spencer have to organise an effective employee relationship so that they can do every projects
in accurate way to get desired benefits. There are several significances of such relation and some
of them are described below.
Peaceful environment of organisation :- Better relations amongst employees support to
ignore several conflict or issues which are usually generate between people (Jiang and et. al.,
2012). These problems definitely impacts negatively on productivity and profitability of an
organisation. Healthy culture of Mark &Spencer helps to work properly and create desirable
results on daily basis.
Generate innovative and unique ideas :- Employees relations are helpful to gain
various choices of alternative ideas to make an effective as well as efficient strategies or policies
in an organisation. Mark & Spencer have to make criteria in which superiors are required to
involve sub ordinates in certain meetings relevant to filed of working.
Maintain cost of production :- Mutual understanding between team leader and workers
is helpful to make an effective techniques to conduct manufacturing process. It provides support
to maintain cost of production in Mark & Spencer to balance profits or benefits. This is
necessary to establish an efficient cooperation so that wastage of capital and resources will
reduced.
The above mentioned factors are significances of employee relationships for making an
appropriate decisions to make policies. It is necessary to gain an effective as well as efficient
cooperation or coordination in company (Wright and McMahan, 2011).
P6 Key elements of employment legislations impacts on decision making
Various types of legal rules and norms which are made by government authorities and
these legislations should be followed by different kinds of organisations running in current
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scenario of market. These legal rules are helpful to protect the fundamental rights of employees
while working in an organisations. Mark & Spencer have to follow these norms to conduct
business successfully. Some of these legislations are described below.
National Minimum Wage Act :- As per this rule, companies are required to provide
minimum wages or salaries to employees according to the criteria made by government. People
generate outcomes as per their efficiencies to gain profits form an enterprise.
Sex Discrimination Act :- This act render instructions to provide equal opportunities to
both male and female candidates without showing any kind of partial behaviour amongst them. It
states that every individual has a fundamental right to gain better chances for achieving growth
in career (Berman and et. al., 2012).
Employment Rights Act :- This can be described about various basic rights of
employees that states about benefits rendered to them by organisation. Companies have to follow
employment laws according to which they must provide appropriate compensation, incentives
and bonuses to staff members.
Equal Pay Act :- Sometimes, it is observed and analyse that superiors do partial
behaviour to employees which results into allocating more tough task and low compensation. To
avoid these negative practices, government authorities had implement several rules which are
mandatory to be followed by Mark & Spencer and provide accurate salaries or wages to workers.
The above discussed legislations are necessary to protect basic rights of employees so
that they can gain appropriate benefits such as salaries, wages, compensation, incentives,
bonuses and so on (Scullion and Collings, 2011).
P7 Illustrate the application of HRM practices
There are different types of HRM practices that render support to complete various kinds
of tasks or procedures to get better results.
Function of Job Advertisement
VACANCY
Vacancy for HR MANAGER is there in Mark & Spencer which is a retailer sector major British
multinational retailer head quartered in City of Westminster, London. They render services of
selling of clothing, home products and luxury food items. Mark & Spencer is open now for
providing several opportunities to number of candidates who are interested to join.
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Requirements for this post:
 Applicants have age below 30 years.
 Must have experience of 3-6 years in HR field.
 Must know about unique and current techniques of effective recruitment or other HR
activities.
 Efficient communication skills and recruiting abilities.
 Attractive and excellent personality.
 Salary package: 2500-3000 pounds per month in order to experience.
Candidate who are interested to apply for this job with appropriate qualifications are requested
to upload their resume on company's E-mail id: mark&[e-mail].
Last date of applying: Till 1st June, 2018.
There are various types of techniques through which organisations are capable to render
information about vacant job positions by conducting several advertising activities. This is a role
of HR department to select desired candidate to fulfil vacant position in accurate manner
(Renwick, Redman and Maguire, 2013).
Job Specification
Job Specification of HR Manager
Educational Qualification Must be from field of specialising HR.
Experience Between 2-6 years.
Special quality Effective communication skills and hiring
efficiency.
Other attributes Must have patience factor and answer humbly
to know about abilities of person or mind set
ups.
Must have creative capabilities to hire desired
candidate as per required skills or qualities.
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CONCLUSION
The above report had concluded that human resource can be defined as the man power of
an organisation who are responsible for conducting various kinds of activities and procedures to
gain desired outcomes. Various types of purposes and functions in company that are carried out
by human resource management. Recruitment and selection can be described as a process of
hiring desired candidates as per desire education, experience, skills or abilities which are
required for specific designation. HRM practices are important to be implemented for carrying
out various kinds of required activities and procedures to gain better outcomes. There are
different types of HRM practices which are helpful in carrying out various tasks and processes to
gain desired outputs. Employee relations can be explained as to establish a mutual
understanding, better coordination and cooperation between staff members while conducting
different processes.
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REFERENCES
Books and Journals
Ekwoaba, J. O., Ikeije, U. U. and Ufoma, N., 2015. The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Keep, E. and James, S., 2010. Recruitment and selection-the great neglected topic.
Cordner, G. and Cordner, A., 2011. Stuck on a plateau? Obstacles to recruitment, selection, and
retention of women police. Police Quarterly. 14(3). pp. 207-226.
Rees, G. and Rumbles, S., 2010. Recruitment and selection. Rees, G. and French, R. Leading,
Managing and Developing People, pp. 169-190.
Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An
International Perspective. 10(6). pp. 139-14.
McGraw, P., 2013. Recruitment and selection. na, p.205.
Board, G., 2017. Recruitment & Selection.
Bryson, J., James, S. and Keep, E., 2013. Recruitment and selection. Managing human
resources. Human Resource Management in transition, pp. 125-149.
Garner, E., 2012. Recruitment and Selection. Bookboon.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp. 3-13.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp. 1264-1294.
Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp. 93-104.
Berman, E. M and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.
1-14.
Online
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