Recruitment and Selection Process Analysis

The provided content appears to be from a student's portfolio or resume, showcasing their educational qualifications, work experience, and skills. The student has studied BTEC level 5 business management and has worked as a book keeper assistant and waitress in previous roles. They possess excellent communication skills, teamwork ability, IT skills, and problem-solving skills. The student is multilingual, speaking Gujarati, English, and Hindi. The portfolio includes job offer details for a receptionist position, along with preparatory notes for interviews and rationale for the recruitment and selection process used.

Human Resource Management
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Table of Contents
Scenario 1: Restructuring Human Resource Department..........................................................2
1. 1.1 Purpose and Functions of HRM...................................................................................2
1.1.2 Appropriate Talent and Skills from HRM....................................................................2
1.1.3 Approaches to Recruitment and Selection....................................................................3
1.1.4 Strengths and Weaknesses of Approaches....................................................................3
1.1.5 Strengths and Weaknesses of Approaches (Example)..................................................4
1.2.1 Benefits of Different HRM Practices............................................................................4
1.2.2 Different Methods used in HRM Practices...................................................................5
1.2.3 Effectiveness of Different HRM Practices....................................................................5
1.2.4 HRM Practices and Application....................................................................................5
1.3.1 Employee Relations and Approaches............................................................................6
1.3.2 Importance of Employee Relations in HR Decision-Making.......................................6
1.3.3 Employment Legislation and Impact on HRM Decision-Making................................7
1.3.4 Employee Relations Management and Employment Legislation and Impact on HRM
................................................................................................................................................7
Restructuring Suggestion.......................................................................................................8
Scenario 2: Recruitment and Selection Process.........................................................................8
2.1.1 Job Description Design and Person Specification........................................................8
2.1.2 Tailored CV...................................................................................................................9
2.1.3 Preparatory Notes for Interviews..................................................................................9
2.1.4 Job Offer........................................................................................................................9
2.2.1 Rationale for Recruitment and Selection Process used...............................................10
2.2.2 Employee Relations and Application of HRM practices............................................10
References................................................................................................................................11
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Scenario 1: Restructuring Human Resource Department
The company that has been selected for the assessment is the one in which the author few
months of internship experience. The paper is concerned with the assessment of the various
aspects of the human resource department. The purpose is to restructure the human resource
department based on the findings of this report. The effectiveness of the human resource
function will be reviewed and assessed throughout this section. The selected company has
150 employees that are handled and managed by the human resource department.
1. 1.1 Purpose and Functions of HRM
The purpose of the HRM is to ensure that the right candidate is hired to the company,
employees are well compensated and design of the work is such that none of the employee
get overworked and stressed (Need, 2006). The human resource managers conduct
assessment of the expected employee requirement within the organization in the days to come
and based on that, they prepare the recruitment and selection drive. The recruitment and
selection is followed by the training of the employees concerning particular division. During
the training of the employees, line managers accompany to impart practical knowledge about
the work aspects. Moreover, the classroom training is followed by on the job training. The
HRD also takes care of the appraisal of the employees periodically. The appraisals are
followed by training or firing.
1.1.2 Appropriate Talent and Skills from HRM
The human resource management helps in identifying the talent gap within the organization
and then employing right recruitment methods to bring in the appropriate talent and skills.
The HRD helps in keeping track of the rate of attrition within the company and employs right
environmental factors to retain those who are talented and can add to the organization. Apart
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from this, it also helps in aligning the workforce according to the business objectives. The
goals and objectives of the organisation is the key driver behind the type of the candidate
hired within the organization (Meyer and Smith, 2000). If the one of the objectives of the
business is to grow in the field of technology, then it is the responsibility of the HRM to hire
right candidate from that field of interest.
1.1.3 Approaches to Recruitment and Selection
There are multitude of approaches to the recruitment and selection. The approaches widely
used within this company are employee referral and advertisements in the weekly
employment newspapers. The employee referral within the organization has been the
appreciably successful method to bring in the candidates who are already aware of the
organizational culture. The employee referral has been the reliable source as the existing
employees are aware of what type of individual can sustain in this organizational climate and
thus refer only such employees (Deshpande and Golhar, 1994). This makes the job of the
HRD easier. The employment newspapers have been the reliable source for most of the
employment seeking candidate and therefore the company gives advertisements. The
responses have been mild but still good number of candidate pay visit to the company.
1.1.4 Strengths and Weaknesses of Approaches
The employee referral is the most preferred method for the selection of the candidate even in
the large sized organizations. The reason behind such preference is the ability of this method
to provide quality candidate to the company. In most cases it happens that the employee who
is referring a candidate unknowingly sends one similar to the referrer. This reduces the effort
of the human resource department in looking at the cultural fitment of the candidate and only
major skills become the point of assessment (Fernandez and Casilla, 2001). Employee
referral method has some weakness. There is the risk that same type of individuals might
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crowd within the organization thus reducing the freshness and increasing the group
formations. The advertisement in the employment newspapers has now gone out of date and
limited number of potential employees refers the employment newspapers. Thus company
miss potential candidate.
1.1.5 Strengths and Weaknesses of Approaches (Example)
There are other approaches to the recruitment and selection that are most suitable such as
online advertisements. The inclination towards online advertisement and online recruitment
has increased to a greater extent and the most of the small and big companies are using this
method for the recruitment. The major benefit in this method is the cost effectiveness and
faster connection with the candidates to be hired. The challenge faced is in sorting the huge
amount of applications. Apart from this, the method is the fastest method available to reach
the candidate in the lowest possible cost. There are online portals that provide listing of jobs
from the various countries such as LinkedIn and others. The candidates interested in the
particular job apply by submitting the resume. The individuals from HRD on the other end
receive the resume and verifies for the job fitment.
1.2.1 Benefits of Different HRM Practices
The different HR practices within the organization benefits both the employer and employee.
The major HR practices are recruitment and selection, work-life balance assessment of the
employees, training and development, and compensation. These practices within the
organization ensure that the need of both the parties, whether it is employer or the employee,
is successfully met. The employer needs right candidate for the particular job and the
employee require right environment to work. The human resource management can take care
of both of this aspect by diligently following through the practices.
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1.2.2 Different Methods used in HRM Practices
The different methods used in the current organization are in all the five aspects mentioned
earlier. The recruitment and selection utilizes employee referral and the online method of
employee recruitment has been suggested. The periodic survey of the employees ensures
finding out that whether the employees are happy with the work and their work-life balance is
good (Iles et al, 1990). Moreover, the method used in the training and development is the on
the job training and the classroom training. The compensation provided by the employee are
different based on the profile they are handling. There some divisions such as sales where the
employees enjoy incentives based on their everyday performance.
1.2.3 Effectiveness of Different HRM Practices
The various HRM practices being utilized within the organization help in raising the
organizational profit and productivity. The recruitment of the qualified and hard-working
individuals ensures that the company gets the right candidate. Moreover, their periodic
training and assessment ensures their constant growth towards their designated activity. The
provisions for incentives ensure that the employees stay motivated towards achieving their
individual objectives that in turn adds up to fulfil the overall organizational goals and
objectives. The companies such as Apple and Google provide periodic training to their
employees to ensure that they remain productive throughout. Moreover, they provide various
opportunities for recreation for their employees to keep them rejuvenated during the working
hours. These have been effective which is evident from the constant growth of these giant
technological companies.
1.2.4 HRM Practices and Application
The companies such as Amazon has do not apply out of the box HR practices but the effort to
make the everyday working right have paid off very well. The company uses free concerts
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and meet and greet with the well-known people from the industry keeps the employees
interested in working with the company. Moreover, the company also allows on-campus
farmer’s market that provides elements of interest for the employees. Such efforts towards
making the environment friendly and conducive for the employees help increase the
productivity. In the organization under discussion, the use of employee compensation was not
appropriate. The reason was that the individuals from other department were concerned that
why they are not paid incentives if they are working as hard as the one employed in the sales
department.
1.3.1 Employee Relations and Approaches
The employee relationship within an organization is an important aspect in improving the
productivity and profit of the organization in the longer run. The improved relationship with
the employees and the relationship among the employees increase the work effectiveness and
engagement. There are various elements that are considered to increase the employee
relations and some of them are pay and benefits, supporting work-life balance, and safe
working conditions (Matlay, 1999). The employee relations ensure that the employees have
appropriate environment to work and perform. Most of the organization has set up
grievances, conflicts, problem resolution divisions that take care of any issues employees are
facing in performing their duty.
1.3.2 Importance of Employee Relations in HR Decision-Making
The human resource department consider employee relations as the important wing for the
overall growth of the organization. Therefore, the decisions made by the human resource
department orient towards making the organizational environment friendlier for the
employees. The presence of equitable, honest and respectful work environment is desired all
the employees who work within the company and therefore it become necessary for the
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inclusion in the any human resource related decisions. The HR department assists the
employees and their supervisors in resolving conflict.
1.3.3 Employment Legislation and Impact on HRM Decision-Making
The employment legislation has been considered as the important pillar in providing more
support to the employees who are working within the organizations. The employment
legislation has provisions that allow the employees to enjoy right number of holidays,
minimum wage, health benefits, retirement benefits, and others. The employment legislation
has greatly impacted the decisions that have been made the company and are likely to be
made in the days to come. It is always ensured that any decisions regarding the human
resource management is not violating any of the provisions made in the employment
legislation (Machin and Manning, 1994).
1.3.4 Employee Relations Management and Employment Legislation and
Impact on HRM
The decisions made by the human resource department are subject to agreement with the
employment legislation and improvement of the employee relations. The human resource
department is well known for formulating famous or infamous rules and regulations within
the company. However, due to the consideration of the employment legislation, it is
necessary that the management prudently consider the rules and regulations that do not
violate any provision. It has been identified that in the run to make the environment and the
other aspects conducive for the employees, the HR department goes too far and miss the
actual goals and objectives of the organization. This should be kept in consideration while
making such decision.
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Restructuring Suggestion
Based on the assessment of the chosen organization, it can be stated that there are some
aspects that need improvement such as the method of recruitment, provision for
compensation, and increasing the working environment of the company while keeping the
goals and objectives of the company in consideration. The implementation of these aspects is
likely to ensure that the company attracts more talent in the days to come with the right set of
skills which can further aid in the achievement of the organizational goals and objectives.
Scenario 2: Recruitment and Selection Process
This section is concerned with designing a specific job description for the role receptionist.
The organization chosen is the one in which the author did the internship for few months. It
has been posted for online for everyone to see and employee referral has been sought too.
The Portfolio for all the four aspects have been given in each of the individual pages ahead:
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2.1.1 Job Description Design and Person Specification
Company XYZ: RECEPTIONIST REQUIRED
Job Brief
As a receptionist the person will be initial point of contact for anyone visiting the company.
The person will ensure that all the responsibilities of the receptionist are being taken care of
properly. The person will also provide administrative support throughout the organization.
Responsibilities
Assisting visitors in meeting the right person
Answering phone calls and screening the individuals to help them reach the right person
within the company through call transfer
Update schedules of various meetings as announced
Filing, Faxing, and other minor activities
Requirements
Strong work experience
Effective communication, writing and speaking, both
Should be able to organize and strong clarity of thought process
Good looking, presentable.
2.1.2 Tailored CV: Neha Cangi
Name: Neha Cangi
D.O.B: 25/07/1996
Address: 50A Carlyon Road
Wembley, Middlesex
HA0 1JE
Mobile no: 07404793856
National Insurance no: SN456860A
Email: [e-mail]
Education
Alperton Community School
Stanley Avenue
Wembley, Middlesex
HA0 4JE
College of North West London
Crescent House,
Wembley Park Drive, Middlesex,
HA9 8HP
Qualifications Results Date
Mathematics
Skills
Literacy
BTEC Science
Gujarati
Travel & Tourism Level 2
C
Silver Award
Silver Award
Pass
A
Pass
GCSE June 2012
GCSE June 2010
GCSE June 2010
GCSE July 2012
GCSE June 2012
GCSE July 2013
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English Entry Level 2
English
BTEC Level 3 Business
Pass
D
MPP
GCSE June 2012
GCSE June 2012
GCSE July 2016
Work Experience
Company: Community Career Centre
Job title: Book Keeper Assistant
Main Responsibilities: store data in Excel on computers from account books, Answer calls
of client and take their messages for my senior colleagues, organizing accounts folders and
welcoming clients.
Skills Gained: Team work, Communication, Telephonic, Data handling and Problem solving
Company: Jashan Restaurant
Job Title: Waitress
Main Responsibilities: Welcoming and taking customers to tables, taking and serving orders
to customers, working at the till for pay checkout, doing cutlery and setting up the tables.
Personal Statement
I am a mature, positive and hardworking individual, who always strives to achieve the highest
standard possible, at any given task. I am currently studying BTEC level 5 business
management. I possess excellent communication skills and I have the ability and experience
to relate to a wide range of people. I enjoy learning new things, I can work very well under
pressure and I have the knowledge to handle customer complaints and solving problematic
situations. I am open-minded, patient and supportive towards other people. I am a hard
worker who can deal with problems. I can be team player and work collaboratively with other
people and by my own too. I am also a multilingual person with three different languages. I
am an efficient and organized person that likes new challenges. I am computer literate and
enjoy learning new skills. My objective is to take every opportunity I can and gain as much
work experience as possible in order to achieve my aspirations.
Skills
Teamwork
Customer Service
IT skills
Telephone skills
Good communication skills
Good literacy and numeracy skills
Problem solving skills
Data handling skills
Organising skills
Multilingual (Gujarati, English, Hindi)
2.1.3 Preparatory Notes for Interviews
Preparatory Notes
Tell me about yourself
What are the goals?
Where do you work previously?
How were your previous boss and colleagues?
How much salary you are expecting from this job?
Interview Notes – Selection Criteria
The candidate shows agility and dedication towards the work.
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The candidate is highly interested in joining the company.
The candidate has the right skill sets to handle the daily duty.
2.1.4 Job Offer
Date
Name
Address
City, Province
Postal Code
Re: Letter of Offer of Employment – Receptionist
Dear Mr./Ms. Cangi,
After the discussions with you, we are delighted to offer you the position of Receptionist with
Our Organization. We are expecting that you will bring new ideas and strong sense of work
ethics with you. We are happy to happy to welcome you to our family.
As the member of our organization, you will be display commitment towards the work and
deliver the work at the highest quality possible. In return, we are committed to providing you
with every opportunity to learn and grow.
We are confident that you will find this new opportunity both challenging and rewarding.
Title: Receptionist
Job Description: See attached
Start date: January 25, 2016
Salary: xxx
Probation: 2 months
Hours of work: eight
We look forward to the opportunity of working with you.
Sincerely,
Name
Title
Organization
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2.2.1 Rationale for Recruitment and Selection Process used
The recruitment and selection process used in the method above is completely conventional.
The job description was posted online which was away from the traditional approach, but it
was not utilized for the particular job. The employee referral has been used to find the
candidate and match the CV of the candidate with the job description. The reason behind
such selection method is the previous experience of the company with the method that
brought good number of right candidate within the company.
2.2.2 Employee Relations and Application of HRM practices
As stated, the candidate was selected through the employee referral. This is the clear
indication that the current employee within the organization is happy with the environment
and prefers to work here. This is because one cannot refer someone known to work in an
organization where he or she does not like to work. It can be stated that the company’s
employee relations is good. The decision making gets impacted in the manner that being an
HR, the default preference goes to employee referral which should not have been the case and
external candidates form online sources should have been given some chances also.
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References
Deshpande, S.P. and Golhar, D.Y., 1994. HRM practices in large and small manufacturing
firms: A comparative study. Journal of Small Business Management, 32(2), p.49.
Fernandez, R.M. and Castilla, E.J., 2001. How much is that network worth? Social capital in
employee referral networks. Social Capital: Theory and Research, pp.85-104.
Iles, P., Mabey, C. and Robertson, I., 1990. HRM practices and employee commitment:
Possibilities, pitfalls and paradoxes. British Journal of Management, 1(3), pp.147-157.
Machin, S. and Manning, A., 1994. The effects of minimum wages on wage dispersion and
employment: Evidence from the UK Wages Councils. Industrial & Labor Relations
Review, 47(2), pp.319-329.
Matlay, H., 1999. Employee relations in small firms: A micro-business
perspective. Employee relations, 21(3), pp.285-295.
Meyer, J.P. and Smith, C.A., 2000. HRM practices and organizational commitment: Test of a
mediation model. Canadian Journal of Administrative Sciences, 17(4), p.319.
Need, W.C.D.H.P., 2006. Human resource management: Gaining a competitive advantage.
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