Approaches to Recruitment and Selection in Human Resource Management

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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