Human Resource Management Approaches to Recruitment and Selection

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION..........................................................................................................................1
TASK 1............................................................................................................................................1
P1. The purpose and scope of the human resource management in terms of resourcing an
organisation with talent and skill appropriate to fulfil the business objective ......................1
M1, How HRM function can provide and talent and skill appropriate to fulfil business
objective ................................................................................................................................3
P2. Strength and weakness of different approaches to recruitment and selection..................3
M2. Evaluation of different approaches to recruitment and selection....................................5
M3. Critically evaluate the strength and weakness of the different approaches to recruitment
and selection procedure..........................................................................................................6
TASK 2............................................................................................................................................6
P3. Benefit of different HRM practices with in the firm for both employer and employee's 6
P4. Effectiveness of HRM in raising organisational profit & productivity..........................11
M3 Different methods used in HRM practices.....................................................................12
D2 Evaluation of HRM practices.........................................................................................12
TASK 3..........................................................................................................................................12
P5 Importance of employee relation in influencing HRM decision-making.......................12
P6. Key elements of employee legislation and its impact on HRM decision making..........13
M4. Evaluation of key aspects of employee relation...........................................................14
D3. Evaluate employee relation and the application of HRM practices .............................15
Task 4.............................................................................................................................................15
P7. HRM practices in the work related context ...................................................................15
Job Description of JP Morgan..............................................................................................15
M5 Rational for application of HRM practices....................................................................17
D3 Employee relation and application of HRM practices....................................................17
CONCLUSION..............................................................................................................................17
REFERENCES .............................................................................................................................19

INTRODUCTION
Human resource management refers to that part of management which manage the people
at the work place. The main objective of HRM is to ensure the organisation to accomplish the
organisational goals through the people. This study will present the explanation of scope and
function of human resource management in terms of resourcing the JP Morgan firm with talent
and skill appropriate to fulfil its business objective. JP Morgan is an American international
multinational bank and financial service company which has been headquartered in New York.
This study also determine the strength and weakness of different approaches of recruitment and
selection and also include the selection procedures and their strength and weakness. It is also
analysed the internal and external factor that affect the human resource management decision
making including employment legislation. The study lay emphasis on how the HRM practices
apply in a work related context. This study also evaluate the effectiveness of different type of
HRM practices in terms raising the organisational profit and productivity (Albrecht and et.al,
2015).
TASK 1
P1. The purpose and scope of the human resource management in terms of resourcing an
organisation with talent and skill appropriate to fulfil the business objective
Human resource management refers to a strategic approach which ensured the effective
management of the people in the organisation, so that they provide competitive advantage to
organisation and helps in attaining goals and objectives (Amarakoon, Weerawardena and
Verreynne, 2018).
Purpose of human resource management
The purpose of HRM is ensured that the organisation obtains skilled, capable and
motivated employees that it needs. Human resource management improve organisational
performance by providing employees with broad responsibilities so that they can use their skill
and knowledge effectively. The main objective of human resource management is to ensure the
availability of right people at right position to accomplish the organisational goal effectively. For
effective workforce planning, HRM provides the talented and motivated employees to firm who
contributing their best efforts towards the task. Resourcing an organisation means providing the
capable and effective work force for accomplishing organisational objective

efficiently(Armstrong, Landers and Collmus, 2016). This can be effectively done through
optimum utilisation of all the available resources of firm which is provided by the human
resource management.

Functions of human resource management
The function of Human Resource Management which are applicable in the effective work force
planning and resourcing in JP Morgan firm to achieve the business goal are as follows-
Planning is the first and most important function of human resource management which
determine the number and type of employees needed to accomplish the JP Morgan firm's goal
effectively (Human resource management, 2017). Planning also includes the training which is an
important factor for resourcing the JP Morgan firm with appropriate talent and skill because it
provides the training to those employees who require to developing their skills and knowledge
for attaining business objective (Bratton and Gold, 2017).
The second function is the Recruitment, which is core function of human resource
management. It helps in selecting the appropriate personnel according to the requirement of
vacant position in the organisation. Through this function JP Morgan firm can find and hire
employee with high skill and knowledge. (Gutierrez-Gutierrez, Barrales-Molina and Kaynak,
2018).
The strategic human resource is refers to the approach which determine how the
organisational goal achieve through the people by means of human resource strategies. The aim
of strategic HRM is to generate the capability of organisation by ensuring that firm has the
talented and motivated employees.
Nature of strategic human resource management
Strategic HRM is the process which helps in the attainment of organisational objective
through developing the practices, programs and policies.
In this, the human resource practices used by the line managers as well as employees as a
part of their everyday work (Jesinoski, Miller and Volker, 2016).
Scope of strategic HRM
Strategic HRM ensures that human resource management is integrated with strategy and
strategic requirement of the organisation. It involves designing of corporate strategies and their
implementation in the firm for better productivity. Strategic HRM also help in determining the
model of firm's way of doing business.

Hard human resource management refers to the system of staff management which
achieve the highest profit and competitive advantage through better working of employees which
is done only by controlling the employees. It also manages the people in the way that increase
the value of the JP Morgan firm in terms of planning and resourcing the organisation at the
global level.
Soft HRM considered employees as an important asset of organisation. It emphasises on
the human dimensions of employees through the social relations and attitude towards the
supervision as an element of the increasing the productivity. This approach based on the
encouraging the high level of trust among the organisation in terms of growth and development
of the organisation at global level (Marchington and et.al., 2016).
M1, How HRM function can provide and talent and skill appropriate to fulfil business objective
The function of human resource management provides the talent and skill appropriate to
fulfil the business objective because it includes the planning function which ensure that right
type of people, in the right number at the right place and which work on the continuous basis for
the accomplishment of the JP Morgan firm's objective efficiently.
The recruitment function providing the talent and skill appropriate to fulfil the business
objective by recruiting the suitable personnel according to the employment need in terms of
increasing the productivity of JP Morgan firm(Nankervis and et.al., 2016).
P2. Strength and weakness of different approaches to recruitment and selection.
Recruitment & selection is the process of attracting, short listing and selecting suitable
candidate according to required skill and knowledge of the vacant position in the organisational.
It includes the finding and hiring the best qualified candidate for the opening job in a cost
effective manner in the organisation. It involves the two approaches such as internal and external
approach (Rothenberg, Hull and Tang, 2017).
Internal approach of recruitment refers to the process of selecting the employees from
within the organisation or fulfilling the vacant position through the existing work force of the
firm. It includes various methods such promotion, transfer and internal job posting.
The first strength of the internal recruitment is that it is the cheaper and quicker way to
recruit the employees because JP Morgan firm find out suitable candidate easily from the
existing work force through the internal job posting method. It also eliminates the need of
advertising for the vacant post.

Second strength of the internal recruitment is that the company already know the whole
information about the candidate's in terms their skill, knowledge and capability, due to this
information the JP Morgan firm can determine effectively that recruited employee is fit for the
job or not (Saks and Gruman, 2017).
The weakness of the internal recruitment approach is that no new idea can be introduce
from outside because the candidate will be hired from with in the organisation. It sometimes
creates dissatisfaction among other employees.
The second weakness of internal recruitment is limited choice for selecting candidate.
Might be it is very cheaper and quicker way to recruiting the employees but it left the firm with
limited pool of talent to select the candidate from within JP Morgan firm(Wright, 2018).
External approach of recruitment refers to the process in which the vacant position is
fulfilled by selecting the suitable candidate from the outside of the organisation. This approach
includes the various methods of recruitment such employment agencies, social media and
advertisement.
The first strength of the external recruitment approach is that it includes larger pool of
employees from which the best suitable candidate can be recruited. It provides large number of
employees with high level skills and talent and from which the JP Morgan firm has to selected
the candidate for the achievement of their business objective. External recruitment ensures entry
of skilled and creative people which brings innovation within organisation (Albrecht and et.al,
2015).
The second strength of external recruitment is the availability of new ideas and wide
range of experience from outside world.
Weakness of the external recruitment & selection, it is expensive method due to the
advertisement of vacant post and then conducting the required interviews for selecting the
candidates.
The second weakness of the external recruitment is that it takes more time to fulfil the
vacant post in the organisation.
Selection method includes the overall process which helps to pick the individual from
the available sources of recruitment. Selection process includes the various methods such as
employee selection test, job knowledge test and interviews(Armstrong, Landers and Collmus,
2016).

Interview is most important method of selecting the suitable candidates in JP Morgan
firm. It includes both face to face interview or telephonic interview. Through this interview the
firm can hire the high skilled and capable personnel according to the job position.
The strength of the interview method is that company can gain original and deeper
information from candidates. The interview helps the interviewer to know more about the
candidate personally.
The weakness of interview method is that it is an incomplete process because may be
interview is important tool for selection procedure but it not possible for the interviewer to
identify the every single information about the candidate(Bratton and Gold, 2017). For example
if we want a technical expert and we are interviewing through the written method then how it
will ensure the productivity of the candidate in the firm.
M2. Evaluation of different approaches to recruitment and selection
Internal approach of recruitment is might be cheap and quick way to select the
appropriate candidates but it also has a disadvantage as limited pool of talent available within
company from which the manager of JP Morgan has to select the candidates.
Whereas the external approach of recruitment has the availability of the high experience
and capable employees in the large numbers but it is too much expensive process of selecting the
suitable professionals in the JP Morgan firm (Jesinoski, Miller and Volker, 2016).
Selection process includes interview approach, in which interviewer gain the original
information from the prospective candidate. It is useful in determining the communication skill
of job applicant which is essential for performing job.
Weakness of interview, sometimes negative information may be given by the candidate
during the interview.
M3. Critically evaluate the strength and weakness of the different approaches to recruitment and
selection procedure
If the JP Morgan firm recruit the employee from with in the organisation known as
internal recruitment. It has the advantage in terms of the less time consuming and cheaper way to
select the appropriate candidate according to the vacant position and also the firm know very
well about the candidate due the existing employee in the organisation.

And if the JP Morgan firm select the candidate from the outside world of the
organisation, it has the strength in terms of getting the high experienced and more suitable
candidate for the vacant position(Marchington and et.al., 2016).
TASK 2
P3. Benefit of different HRM practices with in the firm for both employer and employee's

Benefits of HRM Practices Benefits For Employees Benefits For Employers
Training  By providing training to
employees can increase
their productivity which
ensure the success of
project which in turn
improve the company
performance (Nankervis
and et.al., 2016).
 Through getting
training, employees can
become able to work
with higher productivity
and they get more career
development
opportunities.
 By attending training
sessions, Employees of
JP Morgan can get to
know and learn new
things which they can
implement during their
work.
 By training, employees
can improve their
performance and
develop their
personality in many
more way. By training,
JP Morgan Employees'
job satisfaction level
 By providing training
company can get
professional workers
easy which lead to
low mistakes and
high productivity.
 By training, it
becomes easy for
them to work with
employees who
accept changes
readily which is
benefit for
organization to cope-
up with changing
environment.
 By giving training,
Employers of JP
Morgan can be able
to use their human
resources capital well
and can raise
productivity of
company.
 By conducting
training, employees
will be able to make
economical use of
materials which lead
to low wastages and

goes up and they
become happy which
lead to better outcomes
(Saks and Gruman,
2017).
less
expenditure(Rothenb
erg, Hull and Tang,
2017).
9

Reward  By reward, employees
of Canary Wharf do
work better with an
intent to get more
reward (monetary or
non-monetary).
 Employees of Canary
Wharf get motivated by
reward to do work better
in future which is good
for both.
 By reward, employees
of Canary Wharf get
recognition in the
organization which
motivate them to do
quality work (Albrecht
and et.al, 2015).
.
 By reward, JP
Morgan's employers
relationship with
employees become
friendly which create
understanding
between them which
is good for
organisation
(Wright, 2018).
 If employees get
rewards, credit goes
to employers which
make them more
satisfied and work
more hard to move
the Canary Wharf to
the height (Bratton
and Gold, 2017).
Performance Management By performance management,
employees of JP Morgan feel
that their work are important for
employer and organization so
they do more work hard and
give better performance.By
performance management,
Canary Wharf employees can
get chance for
promotion/demotion, which is
 By performance
management,
employer of JP
Morgan get to know
about the problems
facing by their
employees so they
enable to solve it
which lead to fewer
mistakes and achieve

important for their work life
(Bratton and Gold,
2017).Performance
management set clear
objectives for employees which
help them in setting there career
path and objectives
organizational goals.
Performance
Management
improves the
understanding
between employers
and employees which
is good for achieving
the objectives
oforganization
(Marchington and
et.al., 2016).By
performance
management,
employers of Canary
Wharf can better
evaluate their
employees' work and
accordingly they can
decide their
promotion or
demotion and salary
packages.
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P4. Effectiveness of HRM in raising organisational profit & productivity
Learning, development and training practices - training is very helpful in achieve goal of
JP Morgan. Training always increase efficiency, capabilities & skills of the employees. new
ideas forming in their mind is result of training. JP Morgan's overall performance is based on its
employees. Training and development is key factor for increasing investment in JP Morgan.
Training and development programme expand the knowledge base of all employees. Employee
who receives training is more able to perform their job effectively and it also builds confidence
among them. Training and development also indicates weak areas in which employees suffering.
(wilton, 2017 ).
Flexible working option - it is a good strategy for employees. HRM of JP Morgan
follow flexible working option for their employees. Like part-time, flexitime, job sharing etc. it
is helpful in make better working environment, give job satisfaction, increased energy,
motivation etc. this can reduce stress and anxiety among employees. It improves employees
working capabilities and put direct impact on achieve JP Morgan goals. So organisation has not
needed of employees in office every day of working week. Through this thing employees have
option to choose the hours they want to work. its helpful in providing job satisfaction to
employees. By these strategy employees do their work from home with more productivity.
Employee performance management and monitoring- HRM managing performance
of employees for attaining JP Morgan's goal. Through this, managers can aware about the issues
that are faced by employees and they are able to solve it which has helped them in retaining
employees. Performance management is useful for appraisal. HR monitoring their performance
with check ins and meetings, give reward, regularly reviews, continually develop their
performance. Its overall helpful in achieve JP Morgan's goals (Bratton and Gold, 2017).
Payment and reward management- payment and reward management is most
important strategy of HRM. Its main objective is to reward employees fairly and in equitable
manner and it is also necessary for JP Morgan to design payment and reward system according to
skills and capabilities of employees Because it is helpful in achieve organisational goals. Its
include bonus, incentive, gifts, promotion, salary raise and benefits. Providing reward to
employees is effective as it helps organization in enhancing the motivation level of employees. It
helps firm in retaining workers which helps in increasing productivity and profitability.
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M3 Different methods used in HRM practices
Canary wharf adopted flexible options and reward system for human resource
management practices such as it provided flexible working hours for its employees which helped
in creation of job satisfaction in the mind of employees as well as they provided 3% raise in their
salary as a reward system for motivating employees.
D2 Evaluation of HRM practices
Canary wharf adopted reward system for human resource management practices which
helped in motivating employees thus help them to retain employees for a longer period of time.
On the other hand, it may lead to reduction in profits as the company would have to distribute
part of their profits to its employees.
TASK 3
P5 Importance of employee relation in influencing HRM decision-making
Maintaining effective employee relation is very important for the smooth running of
business(Saks and Gruman, 2017). Apart from this, employee relation is also very important in
developing job satisfaction in the mind of employees which will lead to increase in productivity
of employees as a satisfied employee will contribute more towards the achievement of
organisations objective as compared to unsatisfied employee.
Strategies adopted by JP Morgan to improve employee relation
 JP Morgan makes lot of efforts to reduce the cultural differences in the organisation such
as differences in language, caste, greed, sex, etc. Lot of emphasis is given to eliminate
these differences because people can feel free to share their ideas, opinions and views by
overcoming the cultural barriers, which lead to increase employee engagement and
participation in decision making process. This has influenced decision making of human
resource department as now they encourage celebration of each and every festival in their
organisation in order to remove cultural differences and bring equality in the organisation
by gaining the confidence of employees through ensuring them that the company is
concerned for them and would not discriminate any employees on the basis of their
culture.
 JP Morgan also emphasised on establishment of flexible structure within the organisation
so that employees feel free to communicate within the organisation. The basic objective
behind establishment of such a structure was to foster open communication and remove
13

the difficulties faced by an individual regarding decision making as now the human
resource department has taken a decision to give its employees freedom to take their own
decisions which has helped in improving the employee relationship.
 Apart from the above strategies, JP Morgan also focusses on conflict management so as
to create peace at the workplace as it helps in creation of job satisfaction in the mind of
the employees to keep the employees motivated and would help the company to retain
employees for a longer period of time as well as to keep the employees continuously
engaged in work(Marler and Parry, 2016). As now the HR department has taken a
decision to establish a proper system by which conflict of the employees could be solved
and employee relation could be improved.
 JP Morgan also focuses on improving the employee participation as well as employee
involvement by motivating them through providing them various kinds of incentives,
benefits, rewards and recognition because more the employee participation more will be
the productivity of an employee. This has resulted in more employee satisfaction, thus
leading to effective employee relationship.
 Moreover, JP Morgan, in order to improve the employee relationship also empowered the
employees by giving them the autonomy to work that is giving them the freedom to make
their own choices rather than be bound by the decisions taken by others for them.
Employee empowerment will also help in bringing more creativity and innovation
because when employees are empowered, they would be encouraged to generate new and
creative ideas thus resulting in better performance of the company. This is one of the best
strategy that the company has adopted to increase the employee engagement
(Marchington, 2016).
P6. Key elements of employee legislation and its impact on HRM decision making
 Anti – discrimination Act,1977
This act has been formulated in order to prevent discrimination at the workplace such as
discrimination due to age, gender, colour, culture, etc. Human resource department of JP Morgan
has taken decision to provide equal pay for equal job so that no employee would feel
discriminated and work hard towards achievement of individual as well as organisational
objectives.
 Health and Safety Act,1974
14

This act has been formulated in order to encourage and enforce workplace health, safety
and welfare. Hence, in order to follow this act human resource department of JP Morgan has
taken this decision to promote healthy environment in the organisation such as protecting the
employees against dangerous substances; so that employees would be motivated to work better
as well as they would remain in the organisation for a longer period.
 Provision and use of work equipment regulations 1998
This act has been formulated in order to make sure that the equipments that have been
provided are safe and suitable to work(Lussier and Hendon, 2017). Thus, human resource
department of jp morgan has decided to give proper instructions and training regarding working
of machines to the employees as well as providing information to employees regarding any
dangerous part of machinery so as to minimise the accidents that may occur at the workplace due
to improper use of equipments.
 Employment Relation Act, 2000
This act provides for legal backdrop for all relationships at the workplace. Hence, the
human resource department of JP Morgan has taken decision to promote good faith and fair
process by providing timely breaks to the employees so that they do not have much work load
and can relax for some time and then concentrate on work. Moreover, providing facilities such as
infant feeding would help females in managing the work and personal life at the same time.
 Working time regulation 1998
This regulation provides for determining working time as well as how young employees
can be employed. Human resource department of JP Morgan has taken decision to provide timely
breaks for rest and each break consisting of 20 minutes, shorter working week that is 5 days a
week as well as flexible working hours to create employee satisfaction in the mind of employees.
M4. Evaluation of key aspects of employee relation
The key aspect of employee relations management and employment legislation that
affected HRM decision making is through anti-discrimination act as this act provides protection
to employees against all kinds of discrimination occurring at the workplace such as human
resource department of JP Morgan has taken decision to treat all its employees as all are equal in
the eyes of law. Hence, no discrimination would be entertained in the company (Bratton and
Gold, 2017).
15

D3. Evaluate employee relation and the application of HRM practices
Rewards and recognition has helped in developing effective employee relationship and
hence human resource department has made decision that it will provide recognition to all the
employees who excelled in their performance through declaring that employee as the employee
of the year as well as providing them rewards based on their performance.
Task 4
P7. HRM practices in the work related context
Job Description of JP Morgan
Job Title Chef position
Reports to Human resource manager
Roles (main purpose) Prepare and cook food for daily sales and functions, monitoring and
guiding staff while working in the kitchen and ensure food preparation
area are clean and tidy.
Responsibilities Work closely with the line manager on all food related issues and the
preparation, cooking and delivery of food for functions and weddings.
Qualification Level 2 awards in food safety and equivalent qualification.
16

Person Specification of JP Morgan
Title of the job Chef position
Date: 11/02/19
Qualification required Essential Desirable Met
Working knowledge of
English and continental
cookery
Intermediate food hygiene
certificate
A fair and enthusiasm for
cooking with fresh quality
ingredients.
Yes
Yes
Yes
Need of Experience
Minimum 1 year of menu
costing.
More than 1 year
previous experience
demonstrating good
management and effective
coordination of a kitchen
team.
Yes
Yes
Personal characteristics
17

& conduct
Teamwork
Good interpersonal skill
with both kitchen, front
of house staff and
management.
Positive approach to menu
planning and
development of catering
services.
Yes
Yes
yes
INTERVIEW QUESTIONS
1. Tell me about a time you had to handle a difficult patient?
2. How many years of experience do you have in nursing field?
3. What is your strongest skill as a nurse?
4. How would you deal with a doctor who was rude? ?
5. How would you handle a patient who complaints ?
M5 Rational for application of HRM practices
Rational for the application of person specification is concerned with determining the
qualifications, skills, experience, roles and responsibilities. Application of Flexible working
options are effective as it Increased employee morale, engagement, and commitment to the
organization, Reduced absenteeism and tardiness, Increased ability to recruit outstanding
employees, Reduced turnover of valued staff.
D3 Employee relation and application of HRM practices
Employee relation could be critically evaluated through one-to-one meeting with the
employees and HRM practices such as recognition influence the decision making of human
resource department such as decision regarding who would be the employee of the year.
CONCLUSION
From above study it has been concluded the of scope and function of human resource
management like planning and recruitment are applicable in the work force planning and
18

resourcing JP Morgan firm. It has been detailing the strength and weakness of the internal and
external approaches of recruitment which has supported organization in knowing that interview
method of selection is not that reliable. Also through managing reward organization has been
able to attract and retain more talent. This study also determined the effectiveness of different
HRM practices as it helps in raising organisational profit and productivity.
19

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