Human Resource Management/ Recruitment process

Human Resource Management/
Recruitment process

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and function of Human resource management........................................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection. ................2
TASK 2............................................................................................................................................4
P3 Benefits related with HRM practice for employee's and employer.......................................4
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity. ...............................................................................................................................5
TASK 3............................................................................................................................................6
P5 Importance of employee's relations to understand its influence on HRM decision-making. 6
P6 Elements related with employment legislation and their impact on HRM decision-making 7
TASK 4............................................................................................................................................8
P7 HRM practices and its implement among organisational work.............................................8
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Human resource is defined as the number of individuals who contribute their efforts for
managing work according to decided organisation strategy. Individuals together formulate
organisation workforce by signing an agreement related with employer. More number of
individuals perform their all actions in a collaborative approach which leads an organisation to
work as an asset for company. Recruitment process is a visible element of Human resource
process which aids to fill vacant position with selecting right candidate. The organisation
selected for this report is Debenhams which is a retail organisation and it manage their business
among different geographical areas (Abraham and et. al., 2015). Further, this report highlights on
functions and purpose of human resource management and the approaches of recruitment
process. Employment legislation and its impact on HRM decision-making will also focus in this
report. In the last, HRM practices related with organisation example is also included in the
upcoming report.
TASK 1
P1 Purpose and function of Human resource management
Human resource management refers to the process of employing individuals,
compensating and training of employee's. From the last, several years human resource
management faced different challenges such as sending birthday wish to employee's etc. Some
purpose and functions that are performed by personnel manager of Debenhams is mention as
follow:
 Organisation level- Macro level is defined as a change in the overseeing of
organisational leadership as well as culture. HR manager of an organisation ensure the
laws which is related with business and it is different due to change in the safety and
security of individuals. This refers HR manager of Debenhams ensure while the change
in workforce level it is easy to complete work in an appropriate manner. Along with this
HR also ensure that individuals engage more efforts in their roles to achieve company
goals in minimum time period (Aravamudhan and Krishnaveni, 2015).
 Planning to develop competencies- Competency based management support the
combination of human resources through allowing individuals to work as per current
skills and abilities of individuals. In the context of workforce planning of Debenhams,
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personnel manager leads individuals to address organisational problems with the
contingent plans.
Functions of HRM
 Employee's protection- Workforce planning is an important function for each
organisation and it refers that each individual perform and manage work according to
decided roles of organisation. So employee's safety is the responsibility of personnel
manager of Debenhams that helps in protecting the employee's from hazard conditions
(Ekwoaba, Ikeije and Ufoma, 2015). In the context of respective organisation HR
management also improve the efficiency and retain period of workforce through
completing all task as per employee's information.
 Compensation and performance appraisal- HRM professional focus on the needs,
wants and requirements of vacant seat position through using research methods such as
data analysis of previous year performance of organisation. From the perspective of
Debenhams it is identified that HR professional involve process of satisfying individuals
needs. This is also used to set the number of human resources by managing the
requirements of individuals. In the context of organisation it is also used to set the
benefits from human resource process as per decided workforce planning aspect.
P2 Strengths and weaknesses of different approaches to recruitment and selection.
Recruitment and selection refers to the process of identifying potential candidates or
applicants in order to attract potential number of candidates through implementing recruitment
process. Similarly, selection refers to the process of hiring employee's from the large pool of
candidates. Selection of a candidate depend on two methods that are internal and external
process of recruitment (Gilani and Cunningham, 2017). In the context of Debenhams both
methods are selected by HR as per the skills requirements of business.
Internal source
It is explained as a process of providing opportunities to individuals who are related with
organisation. Example- To recruit employee's from the existing workforce by using methods of
promotion and transfer.
Strength
 Individuals are motivated as they are offered to work at high level.
 Process of recruitment is completed within decided budget.
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Weakness
 The scope to identified skilled workforce is limited.
 If skilled workforce is not motivate than employee's morale to stay in organisation is
reduced.
External source
Organisations like, Debenhams are performing their work with the motive of recruiting
employee's by using external source of recruitment (Gudgeon and Kirk, 2015). As it is also
suitable for business because it helps to recruit individuals from large number of candidates.
Strength
 The term external source helps to generate ideas that match with existing requirements.
 Large number of options exists in market to identify skilled candidate.
Weakness
 Risk related with external sources is more for external process of recruitment such as
time and cost.
 New and existing employee's can face dispute while working for similar project.
Selection
Selection of human resource depends on the company staff and area because it helps HR
to recruit capable and potential candidate. In context of Debenhams selection method determine
and consider that selected individual is able to perform work in retail sector (Oaya, Ogbu and
Remilekun, 2017). Some methods to select potential candidate is mention as follow:
In-person interview
The period to conduct face to face interview is more and in context of Debenhams in-
person interview is more effective because it helps in understanding individuals requirements
and skills.
Strength
 The method of conducting interview help to understand the communication skills and
personality of person to check as individual match with organisation culture or not.
Weakness
 Informal interview reduces the possibility to work with more efficiency.
 Biased results are also monitored in each organisation at the time of inperson interview.
Selection test
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Individuals who are selected now face the stage of test and as per retail sector job
personality test is conducted by the HRM department of Debenhams for selecting potential and
capable candidate among business (Ployhart, Schmitt and Tippins, 2017).
Strength
 Helps to understand the talent of employee's by asking reasoning related question.
 Individuals also understand about their strength factors.
Weakness
 Candidate may change their behaviour at the time of task.
 It is complex to change life-style of individual if it not match with individual personality.
TASK 2
P3 Benefits related with HRM practice for employee's and employer
The term HR practice help manager to deal with the number of competencies,
commitment and satisfaction which is leading persons for completing their work in the form of a
process, system and rule. Employee's are most important asset for the organisation so with
effective HR practices it is easy to manage work according to the work-culture of Debenhams. In
the context of business HR practice help business to select and work with capable candidates.
HR practices from the perspective of Debenhams and retail sector organisation are mention as
follow:
 To provide information- Share of essential information is an important aspect for the
workforce who is engaged in company operations. Moreover, Debenhams offers a large
variety of products so with communicating and sharing essential aspects of information
both employee's and employer perform work or role according to the decided goals of
business (Rozario, Venkatraman and Abbas, 2019). Moreover, information also help
persons to trust on each other through influencing individuals for managing work as per
individual life and organisation goal.
 Effective organisation structure- One of the best practice that is related with
employee's relates with formulation of an effective organisation structure. Employee's
who are working with Debenhams is more focused towards managing work as it leads to
complete work in an organised manner. Along with this employee's are recognise as
valuable member as it leads management to gain competitive-edge in market. Employee's
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are benefited because with organisation structure practice as it is used in satisfying
workforce requirements. Employee's also feel confident by managing work with
organisation structure.
 Training towards relevant skill- One of the best HR practice state about the retail sector
organisation relates with the motive of offering and managing training according to the
essential skills. With recruiting individuals according as per the organisation goals it is
also important to provide right training so individuals efforts match with the goals of
business (Rudolph, Toomey and Baltes, 2017). In the context of employer benefit it is
analysed by management that specific skills helps persons to perform their work as per
formal learning aspect. Moreover, employee's are also benefited because skills helps
them to obtain top position in market.
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.
Analysing and evaluation are two important aspects for the business which leads an
organisation to determine the performance of business. In simple terms more the productivity of
Debenhams is increased profit for organisation is also improved as quality products retain in
demand for longer period. With the globalisation aspects success of business is depend on the
performance of employees. It refers more the individual contributes in their role than the
probability to formulate competitive-edge is also increased among organisation. On the other
side, there are different HRM practices is implemented by HR department of Debenhams that
include higher level of productivity. Training is also recognised as an effective alternate which
makes employee's possibility to work as per the productivity of business. In context of retail
sector relevant skill HR practice improves employee's productivity because it is used in
managing business according to decided strategy. In context of Debenhams professional and
personal both are managed through implement of organisation structure practice (Slavić, Bjekić
and Berber, 2017). This also refers individuals make positive impact by performing their task
according to individuals requirements. In context of business it is used to complete all task as per
benefits.
All the practices related with HR improve company productivity and the profitability that
indicates about organisational efforts. In context of business performing work with more
productivity implement individual aspects that make benefits for individuals by employing
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efforts towards business as it make commitment about individual to influence them for managing
work with decided business practices. In context of engaged employee's of Debenhams persons
are more focused towards sharing essential information with each other. This leads management
to complete all work with high performance that is used to raise and improve profits for business.
It defines committed employee's also improve company profits by managing work according to
practices of HR to improve company decision-making.
TASK 3
P5 Importance of employee's relations to understand its influence on HRM decision-making
The employee relations relates to the efforts of the employers to manage a good
relationship between employer and employee. A healthy employer employee relationship often
leads to positive outcome from of the resources available. It also assures that employees are well
committed to their work and loyal to the organisation. The employee relation is a part of Human
Resource strategy which places duty on HRM to provide positive environment to the employees
to deliver efficient outcome from their work (Thebe and Van der Waldt, 2014). There are 4 pillar
of employee relations that is followed by the Debenhams which helps the HRM of Debenhams in
their decision making, that is, open communication between employer and employee, showing of
recognition through small gestures, constant feedback from the employer to employee on their
work and investment on employee by the employer that they care for them as people and not as
worker. Without employee engagement in the organisation, HRM of the Debenhams cannot take
a positive decision on the organisation as the employee is the one who works day and night for
achieving the goals and objectives of the organisation. Engaging the employee will lead to happy
relationship between employee and employer which will maximise the efficiency of workers and
minimise the conflicts between them. With the employee engagement, Debenham has achieved
success in the country and has also set up its franchise in different countries only because of the
positive environment present in the organisation which has resulted in good decision making of
the HRM as the employee supported and worked hard for the organisation.
Key approaches for engaging the workers-
To motivate and make the employees enthusiastic about their work, employee
engagement is very necessary. It is a strategic approach which helps in inspiring the employees
which tend to increase their productivity so that they can perform best for the organisation. There
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are several key approaches that are used by Debenhams which engages their employees, those
are – Debenhams tries to strengthen the image of their employees with constant feedback on
their work and tries to make them feel that they are the part of the organisation. Communicate
the expectations: the employers of Debenham gives goals to their employees with a deadline
that helps the employees to perform with responsibility and gives an optimistic approach towards
the organisational goals (Varaden, Sandhu and Tjiptono, 2020). Scope for further
improvement: constant feedback as well as criticism on the work will help employees to make
improvement in their strategies of achieving the goal and help them to perform in a better version
of themselves. The Debenhams use these approaches as tools to yield positive outcome from the
work. They give their employees best so that they can take the organisation to a new level of
success.
P6 Elements related with employment legislation and their impact on HRM decision-making
The term employment legislation undertake the right related with workforce of
organisation and it is also used for managing better coordination among all employee's of
business. Some legislation which impacts on decision-making of Debenhams are mention as
follow:
 Equality act, 2010- The existence of equality act is from the initial period of engagement
of workforce among company operations. But the last modification was implemented in
the month of October, 2010. This act is used to manage combination among 116 separate
laws in a single act. Moreover, the motive of organisation is to generate legal framework
among all individuals which is used for managing equal rights and offering similar,
opportunity to all persons. Impact of equality act on HRM decision-making helps to
reduce the number of discrimination among organisation.
 Data protecting act, 1998- This act relates with the parliament of UK and it is used to
establish the guidelines about the system which is used to store the date. It also define the
way by which an individual is bound towards personal data and it is also necessary for
persons at the time of recruitment process (Volkmann and et. al., 2019). Personal data is
an important aspect for business so with implement of data protection data it is easy for
business to compile regulations which ensure the safety of confidential information. Data
protection act impact on decision-making of business if individuals loss personal
information due to organisational mistake.
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 Health and safety act, 1974- The aspects of employee's health and safety act are
developed by the parliament of UK. It set out different framework which is leading
persons to perform their duty according to decided rules of employee's and employers.
On the other side, health and safety act also reduce the possibility to accomplish high
performance if individuals does not feel safe at workplace. From the point of decision-
making if health and safety act is not adopted than individuals feel challenges because of
managing company operations at different workplace (Voss and et. al., 2019). According
to decision-making of health and safety act, 1974 it is complex to manage employee's
efforts for business.
In the last, it is identified that all act related with employee legislation help to focus on company
efforts by managing all workforce for business in an organised manner.
TASK 4
P7 HRM practices and its implement among organisational work
Person specification is identified as the outline which is related with personal information
of an individual. This is also used for managing the positions related organisation in order to
ensure recruit right candidate at right place.
Personal specification for the post of business associate in Debenhams
Person Specification
 Post: Business Associate
 Department: Marketing
 Key entry methods- (A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
 Qualification &
Experience
 Bachelor degree in
management.
 Formal
communication level.
 Internship related
certificate.
 Experience in
marketing.
 Master degree in
management.
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 Skills or knowledge  Use of marketing tools
to understand business
environment.
 Knowledge of
customers behaviour
understanding.
 Multitasking methods
to deal with business
and customer's both.
 Knowledge about
promotion and
advertisement of
products.
Benefits and liability related with advertising methods
Debenhams use both external and internal method to select a capable candidate for
organisation. Moreover, recruitment process is also based on employee's requirement and job
position. So advantages and disadvantage of both methods is mention as follow:
Internal source- Employee's referrals is a technique which is used by Debenhams to recruit
candidates from existing source.
ent employees for the recruitment process for receptionist.
Advantages Disadvantages
 Time to recruit individual is too short.
 Employee's are motivated to become
the part of recruitment process.
 Limited number of applicants is a major
drawback for internal recruitment.
 Employee's referral also increase
number of groups at workplace.
External Source of Recruitment: Advertisement of vacant job position through the use os
social media is a method for external recruitment.
Advantages Disadvantages
 To approach and attract large number
of potential candidates.
 To identify new ideas by recruiting
persons with external source of method.
 Candidates from all different working
background also applied for vacant
seat.
 Time and cost consuming process.
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CONCLUSION
In the last, with the analysis of above report it is concluded by management that human
resources are recognised as an important aspect for business. In the present scenario,
organisation such as Debenhams perform their work with motive of generating cooperation
between organisation employee's and employers. Rewards and compensation are also provided to
workforce according to their previous efforts. Along with this employment legislation support
and organisation to complete their operations in ethical manner. In the last, implement of
effective HRM practices leads management to improve company profitability by completing all
work according to decided objectives.
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REFERENCES
Books and Journals
Abraham, M and et. al., 2015. A review of SMEs recruitment and selection dilemma: Finding
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Aravamudhan, N.R. and Krishnaveni, R., 2015. Recruitment and selection building scale:
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Davidson, M., 11 Restructuring Women's Employment in British Petroleum. WOMEN'S
EMPLOYMENT AND MULTINATIONALS IN EUROPE, p.206.
Ekwoaba, J.O., Ikeije, U.U. and Ufoma, N., 2015. The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Gilani, H. and Cunningham, L., 2017. Employer branding and its influence on employee
retention: A literature review. The Marketing Review, 17(2), pp.239-256.
Gudgeon, S. and Kirk, S., 2015. Living with a powered wheelchair: exploring children’s and
young people’s experiences. Disability and Rehabilitation: Assistive
Technology, 10(2), pp.118-125.
Oaya, Z.C.T., Ogbu, J. and Remilekun, G., 2017. Impact of recruitment and selection strategy on
employees’ performance: a study of three selected manufacturing companies in
Nigeria. International Journal of Innovation and Economic Development, 3(3), pp.32-
42.
Ployhart, R.E., Schmitt, N. and Tippins, N.T., 2017. Solving the Supreme Problem: 100 years of
selection and recruitment at the Journal of Applied Psychology. Journal of Applied
Psychology, 102(3), p.291.
Rozario, S.D., Venkatraman, S. and Abbas, A., 2019. Challenges in Recruitment and Selection
Process: An Empirical Study. Challenges, 10(2), p.35.
Rudolph, C.W., Toomey, E.C. and Baltes, B.B., 2017. Considering age diversity in recruitment
and selection: An expanded work lifespan view of age management. In The Palgrave
handbook of age diversity and work (pp. 607-638). Palgrave Macmillan, London.
Slavić, A., Bjekić, R. and Berber, N., 2017. The role of the internet and social networks in
recruitment and selection process. Strategic management, 22(3), pp.36-43.
Thebe, T.P. and Van der Waldt, G., 2014. A recruitment and selection process model: The case
of the Department of Justice and Constitutional Development.
Varaden, S., Sandhu, M.S. and Tjiptono, F., 2020. Migrant Workers and Corporate Social
Responsibility: Workplace Practices in Mauritius. In Industry and Higher
Education (pp. 207-228). Springer, Singapore.
Volkmann, T and et. al., 2019, July. Development of an Age-Appropriate Style Guide Within the
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Voss, H and et. al., 2019. International supply chains: compliance and engagement with the
Modern Slavery Act. Journal of the British Academy, 7(s1), pp.61-76.
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