Human Resource Management/ Recruitment process

Human Resource Management/
Recruitment process
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Table of Contents
INTRODUCTION...........................................................................................................................2
Section 1...........................................................................................................................................2
Critically evaluate weaknesses and strengths of different approaches to selection &
recruitment..............................................................................................................................2
Functions of and purpose of HRM.........................................................................................3
HRM functions cater skills and talent to fulfil objectives of business...................................5
Section 2...........................................................................................................................................5
Critically evaluate Human resource management practices and application within organization
................................................................................................................................................5
Benefits of different practices of HRM within company for both employee and employer..6
Section 3...........................................................................................................................................6
Critically evaluate application of HRM practices and employee relation that inform and
influence decision making in chosen firm..............................................................................6
Significant of employee relations in context of influencing HRM decision making.............7
Key components of employment legislation and its impact on decision making HRM........7
Illustrate application of HRM practices in work related context by producing revised selection
and recruitment documents for job role..................................................................................8
Evaluate key aspects of ERM and employment legislation that affect decision making of
HRM.......................................................................................................................................9
Rationale for application of particular HRM practices in Premier in hotel........................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
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INTRODUCTION
Human resource management can be defined as procedure of procuring, planning and organizing
as well as maintaining competent human resources in a company so that aims of a business are achieved
in efficient and effective manner. The current assignment will base on Premier inn Hotel, which falls
under list of leading hotels in UK. This study will divided into three different sections and will explain
purpose & functions of HRM, pros and cons of recruitment and selection approaches and human resource
management practices application in chosen firm. Furthermore, this report will also justify benefits of
HRM practices for employer and employee, importance of employee and employer relation in regard to
influence HRM decision making and also clarify impact of employment legislation elements on decision
making of human resource management. Moreover, this assignment will define selection and hiring
document for a job role in hotel and key aspects of employee relation & legislation that influence HRM
judgement.
Section 1
Critically evaluate weaknesses and strengths of different approaches to selection & recruitment
To recruit the best and talented applicants within Premier inn hotel and select the most suitable
worker for their business, human resource management uses range of approaches in systematic manner.
Approaches Strengths Weaknesses
Referrals Human resource manager to
recruit new employees in hotel
use this approach. The strength
of this method is that current
employees in firm makes better
connection and saves recruiter
time to hire people from external
sources (Brown, Setren and
Topa, 2016).
This approach has risks of
getting alienated from other
workers. For instance, when
HRM are recruiting someone
through references or referral,
then workforce cannot be termed
as even playing turf anymore.
Advertising It is one of the external
recruitment approaches that most
HRM use to hire new people.
The best thing about this
approach is that it generate
awareness about vacancies in job
market quickly which is not
Online job posting or marketing
does not assure filling up of
vacancies.
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possible with any other methods.
Social media It can be said that in order to hire
new candidates in firm, HRM
can use social media as
recruitment approach (Benedict
and et.al., 2019). For example,
they can use LinkedIn to find and
engage people. Strength of this
approach is that it helps to reach
at target market without wasting
too much time.
For HRM who work in Premier
inn hotel, looking up new
applicants on social media sites
may seem harmless, because
there are so many people who
create fake id which is quite risky
for firm and difficult to identify.
Promotions This approach of recruitment is
quite amazing because it help to
motivate staff. For example,
promotion is very beneficial and
useful approach as it have power
to encourage retention and
reduce absenteeism.
The weak point of this method is
that HRM because of this would
not be able to get fresh and new
ideas from applicants who has
been promoted. New workers
always came with innovative and
creative ideas in mind.
Ability test The best thing about this
selection method is that it helps
to choose and select top players
for Premier Inn hotel.
It can be costly and quite
expensive for HRM when they
use it.
Online screening & Short
listing
Online application to vacancies
can usually be split into two
forms; an application form that is
sent to an mail address within
prospective firm or an
application tracking system. Both
types is effective as it have
strength to chose the most
suitable person for specific job.
One of the weaknesses of this
selection method is that is can
create risk as discrimination
against applicants with no
computer access.
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