Recruitment and Selection Strategies

This assignment requires students to understand the significance of recruitment and selection in achieving organizational performance. It emphasizes the need for organizations to maintain employee relations and create a balanced environment. The document provides references from various books and journals that discuss obstacles to recruitment, selection, and retention, as well as effective methods for attracting top talent.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1 Purpose and functions of HRM applicable to workforce planning...................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..............3
P3 Benefits of different HRM practices for both the employer and employee......................4
P4 Effectiveness of various HRM practices...........................................................................6
TASK 2............................................................................................................................................7
P5 Importance of employee relations in decision making......................................................7
P6 Key elements of employment legislations impacts on decision making...........................9
P7 Illustrate the application of HRM practices....................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management refers to manage the man power of an organisation. There
are various kinds of activities and procedures that are being carried out in company with help of
employees. It is a separate department in enterprises that concentrate on maximizing productivity
of an individual on regular basis. It is really mandatory to allocate projects to staff members as
per their field of expertise to gain better profitability (EkwoabaIkeije and Ufoma, 2015). HRM
includes several activities such as recruitment, training,performance appraisal, rewarding etc.
This report is based on Waitrose which is defined as chain of British supermarkets that forms
food retail division. It is headquartered Bracknell, Berkshire, England having 352 branches
across United Kingdom. This assignment will discuss about the purposes and functions of HRM.
Strengths and weaknesses of HRM will also be discussed along with their approaches and its
effectiveness in raising organizational profits. Benefits of HRM practices along with their
applications and various legislations are also there which are required to be followed by
company will be discussed here.
TASK 1
P1 Purpose and functions of HRM applicable to workforce planning
There are different types of purposes and functions of human resource management that
has an important role in running and operating business of Waitrose. It is essential to assign
several projects and tasks to workforce according to their specialised filed so that they can
perform more effectively as well as efficiently (Keep and James, 2010).
Purpose of HRM Effective use of resources :- This department have to make sure about effective
utilisation of all available resources sop that maximum outcomes will be gained on daily
basis. Few of sources are limited then try to recycle them and monitor wastage of
resources to control for benefit of Waitrose. Innovate resources :- This may be profitable to enhance capability of resources available
to use them in more efficient manner. It includes improvement in several machines or
plants that are utilised carrying out manufacturing process for generating desired
outcomes.
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 Engage employees :- This term refers to involve staff members into various meetings and
conferences which are related to their field of working. It will make them feeling
valuable and learn many things which reflects in their performance to attain better
outputs for Waitrose. Promote company culture :- HR department has responsibility to maintain culture and
environment of an organisation. It is done through preparing various creative and
beneficial policies and follow them strictly by each and every individual (Cordner and
Cordner, 2011).
 Comply to government policies :- HR department have to monitor several government
policies and legal norms to implement them into organisation. I is compulsory to be
considered to run business of Waitrose in appropriate manner.
Functions of HRM Recruitment and selection :- This term can be described as a process through which
hiring of desired candidates for specific designation. It is necessary to select best person
as per required skills or abilities so that they can fulfil roles and responsibilities of that
particular position in Waitrose. It is important to hire as an appropriate person as per
required skills of for specific designation so that they will bale to fulfil roles in correct
way to gain better outcomes. Recruitment and selection refers to a process through which
desired person will be selected for particular designation in company by analysing
required skills that are essential to fulfil roles of specific position properly. Training and development :- It includes several leaning programmes that must be
conduct by organisation to improve efficiencies and capabilities of staff members. This
will facilitate to increase the productivity as well as profitability of Waitrose. The HRM
practices includes to conduct an effective learning activities which helps to boost up
skills or abilities of employees to perform well in future. Training and development refers
to educational events which provide help to employees for improving their capabilities
and boost up regular productivity that support attain goals of company. Compensation and benefits :- Every person is working in company for gaining good
compensation and other benefits which support them to complete their daily requirements
(Rees and Rumbles, 2010). Waitrose have to render fair and correct salaries and wages to
their employees because it is factor that encourage people to perform properly. HR
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department has an essential duty to provide an appropriate compensation to employees as
per their performance. It will help to improve morale of workers and make them loyal for
company. Compensation and benefits refers to salaries, wages and remuneration of
employees which is provided to them for their regular working in company. It also
includes several benefits like sick leaves and other safety facilities that re mandatory to
render to staff members by organisation.
 Performance appraisal :- There are various kind of awarding procedures like
certification, incentives, bonus that are provided by company. Such activities are
considered as motivational factors to improve their performance and help to reduce
employee turnover. The performance appraisal is part of HR department through which
they can encourage employees and convey actual information of their threats in
performance along with telling an accurate method to reduce these issues in working. The
term performance appraisal refers to provide awards or bonus to employee for excellent
performance and convey information about threats in working along with technique to
reduce them.
P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment and selection refers to that procedure in which requirements are determined
by company for hiring someone as per desired skills and qualities. Such abilities are described as
per role and responsibilities of specific designation for which recruitment is going to be held.
There are several different approaches to recruitment and selection are given below.
Internal sources :- This includes the criteria of shifting best employees to other
designations. If higher position is given to current staff member then it motivates them and
another worker to improve performance to get these post in Waitrose. Transfer :- This can be described as shifting of individuals from current job to another
one where they have to fulfil same roles along with bearing similar rank or prestigebu
sometimes job role changed (Taylor, 2014). Promotion :- This is vertical shifting in which an individual get promoted to higher
position and hence, their roles, power, authority and compensation is increased.
 Present employees :- It can be explained as that criteria through which present staff
members provide reference of their friends, relative and known ones for specific vacant
position to organisation.
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Strengths Weaknesses
 It helps in improving morale of
employees hat reflects in their future
performance.
 Possibility of error is almost nil in
selection.
 It promotes of loyalty of employees and
self development.
 For posts vacant and that needs
innovative talents or fresh thinking then
it is not suitable.
 This discourages able individual from
outside to join concern.
 It includes that only seniority s criteria
for promotion then person filling
required post may not actually desired.
External sources :- This can be described to hire desired candidates from pool of
individuals applied for specific job position from various fresh talents correct for vancant
designation. This method is supportive to gain new and innovative talents for required
designations in Waitrose. Advertisement :- This techniques includes to display an advertisements with required
details about vacant position along with location, working hours, amount of pay etc
(McGraw, 2013). Contact information are also provided then interesting candidates
render their educational details on e-mail id of company. College campus :- Various companies visit several college and universities to carrying
out campus recruitment in which they have t complete particular procedure to select
desired candidates. Many of junior level executives and managerial trainees are hired
through this process.
 Factory gates :- There are certain worker which are available at factory gate on daily
basis for employment. It is used to recruit people who are semi skilled or unskilled
labour.
Strengths Weaknesses
 It is easy to find desired person due to
availability of suitable individuals
(Board, 2017).
 This will helps to gain new ideas and
 People get demoralised of rejected and
lack of cooperation is also observed
many times from current staff.
 It is quite expensive method.
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thoughts along with fresh talents.
P3 Benefits of different HRM practices for both the employer and employee
Human resource management is very essential for every organisation in which everything
is planned and render support carrying out various business activities properly. Correct and
appropriate HRM practices are helpful to attain different goals and objectives through improving
productivity as well as profitability of Waitrose. Some of HRM practices are given below :
 Manage the workforce in appropriate manner Through Open performance management
system.
 To improve regular productivity of employees, effective as well as efficient training or
learning procedures should be conducted in organisation.
 Various innovative qualities should be implemented into product or service to attract new
customers along with retaining ones.
Benefits of HRM practices for Employer Performance management system :- This term refers to maintain and to try improve the
regular productivity of staff members as per their efficiencies (Bryson, James and Keep,
2013). It is important to allocate projects or tasks to employees according to their field of
expertise so that hey can perform in effective manner to generate better outcomes. It
should be done through motivating staff members which facilitates them to work in more
accurate way. Employer can mange performance of employees with help of HRM
practices and improve regular outcomes of people to gain better profits. Career management system :- This is really essential to focus on growth of personal as
well as professional career by improving several techniques and procedures of working.
It will results into increased productivity and profitability of organisation along with
enhancing efficiency of employees. It this context, employer can boost up efficiecies of
staff members through HRM practices which helps to improve professional as well as
personal carer in an effective manner.
 Training :- There are various kinds of training and learning activities which are
mandatory to be carrying out to improve skills and capabilities of staff members (Garner,
2012). These processes are essential to apply several new strategy to increase profitability
of Waitrose. HRM practices help employers to conduct more effective as well as efficient
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learning activities to improve capabilities of workers which helps to earn better outcomes
on regular basis.
Benefits of HRM practices for Employee Compensation and benefits :- Every person is doing job to get appropriate compensation
so that they can fulfil their daily needs of lives. HRM practices are helpful for employees
to get fair and accurate remuneration at appropriate time. Employees can gain an
appropriate amount of compensation as per working in company that is calculated in
accurate way through HRM practices in Waitrose.
 Training and development :- Several training and development activities or vents are
helpful for employees to improve their skills and capabilities. This will facilitate to
increase regular outcomes which results in achieving growth of career. Employees can
improve their skills or abilities which facilitate to boost up their efficiencies of
performing through training events. It will help them them to attain growth in their carer
of life.
Benefits to both employer and employee from HRM practices
HRM practices Employer Employees
Employees security The employer become able to
provide an appropriate and safe
environment to workers through
HRM practice of security so that
they can perform their tasks
properly which facilitate to
complete desired goals.
Employees are able to get secure
working environment which helps
them to gain safe professional career
where they can work for long time
and get required compensation to
fulfil their desired in an accurate
manner.
Selective hiring Selective hiring provide support to
employer in order to render well
experienced and qualified person in
team that helps to fulfil required
roles and achieve targets on time.
This will help employee to get
correct place for them as per their
filed of expertise so that they can
make career in specialised area and
become more successful.
Remuneration or
incentives
Employer can provide an accurate
amount of remuneration and
Employees can gain desired amount
of compensation as per their regular
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incentives to workers with help of
effective HRM practices.
efforts of performance in proper way
through HRM practices.
The above described benefits for employees and employer are gained through various
HRM practices due to their effective as well as efficient manner.
P4 Effectiveness of various HRM practices
HRM practices are very effective in managing human resource of an organisation in
proper way to carrying out business aspects in accurate manner. This will facilitate to attain goals
and objectives of Waitrose effectively as well as efficiently. Some of them are explained below: Employee retention :- They company wants to educe it's employees turnover through
conducting several activities or procedures of motivating them. Waitrose can involve
their employees into certain meetings and conferences relevant to their performing filed.
This will make them feel valuable and learn appropriate techniques to completing regular
tasks and creating better outcomes (Boxall and Purcell, 2011). It will help to retain talent
in company that decrease cost of hiring new candidates and improve productivity as ell
profitability of an organisation. Employer branding :- This term described as the reputation of employer amongst staff
members which inspire them to follow instructions and work in correct direction as per
direction given by superior. Effective image of senior is essential as it reduce chance of
conflict and increase factor of coordination and cooperation between whole team working
together and generate desired results. This will facilitate to improve working efficiency of
sub- ordinates that boost up regular performance and gain better profits accordingly. Leadership development :- Leaders are vary attractive and inspiring personality in an
enterprise as they focus on personal as well as professional growth of career. Waitrose
have to appoint an attractive person with unique qualities to create innovate techniques
for organising anything to get desired outputs. Leadership skills should be developed as
they influence co- workers to improve their performance in terms of increasing regular
productivity to attain better profits as well. On boarding of newly hired employees :- There are various documentation and
formalities are required that er done by on boding team of HR department at the time of
joining (Armstrong and Taylor, 2014). These are essential as per legal rules or norms or
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prevent fraud cases in company. New hiring help to welcome new talent and innovative
talent in company that facilitate to gain development. It will help to provide more
attractive and beneficial services to clients to achieve better profits. Performance management and rewards :- HRM has an important role to monitor
performance of each and every individual employee who is working in a Waitrose.
Excellent performer should be awarded to encourage manpower for putting their efforts
more properly. Performance management and rewards help to conduct required
procedures in right direction which facilitate to generate desired outcomes. It will provide
support to improve regular outcomes and increase profitability as well. Recruiting :- This procedure is considered as main role of HRM practices through which
most desirable candidates are hired for vacant designations. These people are selected as
per required skills and abilities that are necessary to fulfil responsibilities of specific
position. Recruitment of correct candidate helps to fulfil required roles of an
responsibility of specific designation to attain required profits properly.
 Talent management :- This term can be defined as to manage the human power of an
organisation through assigning desired tasks to them so that better outcomes will be
attain. HRM have to ensure about availability of all staff members of every post to
complete different duties and roles (Guest, 2011). It is necessary to appoint people at
desired positions as per their field of expertise so that they can perform they duties in an
appropriate manner. It will helps to gain better productivity as well as profitability.
The above mentioned factors which are completing by HRM practices in appropriate
manner. These all criterion are mandatory to running a business properly by conducting different
activities and procedures to gain desirable results.
TASK 2
P5 Importance of employee relations in decision making
Every organisation have to put efforts to maintain employee relations which is essential
to balance peaceful and healthy environment of an organisation. It is mandatory to establish an
effective cooperation as well as coordination which plays necessary roles in completing several
tasks properly to gain single goal as whole of Waitrose. There are different types of strategies
and policies which are compulsory to e apply in company and that can be done only with mutual
understanding of employees of all levels of an organisation. It is actually true if staff members of
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an enterprise has strong and healthy bond between them then problems become less effective and
opportunities will become more profitable. Some of benefits of employee relations are as given
below :
 Appropriate environment of company :- Every enterprise is required to create a
healthy and peaceful environment of company which facilitate to render comfortable
working place to employees (Jiang and et. al., 2012). They can make an effective
concentration towards their tasks or projects and complete them efficiently with
desired outputs.
 Develop feeling of confidence and faith :- Company have to conduct several
innovative activities to generate more interest in minds of staff members to work their
for long time. Retaining if employees is an important aspect for an organisation to
reduce it's employee turnover.
Several impacts of healthy and strong bond between staff members of Waitrose that is
helpful to gain expected goals as well as objectives in more accurate way. Some of them are
described below :
 Developing creative and innovative thoughts :- Involving employees into certain
conferences or meetings will make them feel valuable. Along with it, they can suggest
many of choices of innovative ideas or thoughts that may become useful for people.
Many times, it is observed that views of sub-ordinates are proved correct in respect of
improving profitability.
 Balance cost of manufacturing at significant stage :- to start a business or to
implement some thing new in it is just like to apply appropriate amount of capital as
money or other resources (Wright and McMahan, 2011). it is necessary to make effective
as well as efficient strategies or policies through which cost of production can be
reduced. It is necessary to take care of budget while implementing anything fresh into
company to maintain cash flow of Waitrose.
 Provide incentives and compensation :- There are different criterion of managing and
providing compensation and remuneration to workers as per their designation and
working hours. It is important to render incentives as per extra efforts of people
according to their generated outputs.
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 Parties involved in employees relations: - There are several parties that are involves in
employees relations such as trade unions, individual workers, managers, employer's
association representative, courts & tribunes and government. These authorities are
involved in employee relations whose views and policies impacts on decision making in
an organisation.
 Strategies for a good employees relations: - This refers to those effective as well as
efficient policies that helps to establish an appropriate employee relations in an
organisation. Waitrose can apply several strategies such as involvement of staff members,
rights of workers, communication between people, employee discipline and counselling
of sub- ordinates. All these strategies are helpful to maintain better employee relations
which facilitate to build an accurate decision.
The above mentioned elements are impacts of healthy relations between employees to
make an effective as well efficient decision making. It will help to prepare an appropriate
strategies or policies to build profitable techniques for gaining desired goals and objectives of
Waitrose. It is essential to maintain balance into cost of manufacturing and benefits of company.
P6 Key elements of employment legislations impacts on decision making
There are different types of legislations that are made by legal authorities and must be
followed by each and every organisation to run their business smoothly (Berman and et. Al,.
2012). Several legislations that must be fulfilled by Waitrose are given below :
The Employment Rights Act :- As per laws and norms, there are various kinds of rights
basic rights of employees which should be provided by company. Waitrose have to make suer
that these rights of workers must be fulfilled by organisation. It is correct according to laws of
country and staff members also feel secure to work in company.
Equal Pay Act :- There are various kind of employees are having different positions in
company and as per hat they are paid by enterprise. To reduce partial behaviour in providing
compensation and remuneration, such norms regarding salaries are made and implemented in
organisations compulsorily.
Sex Discrimination Act :- the issues of avoiding people to render job opportunity as per
gender is not correct according to legal rules. Every firm have to provide this chance of men and
women as well. Each and every person should be selected by their capabilities as well as skills
for specific designation in company (Scullion and Collings, 2011).
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The National Minimum Wage Act :- Various types of people have different kinds of
abilities and efficiencies through which they can work to create outcomes. For this aspect,
minimum salaries or wages are fixed according to laws and norms.
The above mentioned legislations are vary important to be followed by each organisation
while making any kind of decision. This is due the fact of accepting these rules is compulsory.
P7 Illustrate the application of HRM practices
Function of Job Advertisement
VACANCY
Vacancy for HR MANAGER is there in Waitrose which is food retail division of Britain's
largest employee owned retailer. They provide food services across Great Britain along with
number of locations around 352. They also have royal warrant to supply groceries, wine and
spirits. Waitrose is open now for rendering several opportunities to number of candidates who
are interested to join.
Requirements for this post:
 Applicants have age below 30 years.
 Must have experience of 2-5 years in HR field.
 Must know about unique and current techniques of effective recruitment or other HR
activities.
 Excellent communication skills and recruiting abilities (Renwick, Redman and Maguire,
2013).
 Attractive and efficient personality.
 Salary package: 2500-3500 pounds per month in order to experience.
Candidate who are interested to apply for this job with appropriate qualifications are requested
to upload their resume on company's E-mail id: [e-mail].
Last date of applying: Till 15th May, 2018.
There are many sources by which organisations are able to provide information about job
vacancies by conducting several advertising procedures. This is responsibility of HR department
to select best person to fulfil vacant position in appropriate way.
Job Specification
Job Specification of HR Manager
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Educational Qualification Must be from HR field.
Experience Between 2-5 years.
Special quality Effective communication skills and hiring
efficiency.
Other attributes Must have patience factor and answer humbly
to know about abilities of person or mind set
ups.
Must have creative capabilities to hire desired
candidate as per required skills or qualities.
CONCLUSION
Human resource management refers to manage the man power of an organisation. There
are various kinds of activities and procedures that are carrying out in company with help of
employees. There are different types of purposes and functions of human resource management
that has an important role in running and operating business of Waitrose. Recruitment and
selection refers to that procedure in which determining requirements of company for hiring
someone as per desired skills and qualities. HRM practices are very effective in managing
human resource of an organisation in proper way to carrying out business aspects in accurate
manner. Every organisation have to put efforts to maintain employee relations which is essential
to balance peaceful and healthy environment of an organisation.
REFERENCES
Books and Journals
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Ekwoaba, J. O., Ikeije, U. U. and Ufoma, N., 2015. The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Keep, E. and James, S., 2010. Recruitment and selection-the great neglected topic.
Cordner, G. and Cordner, A., 2011. Stuck on a plateau? Obstacles to recruitment, selection, and
retention of women police. Police Quarterly. 14(3). pp. 207-226.
Rees, G. and Rumbles, S., 2010. Recruitment and selection. Rees, G. and French, R. Leading,
Managing and Developing People, pp. 169-190.
Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An
International Perspective, 10(6). pp. 139-14.
McGraw, P., 2013. Recruitment and selection. na, p.205.
Board, G., 2017. Recruitment & Selection.
Bryson, J., James, S. and Keep, E., 2013. Recruitment and selection. Managing human
resources. Human Resource Management in transition, pp. 125-149.
Garner, E., 2012. Recruitment and Selection. Bookboon.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp. 3-13.
Jiang, Kand et al, 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp. 1264-1294.
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp. 93-104.
Berman, E.Mand et al, 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.
1-14.
Online
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