Sources of Recruitment and Selection

This study guide provides an in-depth examination of sources of recruitment and selection, including internal and external methods. It also covers human resource management practices such as performance management, employee engagement, and high-performance human resource practices. The guide is based on relevant academic sources and publications, including books, journals, and online resources.

Human
Resource
Management

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and Purpose of HRM.............................................................................................1
P2 Strength & Weakness of different methods to selection and recruitment ............................2
TASK 2............................................................................................................................................4
P3 Benefits of human resource management practices ..............................................................4
P4 Effectiveness of HRM practices ...........................................................................................5
TASK 3............................................................................................................................................6
P5 Importance of employee relations .........................................................................................6
P6 Key elements of employment legislation and its impacts ....................................................7
TASK 4............................................................................................................................................8
P7 Application of HRM practices...............................................................................................8
CONCLUSION ...............................................................................................................................9
REFERENCES................................................................................................................................1
.........................................................................................................................................................2

INTRODUCTION
HRM is a process through which workers can be managed in an essential and structured
manner. It includes different activities such as selection, induction, placement, training &
development, recruitment, motivations, benefits and compensation etc. It supports in maximising
profitability and productivity of enterprise by impressive utilization of staff members. It also
assists in improving the employee’s performance (What Is Human Resource Management,
2016). Main purpose of human resource management is to develop, retain and acquire best talent
in the company. Still, HR department of organisation is highly concentrating upon planning,
practices and policies so that it can fix in order to attained goals. HR professionals which is
considers process of decision making so that they make friendly and healthy relations with them
as well as grow success of organisation in an efficiency and effective manner.
This report is based on human resource management and ALDI which is a retail store in
UK . In this study various purpose and functions of HRM and their Strength & weakness of
selection and recruitment methods which described in this assessment. Benefits of HRM
practices and their effectiveness along with employee relation importance which is also
determined in this report. At the last, application of human resource management practices as
well as employment legislation and their impacts on decision making process which is also
identified in this report. .
TASK 1
P1 Functions and Purpose of HRM
HRM is a process of recruiting and selecting knowledgeable and talented candidates who
have better experience. . The role of human resource to provide different functions such as
training and development to the candidate (Albrech, 2011). The main purpose of HRM is solving
problems, achieving high productivity etc.
Human resource management is a activity and their main purpose is to develop goals and
objectives of the organisation. There are several purposes of HRM which are as follows:
Resolving issues: One of the main aim of the management is solve the different problems which
are present in work place. In this way, manager should to communicate with their employees in a
proper manner. They also apply best tools and technique's in reducing conflict and issues.
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To improve productivity: The another purpose is to improve high productivity of the
organisation. Manger should be try to provide to give better training and development programs
to their employees. Talented candidates can increase productivity and profitability of the
enterprise.
There are mainly 5 functions of HRM which is apply by mentions organisation in their
business. Which are describe in this follows:1. Recruitment and selection (R&S): One of the important function of HRM. In this
situation, human resource play essential role in recruiting and selecting process of the
candidates. They provide different channels like promotion, advertisement and public
relation (Boxall and Purcell, 2011). With the help of R&S, new person are aware
regarding job profile etc. In a simple word, R&S is a process of screening, captivating,
and selecting qualified and potentials candidates. The main goal of this activity is to
highly attract the talented applicants.2. Orientations: It is another function which is significant in oriented new employees. It is
also known as fundamental phase which is support new workers to adjust himself. ALDI
provide different employee orientation programs to their staff in order to achieve gaols
and objectives of the organisation. It support members in attaining the long as well as
short term targets of the enterprise.3. Maintaining better working conditions: It is the main role and responsibility of HRM
to give better working conditions to the workers. From the same, they motivate and
trained their employees. In the way of better situation , they also provide financial as well
as non financial advantages to staff from the different departments.4. Managing employee relations: Every workers are the pillars of different enterprise.
Employee relations is very important and it is a crucial functions of HRM. It also
supports to foster better link with workers. They have many capability to influence work
outputs and behaviours.5. Training and development: T&D are the necessary functions of HRM. It is the activity
to develop the future and current performance of the workers by maximising the
capability (Bratton and Gold, 2012). ALDI provide different T&D programs to their
members, with the support of this they can increase their knowledgable and skills in the
specific subject.
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There are many skills and talent which have human resource in recruiting and selecting
knowledgable candidates which are as follows:
Communication skill: HR of the company should be have excellent communication. With the
help of this they easily communicate their employees and staff members in a systematic manner.
Excellent English which is important and necessary to hire large number of the candidates in
specific job.
Management skill: In this way human resource mange all employees and their workers in a
essential manner. It is one of the main talent and skill of HR to mange all condition and difficult
situation in a proper manner.
Good convening power: It is one of the main talent which HR have to convince different
numbers of customers in a systematic manner.
P2 Strength & Weakness of different methods to selection and recruitment
R&S are process of hiring as well as attracting maximum number of the candidates. In
this human resource manger play essential role in selecting best applicants who have experience
in this field. There are main two approach which is used by ALDI in their stores (Daley, 2012).
They required skilled and talented person who are easily attract their customers in order to fulfil
buyer’s satisfaction.
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(Source: Gaurav, 2017)
Internal: It is a most important factor of every organisation. With the help of this mentioned
company can recruit and select large number of the candidates (Internal and External source of
Recruitment and selection, 2017). In this way manager of the business provides different tools
and techniques to the new person. It includes promotion and transfer methods. But some time it
creates conflict and misunderstanding between the employer and employees.
Strengths Weakness
 Quicker and cheaper to recruit
 Person already familiar with
organisations
 Gives better opportunities for
promotion and advertisement with in
business
 Maxims employees moral
 Limited numbers of potentials
candidates and applicants
 This factor has not innovative ideas so
that they can be introduced from
external.
 Time wasted interviewing inner persons
who will not be thoughtful.
External: In this factor company recruit best and skilled candidates from outsides. Who have
more experience in this filed and who can achieve long term goals in a specific time period
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Illustration 1: Source of Recruitment and Selection

(Gatewood and et. al., 2015). From the same, ALDI use different methods such as advertisement,
publicity and other technique's which is aware the candidates regarding vacant position. This
factors have many advantages and disadvantages which are as follows:
Strength Weakness
 It is a grate choice of the company for
selection.
 Environmental adaptability
 External person bring in innovative
plan.
 Larger pool of employees from which
to analysis skilled candidates.
 Person have a various range of
experience.
 High cost
 Adaptability Issue
 Wrong selection process
 Longer process
 More expensive activity due to
interviews and advertisements.
According to the Gruman and Saks, (2011) says external factor is very important in identifying
the various number persons who required this job. As per the other hand, that says it is a very
expansive approach. So every organisation can adopt this as well as it is a longer process and it
takes different time for the company and employees. With the support of this factor business can
determine candidates preference and choice regarding job.
TASK 2
P3 Benefits of human resource management practices
HRM practices is define as a human resource management which includes policies,
systems and other that influences workers attitude, behaviour and performance. They provide
many benefits to the employer as well as employees in order to achieve high productivity and
profitability in a systematic manner. ALDI is a retail store and they required skilled candidates.
So in this process they apply this concept (Gruman and Saks, 2011).Within this practice an
enterprise can not achieve long and short term objectives.
Benefits for employees: With the help of HRP workers can get high benefits and increase their
their knowledgable and skills. There are several advantages which are as follows:
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 Training and development: It is one of the best advantage of the employees. In this
process they can increase their skills and knowledgable in order to achieve organisation
goals & objectives. Mentioned company conduct different programs in maximising
profitability and productivity. With the help of this process business can attract large
number of the workers. Conduct Motivation program: It is a another best benefits to the workers. In this activity,
ALDI provide different motivation theory such as Herzberg's Motivation- Hygiene
Theory (Hendry, 2012). It is important approach which fulfil worker basic needs and
requirement in a essential and systematic manner. Promote employees in a systematic way: every organisation, Employees are very
important part of the business. So they required different benefits in attaining their
personal as well as enterprise goals. Manger should be try to promote their employees on
the basis of their work. From the same, they provide T&D programs and give better
opportunities.
Benefits for employer: HRP is one of the essential tool which is apply by every organisation.
The main purpose of this is to profit different benefits to the employer. So in this they can
increase ALDI performance as well as productivity in a efficiency manner. There are several
advantages which are as follows: Fair Remuneration: This is known as best advantage of the employer. They are
responsible for the all activities and plan which is conducting in this business. After that,
they increase productivity and profitability of the company. So in this business is capable
to give fair remuneration to their manger. And time to time provide various necessary
information in order to achieve high goals and objectives of the organisation.
 Retirement Benefits: In this way ALDI is libel as well as responsible to give retirement
benefits to employers. The date of retirement which is fixed so that company tray to give
advantages in a systematic manner (Jackson and Parry, 2011). There are several facilities
which is provide by firm such as mortgage, pension schemes and disability insurance etc.
This are very essentials in achieving long term value of the business as well as maximise
product sales in an efficiency manner.
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P4 Effectiveness of HRM practices
HRM play essential role in every organisation. The main role of HRP is to improve
productivity and profitability of the enterprise. With the help of human resource practices,
manager of the ALDI can recruit and select talented candidates in their business operation. There
are different effectiveness of HRP which are as follows:
Employees development: It is defined as a duty of HRD because development is significant
process in achieving objectives and goals of the organisation. From the same, this section is libel
to give motivation approach to their workers. Motivated employees can increase productivity and
profitability of the company.
Enhancement of programs: All factors which are manage and control by manager in a
systematic manner. They are responsible for conduct different training and development in order
to achieve long as well as short term targets.
Job assessment: It is also define as a career assessment so in this employees required different
attributes like: values, motivations, interests, preferences, skills and aptitudes (Jiang and et. al.,
2012). With the help of this they can maximise company revenues and increase large number of
the customers attraction.
Selection & recruitment: It is also one of the main tool of the HRP which play essential role in
recruiting and selecting knowledgeable candidates. Manger should try to give various tools and
technique's regarding HRM process. After this process, person is well known regarding company
policies and practices. So, in this way they easily handle all activities. The main objective is to
increase profits in an efficiency and effective way.
Theretofore. All application of HRP which is required in attaining long term values in a
specific time duration. At the last, human resource management practice play important role in
delivering as well supplying new products in reason to maximise profit. Above all HRP have
their essential role in achieving objective of the organisation which are as follows:
 Gather all necessary information and data in manufacturing new products.
 Hire talented person for implementing different strategies. With the support of this HRP
company can reduce their losses (Kehoe and Wright, 2013).
With the use of this, company can give better programs, so each and every employees attend and
increase their knowledge and ability. With the help of human resource practices, business can
apply different methods in order to promote and motivate workers to maximise work
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performance. It will be complete by providing entrancing salary, bonus and additional monetary
and non monetary advantages employees. Human resources practices are very important for the
company to achieve high productivity and profitability in a effective as well efficient manner. In
they they try to provide different section in training and development and also give orientation to
their employees. Selection and recruitment is a best process in attaining high performance as
well as productivity.
TASK 3
P5 Importance of employee relations
Employee relation (ER)is very important for every organisation because it support
company in expanding democratically and geographically market. As a United Kingdom
government which introduced as a term of industrial democracy. It is defined several legislation
and rights of employees. So in this way, they maximise their participation in process of decision
making. Staff members of the business ,is a main part of the firm which analysis whole plans as
well as design all activity. There are several significant of ER which are as follows:
Allocation of resources: In identifying the necessary resources, it is not possible without
employee relation. Healthy and safety link between employer and employee in the environment.
So in this way company can get high profit and develop their product information in market.
Achieving objectives: With the help of ER business can achieve long as well as short term goals
and objectives in an systematic manner (Manroop and et. al., 2014). In this company provide
different programs such as training & development to the employees. Trained person can attain
large profitability and productivity. It is define as a effective method in fulfilling the company
requirement in order to achieving its values.
Customer satisfaction: ALDI is a retail store, and they mainly provide food products at cheaper
rate to their potentials and target customers. So in this they create better relation with their
buyers. Every person want better quality at affordable cost, it is very important in fulfilling
buyers satisfaction regarding their demand and needs.
Reducing conflict: Better relation with workers, it is an achievement to enterprise in decreasing
all conflicts and barrios. It support them in performing different activities with good mood and
confidence. HRM make best judgements for regarding employees performance and product
quality. So it is also very essential to maximise preferences of the company
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Growth and development: An organisation growth and success which is depend on friendly link
in among the workers (Meredith Belbin, 2011). All activities which is fulfil by only single
person and they are capable to achieve high growth of the business.
Name:
Address:
Contact Number:
Email ID:
Carrier objective:- My primary objective and goals is to understand myself at an constituted
situations in enterprise which assist me to attain development and success as well as growth in
long duration..
Academic Qualification:
 Graduation and post graduation MBA in finance and human resource management
Experience: 5 Months experiences in Marketing of commodity.
Personal Skills:
 Easily organise in group to attain desirable target
 Commitment towards attaining goals & objective. Motivational and promotional skills
Declaration:
 I learn by announce that the below informations is very true to my expectations and
knowledge.
Job description:
Organization name: ALDI
Job designation: Human resource Manager
Location: UK and other place
Reports to: Superior HR Manager
Roles and Duties
 They had the main duty in hiring and recruiting those workers who have the capabilities
to attained the desired goals and objectives of business.
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 Various advantages should provided to manager in order to promote and motivate them
by providing food coupons, incentives and other monetary as well as non monetary
Advantages.
Salary
 10 to 9 Lakh per year.
P6 Key elements of employment legislation and its impacts
Regulations and laws have a broad effect on human resource management which support
in running between manager and workers in smoothly. Hence, it is very important for ALDI to
undertake various laws which are framed by the legal authorities. So, it is brand image of
business which can be generated in the market. It also solves different problems related to equal
wages, opportunities, health and safety etc. All these are described as follows:
Equality Act, 2010- Under this legislation define as each and every person should be activated
equally. It is based on sexual, age, beliefs, race and gender orientation etc. it has a large effect on
enterprise as well as something manager (Nel and et. al., 2014). It is incapable to reject several
person. From the same they also no have needed attributes because of this rules and regulations.
Working time regulations, 1998: It is give the holidays right to the workers which taking
occurrence from the work as well as monitor the working time. It impacts organisation when
there is more workload. With the support of this legislation manager cannot force their workers
to work for long duration. Also, it is significant for employer to give breaks to staffs in among
the worker. So in this way they can overcome and relax their tension level.
Safety & Healthy Act, 1974- This is defined as a rules and regulations which gives a safe
surrounding of work to the workers. Today an enterprise may acquire heavy value, because of
workers mistake which is not follow the H&S measures. Also, it is more important for ALDI to
formulate various safety equipments i.e. fire extinguisher to get over the hazards. Furthermore,
training and development should be given to workers in respect to face different challenges at
time of many dismissible at the workplace.
Minimum Wages Act, 1998- This act says the, with the help of this law business must have to
provide a nominal set wages to each and every workers of an enterprise. Apart for they do not
well regarding to the work standards (Ployhart and Moliterno, 2011).
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Above whole acts are impacted on decision making process because with the use of
whole act company should not take appropriate judgements regarding products and workers
performance in an effective & efficiency manner.
TASK 4
P7 Application of HRM practices
HRM is related to the process of an organisation which identify the terms, wage,
promotion, holidays and another activity. One of the main purpose of HRM is to develop the
workplace of company in order to maximise the effect of whole operations. To determine the
needs, preferences and interest of employees, so in this way manager perform different activities
attitude and conducts surveys which generate much appreciated workforce. They are liable for
communicating goals, objective, mission, vision and policies of the company. There are different
applications of HRP which are very important for company in achieving long term goals &
objectives in a specific time period.
Recruitment & selection process: R&S process supports in hiring talented person in the
organisation. ALDI needs new candidates who have experience in this field.
(Soltis and et. al., 2013). HRM help in positioning employees on appropriate place in order to
increase the whole performance.
Acquiring Talent: The process of recruitment which is very supportive in shaping appliers. In
this way company try to provide different training and development programs. From the same,
candidates can increase their talent and skill.
Misunderstanding resolution: ALDI is a retail store and they have 700 outlets in more than 70
countries. In their business where different kind of problems such as conflict, poor management
and other which create the poor condition of the company.. So, manger try to reduce all obstacles
in this environment. These practices supports them in decreasing as well as solving their disputes
and problems which is existing in this environment.
Work flexibility: ALDI provide flexible working condition to their employer and employees
such as giving holidays, work from home and another aspects. Work is flexible which is suiting
circumstance (Wilson and et. al., 2012). It supports in keeping working which is important in
generating peculiarity in work.
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CONCLUSION
From the above report, it can be determined the human resource management is very
important and every organisation has this department. In this file, different tools and technique's
which are used in appropriate manner such as , purpose, function, HRP and various laws as well
as regulation. This legislation is highly as well as directly impact upon decision making process.
different legislation which is determined in this report such as equality and minimum wages act.
It is significant for the organisation and their staff to reduce issues and conflicts. . Because in
this company and individual can achieve their goals and objectives in a systematic manner.
Employee relation is very important part of every enterprise because this firm can attain their
long as well as short term vales. There are many benefits of this such as buyer’s satisfaction,
necessary resource allocation and reducing conflict. Without HRM company cannot achieve high
success and growth.
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REFERENCES
Books and Journals Online
Albrech, S. L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest. 19(7).
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Gatewood, R., Feild, H. S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Hendry, C., 2012. Human resource management. Routledge.
Jackson, B. and Parry, K., 2011. A very short fairly interesting and reasonably cheap book about
studying leadership. Sage.
Jiang, K. and 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.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Manroop, L., Singh, P. and Ezzedeen, S., 2014. Human Resource Systems and Ethical Climates:
A Resource‐Based Perspective. Human resource management. 53(5). pp.795-816.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Nel, P. S. and et. al., 2014. Human resources management. Oxford University Press Southern
Africa.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of Management Review. 36(1). pp.127-150.

Soltis, S. M. and et. al., 2013. A social network perspective on turnover intentions: The role of
distributive justice and social support. Human Resource Management. 52(4). pp.561-584.
Wilson, A. and et. al., 2012. Services marketing: Integrating customer focus across the firm.
McGraw Hill.
Online
Internal and External source of Recruitment and selection. 2017. [Online]. Available
through:<http://kalyan-city.blogspot.in/2011/07/internal-and-external-sources-of.html>.
[Accessed on 3th September 2017]
What Is Human Resource Management? 2016. [Online]. Available
through:<https://www.thebalance.com/what-is-human-resource-management-1918143>.
[Accessed on 3th September 2017]
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