Human Resource Management: Functions, Recruitment, and Selection Approaches

This report provides an overview of human resource management (HRM) and its functions, with a focus on recruitment and selection approaches. It discusses the purpose of HRM and how it helps companies like Netflix in achieving their organizational goals. The report also evaluates different recruitment and selection approaches used by Netflix, highlighting their advantages and disadvantages. Overall, it emphasizes the importance of HRM in managing and controlling the workforce to enhance organizational performance.

HUMAN RESOURCE
MANAGEMENT

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Concept and purpose of HRM................................................................................................1
Purpose of HR........................................................................................................................1
Workforce planning................................................................................................................3
Critical evaluation of recruitment and selection approaches..................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource management is the procedure of managing and controlling overall
workforce of a business of an organisation. It is a functional approach of procuring competitive
advantage by enhancing level of performance of workforce. Team of HR execute numerous task
and functions such as recruitment and selection, training and development, performance
management, reward management, managing pay rolls and performance appraisals.
Netflix is one of the largest media service provider that provides their users to watch
award winning TV shows, movies and documentaries on internet connected devices. The
company is having headquarter in Los Gatos, California.
This report includes information related to HR functions and purpose within
organisation. Report enlighten procedure of recruitment and selection along with their
advantages and disadvantage.
TASK 1
Concept and purpose of HRM
Human resource management refers to set of those activities which are used to manage and
regulate overall workforce so that to achieve organisation goals and objectives in a considerable
manner. These activities play vital role in Netflix as because without these activities it is not
possible for companies to manage requirement of staff and manage employments. HRM helps
Netflix in getting competitive edge in the market by enhancing quality service with the help of
proficient workforce (Bratton and Gold, 2017).
Purpose of HR
Human resource planning is the key function of HR that to analyse and evaluate the
requirement of workforce and employee in the organisation to achieve organisational objectives.
An efficient planning assures that pool of workforce is having skilled personnel so that it helps
in achievement of organisational goals. Netflix is a vast organisation which requires workforce
for different positions like It technician, safety manager, legal coordinator, cashier etc. HR team
of Netflix is supposed to approximate and keep records of workforce required in the
organisation in a timely manner so that efficiency can be increased of overall organisation
(Chapman and et. al., 2018).

Major purpose of Recruitment and selection is to attract and call huge number of
persons to get application on vacant job positions and picking up the most appropriate from the
group so that it can be assured that the selected candidate is having proper skills for that
particular role. Recruitment is a procedure of procuring and determining new personnel for the
vacant job role at Netflix. Whereas selection defined as picking the best appropriate applicant
and rejecting the remaining. HR Manager of Netflix will find out numerous approaches and
manners in which recruitment and selection can take place with best of their Knowledge, skills
and attitude. Here major responsibility of HR manager of Netflix is to analyse overall
behavioural traits of all the applicants so that to ensure that right person is being appointed at the
right place (Obedgiu, 2017).
Performance management is a delicate function of HR that ensures that productive and
appropriate employees are involved in performing all functional and operational activities. An
efficient performance management system needs great leadership, clearly defined goal
establishment, supportive communication and proper feedbacks. This bridges the gap between
effective and ineffective workforce so that manger of Netflix is required to organise numerous
programs so that to estimate and evaluate the performance of employees to keep them motivated
and encouraged.
Reward management is defined as adaptation of systems and policies which provides
extra benefits to employees on performing additional tasks with additional efficiency. This helps
in generating trust and motivation to perform with level best among employees due to which
organisational objectives can be attained easily. HR manager of Netflix is supposed to introduce
reward systems which are employee centric that means which are adopted for providing extra
benef8its to the employees. This will inculcate efficient working habits in employees so can be
helpful in achievement of overall objectives of organisation (Kavanagh and Johnson, 2017).
Hard model of HRM refers to strategic control i.e. recruitment and selection whereas
soft model refers to control with responsibility i.e. reward management and motivation. Best fit
approach highlights the significance of all the HR practices are apt and suitable to all the
organisational situation which includes organisation culture, processes and extrinsic
environment. Best practice approach is defined as continuous improvement which includes
benchmarking and those practices which are used by the best organisation having same goals
and objectives.

Labour market is a place where all the workforce of an organisation communicates with each
other. It can be categorised into two categories which is organised and unorganized labour
markets (Marie Ryan and Derous, 2016).
Workforce planning
Workforce planning is a procedure of recognising the near future requirement of
personnel for knowledge and different locations. It allows the organisation to plan their
requirements and action plan for meeting those requirements with the help of arrangement of
HR programs. This is significant for Netflix as it is a growing company and need fresh
recruitments through out the year so by using workforce planning table they can recognise
regular requirement of employees for functional and non functional posts as well. This will
provide positive benefits to the employees of Netflix as this will reduce the total cost of the
company and the benefit of this will be given to the existing employees so that it may create
path for attainment of goals of the company. Further workforce planning helps the manager of
Netflix to appoint appropriate employee on an appropriate job role so that they can favourably
enhance their strength and provide opportunities for candidates to look into numerous jobs as
according to their interest. This can help in overall achievement of goals of Netflix and provide
suitability and competitive edge in the market (Ladkin and Buhalis, 2016).
Recruitment is an optimistic and positive procedure of searching potential
aspirants and motivate them to submit an application to job role in an organisation. Thought
behind big pool of candidates is that, huge opportunity can be seen in recruiting finer candidates
for job role. Recruitment acts as a bridge which takes the job searchers closer to job providers.
Selection is an approach which is performed for the purpose of picking the best appropriate
applicant for the required vacant job role in the organisation. This is a negative process which
involves selecting the candidates with most suitable qualification and skills and rejecting the
remaining (Tibshirani and et. al., 2016).
Difference between recruitment and selection
Basis Recruitment Selection
Meaning It is a process of creating
relations and contacts between
applicant and recruiters.
This is a procedure of picking
most appropriate and rejecting
the rest applicants.

Objective It motivates applicants so that
large pool can take participate
in the pool.
The main objective of
selection is to filter the
appropriate employee from the
pool.
Approach It is considered as a positive
approach.
Is is considered as negative
approach.
Sequence It is proceeded by selection. It is followed by recruitment.
There are various type of recruitment approaches which can be used by HR manager of
Netflix during this procedure which as as under:
it is classified into two categories Internal recruitment and External recruitment.
Internal recruitment is defined as fulfilling job requirements by considering current
employees in the organisation. Internal recruitment method are used by Netflix to meet their
requirement of job vacancy by using their intrinsic talent. This process includes short-listing of
all employees by the manager on the basis of new job role and acquired skills, so that the
employees who are seeking for recognition can be shortlisted. This will give more internal
opportunities of growth to existing workforce (Donate, Peña and Sanchez de Pablo, 2016).
External recruitment is defined as administrating and conducting an open hiring platform to
grab attention of more and more aspirants. This is a procedure of seeking for candidates from
outside the organisation. Netflix broadcasts message related to job vacancies through their
website portal www.jobs.netflix.com or with the help of other bill boards.
There are various approaches of internal recruitment that are used by Netflix which are
as under:
Promotions is defined as upward movement of employee to the high position and pay so
that to motivate employees and to create healthy environment. Transfer is defined as moving
the employee from one job location to another job location in case another location need a same
job role employee. This can boost morale and productivity of employees that can directly affect
organisational growth in a positive manner.
Similarly, various external recruitment approaches used by Netflix which are as under:

Screening is a procedure of diminishing and eliminating applicants out of huge pool so
that to put focus only on capable and skilled employees. On the initial stage manager of Netflix
cautiously examine and scrutinised all the resumes of each applied aspirants. An accurate
resume aids Netflix managers to properly examines that the candidate is suitable for the job role
or not.
Assessment centres are organised by Netflix for the aspirants who passed screening test.
This type of assessment centres are arranged in the office premises and guided and commanded
by managers. By help of this the recruitment procedure gets smoother and more consistent
which leads to better involvement of applicants in activities like team work and problem
solving. Applicants are called for personal interview after passing in these activities and further
the manager takes the personal interview to insure that the applicant is appropriate for the given
job description (Vanhala and Ritala, 2016).
Job description is a narrative form of application which is given by Netflix to the
general public. It includes the job role of the vacancy and all the skills and qualification which is
needed for that job role.
There are numerous approaches for selection used by Netflix which are as under:
Psychometric testing involves mental exercises which includes aptitude tests, personality
test and ability test which helps selector of Netflix to identify general, verbal, numerical and
other sensory ability in the applicants. So that personal behaviour of candidate can be examined
to take the selection process can be made better. Group exercises includes role play on a certain
given topic and candidates are called for discussion on some topic so that the critical thinking
ability can be identified and managers or selector of Netflix recognise most appropriate
personnel from pool.
Critical evaluation of recruitment and selection approaches
There are many advantages of Internal recruitment which brings beneficial result to
company in terms of filling workforce with skilled and knowledgeable employees. The major
advantages of internal recruitment are that it is inexpensive and time saving approach. It
enhances productiveness and growth opportunities to Netflix. On the other hand, it has some
disadvantages such as there is High chances of prejudice and Chances of getting good
candidates are less as due to small pool of aspirants.

External recruitment has also some advantages and disadvantages towards an
organisation. The major advantage is introducing new talent in Netflix and this results into
generation of innovative ideas and high growth of the company. Along with this, Variety of
candidates can be seen so that it become easier to recruit the most appropriate. On the other
hand, it also has some disadvantages such as it is more expensive and time taking process. In
addition, it can result into demotivation amongst existing employees.
Selection procedure relates with some advantages and disadvantages. The advantages is
that it is uniform for all the candidates so comparison become easier for managers of Netflix to
pick the best candidate. This leads to reduction in employee’s turnover as appropriate person is
being selected so increases job satisfaction. On the other hand, there are some disadvantages as
well such as It may face prejudice as in some of the cases the outcomes of selection tests are not
proper so this can lead to unfair judgement. Along with this, this is a time taking and costly
procedure as it requires huge time to manage pool of candidates and money to take test and
other ability examinations.
Job description has some advantages such as Employees can be accountable for the task
assigned as managers are aware about their roles and tasks. This gives a clear view to employees
about job role location and other thing so this creates transparency. On the other hand, it has
some disadvantages such as It is too rigid as due to which flexibility of job role decreases. It
leads to the in-corporative environment in the organisation as job role provided in job
description is required to be performed.
CONCLUSION
From the above report it can be deduced that human resource is significant part of the
management as they perform various functions to control and manage workforce in the
organisation. They perform numerous HR action plans such as recruitment of new employee
and till the time of their termination or separation. HR manager considers numerous approaches
of recruitment and selection which can help in maintaining good relations with employees and
making them to stay adhere to other polices.

REFERENCES
Books and journals
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Chapman, E.F. and et. al., 2018. Human resource development and human resource
management levers for sustained competitive advantage: Combining isomorphism and
differentiation. Journal of Management & Organization. 24(4). pp.533-550.
Obedgiu, V., 2017. Human resource management, historical perspectives, evolution and
professional development. Journal of Management Development.
Kavanagh, M.J. and Johnson, R.D. Eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Marie Ryan, A. and Derous, E., 2016. Highlighting tensions in recruitment and selection
research and practice. International Journal of Selection and Assessment. 24(1). pp.54-
62.
Ladkin, A. and Buhalis, D., 2016. Online and social media recruitment. International Journal of
Contemporary Hospitality Management.
Tibshirani, R.J. and et. al., 2016. Exact post-selection inference for sequential regression
procedures. Journal of the American Statistical Association. 111(514). pp.600-620.
Donate, M.J., Peña, I. and Sanchez de Pablo, J.D., 2016. HRM practices for human and social
capital development: effects on innovation capabilities. The International Journal of
Human Resource Management. 27(9). pp.928-953.
Vanhala, M. and Ritala, P., 2016. HRM practices, impersonal trust and organizational
innovativeness. Journal of Managerial Psychology.