Human Resource Management - Solved Assignment

Human
resource
management
Retention, Talent management, Recruitment and Selection

Contents
1.0 Introduction................................................................................................................ i
2.1 Recruitment process and decisions................................................................................. i
2.2 Recruiting strategies................................................................................................. iii
Website adverts........................................................................................................ iv
Recruitment portals................................................................................................... iv
Employee referrals..................................................................................................... v
Step 1: Online application............................................................................................ v
Step 2: Interview (Phone and Hangouts)..........................................................................v
Step 3: Onsite interview.............................................................................................. v
Step 4: Negotiation and Selection.................................................................................. vi
3.0 Retention and Talent management.................................................................................. vi
3.1 Employee retention.................................................................................................. vi
3.1.1 Reasons for low retention.................................................................................... vii
3.2 Employee retention strategies:...............................................................................viii
3.3 Talent management.................................................................................................. ix
HR planning............................................................................................................. x
Recruitment............................................................................................................. x
Retention strategies.................................................................................................... x
4.0 Conclusion............................................................................................................... xi
5.0 References............................................................................................................... xii

i
1.0 Introduction
Human Resource Management is a crucial aspect of any organization. HRM performs a sundry
set of functions within the business and helps businesses in managing the organization’s most
valued assets. An effective HRM ensures efficient recruitment of employees, timely training and
development, transparent communication in the business, fair compensation for employees and
expeditious addressing of employee grievances. Human Resource Management has achieved
significant importance in the last few years: In practice as well as in literature (Brewster &
Hegewisch, 2017).
This report throws light on two vital roles played by the HRM viz-a-viz recruitment & selection
as well as employee retention and talent management. Ensuring that the organization is equipped
with the right people at the right time is very pivotal for the success of the business. HRM
ensures that competent people are hired in the business through a transparent and highly effective
process (Board, 2017). Once the employees institute tenure, it becomes the responsibility of the
HRM to create a positive working environment for employees to remain associated with the
business for a long term. This is where talent management comes into the picture and fortifies
that at any given point of time an adequate number of people are associated with the business
(Armstrong & Taylor, 2014).
2.0 Recruitment and Selection
Effective recruitment and selection are pivotal to the success of any business. These two process
combines ultimately determine the quality of the employees in an organization (Costen, 2012).
Managing human resources of the organization begins at bringing in the right employees for the
right job profile in the business. Recruitment includes the process of bringing competent and
interested candidates to apply for the jobs available in the organization. On the other hand,
Selection refers to the process that these candidates undergo before being finalized for the
position. Organizations need to respond to rapidly changing global environment. Continued
success is, thus, dependent on attracting and retaining high quality individuals who can respond
effectively to this changing environment (Newel, 2015).

2.1 Recruitment process and decisions
Recruitment involves the process of attracting the interest of a pool of capable people who will
apply for jobs within the organization (Bratton & Gold, 2017). It is a core function of Human
Resource Management. Recruitment process ideally begins with identifying a gap between the
HR needs of a business and the current workforce employed by the business. Once the gap has
been identified, businesses attract candidates through a variety of sources and make those
candidates go through a selection procedure.
Recruitment plays a vital role as businesses tend to understand its manpower recruitment and
competent candidates seek jobs. Effective recruitment processes are not just necessary for the
business but for the growth of the economy. Malaysian unemployment rate stands at 3.4% this
January (Trading Economics, 2018). On the other hand job vacancies in the country slumped to
401835 in the last quarter of 2017. There is a 2% rise in the labor force in 2017 as compared to
2016, yet there is an increasing need to work upon employee dissatisfaction (Department of
Statistics Malaysia, 2018). This could be due to decreasing job satisfaction and lowering growth
opportunities. Average salary increase rate in Malaysia declined to 5% in 2017 (New Straits
Times, 2018). These statistics are evident that there is an increasing need for Malaysian
organizations to improvise the recruitment process in order to be able to attract new talent in the
business.
Recruitment process at all the organizations varies slightly on the bases of organizations attrition
rate, size of the organization as well as nature of the business. Large organizations like Dell have
a large pool of candidates who have shown interest in working for the firm. The goodwill and
effective positioning of these organizations automatically attracts candidates to work with these
firms. On the other hand, small organizations or Startups like ‘Food Matters’ need to put
additional efforts in attracting potential candidates. Therefore, these organizations resort to
various recruitment strategies discussed in the next part of the report.
Dell also supports internal recruitment because of the large number of employees working with
the business. The organization posts job requirements on the company website as well as ties up
with online job portals in order to attract competent candidates (Dell EMC, 2018). While on the
other hand, new generation startups resort to social recruiting and extensive employee referrals
while initiating the recruitment process