Strengths and weaknesses of recruitment and selection approaches

This article discusses the strengths and weaknesses of different approaches of recruitment and selection in HRM. It explores the impact of these approaches on the workforce and the overall productivity of companies.

Human Resource
Management

Table of Contents
INTRODUCTION..........................................................................................................................................................3
P2. Strengths and weaknesses of different approaches of recruitment and selection...............................................3
TASK 2...........................................................................................................................................................................5
P3. Benefits of HRM practices for employer and employees...................................................................................5
P4 Effectiveness of different practices of HRM in terms of raising profits of companies.......................................7
TASK 3...........................................................................................................................................................................7
P5 Significance of employee relation at the time of HRM decision making............................................................7
P6 Main elements of employee legislation and their affect on HRM decision making............................................8
TASK 4...........................................................................................................................................................................9
P7 Application of HRM practice...............................................................................................................................9
CONCLUSION.............................................................................................................................................................10
REFERENCES..............................................................................................................................................................11

INTRODUCTION
Each and every company has several sorts of resources that assist them in transforming their vision and
mission. Workers are one of the most essential asset of organisation. They are responsible for creating executing and
deign them in regard of achieving target purpose. McDonald is one of the largest fast-food chain in United Kingdom
and have a global recognition and position. The major aims of this report is to analyse the workforce planning,
functions and purpose of human resource management. This report will mentioned strengths and weakness of
selection and recruitment procedure (Albrecht and et. al., 2015). Human resource can be considered as the
practice which is effective for both employers and employee of organisation. Human resource management
contributes major part in the increment of productivity and profit along with executing the practices of HR
administration in decision making.
TASK 1
P1 Purpose and the functions of HRM
HRM can be defined as terms that utilize to explain formal framework develop for the administration of personnel
within a company (Kaufman and Miller, 2011). There are three extensive factors of a HR manager’s responsibilities
I.e. worker compensation, Staffing benefits and designing work. Fundamentally, the human resources management
is increase efficiency of a firm through using of employees’s effectiveness.
Major purpose of HRM within a company is to organize, manage and administrate the workforce
practices in order to perform their action as per company’s requirements. This is liable for
managing personnel of an enterprise that lead to more productivity of company.
Beside this, there are various types of functions and purpose of organization which helps in
achieving the business objectives and managing the personnel of company. Here are mentioned
some of those functions and purposes which is discussed as below:
Selection and Recruitment – Recruitment of an employee is the processer of selection that
attracts the prospective candidates in the company so that administration can choose most
suitable employee from the applicants.
2. Development and Training - This purpose of HRM assist in acquiring knowledge and skills
among workers in order to perform their work in more efficient manner. Programs and session of
training are coordinated for both existing and new workers. Through this employees are trained
for higher roles and responsibilities by training them.
Compensation and Rewarding: This is one another function of organization in which worker is
provided motivation and more stimulation through organizing rewarding and compensation (Kim
and Bae, 2017). HR manager is responsible for maintaining this procedure within their company
that inspires them for performing their job in their best way.
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Here are mentioned role of human resource management which are needs to be done by human
resource manager so that all purpose of an organization can work smoothly. These are evident
implements which are needs to be lineup by human resource manager
Hard model and Soft model of HRM:
Hard Human resource management: hard HRM stresses the calculative, employment strategic
and the quantitative aspects of administering the inventory resources as rational a method for
other aspect of management. Hard HRM’s center is value for strategic fit, in which strategic
objective are closely linked to human resource practice and politics
Soft HRM: as per the concept of soft HRM, the company function their practices and activities
recalling employee satisfaction as their major priority. This is followed by sited company in
order to achieve their business aims and target in more significant manner.
P2. Strengths and weaknesses of different approaches of recruitment and selection
The selection and hiring can be defined a procedure of hiring, enlisting, selecting and positioning newly
employed applicants as the part of enterprise's workforce for the evolution purpose of company. McDonald employ
their own methods of diverged working environment in regard of stimulating employee along with building more
effective working environment. Each company employs the process of recruitment and selection that is more
efficient and effective in order to assist enterprise through hiring best and most suitable worker. Various procedure
is being hired for the purpose external, internal and third-party recruitment i.e. mentioned as below:
Internal Recruitment: By the assistance of hiring process, organisation is inspiring their worker that can
aid in emphasising their work productivity (Internal and external sources of recruitment, 2011). The
internal hiring sources are promotions, transfer, previous candidates etc. Organisation need to optimise their process
of recruitment cause this render aid in stimulating personnel of retaining them for longer period of time. This can
help in gaining more productivity and profitability of services and products.
Strengths as well as weaknesses of recruitment which is mentioned as below:
Strengths Weaknesses
 The process helps in stimulating internal
personnel environment through promoting or
providing appraisal to them.
 People exaggerate their qualification and
eligibility in their resume as well as
accomplishments.
 By this type of procedure, organisation progress
opportunities in their existing members of staff.
By this practice, organisation can increase their
worker, decreasing overall turnover.
 External process of internal lead to more
conflicts among entire workers.
 Lead to dearth of diversity at working place.
 The procedure limit the skills and qualification
within an enterprise.
External Recruitment: HRM manager organise recruitment process from enterprise in regard of
achieving the vacant working profile which employs more skills and abilities within the working environment
(ALDamoe, Yazam and Ahmid, 2012). Here are mentioned some major strengths and weakness discussed
here:
Strengths Weakness
 This can aid in creating more skilled and
diverged working environment that can assist in
 The major limitation of method is which it cis
complicated process.
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productivity and profitability.
 This can assist in motivating worker through
the procedure of hiring.
 Company can refresh their environment of
working as well as create more purpose
diverged.
 This procedure can assist in involving new
skills and abilities within company.
 Process is more expensive and more lengthy
procedure.
 The process is more time consuming and full
waste if the employed applicants leave after few
time.
Third Party Recruitment: In this process of selection and recruitment, different agencies and associations hire
applicants for the employed enterprise. Through this, host organisation can save their practices and efforts along
with time for the recruitment process.
Strengths Weakness
 This accompany less time as well as financial
resources.
 The process can assist in achieving the aimed
company's requirements.
 This lack reliability and credibility while
practices.
 The employee may become less oriented toward
work.
 Risk of data confidentiality.
TASK 2
P3. Benefits of HRM practices for employer and employees
The division of HRM subordinate the companies like BT assisting in better communication flow within
organisation by building bridge of communication in the external and internal system of company (Almond,
2011). There are varies HRM merits for worker and employer that changes as per the situation. Here are
mentioned some of those benefits for both entities:
Different Human Resource Activities
 Worker develop by training and Development: BT hire numerous worker for operating their business
organisation in different departments. Through the assistance of training and development, company can
focus over worker's skills and knowledge along with their overall confidence boost.
 Management of Employee Performance: Employee can be defined as the one of major component of BT
or other commercial association. In order to create more productive operations, company organise
various programs and sessions which can help in enhancing their skills ability. As per this, organisation
emphasise their performance and skills which can lead to actual performance with the standard one.
Benefits of HRM practices for employees Benefits of HRM practices to employer
 Motivate for Better Work Performance: This is
one of the main activity of HRM which can
stimulate and promote the employee
performance and activities. For example,
performance administration on worker along
with stimulating worker at the same time.
 Provide training for effective work: Proper
HRM activities to support worker for training
which can only enhance their productivity
which render benefit to company as well
(Arrowsmith, and Parker, 2013).
 Support performance of Worker: Such activities
impact on the regular basis that can lead to
identification of gap with actual and standard
skills ad abilities according to recommended
programs of training.
 Assist in creating more decision: Worker can
help in performing the decision making of
McDonald along with arranging and managing
the capabilities and skills. Hence, manager of
enterprise can render more diverged ideas in
efficient manner.
 Effective and healthy workplace management:
By programs of learning and training, employee
can promote their knowledge and confidence in
more efficient manner. The entire program can
also aid in achieving business objectives along
with helping in more productive working
environment within the enterprise.
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P4 Effectiveness of different practices of HRM in terms of raising profits of
companies
Giving direction and guidance to their workers so that they contribute towards their company. Companies
managers require to give positive work environment so that they can work hard and meet firms goals. Proper
coordination and communication within various levels of management aid in improving entire performance of
organisation. It is an responsibility of human resource managers of firm to find out issues as well as problems that
most of workers face while working and organise a sessions of training and development programs for their workers
so that they can perform their task which is allotted within a limited period of time which improve companies
performance also (Bondarouk and Ruël, 2013). Thus, practices of HRM aid in bringing overall workers
development as the organisation managers which also aid firm to meet profits more efficient and effective way.
Giving a healthy workplace as well as rising satisfaction level to their workers bring all over performance and
development of an company. It assist firm to beat with their competitors and give stability within a market. The
company need HRM for achieving outcomes as well as companies results for which they conduct different activities
for personnel like as rewarding, training, team work activities etc.
TASK 3
P5 Significance of employee relation at the time of HRM decision making
Employee relation can be considered as the major concept which can help in meeting business objectives
through reducing the gap between worker and employer. There are various people within an enterprise which often
claims that trade unions are important within the market in order to maintain growth. Hence, department of HRM
undertaken important decisions in order to reduce the major drawbacks of organisation in order to avoid the issue of
trade unions. Here are mentioned the significance of employee relations along with role of HRM judgements which
is mentioned as below:
 Conflict Resolution: McDonald's HR team help in considering the major issue related to the worker
through resolving major cause behind conflicts. ER make certain strong relations between employer and
worker (Chang, Chiang and Han, 2012). The task can be performed through making an effective
communication system. When an organisation does nor face more issues in their company, this is cause of
their human resource department.
 Training and Development: Human resource management can consider that they have to render their
worker proper training and development. They have to create more judgements in relation of training kind
which should be delivered to employee. It should aim on the employees at the decision making time
associated with learning and training programs.
 Teamwork: In regard of achieving entire work criteria and target, this is fundamental for company to
synchronise the work of enterprise. When the employee and employer maintain good relations and work as
team, company can easily achieve their business objectives (Cascio, 2018). HR manager of McDonald
will promote and optimise the effective communication procedure in order to maintain better employee
relations through working as a team.
 Effective Productivity: If worker of McDonald support any working idea, policy or activity of enterprise, it
become easier for organisation to implement those operation within the working environment. This lead to
more productivity of performed work and operation. Through the help of HR, coordination of employee
engagement within company's decision making is done which also represents the thoughts and opinions of
enterprise. The whole process stimulate or motivate worker for better performance.
Hence, employee relation management is essential for each and every organisation so as McDonald for
which they coordinate and execute various activities in most suitable methods. These activities of ER affects and
shapes the decision making practices of HR carried out for the development of company as well as worker of
enterprise.
P6 Main elements of employee legislation and their affect on HRM decision making
As employee are the major part of an organisation playing major role in their success and operating their
business organisation. Government of United Kingdom has carried out various legislations and laws which they
need to imply within the company in order to achieve success. This is mandatory for an enterprise to comply those
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legislations and laws within their organisational policies and guidelines in order to maintain smooth functioning
without any conflicts and disturbance. Here are mentioned some of the basic and major acts implied by state that
affect the decision making of McDonald's HR which is mentioned as below:
 Equal Wage Act, 1953: The policy claims that each enterprise has to render equal work pay to certain work
profile employed candidates. There can not be any discrimination on the grounds of age, gender, religion,
caste, culture and other components. In case of any disturbance in this law, company has to face negative
consequence or trial of court. This is required for McDonald's HR to include this provision while
undertaking the process of staffing and hiring of worker. This should be complied by them while creating
new guidelines and policies of company.
 Disable Discrimination Act: McDonald need to prioritise this act before organising hiring and selection
procedure (Ehrnrooth and Björkman, 2012). This act was enacted was Parliament of United
Kingdom which stress over the equal treatment with disables within the working environment. In case of
any discrimination with disable due to their disability. This is required for HR manager of company which
can also helps them in creating more diverged working environment.
 Minimum Pay Act: This law was enacted by parliament of UK in 1998 stating the fact that a working
employee should be paid determined amount of wage minimum. This is fundamental for an organisation to
render their wage as per their skills and abilities. In case of less wage than determined, this will be
considered as exploitation and worker has right to call company on judicial trial. Understanding this fact,
HR manager of organisation implement the activities accordingly.
 Data Protection Act: As per this law, an organisation can not leak or disseminate the person information or
details of a worker due to their security and safety provision. This law was made to provide safety and
assuring the workers while working for any commercial companies. This is essential for HR manager of
McDonald to maintain confidentiality of worker.
Hence, above mentioned legislation are basic laws which McDonald make certain to comply while building
policies and terms of enterprise. Also, there are various other laws such as health and safety right, employee rights
etc. that is fundamental for organisation to undertake.
TASK 4
P7 Application of HRM practice
McDonald is focusing over developing and expanding their business in more open market as well as
developing nation in order to enhance their availability within global market. This increase the competition along
with increase the sustainability of enterprise. Here are mentioned the application of human resource management
practices discussed below:
Recruitment: HRM division of enterprise has to seek suitable applicants for several position such as
marketing officer, HR manager and CEO and other sector. Team of human resource is very fundamental in such
case (Giauque, Anderfuhren-Biget and Varone, 2013). Training will reduce worker's shortcoming as well
as help them in developing their work.
Training and Development: Culture of McDonald differs from most of organisations. HR department
arrange effective and informative session of training and development in order to make them perform as per the
requirements and expectation of higher authorities along with increase employee efficiency.
Balance Work Life: In this sector, this is essential for company to provide more appropriate, flexible and
friendly working environment in order to achieve their business objective. Negative working environment and
workload can lead to lack of employee reattainment. In order to meet worker satisfaction, the organisation provide
proper holidays in order to satiate them and avoid inquired pressure from their working environment.
Hence, through the above mentioned procedure, HRM can imply their practices in the working
environment (Heikkilä and Smale, 2011). McDonald aims over the worker satisfaction and proper motivation.
In order to meet their basics, they organise proper rewarding and compensation activities within certain period of
time.
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CONCLUSION
This can be concluded from the above discussed report that human resources are major and most
fundamental assets of enterprise that can help in achieving their business objectives. The selection and hiring can be
defined a procedure of hiring, enlisting, selecting and positioning newly employed applicants as the part of
enterprise's workforce for the evolution purpose of company. HRM need to imply their practices in the working
environment in order to manage their employee relation in most ideal manner. The division of HRM subordinate the
companies like BT assisting in better communication flow within organisation by building bridge of communication
in the external and internal system of company. Giving direction and guidance to their workers so that they
contribute towards their company.
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REFERENCES
Books and Journals
Albrecht, S.L. and et. al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
ALDamoe, F. M. A., Yazam, M. and Ahmid, K. B., 2012. The mediating effect of HRM
outcomes (employee retention) on the relationship between HRM practices and
organizational performance. International Journal of Human Resource Studies. 2(1).
p.75.
Almond, P., 2011. The sub-national embeddedness of international HRM. Human relations.
64(4). pp.531-551.
Arrowsmith, J. and Parker, J., 2013. The meaning of ‘employee engagement’for the values and
roles of the HRM function. The International Journal of Human Resource Management.
24(14). pp.2692-2712.
Bondarouk, T. and Ruël, H., 2013. The strategic value of e-HRM: results from an exploratory
study in a governmental organization. The International Journal of Human Resource
Management. 24(2), pp.391-414.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chang, A., Chiang, H. H. and Han, T. S., 2012. A multilevel investigation of relationships
among brand-centered HRM, brand psychological ownership, brand citizenship
behaviors, and customer satisfaction. European Journal of Marketing. 46(5). pp.626-
662.
Ehrnrooth, M. and Björkman, I., 2012. An integrative HRM process theorization: Beyond
signalling effects and mutual gains. Journal of Management Studies. 49(6). pp.1109-
1135.
Giauque, D., Anderfuhren-Biget, S. and Varone, F., 2013. HRM practices, intrinsic motivators,
and organizational performance in the public sector. Public Personnel Management.
42(2). pp.123-150.
Heikkilä, J. P. and Smale, A., 2011. The effects of ‘language standardization’on the acceptance
and use of e-HRM systems in foreign subsidiaries. Journal of World Business. 46(3).
pp.305-313.
Kaufman, B. E. and Miller, B. I., 2011. The firm's choice of HRM practices: Economics meets
strategic human resource management. ILR Review. 64(3). pp.526-557.
Kim, D. O. and Bae, J., 2017. Employment relations and HRM in South Korea. Taylor & Francis.
Online
Internal and external sources of recruitment. 2011. [Online]. Availaible Through:
<http://kalyan-city.blogspot.in/2011/07/internal-and-external-sources-of.html>.
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