Managing Human Resource Sample Assignment

Managing Human
Resource

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY .................................................................................................................................1
Traditional interview process ......................................................................................................1
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
To manage the human resource is important for an organisation so that work can be done
effectively and appropriately as per the requirement. Human resource are the persons or
individuals who make up the workforce of a company or business. As the human resource
department of corporation is responsible to deal with the persons and their problems which are
associated with persons and it involves recruitment, compensation, performance management
and training and development of employees. For a firm it is important to select best employees
who can fulfil the expectations. It is helpful for the business because human resource put
maximum efforts to achieve the predetermined targets. As this report is based on to manage the
human resource by selecting more desirable candidates with evaluating the skills with help of
traditional method of interview. Apart from this it consider the procedure or steps of selecting
suitable candidates who perform their work to achieve the goals of corporation.
MAIN BODY
Traditional interview process
Human resource involves the persons or the organisation's department who proceed the
following work such as recruitment, selection, training and compensation. In the growth and
success of company it plays an important role. All organisations have a human resource
department who is responsible to hire talented and skilful candidates and it make advertisement
in social media, newspaper, posters and various websites. The HR manager has duty to find the
applications from the job seekers and those persons are suitable and fulfil the requirement as per
the job role than they are being called for interview. All details has been provided such as: roles
and responsibilities, location, qualification, salary etc. Apart from this time, date and venue is
also mentioned so that individuals does not face any type of difficultly. The human resource
manager provide the information about the type of interview and the rounds of interview so that
all things can be clear to the individuals. As per the need company hires the workers and use
various interview methods so that more desirable candidate can be selected. As the HR manager
of corporation is responsible to hire more talented candidates who can perform their task as per
the expectations of firm in order to achieve the targets and goals. To hire the employees there are
different recruitment and selection methods can be used such as: collect the application from the
online sources, short-listing the application and different types of interview process which
1

involves personal interview, aptitude test and group discussion so that better candidate can be
hire. As report has focuses on traditional interview method of selection by considering different
abilities, skills and talent so that appropriate individual can be hired by the organisation who can
fulfil the desires of company. It is important for a corporation to select those employees who are
more capable and able to fulfil the requirement of business. The primary motive to conduct
interview is to recruit more skilful candidates who can meet the requirement and put maximum
efforts in order to achieve the predetermined objectives (Syed and Ozbilgin, 2015).
Traditional interview method is used by the organisations to select the candidates. As
traditional interview & its questions are beneficial for both candidate and interviewer to provide
appropriate information which support each other in minimum stressful environment as compare
to behavioural or in case interviews. In this type of interview normally use broad based questions
& generally paired with behavioural interview questions. The capability of individual can decide
that a person will select or not. As per the job description and the requirement the questions
should be answered. As the critical questions are helpful to develop insights by analysing the CV
as well as qualification. As traditional interviews are consecutive in nature & directly focuses on
personality of the candidate & select to communicate with others. This emphasis on situations
which are conjectural in nature & the person respond at the specific situation that is very helpful
in development & handling the distinct criteria with the company. As the questions which are
asked by the interviewer are not specific and it can be asked as per the suitability and
requirement of job. It is the duty of candidate to answer the questions which are asked by the
interviewer.
As the traditional interview there is a specific process which is useful to select best
candidate as per the requirement of company. In this type of interview process there are some
steps which are require to be follow in order to hire suitable persons as per the expectations of
company and it involves: screening interview, this type of interview is being used by the
corporation to hire best persons who can perform as per the expectations of company. In this
process organisation print the information that it needs these types of persons for a specific job
role. As the corporation use different tools for this purpose which involve posters, print media
and text massages etc. This method has been used by the company to aware the maximum
number of persons so that they can schedule their interview as per specific job role (Ravazzani,
2016). All information related to the job has been provided which involves range of salary,
2

location, expectations and experience, qualification etc. Those persons who find suitable
themselves they can apply for the job for the purpose of selection. As organisation will select
those candidates whose profile will match as per the requirement of specific job role. Than
individuals have to visit in the organisation so that they can give interview as per their area of
field. In traditional interview method there is advertisement publish in the newspaper and the
agencies so that firm can recruit best person. So this type of interview process is used by the
corporation in order the select more talented and skilful candidates who can perform their roles
and duties as per the expectations of organisation. So that efficiency and effectiveness can be
maximize as a result desirable goals and objectives can be achieve which help the business to
sustain for a long term in the market and earn higher profits and expand the market share
(McClanahan and Cinner, 2015).
Personal interview is used by the organisation to interact with the candidates so that
interviewer can know the skills and capabilities of person. Generally the human resource
manager of company takes personal interview and ask various questions form the candidates in
order to know the potential of person. The questions which are asked by the manager is
involves : tell me about yourself, what is your short term and long term goal, professional
experience, qualification and expectations from the company. The selection is depend that how
an individual gives the answers of the questions and it decides the selection or rejection of a
candidate. Apart from this there are some questions have been asked by the interviewer so
analyse the skills, knowledge and abilities. The questions which are asked as follows:
Why do you want to work in this organisation ?
What are the strength & weakness ?
Tell me something about yourself ?
Which factor motivates you to perform better ?
What is your salary expectations ?
So these are the questions which can be asked by the interviewer to the candidates and
those individuals who give better and effective answer and the manager is satisfy with it than the
chances of selection will increase. The main aim of this type of interview is to know the details
about the person that how much capable and skilful a person. Face to face interview is more
effective because analysis of persons is more easy that it will be suitable for the corporation or
not (Le Roy and Fernandez, 2015). This method is useful for the organisation to hire most
3

desirable candidates who can perform as per the need of company. Group discuss is also the part
of interview. As group is a collection of persons who communicate and interact with other for
the accomplishment of a specific goal. As discussion is the process which take place between
two or more individuals and they exchange the information or views in order to achieve the
objectives of firm. As GD is a methodology which is applied by the corporation to gauge that the
individual has specific personality traits (Huntington, 2018). This method is used to select or in
the short-listing for recruitment with the firm. In this process, there is a particular topic has been
given to the group of persons and they have to discuss about it and there is a specific parameter
set by the manager and on the basis of they chose more suitable candidates. All persons have to
suggest their thoughts, ideas and views about a particular subject matter or topic. The terms and
conditions are provided by the manager and individuals have to fulfil the criteria as per the
requirement, it they want to select.
Those persons who have good knowledge, have good communication skills and draw the
valid points as per the requirement of topic than they are being selected for the next process of
interview. Final interview is the last process of an interview in which the manager find out that a
candidate is required to be select for a specific job role or not. In the final interview all things
have been analysed by the interviewer when an individual has appears for PI and GD. As per the
scenario interviewer prepares information at the time of interview when a person meet the
several times with the organisation and provide its views about way to handle final interview so
that effective decisions can be taken for the benefit of company (Lucas and Verry, 2016). To
recruit the employees, employee referrals is also being used, in which current employees who
work in the company can refer their relatives or friends for a specific job role. This method is
useful as well as cost effective and time saving because does not have go spend money on
advertisement and promotional activities. As an example, Tesco can use this method to hire the
candidates who can perform their roles and duties as per the expectations of corporation. As
existing staffs are already aware about the culture, job and working environment of the firm so it
is easy to refer to the relatives or friends. As this type of internal recruitment is helpful for the
company to select the workers. This method is useful to save time as well as cost but it is
required for the firm to provide training to the employees for the development of their skills and
knowledge. So that they can perform as per the requirement and achieve the goals of corporation.
4

Most of organisation adopt this technique to hire the employees for the purpose to recruit more
desirable candidates who can work as per the expectations and need (Hecklau and et. al., 2016).
As job offer and background check is the final stage of traditional interview in that
company offers in contingent manner by giving appropriate scripts & copies of relevant
qualification. This phrase of specific position with the staffs may focuses on background check
of employees. As company provide the offer which have all information about the job, work,
time as well as package and it candidate is satisfy with it than it will give its acceptance to the
human resource manager (Fan and et. al., 2016). To fill a vacant job transfer is also helpful and
in which employees have to shift from one job place to other so that a person can be internally
hire and the organisation does not need to spent more money to provide training to that
individual. This method is used by all organisations and it cost effective and time saving tool.
This method is generally used by the company it it want to expand the business. Promotion is the
part of internal recruitment in which a staff will be promoted from lower level to upper level and
in that case the authority and responsibility is increase. It is helpful to motivates the employees
so that they put maximum efforts to achieve the goals. If a person is promoted and work as a
higher authority than confidence level will boost as a result that person can perform more
effectively to achieve the objectives. As all corporation have its own procedure of interview
which is followed by it in order to recruit more desirable persons. If an individual does not
qualify the first round of interview than it will be directly rejected by the manager of company.
The candidate will be hire only if it clears all rounds of interview. To hire the individuals campus
placement is also a good option in front of firms. It is popular method which is used by
organisations to hire most desirable persons who can perform as per the need. In this method,
interview programme has been conducted within the educational institutes where students are
studying and want placement. It is cost effective and time saving method because different types
of individuals and gathered at one place who have distinct skills, knowledge and talent. As
interviews are very important because it helps the company to hire best employees who can work
according the desire and put maximum efforts to achieve targets of corporation. As it is helpful
to attract more candidates who are job seekers and want to prove themselves. As interview is
helpful to create link between among employer and employee because an individual can directly
interact with the interviewer (Dyar and Pulcini, 2017).
5

As interview is helpful to increase the pool of job seekers so that company can get more
desirable employees who work for it so that it can achieve its predetermined goals. In the
organisations it is helpful to analyse current & future requirements of candidates. As traditional
interview is effective because it help the corporation to find more suitable person who is skilful
and knowledgable and can perform their task to achieve the goals of company. It is helpful to
check the potential in an individual that it can perform as per the requirement of business or not.
If interviewer and candidate, both are agree about the job and its purpose than corporation hire
the individual to work. It is important to predictive the validity of interviews and predictive
validity refers to testing & examining the capability & quality of workers before taking the
interview (Deresky, 2017). As pre employment testing is beneficial for the corporation to analyse
the abilities of workers which is based on test scores to evaluate the future job performance. As
an instance, Tesco has a vacancy for the post of marketing manager which provide support to
maximize the sales with the help of online marketing and different promotional tools so that
market share as well as profits will increase. As to fill the vacancy in the firm, the human
resource can use traditional method of interview and give advertisement in posters and
newspaper and it is beneficial for job seekers to find the right job as per their capabilities. HR
manager conduct the interview process that helps to define qualities of employees and predict
skills and competency. If manager get imagine about employees performance that it will perform
well in up coming time with out taking any interviews and hiring is consider as predictive
validity. Basically it contains marks and score to predict abilities of employees that may be
useful or not. Such as Tesco is hiring marketing manager who will help to increase sales through
advertisement. For this vacancy number of Human resource manager conduct the interview
process that will give highly qualified and experienced person. In interview process if manager
guess about a candidate's skills and abilities for future performance and well manner that helps to
give score and give job opportunity to that person. It has been analysed that predictive validity is
useful process that increase understanding capabilities and make confident regarding employee's
well further performance. It can be increased by preparing questionnaire which relates to job
profile, question asking by same interviewers and by organising standard procedure that helps to
select good applicant and retain for long period by performing well in an industry (Alnsour,
2016). The main motive to conduct interview is to recruit more skilful candidates who can meet
the requirement and put maximum efforts in order to achieve the predetermined objectives.
6

CONCLUSION
As from the above report, it has been concluded that human resource is the most
important for an organisation and it help to achieve the targets as per the requirement. It involves
all persons or individuals who work in a company for the purpose to accomplish predetermined
objectives. The human resource manager is responsible to recruit the candidates who can meet
the expectations of corporation. Traditional interview method is helpful for the firm to recruit
more suitable employees who can perform as per the requirement. In this type of method
organisation post the vacancy in the newspapers and posters so that large number of people can
attract towards the company and apply for a specific job as per the suitability. There is a specific
procedures that is follow to recruit the best candidates who perform their roles as per the desire
of corporation.
7

REFERENCES
Books and Journals
Alnsour, J. A., 2016. Managing urban growth in the city of Amman, Jordan. Cities. 50. pp.93-99.
Deresky, H., 2017. International management: Managing across borders and cultures. Pearson
Education India.
Dyar, O. J., Tebano, G. and Pulcini, C., 2017. Managing responsible antimicrobial use:
perspectives across the healthcare system. Clinical Microbiology and Infection. 23(7).
pp.441-447.
Fan, D., and et.al., 2016. The paths of managing international human resources of emerging
market multinationals: Reconciling strategic goal and control means. Human Resource
Management Review. 26(4). pp.298-310.
Hecklau, F., and et.al., 2016. Holistic approach for human resource management in Industry 4.0.
Procedia Cirp. 54. pp.1-6.
Huntington, J., 2018. Managing the Practice: Whose Business?. CRC Press.
Le Roy, F. and Fernandez, A. S., 2015. Managing coopetitive tensions at the working‐group
level: The rise of the coopetitive project team. British Journal of Management. 26(4).
pp.671-688.
Lucas, R. E. and Verry, D., 2016. Restructuring the Malaysian economy: Development and
human resources. Springer.
McClanahan, T., Allison, E. H. and Cinner, J. E., 2015. Managing fisheries for human and food
security. Fish and Fisheries. 16(1). pp.78-103.
Ravazzani, S., 2016. Understanding approaches to managing diversity in the workplace: An
empirical investigation in Italy. Equality, Diversity and Inclusion: An International
Journal. 35(2). pp.154-168.
Syed, J. and Ozbilgin, M. eds., 2015. Managing diversity and inclusion: An international
perspective. Sage.
Wirtz, J. and Heracleous, L., 2016. Singapore Airlines: Managing human resources for cost-
effective service excellence. In SERVICES MARKETING: People Technology Strategy
(pp. 695-703).
Online
Human resource. 2019. [Online]. Available Through:
<https://www.investopedia.com/terms/h/humanresources.asp>
8

9