Managing People: HRM Recruitment, Selection, and Talent Management

This document discusses the concept of HRM, recruitment and selection models, theories, and positive elements. It also explores how HRM improves activity and employee relations through talent management. The document provides insights into various HRM theories, models, and concepts. The subject is managing people, and the document type is a study material.

Managing people

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1. HRM recruitment and selection models, theories and concepts that affected people
management at workplace............................................................................................................3
2. HRM theories, models and concepts along with positive elements.........................................5
3. HRM in improving their activity and employee relation through talent management............7
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management know as strategies approaches which has effective management of
people in company and that could help them for gaining their competitive advantage. Farm box
is online food delivery. They grow their own vegetables and supply them from door to door.
Their vision is to provide healthy and fresh food to their customer (Collings, Mellahi and Cascio,
2017). This report study about the concept of HRM, recruitment and selection models, theories.
Also, identify the positive elements that need to improve their procedures and also about their
employee relation through more effective with talent management.
1. HRM recruitment and selection models, theories and concepts that affected people
management at workplace.
Recruitment and selection is process of identifying job, while defining the requirement of
position and job, choosing right person for right job in company. It is designed to define
maximize employee strength and order to meet their strategic goals or objectives. Recruitment is
well done through internal and external source for candidates in getting well fresh mid employee
for company that could help them for achieving more target and also help them in building
themselves in competitive market (Gallardo, Thunnissen and Scullion, 2020) . Internal source is
being used from inside of Farm box that could be transfer, promotion from one place to another.
External sources could be helpful for fresher mind in company while hiring candidates from
conducting campus drive, employee agencies and giving advertising for their company and have
their brand image they can also attract their some candidates towards their Farm box. Selection
process held after recruiting for candidates which helps them to hire right person for right
position.
AMO theory stands for ability, motivation and opportunities these are self-reliant work system
constituent that shape employee defined and impart to the success of organization. According to
this theory Farm box has interested which are best served that attends the employees in ability,
opportunities and motivation. The ability of employee is increased while by giving them proper
training, learning and developed their skills and knowledge according to their work capacity. The
leaders in Farm box is doing great job towards employee during recruitment and selection. This
could build up their employee abilities at workplace meanwhile make them increasing their
productivity.

Motivation influenced by external and internal rewards, performance reviews, feedback and
career development and financial benefits for keep them to stay in their organization. Manager in
Farm box have to manage their balance between work and putting emphasize in influencing them
for doing their work (Järvi and Khoreva, 2020). Opportunities must be important for every
employee which they think they will have the best opportunities for doing any work as this
advantage can be taken by company, and they get more benefits from this advantage which help
them to complete their task goals and objective. While developing career plan they have make
some opportunities that might be clear and being specific.
Human capital theory states about modern expansion of wages different that will be between
advantage of their employees in Frame box. The cost learning job is very important for employee
for developing them in their field and make them more efficiency. These studies have founded
impact on range of their disciplines from economic and education. It is directly used in
production process that help to increase their employee productivity in all tasks, through
profitability different in achieving and completing difficult situation for them. Human capital is
viewed mostly as capacity to adapt. As it is very useful in dealing with challenging situation in
which there can be change environment and that worker need to be adopted.
Michigan model would be described that employees treating in Farm box with people
management strategy. The strength and major limitation for this focused on organization and
rationally respond to external environment. While focusing on this level they have advantage of
undertaking their aspect in company to control their management such as structure or formal
strategy etc., If company have developed single product along with traditional structure they will
select their people on basis of expertise (John and Taylor, 2016). Appraisal performance done
through some rewards with benefits, financial rewards to their employee and which is based on
their performance evaluation or what target they have completed. This model observes the
different business strategies of company and related their organization structure which can lead
to their HRM activities such as selection, development and rewards.
5P's model in human resource management-
Models which requires five alignment of variables to improve their organization and operational
functions:-

Purpose:- It involves their contribution in work and described them the purpose of work, which
there meet for achieving. Employee while hiring they must give their purpose for doing their job
with right person having their right job in farm box.
Principles :- These states about their objective to their new employee with different ways and try
to motive their employee and keep them to stay with them that could be more benefits for them
in achieving their goals and objective.
Processes:- The company musty be specific for their process of people management, and they
must try to reach out their goals or tasks (Kaplan And et.al., 2018). Farm box organization
provide them better process for developing their employee skills and increase their knowledge.
People:- People are more important part of organization without people management company
can not face any challenges and may create more conflicts among their target.
Performance:- In Farm box performance of employee is based on their skills and their manger
just look out how their work is going do complete.
2. HRM theories, models and concepts along with positive elements.
Human resources is mainly known as models which give analytical framework for studying
HRM. They furnish defined of HRM that developed assorted relationship and that need to be
researched. Four most common HRM models-
The Fombrun model:- This model identified four functions and their interrelationship. The four
role are selection, appraisal, development and rewards. These four are anticipated to change
organizational powerfulness. This model simply helps in understanding nature and importance of
HR key activities in Farm box (Krishnan and Scullion, 2017). It also identifies the
interrelationship among their four functions and collective for information in company
effectiveness. Limitations of these models can be avoided all environmental and contingency
factor that have impact on organization.
The Harvard model:- This model belongs of six important elements of HRM namely
shareholders, situational factors, HRM policy factors which are described below:-
Stakeholders interest- This identifies significant of interest of owners and employees in Farm
box. Trade off also exist in this group of interests. But this is challenges of HR manager and need
to maintain balance between interest of stakeholders.

Situational factor- This factor influence the HR strategy in Farm box company. These factor
include management philosophy, market task, technology and laws or social values.
Choosing HR policy:- It recognizes management decision and actions in term of HR in Farm box
and only result in interaction between restraint and quality. Model represent management as real
player, confident of making at least some grade of alone attempt within biology and
organizational constant and causing those factor themselves work time.
Human resources outcomes:- Organizational loyalty, employee competency and cost-
effectiveness component HRM outcomes (Leroy and et.al., 2018). The supposable here are that
employees have talents which are often employed of Farm box expansion and that they are
prepared to develop with organization if move environment is accessible.
The long term consequences:-This include societal well-being, organizational effectualness and
respective goodness. Here workforce in Farm Box leads organizational effectiveness and
skilfulness of all organization structure payment to societal well-being.
The response fastening:- Situational factor causation HRM policies and choices and also long
term effect. As similarly HRM stakeholders interest have striking on policy choices and compact
on long term outcomes.
The guest model:- This model as developed by David Guest which was based on assumption.
HR manager in Farm box has special strategy to began work, which demand positive recitation
and when deceased will issue to outcome. This outcomes may consider behavioural execution
attendant and financial rewards. This emphasizes six elements such as HR strategy, HR
practices, HR behavioural and outcomes, performance results and financial importance.
The Warwick model:- This identifies and classifies value of situation influences of HRM. They
take awareness of business studies in Farm box and practices of HR (Martin and Siebert,2016).
The internal and external complacent, in which these activities take place and procedure by such
occurrence take place regard proceedings between exterior and interior contented.
Human resource theories-
here are some key deviation between human resources dealings and human resources theories.
Motivation theories
Maslow Hierarchy theories:- This explains about importance of human resource in farm box
organization. In order of employee in company get tried of their work HR can keep them

motived for their work with rewards or benefits along with them. Determining the factor of
motivational-
Physiological needs:- These means basic needs and wants of people are moving towards next
level. If employee in Farm box will not get enough money to satisfied their basic needs and
wants they could not continue their work efficiency.
Safety needs:- Workers in Farm box required safe environment for their work and organization
should know that their bodies and belongings must be protected (McDonnell and et.al., 2017). If
they do not get their workplace secure they will find hard to work and feel unsecure along with
this they think that their occupation is not being safe.
Social needs:- This level belongs to love, affection and attraction towards family, friends or
someone loves. Maslow believe that physiological and safety needs are basic needs and wants
for individual. As they until meets to social desired. In Farm box employees feel disjunct from
heir environment at workplace, this might be lead to demotivated in their work an could be
decrease their productivity of resource and work.
Esteem needs:- It represented two set of difference between needs and wants according to
Maslow first, as they motivated individual for making more strengths in Farm box company and
second for building up their desire tow work in while developing reputation of employee and
company. If people management do not feel that their input in organization being valued, and
they can also seek to other place of employment for making their value.
Self- actualization needs:- It refers to self-satisfaction of individual desired and wants to become
self actualized in what they are potentially (Nankervis and et.al.,2019). Farm box felts that
individual can have meet their needs and wants in order to layer they could be both motivated
and motion opportunity at this level.
Positive element and procedure that need to be improved in Farm box as employee make
company culture strong with their work and achieve the target goals and objective. Organization
can also address to their increase employee retention. HR can improved teamwork to create
strong company culture. Increased effectiveness for their worker and offer flexibility in working
hour and financial rewards in their performance.
3. HRM in improving their activity and employee relation through talent management
HRM policies and procedures-

Employment classification:- Policies and procedures for Farm box towards their employees
being must be specific such as part-time, full time since employee classification for their work is
must be compulsory for them and keep them motivated and provided benefits for over time pay.
Safety and health:- Safety for employee is must be required at workplace and requires their
employee report about injury related to work (Otoo, 2019). Farm box company government have
set up some regulation regarding safety and health act for employee that required specific
policies and procedures if some hazards exist while following their work.
Attendance and time punctuality:- Policies for attendance mus be clear for their employee in
farm box company as required scheduling time to start for each day work and also provide
procedures to employee if they are coming late or on leave might be informing to their HR or
particular departments. It is also the best policies for conducting drugs, creating conflicts,
spreading negativity and workplace violence among their workforce.
Hiring forms:- While hiring any candidates in their company they must acquired hiring form to
their employee and mention their data along with their qualification of work. HR policies in
Farm box is have to complete the required formulates of their organization and some documents
that are to be necessary for their background. These procedures must be conduct after their
recruiting for company.
Handbook acceptance:- When employee signs their form which must have given by company
and after that they are must be responsible for reading and complying with all other companies.
Farm box at time of hiring they knew workforce and whenever HR can make changes in their
handbook.
Talent management models for improving their operational activity and employee relation
among their other members or other departments here some models that helps out company for
develop themselves among their employee or workforce for making more productivity and build
up their efficiency level for completion of tasks are followed:-
Planning- Planning must be done for their employee in aligning their talent management. Farm
box manager have to set correct plans for their employee and to identifies their talent in work
(Salas-Vallina and Fernandez, 2017). In addition, it assesses in current employee are working
proper in their organization. If that employee is not working (properly) than Farm box need to
hire some new employee and generated more develops planning achieving tasks goals and
objectives.

Attracting:- It might not be so simple that of one employee eave Farm box jobs and not much
easy to hire or attract someone towards their companies. HR managers try to change their plans
for their employee and try to take some new responsibilities. Talent management should be
ensured that they have sufficient number of employees in their company that could help them to
carry work load and do not cause demotivation among them. The right strategy will attract just
kind of workers as they want in company (Shaw, 2017). Attracting talent is all about hiring more
new employers and increase their visibility in presenting company at place of work. The main
consideration for Farm box business is to make approachable.
Developing:- The developing of talent management helps Farm box to develop them in market.
Motivation also helps company in getting new hires and being great impression for their
organization. This can increase the chance to keep or stay with them and work hard.
Retaining:- Another aim for company is to keep their people in Farm box and work with them.
Employee also need enjoyable environment and meaningful workplace. Farm box manger have
to provide training and some other employee engagement for keeping their people with company
(Suwarto and Subyantoro, 2019). As they can also have focused on achieving rewards and
retention for their work.
Transitioning:- After hiring employee in Farm box company with their skills and knowledge.
They move to other stage within their knowledge in organization. HR manager in Farm box plan
to promote their employee or move to some other departments if they have play role for that
department or if they have decided to leave their work.
CONCLUSION
This report concluded that human resource management is an essential part of every company
and without it organization can not run. Also, recruitment and selection is known as important
element of HRM and due to this the efficient and well deserving employee are hired which
contributes in achievement of organization. For effective people management company usually
follow different types of theories, models and practices.

REFERENCES
Books and journals
Collings, D.G., Mellahi, K. and Cascio, W.F. eds., 2017. The Oxford handbook of talent
management. Oxford University Press.
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: context
matters.
Järvi, K. and Khoreva, V., 2020. The role of talent management in strategic renewal. Employee
Relations: The International Journal.
John, R. and Taylor, B., 2016. Human resource management.
Kaplan, D.M. And et.al., 2018. Recruitment, selection and staffing. In Teaching Human
Resource Management. Edward Elgar Publishing.
Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small
and medium enterprises. Human Resource Management Review.27(3). pp.431-441.
Leroy, H. and et.al., 2018. Managing people in organizations: Integrating the study of HRM and
leadership.
Martin, G. and Siebert, S., 2016. Managing people and organizations in changing contexts.
Routledge.
McDonnell, A. and et.al., 2017. Talent management: a systematic review and future
prospects. European Journal of International Management.11(1). pp.86-128.
Nankervis, A. and et.al., 2019. Human resource management. Cengage AU.
Otoo, F.N.K., 2019. Human resource management (HRM) practices and organizational
performance. Employee Relations: The International Journal.
Salas-Vallina, A. and Fernandez, R., 2017. The HRM-performance relationship
revisited. Employee Relations.
Shaw, D., 2017. Managing people and learning in organisational change projects. Journal of
Organizational Change Management.
Suwarto, F.X. and Subyantoro, A., 2019. The Effect of Recruitment, Selection and Placement on
Employee Performance. International Journal of Computer Networks and
Communications Security.7(7). pp.126-134.
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