Managing People: Theories and Models of Recruitment and Selection

This document discusses the theories and models of recruitment and selection and their impact on staff behavior within the workplace. It explores how FarmBox has deployed HRM models and concepts to improve operational productivity and employee relations. The document provides recommendations for effective talent management.

Managing People

TABLE OF CONTENT
INTRODUCTION.................................................................................................................................2
TASK 1- Theories and models of recruitment and selection, and their affect on behaviour of staff
within workplace...............................................................................................................................3
TASK-2 identifying the positive elements of the HRM models, theories and concepts that have
been deployed by FarmBox...............................................................................................................5
TASK 3- Recommendations of HRM models for improving operational productivity and employees
relations through more effective talent management......................................................................6
REFRENCES........................................................................................................................................9

INTRODUCTION
Managing people can be understood as one of the most essential aspect which brings
on competent aspect for bringing dynamic growth rise fundamentally among workforce
resourcing, which further leverages specific range of diversity. Strategic resourcing is key
part of HR, for managing people in business arenas for gaining wider scale planning and
ensuring full utilization of resources in effective format. Farm box is company who grows
and distributes best fresh food produce directly to customers via online ordering platform,
where after covid-19 firm orders demand grew overnight. Productive demands have to be met
further by scaling up human resources, and also bring resources for increasing equipment and
structured efficiency standards The report will be analysing theories and models of
recruitments, for bringing positive elements and areas for improvement in best strategies
effectively. Study will further bring on recommendations for bringing operational
productivity in employees relations, to keep up effective talent management in longer run.
Issues in Farm Box currently can be analysed with aspects, where workforce structure is less
diversified as compared to operations scope and customers rising demands where the
investment required should be pertained towards workforce development. Further quality of
workforce also plays strong role for strengthening corporate scale synergies, bring on best
productive outputs towards attaining best productive scope. Farm box with increasing
demand for new services has to further focus on resourcing best skilled potential human
resources, bring on skilled efficiency standards (Kshetri, 2021).
TASK 1- Theories and models of recruitment and selection, and their affect on behaviour of
staff within workplace
Human resources theories and staff behaviour optimisation are directly linked to staff
behaviour and productivity factor aspects for retaining workforce positively within business,
for long term scale potentialities. Theories and models of recruitments, based on functional
management of people in company, as per suitable work standards and overall functional
targets for gaining wider scale targets effectively (Kim and et.al, 2021). Farm box has been
using external online recruiting of staff, where candidate’s skills and performance parameters
are worked on by heading towards new range of scaled programme utilisation of resources.
This can be used by usage of theories and models, implementation of which has enabled
company at present to focus on new resource planning elements effectively. Theories and

models of recruitments have strong affect on behaviour of staff within workplace, where
overall organisation development is worked on towards keeping up motivation parameters
specifically.
 AMO theory: The AMO theory suggests that there are three independent work system
works components that shape independent new ideologies related with best skilled
targets, for contributing to overall success. AMO relates to employee ability,
motivation and opportunity aspects, for gaining specific range of scaled determinants
in shape as Farm Box aims to recruit best skilled personnel. Farm Box by
implementing AMO theory, will be able to evolve on further tarhets towards gaining
specific benchmarks in attainable business scale targets, for keenly evolving on wider
domains informatively.
 Human capital theory: The human capital theory is stock of habits, knowledge, social
aspects and personality attributes embedded in ability to perform tasks in economic
and competent formats (Gaspars-Wieloch, 2021). The Human capital theory further is
one of the unique aspect, where this further correlates towards bringing new range of
innovation and higher strategic role among planning determinants for attaining
targets. Farm Box is one of the widely expanding company where human capital at
HR is being used, for keeping focus on towards attending diversity for stringent
growth towards specific skills competencies. Human capital theory has been also
leveraging focus towards attending new range of competencies, where investments
done on human resourcing are done towards bringing imperative rise. Farm Box
further has been heading towards bringing best scale human new innovations for
gaining vivid expansion rapidly, as per customer target goodwill development.
Human capital theory also personifies new rise towards wider scale business
synergies for gaining larger vivid outputs connecting best scale optimum
determinants.
 Michigan model- The Michigan model is also known as matching model and best fit
approach to human resource management, where essence for bringing on new
operations are widely correlated with connecting to overall growth strategies
(Dandage, Ran. and Mantha, 2021). It limits role of HR in reactive format, and
emphasizes importance of societal and new external force, where it is also keenly
essential as it creates difficult to analyse current concern in work life balance. HR
processes in this model are related with selection of matching employees as work

requirements, appraisal of performance, rewards emphasizing real importance of pay.
Development of skilled individuals further brings on focus towards retaining them for
wider periods (Piwowar-Sulej, 2021).
However, recruitment and selection of employees was not done appropriately for attaining
specific targets in productivity as demanded among company long term business goals for
gaining new synergies. HR theories and models used are not appropriate , for attaining
customer orders as employees are not trained, and morale has been also decreasing which
impacts on retaining aspects. This further signifies that Farm Box at present needs to evolve
on training and motivation, where competitive HR strategies has to be further focused on for
gaining specific scale targets. The company HR theories need to be further innovatively
worked on strategically, creative work expansion for wider scale motivation by heading on
towards best trainings. Employees should be given best aspects and platforms for improved
functional efficiency, higher connective targets and for operative innovation towards overall
connective goals within longer run. Farm Box company with increasing demand has to head
on focus towards yielding diverse scope, competent surging pace and also for operational
innovation in customer specific services. Workforce management delivery has to be analysed
strategically towards keenly evolving on new benchmarks, longer time management and to
keep up informative targets for strengthening competencies among employees (Gürlek and
Uygur, 2021).
TASK-2 identifying the positive elements of the HRM models, theories and concepts that
have been deployed by FarmBox
The company has adopted Amo model to ensure that all the employees discretionary
effort unnecessary for the organization. the positive impact of using this model is by this the
employees have come to know what are the necessary in skills then he did which will result
in motivation and by having them they can also participate in the organization along with this
they will also get different opportunity’s. For example in FarmBox they have made the
concept that is related to high performance work system so that it will enhance employee’s
performance on individual ability motivation opportunity to participate. the organization have
adopted this model cause the employees of the company were not satisfied as no members in
the organization motivate them or appreciate from the work they have done to achieve the
growth and success (Scott and et.al., 2019).

However this model as annoying what are the capabilities of the people for
performing well along with the work environment data provided them in the form of
opportunity to participate. By using this model the human resources management. The other
positive impact is that after using this model the company has started focusing on its
employees by giving them proper training, learning and development tools at the time when
they are hired by the frame box. Also by using this model the company has adopted their
strategies that are related to motivation their employees by giving them rewards, performance
reviews, feedback that have they have to balance between work and life along with this they
will also give employment security to their employees (Torrington and et.al, 2016).
FarmBox have used human capital theory that is to examine what is the relationship
between social wellbeing, tradition and economic growth. Mainly the tourist related to
differences between men and women that are on the basis of is skill, labour markets, and
experience and gender differences in earning. The positive impact of using this Curie is it
helps him making policies and researching data based on the relationship between education
and training in the form of imports and on the other side economic and social benefits as
output. Mainly the research suggested the company that increase amounts are associated with,
low crime rates, GDP growth, individual wages and better health outcomes. In the case study
it has been noted that the employees of the organization are not happy by their structure and
policies letter made by the FarmBox to improve that the company have used this story so that
they can benefit individual organization in good manner (Lei, Khamkhoutlavong and Le,
2021).
Mainly this is used by human resource Department to make clear that workers aren't
separate from these assets. By using this story the company have started providing training or
education which will benefit the farm books along with this training and qualities which will
benefit both individual an enterprise. As the farm box deals in online delivery after food it is
easier for the workers as they have not to spend any money on that (Leroi and et.al., 2019)..
The other positive impact of using this theory is that all the employees in the company are not
discriminated on the basis of experience, skills and gender and are paid according to the work
done by them in the workplace. This theory is based on the qualities like technical or on job
training, problem solving and people management.
Michigan Model is used by the FarmBox to treat its employees as a mode that is used for
achieving the organization strategies along with this used as a resource that is calculative and

purely rational manner. The positive impact of using this model is as organization to pay
attention to expects that are related to control of management like strategy, culture and
structure. It is the positive because the employees of the company are not happy with the
policies and structured that are used by the organization (Olin and et.al., 2019). This model
have also have helped the organization to increase its productivity by continuing but in
principal management that is used for improving human resource management. It is used by
the organization because all the employees are complaining that they’re working longer hours
I want to leave the company this model has helped the company to give flexibility by fix
working hours for all the employees so that they do not face any consequences letter related
to health issues or other. This model has also resulted in positive way as before the company
was not able to fulfil all the needs that are related to their orders were late or incomplete and
the complaints from the customer were also coming but after this they have made their
strategies that how to deliver order on time so that it fulfils all the needs of the customer
which will also result in increasing the productivity in farm box (Yates and et.al., 2020)
After all this model and strategies that are adopted by the company all the employees were
happy and even the human resources has also made and retain the employees by giving them
proper training which is also related in increasing the productivity an effective productivity
return. All the customers of the company were also happy as they were getting the food on
the time (Neville-Neil, 2021).
TASK 3- Recommendations of HRM models for improving operational productivity and
employees relations through more effective talent management
Farm Box for further has to bring on implementation of new advanced innovative HR
models and theories for improving overall operational productivity and employees relations
through more effective talent management. Farm Box further need to practically bring on
new theories being implemented strategically for further competent surging pace, effective
learning skills and training which brings on motivation rise. Talent management strategies
further bring on varied informative platforms towards scaling up functional scope, and keenly
bring on leveraged synergies to strengthen benchmarks (5 Human Resources Models Every
HR Practitioner Should Know, 2020).
 Maslow hierarchy theory of motivation: This theory of motivation can be understood
as one of the best HR theory, which explains motivation to be delivered in 5 steps for
gaining stronger synergies. First step is related to physiological needs, second to

safety needs, third related to love and belonging needs, fourth related to esteem and
last is self actualisation where desire to become most stringent growth brings on new
scope. The company by heading on motivation factors for gaining wider segments,
and varied synergies towards attaining best scope will enhance retaining surge. HR
model implementation specifically brings dynamic functional rise towards keen new
aspects technically, also bring on competent rise towards overall productivity
benchmarks.
 Herzberg theory of motivation: The Herzberg Theory of motivation works
specifically to bring on two dimensions related with Hygiene and motivation for
bringing competent innovation, strategic diversity within longer run. Hygiene issues
such as salary, supervision factors if not worked on properly decreases employees
morale and dissatisfaction within work environment. Motivators factors such as
recognition, achievement, brings on new scope for harnessing productive motivation,
creative and committed new working aspects towards overall longer scale functional
expansion. Farm Box by using Herzberg theory of motivation will be able to expand
new rise among employee working scenarios, harness large scale connective
benchmarks and also leverage towards gaining best functional goals. This will further
need to further analyse new aspects related to HR advanced working parameters, train
new skills expertise professionally (12 HR Trends for 2020, 2019).
 Talent management strategies: Farm Box further need to work towards keeping up
new rise on talent management rise potentially, also bring on functional scale growth
towards stronger committed workforce. There should be brainstorming sessions
developed, where group sessions trainings will motivate employees towards gaining
wider expertise. Talent management goals further strengthened functional scale
expansion; bring on imperative rise towards gaining specific rise towards overall
fundamental growth competitively. Farm Box leaders by bringing new rise on further
specific motivating new strategies and competencies, will be able to promote best
workforce management within longer time frame. It can be also analysed to be widely
crucial for bringing best platforms towards wider leveraged scope for determinants,
related to longer scale committed workforce. Talent management further will enhance
overall strength and new quest aspects towards expertise trainings, for longer scale
growth rise (Cheng and Hackett, 2021).
Farm Box by proper external and internal motivation techniques will be able to serve
best competent aspects for harnessing stronger range of performance. The company

management and leadership will be also evolved to serve customers competitively
towards gaining rise on best functional targets. Furthermore, by having best resourcing
and selection HRM strategies company will be able to adhere towards heading stronger
competent scope for best goodwill domains (Armstrong, 2017).
CONCLUSION
By summing up the above report it has been concluded that it is based on topic managing
people in the company that is FarmBox the deals in growing and distributing fresh food
procedure directly to its customers through online. With the assistance of above report it has
been evaluated that Different types of issues that the company are experiencing and facing
with their productivity in relation to recruitment selection an on boarding procedures are
explained along with this the definition of recruitment and selection models along with how
can company be affected by the behaviour of staff at the time of work. Further it has also
explained about the positive and negative elements of using different theories and concepts
that have been deployed by FarmBox and the area of procedure they need to improve. With
the assistance of above report the company have adopted different theories to improve their
operational productivity through more effective Human resource management and talent
management.

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