Human Resource Management: Recruitment, Selection, and Training

Human Resource Management

INTRODUCTION
Due to changes in the time according to changes in requirements Human resource
management has drastic changes according to changes the business environment. In earlier times
organisations had a view that HRM is a management functional tool which only focuses on
increases the cost of the company and it does not adds additional value for the performance
improvement. With the changes in time this views has changed very much and now the human
resources are considered as most valuable asset for the organisation (Hendry, 2012). The
organisations have realised that if employees are not happy and satisfied then other resources and
assets cannot be utilised efficiently and desired results cannot be achieved. Because to manage and
operate other resources you need human resource. In the current business scenario it is very
important to lay emphasis on the human resource policies and practices for effective and efficient
achievement of organisational goals and objectives. The motive behind this report is to throw light
on understanding and ability to apply the principles of effective Human resource management.
PART 1 RECRUITMENT AND SELECTION
TASK 1
a)
HR planning is a continuous process which strives for optimum utilization of human
resources. Woodhill college has to find the most suitable combination of jobs which are vacant and
the employees without having any shortages or surpluses. In simple language Human resource
planning means deciding the number and type of employees needed for each job (Khan and Sheikh,
2012). The purpose of HRP is explained in the following points:
 To recruit and hold skilled and potential staff of cited college.
 To foresee the retention rates and make arrangements for minimising the turnover and
filling the vacant posts.
 To recognise the impact of technological advancements and up gradations.
 To fulfil the needs of expansion and diversification programs (Boxall and Purcell, 2011).
The role of HR manager in the planning process can be highlighted with the following
points:
 HR managers are generally aware about the employee market and decision-making if very
good if he is knowledgeable about the direction of college clearly.
 They are aware of group initiatives and changes which can occur in the college. In
accordance with that they can handle organisational development issues.

 The college does not provide any initial training, so the HR manager must conduct initial
training sessions to polish the current skills and knowledge.
b)
The approaches to recruitment and selection are as follows:
Personalised recruitment methods: If the cited college follows this method it will get to know
candidates in a personalised way. It can find out more about their life and work histories, the sort of
employees they will make.
Strengths-
 The relationship between the employer and employee will be strong which will benefit both
of them. The cited organisation can get to know detailed information about the candidates (Catano,
2013).
Weaknesses-
 It is a very traditional and old approach.
 This method is very time consuming as it takes time of both the interviewer and candidate.
Systematic recruitment method: This approach reduces the amount of personal bias in the
selection process (Mathis and Jackson, 2011). For doing this the cited organisation has to lay down
a series of procedures required.
Strengths-
 Minimises the chances of biasness regarding to any individual applicants in the recruitment
process. Systematic procedure is followed in this method.
Weaknesses-
 There are many sub systems in this approach which can be tough to handle for the college.
c)
The key functional areas in human resource management which provides talent and skills to
accomplish organisational objectives are elaborated below:
 Recruitment: The most basic function for the HR manager of Woodhill College is to attract,
hire and retain talented and potential employees. Various components are includes in this
function like job description, written test, conducting interviews, giving proposals, and
negotiating pay-scales and perquisites.
 Training and development: The HR manager must ensure about the necessary tools for
their success and growth, which in many cases, is providing extensive induction training to