Impact of Recruitment and Selection Strategy on Employee Productivity in Retail Sector

This research examines the impact of recruitment and selection strategy on employee productivity in the retail sector, with a focus on the case of Sainsbury. It aims to understand the meaning of recruitment and selection, identify the factors that help overcome challenges in managing the strategy, and provide recommendations for improving productivity and performance.

RESEARCH METHODS IN HR

Contents
INTRODUCTION TO THE TOPIC......................................................................................................3
1.1 Introduction.................................................................................................................................3
1.2 Aim and Objectives.....................................................................................................................3
1.3 Rational:......................................................................................................................................3
2. RESEARCH QUESTION:................................................................................................................4
3. LITERATURE REVIEW..................................................................................................................4
4. RESEARCH METHODOLOGY.......................................................................................................5
5. ACTION PLAN.................................................................................................................................6
REFERENCES......................................................................................................................................8
APPENDIX.........................................................................................................................................10
Gantt Chart......................................................................................................................................10

Topic: “To examine the impact of recruitment and selection strategy adapted by
Human resource manager pertaining to increasing the productivity and performance of
employees in context of retail sector.”
INTRODUCTION TO THE TOPIC
1.1 Introduction
Recruitment and selection refer to the process of selecting the suitable candidate
through examining their skill and capabilities to perform the task as per the set directions.
The role of Human resource manager is useful in respect of setting the appropriate target and
achieve the goal and objective of the company with increasing the productivity and
performance of the employees at workplace (Stewart and Brown, 2019). Human resource
manager adapted various strategies during the time of recruiting such as screening,
shortlisting and selecting the suitable candidates and guide them to understand the actual
working of the business. Present research is based upon the Sainsbury which was founded in
1869 by John James Sainsbury in UK. Currently standing it is the third largest chain of
supermarkets and has 1415 including convenience stores all over the UK . At present, they
are engaged with around 116,400 employees’ carrying the business to expand the company
internationally.
1.2 Aim and Objectives
Aim: To investigate the impact of recruitment and selection strategy adapted by the Human
resource manager pertaining to increasing the productivity and performance of employees in
organization – A study on Sainsbury.
Objectives:
 To understand the meaning of recruitment and selection in the business
 To identify the impact of recruitment and selection strategy which is adapted by the
Human resource manager in respect of increasing the productivity and performance of
employees.
 To examine the factors which helps in overcoming the challenges which is faced by
the organization regarding managing the recruitment and selection strategy.
 To provide recommendation to Sainsbury in respect of pertaining the best strategy to
increasing the productivity and performance of employees through adapting the
recruitment and selection strategy.
1.3 Rational:
The main reason of choosing this topic is the role of a Human resource manager is
unique and important in the business and thus, they carries wider strategies to retain the
interest of the employees and also trained new employees to increase the productivity in
business. Thus, it indicates that the due to changes in time, the impact of recruitment and
selection is also different. Through this aspect, it motivates the researcher to select the topic
in respect of presenting useful and unique information in the research. Another reason which
motivates to choose this topic now is that due to raising competition in market, it is necessary
to retain the employee’s interest at workplace. Thus, it’s interesting to capture the view which
is shared by HR managers in respect of using different ideas to recruit the skilled and

experience candidates in business. The reason of choosing this topic now is that most of the
researcher had already conduct the research relevant to this topic, thus, it carries to be less
costly procedure to gather the information.
2. RESEARCH QUESTION:
The question who are interested to answer it are the managers of the Sainsbury who
sharing their views regarding the importance of recruitment and selection strategy in the
organization. The benefits which is gained through this perspective is relating to getting the
accurate strategy to recruit the efficient candidates in the organization.
1. What is the meaning of recruitment and selection?
2. How the impact of recruitment and selection strategy which is adapted by the Human
resource manager helps in increasing the productivity and performance of employees?
3. What are the factors to be undertaken to reduce the impact of managing the
recruitment and selection strategy?
3. LITERATURE REVIEW
Banfield, Kay and Royles (2018) stated that recruitment refers to the process of
attracting the quality candidates to fill the vacancies. The vacancies are to be posted through
the advertisement or any job opening sites. By thus manner, HR Manager Duty is to recruit
the person through viewing their experiences and capability to attain the task. In case of
election, it is undertaken after examining, viewing and shortlisting the suitable candidates
who can perform the task in authentic manner.
Guest (2017) argued that most of the companies using the examination procedure to
select the candidates. As the rule is made in respect of recruiting or selecting the person who
passes the exams. But this results in reflecting the unfair means. As the person are recruiting
by their knowledge and not examining the capability to attain the work with better
productivity.
Delery and Roumpi (2017) suggested that the impact of recruitment and selection
resulting in positive if the HR manger discuss all the necessary things during the time of
selecting the candidates. It is necessary that the HR shred all the information to the candidates
about the type of work and also the responsibility which they had to carry to attain the task.
Lussier and Hendon (2017) interpreted that HR manger had to impose the equivalent
policies if they are recruiting the person for the same post. By this manner, there is less
chances of raising conflict between the employees. As it is the duty of the manager to keep
the check about the needs of the employees working in the premises, so that accurate policies
are imposed upon the new employees in respect of reducing the issues of discrimination in
the company.
Delery and Roumpi (2017) highlights that another impact raised in respect of holding
the company with carrying different culture employees at workplace. Thus, in respect of
avoiding the issues, accurate training is undertaken in which the employees are to be
motivated to work as team in respect of reducing the risk in the business.
Lussier and Hendon (2017) examined that the negative impact raised in respect of not
getting inefficient talent sourcing to accomplish the work which is expected by the company.

For e.g. In case of Sainsbury, they mainly recruit the efficient and trained employees who can
bring innovative ideas in business but due to carrying the renowned brand name most of the
employees agree to work in that filed in which they carry least knowledge about that work
which is undertaken in the field.
Guest (2017) choosing the innovative ideas to recruit the right candidates helps in
bringing more creative ideas in the business. Thus, it is necessary for the business to adapt the
innovative recruitment procedure such as by giving task to the employees to show their
capability or use their brain to attain the task in unique way.
Banfield, Kay and Royles (2018) viewed that outside training is one of the best
methods which helps in building the strong relationship between the employees and
supervisors of the company. It also motivates the employees to work as a team, so that
employees can interact with each other also provide effective productivity at workplace.
4. RESEARCH METHODOLOGY
4.1 Research types: In this method, researcher carry two types such as qualitative and
quantitative method (Pruzan, 2016). To gather the information which can present
the aim in better manner, Qualitative method will be used by the researcher.
Through this method, they can conduct the interview, survey or raise
questionnaire from the participants. In this research, researcher mainly adapted the
questionnaire procedure through which they gather original information which is
unique and not used by any authors in their research.
4.2 Research approach: It considers to be the accurate planning and procedure which
is undertaken by the researcher in respect of carrying various ways to gather the
relevant information. It includes two approaches such as inductive and deductive
approach. By choosing the qualitative method, researcher will prefer the inductive
method as it refers to the combination in respect of gathering the information from
internal sources. In respect of Human resource manager, it is necessary to identify
the internal tactics which is used by HR manager to retain the interest of
employees at workplace.
4.3 Research philosophies: In this method, the ideas, belief and thoughts are used to
collect the relevant data which appropriately present the research in better way. It
covers two methods such as interpretivism and positivism (Litosseliti, 2018). Here
researcher will apply the interpretivism method to interpret the information once
they collected from participants. In this research, the information is interpreted
from the various sources and then accurate data are to be presented on the
research.
4.4 Data collection: It refers to the process of gathering and collecting the information
from various sources. It mainly carries two method such as primary and secondary
method. Primary method is used to collect the original information which is new
and not collected by any researcher. In case of secondary method, it is used to
collect the information from the articles, magazines and information from other
author’s research. Thus, in this research, researcher will prefer both the methods
to carry the research proposal in better manner.

4.5 Sampling: It refers to the process of predetermining the number of employees
working in the organization or also the people who are engaged with the business.
Sampling is undertaken in respect of selecting the person from the large number
of population. It includes two types such as probabilistic and non-probabilistic
method. To carry the research work in right manner, researcher will prefer the
non-probabilistic method in which the random sampling is used by the researcher
to select the participants from the organization on random bases. In this aspect,
researcher selected 20 HR managers to examine the strategy which they used to
recruit and select the skilled and trained efficient person in organization.
4.6 Data Analysis: It is the process of inspecting, monitoring and controlling the
overall procedure which is undertaken by the researcher in respect of collecting
the relevant information. It covers two methods such as thematic and non-thematic
method. Researcher will apply the thematic procedure, in which the information
which he gathered from various sources are presented on the bases of theme.
4.7 Ethical consideration: In this research, ethics are to be maintained in respect of
maintaining confidentiality regarding not disclosing the information in their
research without the prior consent of the managers of the company. It is also
necessary to carry the consent form which is to be signed by the manger regarding
taking permission from disclosing any information in the research.
4.8 Reliability and validity: It carry to be two methods which measures the quality of
the research. Reliability refers to the consistency of the measures which is
undertaken in respect of gathering authentic information after interpreting the data
from previous years. If the data is to be gathered from previous years, it carries
major chances of getting the consistent results in recent year. Validity refers to
accuracy of the data as if the information is taken from the authentic sites which is
approved by the government.
4.9 Limitation of research: In respect of conducting the research, limitation occurs in
respect of facing strict restriction of company on certain places to inspect and
collect the data from that area. Another limitation arises relating to cost, as certain
activity required the cost higher than expected which results in facing limitation in
gathering information from many places.
5. ACTION PLAN
5.1 Time: It is mainly judged through preparing the Gantt chart in which the project start date
is initiated and project completing time period is also set (Saks and Gruman, 2017). It is
necessary to manage all the activities so that each task is to be completed with providing the
accurate information.
5.2 Sources: As the information are to be gathered from the magazines, articles, journals and
the authentic sites which reflect the fair information. In respect of company, the information
is to be gathered after signing the consent form from the participants (Snyder, 2019).
5.3 Cost: To complete the project, the actual budget is set for £150 in which the whole
procedure such as travelling allowances, inspecting any places which is paid and also the fees
for any person to provide documents relating to the research topic.
Milestone Table:

Particulars Due date Justification
Aim and Objective 5 days 3 days, once the aim and
objectives are prepared, it
further refers to the tutors
for quality check.
Literature review 6 days 4 days, as data is gathered
from secondary sources, thus
it is necessary to recheck the
information which results in
taking time to proofread the
data gathered.
Data collection 4 days 2 days, to interpret the
secondary information, it
takes less time, but major
time is needed to interpret
the primary information.
Thus, cross checking is to be
done in respect of not using
the participants name in the
research.
CONCLUSION AND RECOMMENDATION
After going through the report conclude that recruitment generally mean attracting the
candidate and selection is the process of selecting the best candidate out of all the employee
in an organization. For the same reason it has been recommended that organization should
carry out different recruitment and selection process in the organization as it will help the
company in retaining the different employee for longer period of time in the organization.
After that report conclude that recruitment and selection strategy in the organization
used to impact the productivity of the business in positive as it used to bring equability and
also help the company in respecting different employee in the organization. For the same
reason it has been recommended in the organization should consider good sort of the option
before selecting strategy in the organization. As it will help them in improving workplace
environment this will eventually help the company in improving performance of employees.
After that report has concluded the different factor which can reduce the impact of
managing recruitment and selection strategy, so for the same reason it has been recommended
that organization has to review the different strategy on the regular basis in the organization.
This will eventually help the company in overcoming variety of the such factor very easily in
the organization.

REFERENCES
Books and Journals
Stewart, G. L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal, 27(1), pp.22-38.
Delery, J. E. and Roumpi, D., 2017. Strategic human resource management, human capital
and competitive advantage: is the field going in circles?. Human Resource
Management Journal, 27(1), pp.1-21.
Lussier, R.N. and Hendon, J.R., 2017. Human resource management: Functions,
applications, and skill development. Sage publications.
Saks, A. M. and Gruman, J. A., 2017. Human resource management and employee
engagement. In A Research Agenda for Human Resource Management. Edward
Elgar Publishing.
Snyder, H., 2019. Literature review as a research methodology: An overview and
guidelines. Journal of Business Research, 104, pp.333-339.
Pruzan, P., 2016. Research methodology: the aims, practices and ethics of science. Springer.
Litosseliti, L. ed., 2018. Research methods in linguistics. Bloomsbury Publishing.

APPENDIX
Gantt Chart
Task Mode Task Name Duration Start Finish Predecessors
Auto
Schedule
d
Aim and objective
formation 5 days Wed 4/1/20 Tue 4/7/20
Auto
Schedule
d
submit proposal 1 day Wed 4/8/20 Wed 4/8/20 1
Auto
Schedule
d
Going through Literature
review 6 days Thu 4/9/20 Thu 4/16/20 1,2
Auto
Schedule
d
Research methods selection 8 days Fri 4/17/20 Tue 4/28/20 3
Auto
Schedule
d
Formulation of
questionnaire 3 days Wed 4/29/20 Fri 5/1/20 4
Auto
Schedule
d
Sending questionnaire for
data collection 4 days Mon 5/4/20 Thu 5/7/20 5
Auto
Schedule
d
Collecting of data 6 days Fri 5/8/20 Fri 5/15/20 6
Auto
Schedule
d
Data interpretation 10 days Mon 5/18/20 Fri 5/29/20 7
Auto
Schedule
d
Conclusion and
Recommendation 4 days Mon 6/1/20 Thu 6/4/20 8
Auto
Schedule
d
Formatting 2 days Fri 6/5/20 Mon 6/8/20 9
Auto
Schedule
Taking feedback 4 days Tue 6/9/20 Fri 6/12/20 10

d
Auto
Schedule
d
Doing changes as per the
feedback provided 6 days Mon 6/15/20 Mon 6/22/20 11
Auto
Schedule
d
Final submission 1 day Tue 6/23/20 Tue 6/23/20 12