Human Resource Management Practices

This assignment delves into various Human Resource Management (HRM) practices including recruitment, selection, training & development, performance evaluation, and compensation. It examines the influence of these practices on employee trust and overall organizational effectiveness. The analysis draws upon scholarly sources and case studies to illustrate best practices in HRM and their practical implications.

Recruitment and
Selection in Business

TABLE OF CONTENTS
task 1: Identification of two organisation plan recruitment and selection.................................4
AC (P1) .................................................................................................................................4
Task 2: Impact of legal and regulatory framework on R&S activities.......................................6
AC (P2) .................................................................................................................................6
Task 3: Preparing documents used in selection and recruitment process .................................6
AC (P3) .................................................................................................................................6
Task 4: Comparison of purposes of different documents used in R&S activities......................7
AC (M1)................................................................................................................................7
Task 5: Usefulness of documents in the interview pack............................................................8
AC (D1).................................................................................................................................8
TASK 6: plan TO PARTICIPATE IN THE SELCTION INTERVIEW ..................................8
AC (P4) .................................................................................................................................8
TASK 7: Analysis of contribution to the selection process ......................................................9
AC (M2)................................................................................................................................9
TASK 8: evaluation OF EXPERIENCE OF PLANNING AND PARTICIPATING IN THE
r&s PROCESS ...........................................................................................................................9
AC (D2).................................................................................................................................9
TASK 9: TAKING PART IN SELCTION INTERVIEW ......................................................10
AC (P5) ...............................................................................................................................10
References................................................................................................................................12

TASK 1: IDENTIFICATION OF RECRUITMENT PLAN OF TWO
ORGANISATION
AC (P1)
Bailey Bus and Coach Company

Figure 1 Flow chart of Bailey Bus and Coach Company
 Initially, the company will promote and advertise its vacant positions through
newspapers, TV, radios or social media tool. It will include job description along with
specifications.
 Then, the manager of firm will do screening of the applications which have been
arrived from large mass of crowd. Selected candidates will be then called for the
interview round.
 Manager will analyze and evaluate their skills and knowledge at all level.
 Then, Ahmed Fawzi will look for those candidates who have knowledge of computer
systems and applications.
 Those candidates will be selected who has passed all rounds in a successive manner.
Further, offer letter will be given to the selected candidates.
Brighton & Hove
Figure 2: Flow Chart for Bright and Hove
 This company is focusing on internal sources of recruitment and selection process
which is considered as cost-effective.

 Brighton and Hove will advertise and promote its job vacancy with the help of
internal sources that is via social media tools, such as Facebook, twitter and etc.
 In the next level, candidates will be called for interview in which they will be asked
technical and HR questions.
 Selected candidates then will be undergoing through medical test and the fit
candidates will be selected from the specific job positions.
 Lastly, selected candidates will be offered job letter.
Sources of Recruitment
There are different kinds of sources which can be used by Bailey Bus and Coach
Company and Brighton & Hove. Generally, there are two types of sources; internal and
external which can be described as follows:
Internal sources: In an organisation, preference will always be given to those
candidates who are in the course of employment. With the help of internal sources of R&S
like transfer, promotions, retirements, internal advertisement or former employees, job
vacancies will be filled. Moreover, opportunities will be given to deserving employees for the
higher positions (Armstrong and Taylor, 2014). Internal sources of recruitment and selection
process increases the moral of employees. Furthermore, it promotes loyalty and better
decisions will be taken by relying upon the existing employees. Bailey Bus and Coach
Company will be able to encourage and motivate its employees with the help of internal
recruitment and selection process (Berman and et. al., 201).
However, there are also some disadvantages of internal sources such as the career
opportunity for outsiders gets reduced. If company wants innovations with creative thinking
in the business operations, then it may be possible that selected candidate does not possess
these qualifications.
External Sources: When existing employees find no suitable employees for vacant
positions, then Bailey Bus and Coach Company use external sources of recruitment and
selection process. Methods of external sources are employment exchanges, advertisement,
schools, universities, colleges, labour unions walk-ins, campus placements and other sources
which will render different kinds of candidates (Black, Washington and Schmidt, 2016). A
good advertisement can also attract people to submit their resumes for the specific job
positions. Campus placement from universities and college will also assist the organization to

select highly skilled and qualified people. Walk-ins and labour unions are also effective
sources of recruitment and selection technique which can be used by Bailey Bus and Coach
Company in an effective manner.
With the implications of external sources of R&S, suitable persons will be selected.
Fresher will be chosen as they are more enthusiastic and energetic and bring innovative ideas.
However, this process is expensive than internal source of R&S, in many cases, organisation
enabled to find desirable candidates as per their requirement, which creates many problems
(Brewster and Mayrhofer, eds., 2012).
Reasons for occurrence of vacancies
There are many reasons due to which vacant positions exist. Vacancies may occur
because of expansion of business as more people are required to manage and control
operations. In the present case scenario, there are many vacancies occurred in Bailey Bus and
Coach company as company is planning to expand its business so the requirement of
recruitment and selection process arised. Moreover, due to increase in demand of new
proficient people, recruitment is carried out (Davenport, 2013).
TASK 2: IMPACT OF LEGAL AND REGULATORY FRAMEWORK
ON R&S ACTIVITIES
AC (P2)
In the present case scenario, Ahmed is wishing to ensure that the process of
recruitment and selection process is executed in a legal manner with proper documentation of
all activities. Thus, the Bailey bus and coach company is required to adhere by all rule and
regulations of recruitment process in order to protect the rights of candidates and provide
them with equal opportunities. The company is required to adopt the equal opportunity and
manage the diversity approach in the workplace so that workers can be encouraged and feel
motivated (Gatewood, Feild and Barrick, 2015). Moreover, with the implications of legal and
regulatory frameworks, Bailey Bus and Coach Company will be able to emphasize upon the
competencies and skills of the candidates. There should not be any kind of biasness in the
recruitment and selections process. Furthermore, equal preferences should be availed to men
and women while recruitment process, so that they can apply for whichever job profiles they
want to. In addition to this, Bailey Bus and Coach Company is required to comply with
employment law, equal pay act, discrimination act and many other laws for the protecting the
rights of employees and staff-members (Greiner, 2015). Further, relevant questions should be

asked in the interview session and there should not be any personal questions asked to
candidates as they might feel uncomfortable.
TASK 3: PREPARING DOCUMENTS USED IN SELECTION AND
RECRUITMENT PROCESS
AC (P3)
Ahmed is required to form documentation for the identified job vacancies which will
be encompasses of job description, person specification and job advert.
Job Description: The manager of the Bailey Bus and Coach Company is required to
specify the description of job along with certain responsibilities, purposes, duties and
working conditions so that candidates will be aware of job profiles of the company (Heizer,
Render and Munson, 2016). Moreover, the manager of the firm is also required to specify the
benefits, career opportunist and growth in the company. In addition to this, he should also
specify the qualification specifications which are required by the company.
Job Advertisement: The marketing manager of the Bailey Bus and Coach Company
need to attract huge crowd by effectively using advertising and promotional techniques.
Advertisement is the broaden part of recruitment and selection process to grab the attention of
candidates for the job positions. The company can use TV, radio, internet and social media
tools to advertise its vacancies (Holgersson, 2013).
Person Specification: The manager of the firm is required to specify the person
qualifications also for the vacant job profiles. Here, Bailey Bus and Coach Company have job
vacancy for Administrator in which the candidate is required to have experience of 2 years
(Jeske, and Shultz, 2016). He/she is also required to have good communication skills.
TASK 4: COMPARISON OF PURPOSES OF DIFFERENT
DOCUMENTS USED IN R&S ACTIVITIES
AC (M1)
Purposes of different documents used in R&S process can be stated as follows:
Job description Job advert Person specification
The company needs to
specify requirements for the
particular job profiles so that
candidates can get through it
It is also necessary to make
job alert by specifying the
job positions, requirements
and needs of company for
The Bailey Bus and Coach
Company need to clear the
roles and duties of specific
job profile so it will become

and make decisions whether
they are eligible for the
provided job position or not.
A written statement will be
prepared by the Bailey Bus
and Coach company for the
ease of candidates
particular role, so that
company can get highly
skilled and proficient people
(Rao, 2014).
easy for the organization to
execute recruitment and
selection process.
All the above documents are important to be included in the R&S process of Bailey
Bus and Coach Company for the smooth operation.
TASK 5: USEFULNESS OF DOCUMENTS IN THE INTERVIEW PACK
AC (D1)
During the interview process, the manager of the company is required to make
effective use of all documents to clear roles and responsibilities for particular job profiles.
Detailed information of each candidate will be taken during interview process, so the HR
manager can get evidence of their identity and qualifications (Russell and Brannan, 2016).
Also, Bailey Bus and Coach can specifically mention all requirements of job positions, so
that less time will be consumed (Stahl and et. al., 2012). Job description is also important to
be documented so that interest level of candidates can be undertaken. Moreover, feedback
will also be taken from candidates on the process of recruitment and selection process.
TASK 6: PLAN TO PARTICIPATE IN THE SELCTION INTERVIEW
AC (P4)
RECRUITMENT PLAN
Name: Bailey Bus and Coach Company
Year of establishment: 2010
Recruitment plan for the year: 2016 (Plan is made for current year)
Positions to be filled:
Position 1 - Administrator at Bailey Bus and Coach Company
Qualities that are essential in any new recruitment for the company

The employees are required to possess good communication skills, computer skills, administrative
skills, management skills and leadership skills, so that he/she can be eligible in the recruitment
process. Moreover, the company needs to abide by all legal and regulatory frameworks of
recruitment and selection process.
Dates and location of the recruitment process
Date and Day: 25 August 2016. Thursday
Location: Conference Hall of company
Contact for more information
[e-mail]
The interviewer should be available with resumes of candidates so that he can screen
the applications in an effective manner and identify the responsibilities and qualifications of
person. Cover letter is also required to be submitted to interviewer which will specify the job
position (Siavelis, 2012.).
Interview questions that need to be asked:
 Why do you want to join this company?
 What are your expectations with this company?
 What are your aims and objectives?
 Give me reasons, why our company should select you?
TASK 7: ANALYSIS OF CONTRIBUTION TO THE SELECTION
PROCESS
AC (M2)
In recruitment and selection process, I will take part in asking question with the
recruitment panel. All the candidates who will be selected in personal interview need to be
asked questions and in this particular process I will take part. Further, all the recruiters will be
provided with a sheet in which they will rate the candidates. At the end of interview I will
count all the marks given by all recruiters and will total up. I will select the best candidate
who will be appropriate for the vacant post. Further, it is important for the selected candidate
to provide reference and it is my responsibility to cross check reference provided by the

candidate. This will enable to know that all information which is provided by candidates is
correct.
TASK 8: EVALUATION OF EXPERIENCE OF PLANNING AND
PARTICIPATING IN THE R&S PROCESS
AC (D2)
In order to conduct recruitment and selection process, I learnt many things. I got to
know my strengths and weaknesses with the help of various techniques. In this context, this
process helped me to develop my understanding towards different people (Russell and
Brannan, 2016). Different individuals have diverse set of characteristics and it is important to
identify candidate who will be able to put on this/her full efforts in achieving the
organizational goals and objectives. Confidence is also another factor which should be
possessed by an individual. Further, it is also essential to have proper communication skills
so as to convey the information which one wants to provide to other person. I got to learn
about time management as for one vacant post, there are many candidates who lot of time
to select the best one. With this respect, it is important to have time management skills so that
all candidates can be provided with equal time and chance.
TASK 9: TAKING PART IN SELCTION INTERVIEW
AC (P5)
P3 Documentation for an identified
vacancy
All the information regarding the roles and
responsibilities was provided to the candidates by me.
P4 Plan for an interview
(CV
Cover Letter
Application form
Five interview questions)
I made changes in my CV as per my past experience
and all the questions which were asked by me were
simple.
P5 Comments for the candidate as an interviewer:
Was the learner prepared as an interviewee?
I was prepared for interview session.
P5 Comments for the candidate as an
interviewer
All the responses by candidates were recorded by me
when question were asked.

Was the learner prepared as an
interviewer?
M2 Learners should ensure that an
application pack is prepared and
that all the necessary
documentation is provided for the
interviewee and the interviewers.
For all interviewees, application pack was ready.
M2 Was the interview organised and
conducted in a professional
manner?
Can you see the ability of the
participant to ask appropriate
questions?
Quality of participation?
Communication and listening
skills?
The quality of questions asked?
All the details discussed by the interviewee and
interview were conducted in an effective manner.

REFERENCES
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practice. Kogan Page Publishers.
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processes, and problems. Sage Publications.
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Recruitment (pp. 197-219). Springer International Publishing.
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