Human Resource Management Processes

This assignment focuses on the critical role of Human Resource Management (HRM) in meeting organizational needs amidst changing situations. It explores key aspects such as recruitment, retention, employee attitudes, behaviors, and performance. The task involves a comprehensive review of relevant literature, including works by Kehoe et al., Jabbour et al., Marchington et al., and Chelladurai et al., to provide insights into effective HRM practices.

RECRUITMENT AND
SELECTION IN
BUSINESS

Table of Contents
INTRODUCTION ...............................................................................................................................3
Task 1....................................................................................................................................................3
P 1 Identify how two organisations plan recruitment using internal and external sources..............3
TASK 2 ................................................................................................................................................4
P 2 Explain the impact of the legal and regulatory framework on recruitment and selection
activities...........................................................................................................................................4
TASK 3.................................................................................................................................................5
P 3 Prepare the documents used in selection and recruitment activities..........................................5
TASK 4 ................................................................................................................................................6
M1 Compare the purposes of the different documents used in the selection and recruitment
process of a given organisation........................................................................................................6
TASK 5.................................................................................................................................................7
D1 Evaluate the usefulness of the documents in the interview pack for a given organisation, in
facilitating the interview process.....................................................................................................7
TASK 6 ................................................................................................................................................8
P 4 Plan to take part in a selection interview...................................................................................8
TASK 7.................................................................................................................................................9
M2: Analyse your contribution to the selection process in a given situation..................................9
Task 8..................................................................................................................................................10
D2 Evaluate your experience of planning and participating in the recruitment and selection
process. .........................................................................................................................................10
TASK 9 ..............................................................................................................................................11
P 5 Take part in a selection interview.............................................................................................11
CONCLUSION..................................................................................................................................11
REFERENCES ..................................................................................................................................12

INTRODUCTION
The present report is based on different-different case. Employees are one of the most
important resources of any business, and so it is important for organisations to have a thorough
recruitment and selection process. This is to ensure that the best possible candidate is recruited to
the post. There are many different aspects to consider during the recruitment and selection process,
and this report considers the issues that an organisation should consider as they search for
candidates to recruit. Although in many organisations it is common for functional department heads
to be involved in the process to ensure that technical considerations are assessed during recruitment
and selection.
Task 1
P 1 Identify how two organisations plan recruitment using internal and external sources
Land Rover
Land Rover is a British car manufacturer which specialises in four-wheel drive vehicles, and
are famously renowned for the creation of ‘off-road’ vehicles such as the Defender, Freelander and
now more recently the exclusive Range Rover collection (Kehoe, and et.al., 2013).
Why do vacancies occur at Land Rover?
It is unlikely that Land Rover have a high labour turnover as the manufacturing of cars is a
costly process.
 A member of staff is transferred to another Land Rover Showroom.
If vacancies do for any of the above reasons occur within the business, Land Rover can
choose to recruit their staff internally or externally (Jabbour, and et.al. 2013).
Internal and External sources used to recruit
Land Rover recruits internally and externally, depending on the vacancy available. However,
it is true that when recruiting internally, it saves time and it is a cost effective method to recruit, so it
is likely that Land Rover would prefer to recruit internally, if they had the choice (Berman, and
et.al., 2012).
House of Fraser (HOF)
House of Fraser is a British, national organisation within the retail industry, that sell an array
of products under 5 main departments in-store store from Handbags to Televisions to Make-up and
Men’s Shoes (Thunnissen, and et.al., 2013).

Reason Why vacancy occurs
At House of Fraser, there is a great labour turnover, and currently there are 5,200 HOF
employees and 11,000 concession staff. However, it can occur that employees leave for reason such
as:
 Long-term sickness, which would require a temporary employee to cover the position until
the member of staff is able to work again (Cherian, and et.al., 2013.).
In these cases, HOF would need to employ new members of staff to fill these positions so
that no loss is made to the store financially or physically in terms of stock
Internal and External sources used to recruit
HOF usually recruits internally, as this is a cost-effective and time-saving method. If they
choose to advertise internally, posters are situated within the staff room and locker room where
employees are most likely to see the advertisements. However, they do also advertise their
vacancies clearly on their intranet site for current employees if they wish to look, but these
vacancies can also be found by members of the public ‘externally’ on the House Of Fraser website
too which is also a fairly cheap process as it does not require a third party input, which would
usually be a job centre or newspaper, who could advertise on behalf of the company (Hur, 2013).
TASK 2
P 2 Explain the impact of the legal and regulatory framework on recruitment and selection
activities.
The Race Relations Act 1976:- (amended 1996, 2000 and 2003) makes similar provisions
in regard to colour, race, nationality or ethnic or national origin.
The Sex Discrimination Act 1975:- (amended 1986) makes it unlawful to discriminate –
directly or indirectly –between the sexes in recruitment policy, job advertisements and application
forms. This includes discrimination on the grounds of change of sex and marital status.
The Disability Discrimination Act 1995:-Makes it unlawful to discriminate against a
disabled person in deciding whom to interview or whom to employ or in the terms of an
employment offer (Kehoe, and et.al., 2013).
The Employment Equality Regulations 2003:- Make similar provision in regard to sexual
orientation, religion and belief
A disabled person is defined as a person who has a physical or mental impairment that has a
substantial and long-term (more than 12 months) effect on his or her ability to carry out normal day-

to-day tasks. (This effect may include: mobility; manual dexterity or physical co-ordination; and
impaired ability to lift, speak, hear, see, remember, concentrate, learn or understand.)
Age diversity
The Employment Equality (Age) Regulations 2006:- ban unjustified direct and indirect
discrimination on the basis of age in recruitment (Cherian, and et.al., 2013).
It is not unlawful to treat candidates differently on the basis of their age if:
 There is an objective justification for doing so (e.g.it may be necessary to fix a maximum
recruitment age to reflect the training requirement of the post, or the need for a reasonable
period of employment before retirement).
TASK 3
P 3 Prepare the documents used in selection and recruitment activities.
Person Specification
Post Title : Office Manage
Grade: HBO
Criteria Essential Desirable
Qualification/Knowledge
 Results-oriented, persuasive, communicative
 Able to draft and to provide concrete business case.
 Work-related Experience Working and thinking.
 2 to 5 years relevant work experience
 Cooperate,organization sensitive.
 Good skills in Microsoft Office
 Team-working ability
 Previous experience to work in stressfully work conditions.
Job Advertisement
Job Advert:- This is as a paid advertisement which is in a newspaper or another place
where vacancies are placed. The advertisement is designed to attract people to see the job advert

and want to apply for the job available. It is designed to attract suitable qualified candidate for a job.
An effective advert reduces the time businesses spend interviewing unsuitable candidates by
providing a precise statement of job requirements.
Job Description Office Manager
Responsibilities.
 To develop and (where necessary) adjust the files and employee records responsibility.
 The contributions and co-implementation of projects.
 Translating online files works and solve employee problems related to working.
 Identifying trends in the market.
Job requirements.
 Working and thinking.
 3 to 6 years relevant work experience.
 Knowledge and experience with official work.
 Experience in official working environment is a plus.
Working conditions.
 Employment:Year contract (With proven performance permanent).
 Working hours:Full-time. (36 hours per week)
 Salary:€62.000 year based.
TASK 4
M1 Compare the purposes of the different documents used in the selection and recruitment process
of a given organisation
Within this report I will be comparing the purposes of the different used within the selection
and recruitment process of Tesco.
Job Description- The purpose of a job description is to mainly ensure you are picking the
right candidate for your chosen vacancies available. These should be well-written and very carefully
thought out as this is the basic of all recruiting and selection processes ().

Person Specification- The purpose of a job specification is to show the candidates a list of
qualifications, previous experience, skills, knowledge and other aspects that they should have to be
appropriate for this chosen job.
Job Advert- This is as a paid advertisement which is in a newspaper or another place where
vacancies are placed. The advertisement is designed to attract people to see the job advert and want
to apply for the job available.
Application Form- The purpose of an application form is to find out information that
unnecessarily wouldn’t be included in a CV. There also used to make a first impression such as
checking spelling, punctuation and grammar.
CV- The purpose of a CV is to give a summary of your academic qualifications, aspirations,
hobbies, previous experience and various other important information recruiters look for.
Cover Letter- The purpose of a cover letter is to give an extra chance to show the recruiter’s
how your qualifications will make you suitable and why you should get this job.
Comparisons
A person specification and a CV are both used to show individuals traits, skills and various
other things. This helps the interviewer a great deal because the person will only write applicable
and compatible information because they would have read the job description and have written stuff
that was required (Stone, 2013).
A cover letter and a CV are alike in many ways because they both give you a chance to show
employers everything you have to offer. They both give you a chance to show your qualifications,
skills and achievements to prove they are right for the vacancy.
A job description and a person specification are similar as both are currently up to date and
help give employees guidelines. They are to ensure you pick the right candidate for the job.
TASK 5
D1 Evaluate the usefulness of the documents in the interview pack for a given organisation, in
facilitating the interview process.
Cover Letter
This is a letter or an email which is sent along side a job application. It is a brief introduction
to give a first impression on the employer. The candidate should research into the specific job role
and the business before writing a cover letter, in order to maintain as much knowledge as possible
and to be as accurate as can be (McDermott, and et.al., 2013).

Curriculum Vitae
This is a brief account of a candidates qualifications, previous occupations, education. It is
often sent alongside a job application to show bit about you. It provides a summary and is usually
around two or three pages, depending on how much experience a person has. The CV will be your
first impression on an employer because its a direct reflection of who you are. Within the interview
process, CV's are useful because they allow an employer to judge whether or not you have the
appropriate skills, qualifications and experience for the job (Cherian, and et.al., 2013).
Application Form
This is a template for employers to use when giving to candidates in order to fill out with
previous positions held, education and contact information. They are usually submitted online
which is extremely useful because millions of people can have access to them and it is a lot easier
than being e.g. in a physical store.
TASK 6
P 4 Plan to take part in a selection interview
Preliminary Interview :-The applicants received from job seekers would be subject to
scrutiny so as to eliminate unqualified applicants. This is usually followed by a preliminary
interview the purpose of which is more or less the same as scrutiny of application, that is, eliminate
of unqualified applicants.
Selection Test:- Job seekers who pass the screening and the preliminary interview are called
for tests. Different types of tests may be administered, depending on the job and the company.
Generally, tests are used to determine the applicant‟s ability, aptitude and personality (Kehoe, and
et.al., 2013).
The following are the type of tests taken:
 Ability tests
 Aptitude test
 Personality test
 Projective test
 GK test
 Medical test

Interview :- The next step in the selection process is an interview. Interview is formal, in-
depth conversation conducted to evaluate the applicant‟s acceptability. It is considered to be
excellent selection device. It is face-to-face exchange of view, ideas and opinion between the
candidates and interviewers. Basically, interview is nothing but an oral examination of candidates.
Interview can be adapted to unskilled, skilled, managerial and profession employees.
Types of interview: -
 Informal Interview
 Formal Interview
Reference Check:- Many employers request names, addresses, and telephone numbers of
references for the purpose of verifying information and perhaps, gaining additional background
information on an applicant.
Selection Decision:- After obtaining information through the preceding steps, selection
decision- the most critical of all the steps- must be made. The other stages in the selection process
have been used to narrow the number of the candidates. The final decision has to be made the pool
of individuals who pas the test (Stone, 2013).
Job Offers:- he next step in the selection process is job offer to those applicants who have
crossed all the previous hurdles. Job offer is made through a letter of appointed. Such a letter
generally contains a date by which the appointee must report on duty. The appointee must be given
reasonable time for reporting (McDermott, and et.al., 2013).
TASK 7
M2: Analyse your contribution to the selection process in a given situation.
I prepared far ahead of my interview for a sales assistant to make sure I stood out and knew
what I was talking about. I had a confident manner in my knowledge which benefited me as when I
got asked questions by the interviewer I was prepared and on the bull and knew off by heart my
answers for the questions I was asked.
Before the interview started, I shook the interviewers hand to show a level of
professionalism and respect. Not every candidate does this, which means that I would have stood
out. This also creates a positive first impression which is extremely important because it stays with
the interviewer (Hur, 2013).
The comments I received from the interviewers were that I was calm and collective during
my interview which is positive. They also said I maintained eye contact with them which is a very
important skill to obtain. This benefited my because I was able to look determined when I answered

questions. I was able to back up my original points that I made and show evidence for them. From
my experience in an interview I have learnt to practise my confidence level to make sure my speech
is clear and persistent (Jabbour, and et.al. 2013).
However, there were definitely areas for development. One of them was that I was
extremely nervous as I found it hard to deliver my words clearly and elegantly. My pronunciation of
words throughout my interview were not great and next time I should be much clearer when I am
pronouncing my words, because this will make it easier for the recruiter to understand me and it
will make me sound more professional (Cherian, and et.al., 2013).
Overall, the interview was a pleasant and useful experience in which I have learnt a lot from.
I have identified the areas in which I need to develop and work on ready for the new interview I
obtain, in order to make it a better chance of me securing the job.
Task 8
D2 Evaluate your experience of planning and participating in the recruitment and selection process.
Within this assignment I will be evaluating the experience of planning and participating in
the recruitment and selection process.
Before we participated in our interviews, we had to create and bring along documents into
the interview, such as; a CV, a cover letter, and other documents that should be included within an
application pack. By having these documents in my interview with me, it helped me to stoa dour
and score points with the interviewer (Berman, and et.al., 2012).
Preparing for an interview is handy and very convenient, this is because you will be in good
shape when the interview comes around. You should go into an interview feeling extremely
confident, and having all the knowledge and answers to potential questions they could ask you. This
is done by doing preparation, which I ensured I undertook. I gave off an excellent first impression,
which is extremely important when trying to impress an interviewer.
I personally feel the recruitment planning process could be improved by having two or three
interviewers, as this means there will be more opinions and different views on each applicant. This
would've given me a higher chance to get the job, because its not just based on one person's
opinion.
I composed a set of questions in which I would like to ask the interview at the end of the
interview. I came up with 8 questions I had in mind, that I felt would make me look really interested
in the business and the job role specifically which was really beneficial. In the actual interview.

TASK 9
P 5 Take part in a selection interview.
Through advertisement application are than the Human resource department to take part in
selection process. The human resource manager plays a significant role in selection process. The
selection process is consists of several sequential task (Cherian, and et.al., 2013).
Human resource department of take part in selection process is given below:-
Short listing
 In most cases, once a job vacancy has been advertised and reached the close date, we will
shortlist candidates using the job description and person specification.
 As soon as a decision has been reached, we will contact shortlisted applicants to arrange
interviews. Normally, you would expect to hear from us within two weeks of the close date
if you are to be interviewed.
Interviews of the candidates
 Interviews are normally conducted by a panel which will include the line manager, and
perhaps more senior members of a Department or School.
 Candidates will often be asked to give a presentation on a relevant topic as part of the
interview, which will be explained in the invitation to interview letter.
Job Offers
 UK citizens and members of the European Union will need to have provided evidence, e.g. a
passport, of their right to work in the UK.
 Once the interviews are complete, we will select a preferred candidate and may issue a
conditional offer of employment - conditions may include satisfactory references, medical,
etc.
CONCLUSION
In this report it is concluded that human resource management is identified as the process
through which the organization needs in the changing situations and developing activities they are
essential in full-fill the human resource needs and wants. It is through the HRM, the organization
has managed to recruit and retain the required employees in terms of quantity, skills, experience,
knowledge, ability. The company is presently had the proper staff and hence enabling the
organization to offers the best in term of the quality of the services.

REFERENCES
Books and Journals
Kehoe, and et.al., 2013. The impact of high-performance human resource practices on employees’
attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Jabbour, and et.al. 2013. Environmental management and operational performance in automotive
companies in Brazil: the role of human resource management and lean manufacturing. Journal of
Cleaner Production. 47. pp.129-140.
Marchington, et.al., 2016. Human resource management at work. Kogan Page Publishers.
Chelladurai, and et.al., 2017. Human resource management in sport and recreation. Human
Kinetics.
Berman, and et.al., 2012. Human resource management in public service: Paradoxes, processes,
and problems. Sage.
Stone, R. J., 2013. Managing human resources. John Wiley and Sons.
Hauptmann, and et.al., 2013. “A brave new (digital) world”? Effects of In-house Social Media on
HRM. German Journal of Human Resource Management. 27(1), pp.26-46.
Thunnissen, and et.al., 2013. Talent management and the relevance of context: Towards a pluralistic
approach. Human Resource Management Review. 23(4). pp.326-336.
McDermott, and et.al., 2013. Promoting effective psychological contracts through leadership: The
missing link between HR strategy and performance. Human Resource Management,52(2). pp.289-
310.
Cherian, and et.al., 2013. A review of human resource accounting and organizational performance.
International Journal of Economics and Finance. 5(8). p.74.
Hur, Y., 2013. Turnover, voluntary turnover, and organizational performance: Evidence from
municipal police departments. Public Administration Quarterly. pp.3-35.