Human Resource Management Practices

This assignment delves into the multifaceted world of Human Resource Management (HRM). It explores key practices such as recruitment, selection, and employee retention, analyzing their impact on organizational success. The assignment incorporates research findings from various sources, including academic journals and industry reports, to provide a comprehensive understanding of HRM principles and their practical applications. Case studies are also included to illustrate real-world examples of effective HRM strategies.

Recruitment and Selection in
Business

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Identify how two organisations plan recruitment using internal and external sources.........1
P2 Explain the impact of the legal and regulatory framework on recruitment and selection ....2
TASK 2............................................................................................................................................4
P3 Prepare the documents used in selection and recruitment activities......................................4
TASK 3............................................................................................................................................5
P4 Plan to take part in a selection interview..............................................................................5
P5 Take part in a selection interview..........................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
In the recent modern time period, for recruiting and selecting suitable person on selected
profile in organisation, so employers of the company try to use new and innovative methods and
techniques in entire business. It helps to provide actual and reliable information regarding
candidates as per that they can systematically identify their capabilities and skills as well.
Recruitment and selection is a process in which collect different applications of candidates which
all are wants to join a particular job. In this research report will be discussed about different
types of sources of recruiting persons as well as their major factors. TESCO is one of the largest
and famous retail company in UK, its always focusses on maintain quality of products and goods
and tries to give full satisfaction to their customers (Boohene and Asuinura, 2010).
TASK 1
P1. Identify how two organisations plan recruitment using internal and external sources
There will be evaluating how external and internal are used during recruitment within
both TESCO and IKEA. There are many different reasons why vaccines within a business occur,
for example within TESCO it is likely that a job would be advertised for such reasons as:
 The company has had to fire and remove an employee for misconduct (Brewster and
Mayrhofer, 2012).
 An employee passes away.
 An employee has left for reasons such as retirement, new job opportunity etc.:
 Long term sickness leave or holiday results in a temporary vacancy that needs to be
filled.
 An employee within TESCO has been promoted producing a new vacancy.
 Increase in demand of the product offered by this company may result in staff needing to
be increased.
 The company has produced a large amount of profit resulting in them having the ability
to invest in the increase in staff (Cabellero and Walker, 2010).
 TESCO is planning on expanding their business.
Internal Recruitment Internal recruitment is the process of recruiting within the business
through stages such as recruitment and re-training of staff. If a company is unable to find any
1

suitable candidates they will progress on to external recruitment. The advantage of using internal
recruitment compared to external is that it’s cheaper and quicker. The employees within TESCO
are also aware as to how the business operated and are familiar with any procedure, resulting in
limited training being needed. The idea of being promoted also motivates staff to perform at their
best which allows for a business like TESCO to operate to an excellent standard. A final
advantage of internal recruitment is that the company already knows the strengths and
weaknesses of their employees (Chan and Kuok, 2011).
External Recruitment If TESCO or IKEA decided internal recruitment is not best fitted
for them they will decide to progress on to external recruitment. A few advantages of this is the
fact the company has more options, the ideas may be fresh and a new person may be more
motivated compared to someone who’s been in the organisation for years. However, there are
many disadvantages of external recruitment such as the fact it’s expensive, time consuming and
the company may be unable to find someone suitable for the job.
P2 Explain the impact of the legal and regulatory framework on recruitment and selection
There are lots of different legal and ethical limitations the HR department within a
business has to consider during recruitment. It is important that all companies stay within keep to
these regulations to ensure they are acting fairly towards each of their candidates. (Densley,
2012)
Legal Issues: The different laws involved during recruitment are as follows:
Sex Discrimination Act 1975 – This specific act makes it illegal to judge someone’s
potential based on their gender. This impacts recruitment because it means that companies are
now obliged to treat both men/women equally, and give them the same opportunities. This act
also forces companies to pay the employees equally (depending on the job rank) regardless of
gender, which is also involved in the Equal Pay Act 1970. It states that employees should be
protected from any sort of discrimination based on their gender or sexuality under the Equality
Act 2010. To comply with this law, employers must ensure that recruitment and selection
processes are free from discrimination and treat both men and women equally. Potential
employees should not be affected and given unfair treatment and should gain access to training
or promotion whatever their gender status. If an employment tribunal is presented with a
2

complaint of sex discrimination, it can order the employer concerned to pay compensation to the
victim and take several other actions against them. (Fine, 2012)
Disability Discrimination Acts 1995 and 2005 – This act is there to end discrimination
towards those who have a disability. This includes during education, employment, licences,
access to goods and renting land. This impacts recruitment because it means it is against the law
for a company to not allow someone a job even though they are perfectly able and qualified.
European Working Time Directive – This is an act entitles employees to have a minim
amount of holidays, a rest breaks and gives a person the right to not work over 48hours if they do
not want to. This impacts recruitment because it means a company has to make the candidate
aware of their rights and the HR department also needs to decide if employing more people will
fit their budget range and they’ll have the ability to cover these rights their employees have.
Employment Act 2002 – This act is specifically allows the right for parents to request
flexible working hours, and such time off as maternity leave. During recruitment a company will
firstly have to specify the hours they are advertising. The will also have to be aware of the
candidates schedule and try work with them to meet a mutual agreement that will fit both parties.
This act limits the control a business has of just refusing the person a job if they can’t fit the
hours advertised. They are also no aloud to not employ women based on the fact she might
become pregnant in the future (Kelemenis, Ergazakis and Askounis, 2011).
National minimum wage – This is the minim amount a company can pay an employee
based on their age. This effects recruitment because it means that they are obliged to offer all
employees equal pay, this means that before the HR department decides they need new
employees they will have to consider the added expenditure.
Data Protection Act 1998 – This act was endorsed by parliament to make it illegal for a
company to share their customers and employees data. Businesses should consider this law and
take the appropriate measures to ensure that personal data provided by applicants during
recruitment and selection processes are only used for lawful purposes and kept only for matters
relevant to employment. In addition to this, all the information obtained should be confidentially
and securely maintained (Lee, Lee and Wu, 2010). Employees must not disclose any candidate
details and businesses should make sure that they do not possess these personal details for longer
than necessary. If an organisation is found to be in breach of the Data Protection Act 1998, this
can incur possible loss of business and brand damage. The business could also be subject to
3

penalties from the UK Information Commissioner’s Once. Amongst its powers, the ICO can
prosecute and issue fines of up to £500,000 and undertake proceedings that can lead to prison
sentences (Van den Brink, 2010).
TASK 2
P3 Prepare the documents used in selection and recruitment activities
Job Vacancy
TESCO Retail company
Job type: Full-time
Required education: High school or equivalent
Required experience: 1 year in Marketing sector
Person specification
 Perform administration duties for executive management
 Responsibility is to provides proper satisfaction to customers as well as developing
understanding among employees
 Customers relation
 Communication skills
 Innovative in nature
 Leadership qualities
 Project coordination capabilities
 Flexibility in nature so that person can systematically adjust in any type of work
environment.
 Managerial and interpersonal skills
 Team worker in nature
4

TASK 3
P4 Plan to take part in a selection interview
There will be going to Plan to take part in a selection interview for this task have been
asked to prepare some questions for the job role that is being advertised and have to come up
with 10 questions as the employer and 5 questions as the interviewee(van Dijk, van Engen and
Paauwe, 2012).
Planning process for employer
Employer set out a spacious office for my candidate; it wasn’t too big or too small. It
was enough to make the candidate comfortable. As an employer greeted my candidate
courteously, this shows respect for the person and will help put them at ease. He told them
something about myself and the company. This is the request impression the candidate will
make of you, so he presented a tidy once and turned on my mobile phone. He then set the stages
of the interview process. He did this by telling the applicant what to expect for the next half
hour or so. He didn’t want to take the interview too easy because the applicant may take the
interview less seriously. But being too serious will likely make the candidate more nervous. So
to see the best in the individual He interviews Employer used the hard approach on them to see
if they’d get nervous. He presented myself very smart and intelligent as how you conduct
yourself during the interview must also reflect the image and values of my business. Lastly
employer gave my candidates a chance to ask questions. This allowed them to feel a sense of
friendship towards me the employer. (Zhao and Liden, 2011)
Planning process for employee
In setting up the meeting candidate needed to guarantee that he/she need to marketing
knowledge, arrive on time and research about the organization. person additionally going to be
setting up an arrangement of inquiries which candidate going to ask the questioner in regards to
the employment opening. By joining in a practice meeting have permitted me to comprehend
the significance paving the way to arrangement of the meeting.
5

P5 Take part in a selection interview.
In the process of the interview I will try to be at least 15 to 20 minutes early. This will
allow me to use any waiting time to review my notes. Being late or just barely on time tends to
cause stress and it can show during the interview. Before the interview process I researched the
company and specially the job description and how it fits in the particular business unit. I also
got as much background information as I could to show my abilities for doing the job
responsibilities and duties. I had done this so that I wouldn’t get caught speechless. In the
process I wrote down at least five questions to ask the interviewer, to show how much I cared
about this kind to work. Questions I asked included: Is there room for growth? Who I'll be
working with most closely? and Can I take extra courses to improve my ability on my job? later,
just in case I ended up having to decide between multiple positions later on in the future. My
wardrobe is a sign of how profession I am for this reason I made sure I dressed smart and not
too casual. If I was to get the job my dress sense wouldn’t change (Zibarras and Woods, 2010).
This is because when my co-workers and customers look at me; they should
immediately feel comfortable working with me. My phone was turned on because having my
phone ring in the interview would of lowered my chances allot as it looks very unprofessional.
Threw out the interview will be remaining respectful, professional and confident, It may smile a
little but not with a pasted on grin as that could show nervous and told the employer what my
unique selling points are and how can match their highlights to what they want. He will make
sure use plenty of examples as proof of my abilities.
CONCLUSION
As per this research report, recruitment and selection is one of the major element in
any kind of organisation. It incudes different activities which all are related to choose best and
suitable candidates for selected job. By using this method employers can effectively identify
actual capabilities and skills of working then employer will take corrective decision regarding
new candidates.
6

REFERENCES
Books and Journals
Boohene, R. and Asuinura, E. L., 2010. The effect of human resource management practices on
corporate performance: a study of graphic communications group limited. International
Business Research. 4(1). p.266.
Brewster, C. and Mayrhofer, W. eds., 2012. Handbook of research on comparative human
resource management. Edward Elgar Publishing.
Cabellero, C. L. and Walker, A., 2010. Work readiness in graduate recruitment and selection: A
review of current assessment methods. Journal of teaching and learning for graduate
employability.1(1). pp.13-25.
Chan, S. H. and Kuok, O. M., 2011. A study of human resources recruitment, selection, and
retention issues in the hospitality and tourism industry in Macau. Journal of Human
Resources in Hospitality & Tourism.10(4). pp.421-441.
Densley, J. A., 2012. Street gang recruitment: Signaling, screening, and selection. Social
Problems .59(3). pp.301-321.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on
counterproductive work behaviors. Economics and Business Letters.1(4). pp.1-9.
Kelemenis, A., Ergazakis, K. and Askounis, D., 2011. Support managers’ selection using an
extension of fuzzy TOPSIS. Expert Systems with Applications. 38(3). pp.2774-2782.
Lee, F. H., Lee, T. Z. and Wu, W. Y., 2010. The relationship between human resource
management practices, business strategy and firm performance: evidence from steel
industry in Taiwan. The International journal of human resource management. 21(9).
pp.1351-1372.
Van den Brink, M., 2010. Behind the scenes of science: Gender practices in the recruitment and
selection of professors in the Netherlands. Amsterdam University Press.
van Dijk, H., van Engen, M. and Paauwe, J., 2012. Reframing the business case for diversity: A
values and virtues perspective. Journal of Business Ethics.111(1). pp.73-84.
Zhao, H. and Liden, R. C., 2011. Internship: a recruitment and selection perspective. Journal of
Applied Psychology.96(1). p.221.
7

Zibarras, L. D. and Woods, S. A., 2010. A survey of UK selection practices across different
organization sizes and industry sectors. Journal of Occupational and Organizational
Psychology.83(2). pp.499-511.
Online
Walmart’s HRM: Recruitment, Selection, Employee Retention, 2017. [Online]. Available
through:<http://panmore.com/walmart-human-resource-management-recruitment-
selection-employee-retention>. [Accessed on 15th July 2017]
8