Human Resource Management Task 4

This assignment explores the recruitment and selection process in Human Resource Management, covering aspects like job description, interview preparation, selection criteria, and job offer. It also evaluates the process and rationale for conducting appropriate HR practices.

Human Resource Management

Table of Contents
TASK 4............................................................................................................................................1
Recruitment and Selection Process.............................................................................................1
Documentation of preparatory notes for interview.....................................................................2
Interview notes based on selection criteria.................................................................................3
Justification in decision of selected candidates...........................................................................4
A Job Offer..................................................................................................................................4
An evaluation of the process and rationale for conducting appropriate HR practice.................5
REFERENCES................................................................................................................................6

TASK 4
Recruitment and Selection Process
Human resource department plays a crucial role in hiring new and eligible candidates for
a company. In this entire process of recruitment and selection process is carried out, in which
various kinds of documentation procedure is done for example: certificates related to
qualification, other documents as well (Aravamudhan and Krishnaveni, 2015).
Job description: In this person is provided with the description of for what post he/she is
applying for the job. For this assignment person is applying for HR Assistance.
Job Description
JOB DETAILS
Post: HR Assistant
Department: Human Resource Department
Job Purpose
Main purpose of HR assistance will be of dealing with every day work and maintaining a record
of funds and transaction done in a speculated time frame. Other than this, monitoring the
performance of workers on a regular basis so that compensations and benefits can be divided
and given respectively. Along with this, other roles and responsibilities as per the situation are
to be performed by HR Assistance.
Roles & Responsibilities
 Providing training and development programmes.
 Maintaining mutual understanding between employees and staff members.
 Interacting with workers with effective communication tools
 Managing and keeping a file record of data.
 Using appropriate resources for developing strategies and plan of action.
CV:
CURRICULUM VITAE
Name:
Address:
e-mail id:
1

Contact No.:
Objectives: Offering experience and abilities in HR department to maintain work of employees
and support in development of organisation. Creative minded in problem-solving, highly
motivated and have strong leadership skills.
Academic Qualification:
 Post Graduation in Finance and Management
 Bachelor in Commerce
 Diploma Sales
Experience:
More than six years experience as a Store assistance manager.
Skills:
 Effective communication skills
 Excellent in Technological work.
 Able to work under pressure
 Effective leadership quality
Documentation of preparatory notes for interview
Planning: In this, prime role of manager is to look out for job outline and seats that are
vacant so that appropriate candidates can be selected. Further criteria can be set as per the
importance like need of effective communication skilled person (4), technical knowledge, people
(5) and so on. Different kind of selection processes are there for interview process and preparing
notes for the same, it is important to note what kind of selection procedure company want to use.
For this, manager of different department can sit and discuss to get a valid solution in return
(Armstrong and Taylor, 2014). Most of the companies first obtain information from candidates
in writing and further applicants are being shortlisted. CV and application form that are given by
candidates are also taken into consideration.
Interview Preparation:
Selection of two or more interviewers: It will assist interview panel to make a balance
decision and will enable them in checking impression of candidates. This minimise the chances
of accusations of unfair treatment. If possible, a person related to some specialist field must be
included. For example: IT expert for analysing knowledge and skills.
2

Ensure that interviews are briefed properly: Criteria that are required for conducting
interview in a better manner must be explained in brief to interview panel. For example: they
should be given information related to job requirements and other selection criteria. Interviewers
must be given information about legal issues and along with this, they must have understanding
of taking appropriate decision.
Decide when to conduct and hold the interviews: While taking an interview it has to
make sure that interviewers are not disturbed. There must be a set time of taking an interview for
example: 45 to 90 minutes. Longer interview may result in loss of concentration. Therefore, it
must be short in which skills and knowledge are judged (Gibbs, MacDonald and MacKay, 2015).
Preparation of script: Interview panel must decide a set of questions for selection criteria
and go through the CV of applicants whether they need any kind of clarification or not. Thus,
interviewers can decide who will ask questions.
Sending hand written instruction to candidates: Apart form this, its prime duty of
company to give appropriate instructions like where interview will be taken and at what time.
Thus, candidates who are applying for the job they must know the job requirements.
Interview notes based on selection criteria
There are certain rules and regulations that are to be followed by company or HR
department while hiring new candidates. Firm can provide with a note sheet in which all the
criteria are being mentioned if people who are under this are selected and rest are rejected.
Essential Criteria Notes
Qualification degree and equivalent
criteria
Interpersonal skills
Experience in relevant field
Analytical mind for according to the
ability criteria
Communication skills as per both orally
and writing
Managing and organising skills
3

according to the ability
Whether have ability in IT and
technology.
Desirable Criteria Notes
Any special achievements in education,
public and other service organisation.
Awareness related to current market
situation and scenario
Justification in decision of selected candidates
A candidate is selected on the basis of various criteria but there are few conditions like
skills and knowledge that are acquired by an individual. Basically HR department have selected
candidates on the basis of interpersonal skills and educational qualifications a person have
(Mitchell, 2015). The person must have basic IT knowledge and also knowledge about working
on different software's.
A Job Offer
Job Offer
XYZ, Avenue 54,
London, United Kingdom
July 13, 2018
67th Avenue, Cille Street
London, United Kingdom
Dear Rodricks,
This letter is to inform you that your CV has been short listed for the post of HR Assistance. I
have thoroughly viewed details you have provided and came into conclusion that you will the
4

perfect candidates for the post of HR Assistance.
For further procedure you have to come to the office where we will discuss about the salary and
other documentation process as well. Therefore, company will be wait for your job acceptance
letter. For further queries you can contact our HR manager and he will guide you for the same.
Obediently
Edward Lewis
An evaluation of the process and rationale for conducting appropriate HR practice
HR practice helps a company in choosing right candidate for the right post as it provides
with each and every detail about an individual. Company have chosen some of the criteria for
selecting a fresh candidates for their organisation through interview panel it is helping
interviewer in judging skills and knowledge of a candidate (Wadsworth, 2016). This is helping
company in becoming rationale without getting biased towards an individual. Other than this,
qualification of a person is also taken into considerations as it will assist firm in giving equal
opportunities to every person.
5

REFERENCES
Books and Journals
Aravamudhan, N. R. and Krishnaveni, R., 2015. Recruitment and selection building scale:
Content validity evidence. SCMS Journal of Indian Management. 12(3). p.58.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Gibbs, C., MacDonald, F. and MacKay, K., 2015. Social media usage in hotel human resources:
recruitment, hiring and communication. International Journal of Contemporary
Hospitality Management. 27(2). pp.170-184.
Mitchell, R., 2015. ‘If there is a job description I don’t think I’ve read one’: a case study of
programme leadership in a UK pre-1992 university. Journal of Further and Higher
Education. 39(5). pp.713-732.
Nikolaou, I., 2014. Social networking web sites in job search and employee recruitment.
International Journal of Selection and Assessment. 22(2). pp.179-189.
Swider, B. W., Zimmerman, R. D. and Barrick, M. R., 2015. Searching for the right fit:
Development of applicant person-organization fit perceptions during the recruitment
process. Journal of Applied Psychology. 100(3). p.880.
Wadsworth, Y., 2016. Do it yourself social research. Routledge.
6