Recruitment Process: Purpose, Functions, Strengths, and Weaknesses

This document provides an overview of the recruitment process, including the purpose and functions of HRM in workplace planning and resourcing. It also discusses the strengths and weaknesses of different approaches to recruitment and selection. Additionally, it explores the benefits of various HRM practices for both employers and employees, as well as the importance of employee relations in influencing HRM decision making.

RECRUITMENT PROCESS

TABLE OF CONTENTS
INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................4
LO 1............................................................................................................................................................4
Purpose and functions of HRM with respect to workplace planning and resourcing organisation...........4
Strength and weaknesses of different approaches to recruitment and selection.......................................5
LO2.............................................................................................................................................................7
Benefits of different HRM practices within an organisation for both employer and employee...............7
Effectiveness of different HRM practices for raising business productivity............................................8
LO 3............................................................................................................................................................9
Importance of employee relations in influencing HRM decision making................................................9
Key elements of employment legislation and its impact on decision making........................................10
LO 4..........................................................................................................................................................11
Application of HRM practices in a work-related context.......................................................................11
CONCLUSION.........................................................................................................................................11
REFERENCES..........................................................................................................................................12

INTRODUCTION
Human resource management is the most important part of the organisation that deals
with some of the most important assets of the business that is the people that are working for the
firm(Bratton and Gold, 2017). Present study is based on the company Unilever that is a public
limited company of consumer goods and was founded by William Lever and brothers in the year
1929. Unilever is having its headquarter in London and is the largest producer of soap all over
the world. Report will include the purpose and function that HRM at Unilever is having with
respect to the work place planning and resourcing the organisational needs. Report will further
include the different strength and weaknesses of recruitment and selection process. Further,
report will analyze the key benefits of different practices of Human resource management for
both employers as well for working staff. Report will also evaluate the effectiveness of HRM
practices to increase the business profitability of Unilever. Further, report will analyze the
importance of employee relations for bringing effective decision making of HRM. Report will
identify different employment legislations and their respective impact upon the decision making
of HRM. Finally, report will implement some of the applications of HRM practices in Unilever.
MAIN BODY
LO 1
Purpose and functions of HRM with respect to workplace planning and resourcing organisation
An effective management of the people brings a competitive advantage to the firm and
Human resource management works to have an effective strategic planning for the business by
allocating right resources for the business(Oke, 2016).
With respect to the work place planning and resourcing the Unilever, following are the
functions of Human resource management:-
 Staffing needs:-The major responsibility of the HRM is to recruit potential employees
and identifying their job duties with the skills that they have. Not only this, HRM also
works to terminate the employees if they violate any organisational law. Another function

of HRM is to transfer or promote the employees of Unilever on bases of their
performance.
 Compensation:-It is the most important part of Human resource managers to provide fair
wages to its working staff by evaluating and bringing changes to the pay structure of the
Unilever.
 Benefits:-The another function of HRM is to administrate benefit program that is to
recruit the employees and with the help of different tools make them retain for long
period of time. HRM plan to provide insurance, retirement plan etc. to the working staff
and also coordinate in processes like providing leaves to the employees such as maternity
leave etc(O’riordan, 2017).
 Performance Appraisal:- HRM at Unilever is having its another important function that is
to evaluate the performance of its employees and accordingly provide them their
appraisals. This leads to different promotions and termination processes and this usually
helps them to retain the potential employees for long period of time.
 Law Compliance:-An Organization is responsible for the safety of the employees and
also responsible for the equal treatment of all the staff members. For the same different
rules and regulations are set with the help of Human resource managers at the workplace.
HRM at Unilever are working to keep the rules and regulations of the organisation up to
date and make all the working staff aware about their rights and different rules and
regulations that they are need to follow at the workplace.
The different functions of the HRM provide required talent and skills that can help the
business to achieve its objectives. The operational and strategic goals of the business are
achieved with the support of HRM. HRM at Unilever supports the business by creating a work
environment where the employees can utilize their key skills in right direction and achieving the
respective business objectives. They work to assist the employees so that they can maintain
standard of their performance with an effective job design and accordingly they give feedback to
the employees so that they can make improvement in their skills(Dahie and Mohamed, 2017).

Strength and weaknesses of different approaches to recruitment and selection
Recruitment and selection process plays a key role for running an organization smoothly
and achieving the business objectives. It helps the business to attract the top talent towards the
business so that they can utilize their key skills and talent for achieving business goals.
Recruitment:-
It is the process that business uses to attract shortlist and appoint different candidates for
the suitable job role so that they can utilize their talent and skills for achieving business
objectives. With the process of recruitment, HRM finds the different job vacancies and review
the applications of candidate that have applied for the role and that result in screening,
shortlisting and selection of the right candidate(Krylov and et.al., 2019).
There are two types of recruitment:-
Internal recruitment:-The internal recruitment of the employees is done with the help of
different promotions or transfers. Here, the company allows the existing employees to switch
from temporary to permanent position.
ADVANTAGES DISADVANTAGES
 This is the Cost effective methodfor the
human resource managers(Fred and
Kinange, 2018).
 Boost the morale of the working
employees
 Helps the business to retain top talent
of the organisation and results in
reduction to employee’s turnover.
 Staff gets motivated to work hard and
they give their best for achieving the
organisational objectives.
 Many times hiring within the
organisation results in limitation of
number of candidates that are having
actual potential to handle the job role.
 HRM at Unilever may miss the fresh
ideas that external candidates can bring
to the workplace.
 Different kinds of work conflicts may
arise at the business.

External recruitment:- It is the recruitment process where pool of candidates are been assessed
and here the existing staff of Unilever is not included. Their respective skills and qualities are
assessed in order to identify whether they fulfill the needs of existing job vacancy(Shenoy,
Aithal and Ramesh Pai, 2018).
ADVANTAGES DISADVANTAGES
 With the help of automated recruitment
that is with the use Artificial
intelligence software, screening the
right candidate is easy.
 Fresh skills and input of these
candidate brings innovation in the
organisation(Krylov and et.al., 2019).
 There are much qualified candidates
and a better competition results in
better recruitment process.
 It is quite expensive as compared with
that of internal recruitment
 It is time consuming process as there
are pools of candidates to be assessed.
 The new candidates will require special
training(Fred and Kinange, 2018).
 It may not be more effective for
identifying right candidate for right job
role.
Selection process:-
It is the process with the help of which right candidates are been shortlisted that are having the
required skills and qualification to match the job role. Here, interview is been conducted and
before the same different tests are been conducted that may be online or face to face(Obeidat,
Tawalbeh and Akour, 2019).
ADVANTAGES DISADVANTAGES
 It is a cost effective process and less
time and efforts are been implemented
by HRM.
 This process helps to eliminate the
candidates that are lacking in ability
and skills to work for
 With the help of online test, ability of
the candidates may not be judged
effectively.
 The managers may get biased with
some of the candidate and that may

Unilever(Burbach, 2018). result in falsify of selection process.
LO2
Benefits of different HRM practices within an organisation for both employer and employee
Human resource management works to link its different functions with the strategic goals
of the organisation so that the business can improve its performance. The different HRM
practices are benefiting both employer and employee in following manner:-
 Organisational culture:-Human resource management works to influence the
organisational culture of Unilever and its helps the both employer and employee in
different ways. The employers are able to make their staff work more effectively by
providing them flexible working hours. The time management policy helps the
employees to have a freedom of managing their own schedule and they work with
coordination(Butler and et.al., 2016). At the same time employee in the organization used
to get slow and lethargic due to flexible working environment in the organization.
 Planning for change:-HRM works to bring an effective change at the workplace with a
proper planning. They work on bringing an effective change in the technology and also
update the same to employers and employees. With the planning of change, employers
are able to make the employees adapt the technological changes very easily and make
them clear about their role. On the other side, the employees are able to develop the
required skills and knowledge for adopting the new change with the help of proper
planning. Making different planning for the change in the organization used to create the
issue of increasing cost of the company in the market. As it has been identified that
planning used to increase the cost of company.
 Training and Development:-All the working employees needs an effective training in
order to enhance their skills and have knowledge of new things that are coming towards
them. This requires an effective training and development programs. HRM at Unilever
work effectively to provide its employees an effective training. This helps the employees
to strengthen their skills and reduces the weak links that are coming in between the work
tasks. On the other side, it helps the employers to motivate their employees and

increasing their wok efficiency. There is increase in innovative strategies and the
employees are able to adopt new technologies very easily (Bisharat and et.al., 2017).
Training and development program in the organization used to increase the cost of the
company in the market as well.
Effectiveness of different HRM practices for raising business productivity
There are different Human resource management practices that are helping to business to
increase their productivity. Human resource management at Unilever contributes its energy and
time for building the brand and culture of the firm in an effective manner as it directly leads to
organisationalproductivity(Preenen and et.al., 2017).
There are different HRM practices that are leading to organisational productivity and are as
following:-
 Creating an effective strategy to recruit top talent:- HRM at Unilever works to hire
the employees by understanding their strength and weaknesses so that they can constantly
balance their skills and knowledge for having a stronger team. This directly helps the
business to have employees that are having potential to bring profitability at the
workplace(Lewin and Teece, 2019).
 Flexibility at the work place:-Flexible working schedule and work life balance is very
important for the staff and it directly leads to hard work of the employees. Employees
work effectively to achieve the business objectives and that directly results in business
profitability.
 Employee Engagement:- HRM works to make the employees feel like a part of decision
making process as it results in engagement of employees and they work effectively to
achieve the business goals. The employee’s engagement at the workplace also reduces
the turnover of the employees and helps in bringing profit for the business. Hiring an
employees for a job role is a costly process and if Unilever will start losing its employees,
it will be costly to recruit again and give them effective training. So, it is profitable for
the organisation to retain its working employees for long period(Vivares-Vergara,
Sarache-Castro and Naranjo-Valencia, 2016).
 Compensation and benefits:-Labour cost is usually one third of operating cost and the
HR manager implements the same, have a direct impact on the profitability of the

business. HRM at Unilever works to align the labor cost with quality of the workforce as
its helps the business to increase their financial performance.
LO 3
Importance of employee relations in influencing HRM decision making
Employee relations influences the HRM decision making as involving the employees for
decision making process empowers them for contributing to the success of an organisation. This
also saves the time and money of Unilever and leads to business productivity and also reduces
the outsourcing. It is very important for the HRM to have a healthy relation with the employees
as there are many decisions that the management cannot take alone. The work of HRM become
easy when it is been shared with the working employees and it directly helps the business to
increase its productivity. At the same time it also used to create the issue for the organization that
all the employee in the nation are very much expose to all the activity of the organization. This
may impact the business. By building an effective relation with the employees, reduces the
tension and stress and leads to an effective decision making at the workplace. Employees feel
motivated and also feel safe and confident at the firm. The engagement of employees at the
workplace for different decision making process increases the morale of the company. It is very
necessary for Unilever to have an effective communication between the supervisors and
employees as it helps in bringing an effective decision making process at the work
place(Hagenimana, Ngui and Mulili, 2018).
Building an effective relation with the employees and involving them in the decision
making process saves money and time of Unilever as the HRM have the long term reliable
assistance that can cooperate effectively for achieving business objectives. Hiring an outside
consulting firm is too costly for the business and it is better to take the employees in the decision
making process as they are aware about the company needs and also understand their respective
policies. At the same time it also used to create the issue for the organization that third party also
used to understand the policy and strategy of the company in the long run business. Participation
of working employees in the decision making process brings new opportunity for the employees
and this also results in an effective relationship between the management and working

employees. This leads to a string sense of team work and strengthen the team work of workers
and also the project on which they areworking(Otoo, 2019).
Key elements of employment legislation and its impact on decision making
Employment legislation includes various protection measures for the employees that they
can utilize at the workplace in order to get protected from wrong doing of the employers. The
different laws that are set by UK government to protect the working employees are as
following:-
 Sex Discrimination act 1975:- According to this act no worker or employee can be
discriminated by the management and this protects the staff from any sort of
discrimination that take place at the workplace that is either associated with sexual
orientation or marital status. The HRM decision making at Unilever is having a direct
impact of this law as they have work to provide equal training and wages to the
employees irrespective of the gender that they have and also have to take care about any
harassment going at the workplace in order to take strict action against the same(Eskridge
Jr, 2017).
 Equal pay act 1970:- According to this law, company have to take care that there is less
favorable treatment between the men and women on bases of the pay that they are
getting. This law helps the employees get protected from getting treated unequally and
badly due to their disabilities that the business. Human resource management at Unilever
works to provide equal pay to all its employees without showing any sort of
discrimination for male of female staff.
 National minimum wage act 1998:-This law creates a minimum wage to all the working
employees and organizations are required to provide the same to is working staff as not
following the same may result in some legal actions against the firm. The HRM at
Unilever works effectively to provide its employees a minimum wage so that they can
live a normal life(Knudsen, 2018).

LO 4
Application of HRM practices in a work-related context
There are different HRM practices at the Unilever that helps the business to run smoothly
and achieve the business objectives effectively. The different practices of human resource
management at the workplace are as following:-
 Social media recruitment:-There are few media tactics that HRM at Unilever applies in
order to recruit the right candidate in short period of time and with less cost. Social media
recruitment helps the business to get connected with thousands of candidates at the same
time and recruit the best one. With the help of video interview it save time of both HRM
and candidate. The social media is best platform to recruit the potential candidate and
there are pool of options available for the recruiter to choose from(Ladkin and Buhalis,
2016)
 Tracking systems of applicants:-Unilever is using advance technology for the process
of recruitment as this is the tool that can scan all the resumes in one go and will select the
best candidate that suits for the job role.
 Mobile recruiting:-A better recruitment process is achieved by Unilever that is
affordable and less costly for HRM and that is the mobile recruiting process where the
management take help of different device for selecting the right candidate. Many
candidates apply for a job role with the help of LinkedIn, Indeed etc. and the HRM select
the best resume from these social media platforms(Fagbolu and Atoloye, 2018).
Job advertisement

JOB OPENING
Uniliver a multinational company is looking for the HR assistant manager to enhance the Human
resources department of the company
Roles and responsibility
 To manage Human resources of the company
 To maintain a good working
 To monitor and enhance motivation level of different individual employee
Remuneration
 Company is open to negotiate on the Remuneration basis
Interested candidate can apply on the website or company or also can have a walking
interview as well
Job Description

Human resource Assistant manager Job description
Requirement
 Minimum three year of working experience with one year of relevant industry experience
Roles and Responsibility
 To manage Human resources of the company
 To maintain a good working
 To monitor and enhance motivation level of different employee
 To report to the manager with current position of business
 To monitor different activity and make sure that they are compile with legal framework
Skills require
 Active listening.
 Communication.
 Computer skills.
 Customer service.
 Interpersonal skills.
 Leadership.
 Management skills.
 Problem-solving.
Qualification require
 Graduation degree is essential
 Any other professional course in HRM section is preferred.
Offer Letter
Email subject
Dear ……………….,
This email is to inform you that we were very excited to meet and get to know you over the past
few days and must say you are able to prove your worth in front of all as all of us are very much
amazed with the skill set and experience you possess. On the basis of the same we are very glad
to offer human resource assistant position on the company.

We will be offering you the salary of ……. And …% of bonus and ……..% of yearly increment.
We will also offer variety of different extra benefit over the same as well.
Your expected starting date is ……… and you will be ask to sign a contract at the beginning of
your employment
We all are looking to have you in our team
Best regards
CONCLUSION
From the above report it is been concluded that the Human resource management is
playing an important role for making the business run smoothly with the help of recruitment
process, staff retention, staff engagement and many more. Report also concluded that there are
two types of recruitment that is internal and external and both are having some of its advantages
and disadvantages. The selection process also defers from recruitment and is having both
advantage and disadvantage. There are different practices conducted byHuman resource
management that benefits the working employees to enhance their skills and knowledge and also
helps the employers to retain the employees for long period by making them engaged towards
the work. Report also concluded that the HRM is playing a key role for increasing the business
profitability and bring huge profit for Unilever. Further report concludes that an effective
employee relations influence the decision making of HRM more effectively. There are some of
the employment legislation with respect to the equal wages, equal pay and also on discrimination
of the employees that HRM have to work on for bringing an effective decision making for the
business. Finally, report concluded that there different HRM practices at Unilever that are
helping the business to run smoothly with an effective recruitment process.
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