Recruitment Process: Functions, Benefits, and Impact on HRM Decision Making

This document discusses the recruitment process, its functions, benefits, and impact on HRM decision making. It explores the importance of employee relations and identifies the main elements of employment legislation.

RECRUITMENT PROCESS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P 1 Functions and purpose of HRM which is applicable to planning of workforce and resource
planning of an organization.........................................................................................................1
P 2 Explanation of weaknesses and strengths of various approaches to selection and
recruitment...................................................................................................................................2
LO 2.................................................................................................................................................4
P 3 Benefits of different practises of HRM within an organisation for both employee and
employer......................................................................................................................................4
P 4 Evaluation of different practises of HRM in terms of increasing productivity and profit of
organization.................................................................................................................................4
LO 3.................................................................................................................................................5
P 5 Analysis of importance of employee relations in respect to influencing HRM decision
making.........................................................................................................................................5
P 6 Identification of main elements of employment legislation and their impact upon HRM
decision making...........................................................................................................................6
LO 4.................................................................................................................................................7
P 7 Illustration of HRM practises applications in a work-related context with example............7
CONCLUSION................................................................................................................................9
REREFENCES..............................................................................................................................10

INTRODUCTION
Recruitment process can be defined as a kind of process which is used by organizations
for finding, selection and recruiting potential candidates in order to fill vacant positions within an
organization (Analoui, ed., 2018). Recruitment process is one of the most important process
which required to be focused upon by the organizations to hire potential candidates and enhance
their workforce efficiency and effectivity in a proper manner which further helps them in
enhancing their overall performance and gain competitive advantage. This assignment will lay
emphasis upon Tesco which is a multinational British merchandise groceries and retailers. It was
founded in 1919 who’s main headquarter is in London UK. Tesco has approximately 450,000
employees working for them. They are the ninth largest retailer present in the world. they operate
with a large workforce because of which it becomes important for Tesco to focus upon
enhancing their overall recruitment process in order to enhance their overall organizational
performance. This assignment will focus upon HRM purpose, HRM benefits, recruitment and
selection process, employment legislation and HRM practise applications.
LO 1
P 1 Functions and purpose of HRM which is applicable to planning of workforce and resource
planning of an organization
HRM is a strategic process which is used by organizations for effective management of
people. HRM majorly focuses upon selection, recruitment, orientation provision, training
provision and many more to the employees. The main purpose of HRM is to enhance overall
productivity of an organization by increasing productivity and effectiveness of employees of the
company. HRM plays a vital role in planning of resources and workforce of an organization.
Importance of HRM:
 HRM within an organization like Tesco is important as it helps them in maintaining
relationship between management and employees.
 It further helps an organization like Tesco to enhance overall motivation and satisfaction
level of their employees because of which employee retention rate increases and employee
turnover rate of an organization can be reduced (Amrutha and Geetha, 2020).
 Effective HRM helps in increasing overall productivity and performance of their employees
because of which it becomes much easier for organizations to achieve their defined
organizational goals and objectives.
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Functions of HRM:
There are various functions that are performed by human resource management within an
organization. Some of the major functions performed by HRM within Tesco are:
 First and the foremost function of HRM is planning in order to accomplished organizational
goals and objectives. Planning helps HRM to collect, identify, analyse and capture future
needs and requirements of Tesco.
 Recruitment and selection are another important function of HRM of Tesco i.e. as per the
identified needs and requirement of organization, human resource management hire and
select qualified and potential candidates for a particular job in order to fulfil needs of an
organization (Wamuuru and Jamleck, 2018). They are required to select candidates in such a
manner that their knowledge, skills, qualification can fulfil main criteria of the particular job
opening.
 Providing orientation to new employees is another function of HRM. It helps the newly
recruited staff members of employees to adjust themselves with their employer and with their
rules and responsibilities within the organization.
 Another important function of HRM is to provide and maintain excellent working conditions
for the employees so that they can easily adjust within current working environment and
workplace. Good working conditions also helps HRM to motivate their employees.
 Training and development are another important function of Human resource management.
They are the one who are responsible for providing training to the employees, motivate them
to participate within development activities so that they can work upon enhancing their
overall future performance.
P 2 Explanation of weaknesses and strengths of various approaches to selection and recruitment
There are various kinds of approaches that can be used by organizations for recruitment and
selection of employees. Each of these approaches has their own strengths and weaknesses. There
are two most commonly used selection and recruitment approaches used within Tesco are as
follows:
 Internal recruitment and selection process: Internal recruitment within Tesco is done with
the help of transfers and promotions. This process also allows employees to switch from their
part- time or temporary positions within the organization to permanent or full- time positions
(Anwar and et. al., 2020). Not only this, many times organization also provide promotion to
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their existing employees with salary hike in order to fill vacant senior designation position.
Most of the time promotion is provided to only those individuals who have prior experience
and can handle workload, responsibilities of senior vacant position. Many times, companies
transfer their employees from one branch or location to another with sone additional benefits
if it is required. Advantages: It is one of the most cost- effective method of recruitment
which helps the organization to boost morale of their employees and also helps in motivating
them. This approach helps the organization to make their employees feel valued and also
helps in retaining talented and productive employees. This helps in motivating their
employees so that they can work upon themselves and provide excellent resource to the
organization. Disadvantages: However, one disadvantage of this approach is that it limits the
chances for the organization to hire more talented and potential employees. Many times,
because of this approach chances of arising conflicts within the organization can increase.
 External recruitment and selection process: It is another most comm recruitment and
selection approach used by organization. External recruitment and selection process are
further of various types. Each of them has their own advantages and disadvantages:
 Advertisement: In order to recruit targeted and skilled employees for a certain
designation within the organization (Saurombe, Barkhuizen and Schutte, 2017). Job
advertisement can be posted upon social networking sites, online website or portal of
organization, newspapers and many more. Advantages: it helps in attracting a greater
number of candidates for job interview. Disadvantages: It is a costly and time-
consuming process.
 Referrals: Existing employees of the organization are asked to refer candidates for a
certain job designation. Advantages: It helps saving time for recruitment. Disadvantages:
Chances of hiring more talented employees for the post reduces.
 Job Fair: in this large number of students of job searching employees are asked to attend
a job fair in which more than one company patriciate. Advantages: large number of
participants can be interviewed. Disadvantages: It No guarantee that selected candidate
will accept the job offer (Martin and Siebert, 2016). No guarantee that requirement
candidate will be available in large pool of candidates.
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LO 2
P 3 Benefits of different practises of HRM within an organisation for both employee and
employer
There are various kinds of HRM practises that have already been discussed above. Some
of the most important HRM practises are: recruitment and selection, training and development,
orientation, maintaining good working environment and many more. Each of these HRM
practises benefits both employee and employee in different ways.
Benefits for Employee: provision of continuous training and development activities helps in
enhancing current knowledge and skill set of employees. It further helps the employee to work
upon enhancing their overall performance so that they can achieve their desired target in a proper
and appropriate manner. provision of training helps the employees to gain understanding of skills
that are required to be developed or worked upon so that they can performance with excellence
and can also carry out difficult task with much ease (Rashid and Ibrahim, 2018). Maintenance of
good working condition and environment help in enhancing overall satisfaction and motivation
level of employees. Good working conditions make employees work with more dedication. Not
only this proper training and development programs provides opportunities to employees so that
they can work upon themselves and grab career advancement opportunities and many times it
further helps the organizations in development of professional network as well.
Benefits for employer: HRM practises are not only beneficial for employees but it also provides
various kinds of benefits to the employer as well. Recruitment and selection process help the
employer to hire suitable candidate who has potential to fulfil roles and responsivities of a
particular designation. Provision of orientation by HRM also help the employer to develop strong
relationship with their employees which further helps them to make their employees work upon
desired tasks in order to achieve desired goals and objectives. Training provided to the
employees helps the employers to make their employees do all the work which is expected to be
done by them with more efficiency and effectivity.
P 4 Evaluation of different practises of HRM in terms of increasing productivity and profit of
organization
There are different kinds of HRM practises that are beneficial for the organization as it
helps them to enhance their overall productivity and profitability of the organization. Tesco has
included Human resource management within most of the business operations and activities in
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order to increase involvement of employees within every business operation and process,
increase productivity of the organization as well as their overall profitability in many different
ways (Carbery and Cross eds., 2018). Most of the HRM practises have been included in such a
manner that it is useful and profitable for the organization, such as:
Training and development activities or program provision to the employees have been increased
by Tesco. Training and development program within Tesco have helped them to work upon
enhancing current skills and knowledge of their employees so that given task or work can be
completed in an effective manner. this has further helped the organization to enhance overall
performance and reliability of their employees. This training and development practise of HRM
has influenced overall profitability and performance of the organization. Provision of training to
current and new employees further helps in development of required skill within employees and
further helps in reducing cultural differences among employees which directly enhances overall
productivity of both employees and organization. Tesco has developed a training and
development policy so that it becomes easier for the organization to make their employees
understand the manner in which they are expected to behave so that chances of issues arising
among employees can be reduced.
Recruitment and selection process of HRM within Tesco has further helped in maintaining
excellency within the organization. Tesco has a fixed recruitment and selection process and uses
both internal and external recruitment processes. Their selection process consists of several
stages of screening within the help of which they select final employees for a particular
designation. This several stages of screening process helps Tesco in selecting appropriate
employees with required potential skills and knowledge. This process helps them in maintaining
overall productivity of the organization which further helps them in influencing their overall
profitability in a proper and effective manner.
LO 3
P 5 Analysis of importance of employee relations in respect to influencing HRM decision
making
Employee Relation
It is extremely important for HRM to focus upon development of effective employee
relation in order to enhance performance of employees at workplace. Failure of maintaining foo
employee relation can result in negative or declining organizational performance. Declining
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overall performance of employees can impact overall organizational environment and culture as
well because of which satisfaction and motivational level of employees can also be reduced as a
result employee turnover rate can get increased and retention rate can be reduced. there are many
other ways that increases employee relation in respect to influencing decision making of HRM.
 By providing workplace flexibility to the employees helps in enhancing employee relation
(Riccucci, Naff and Hamidullah, 2019). Provision of flexibility within workplace
environment helps employees in gaining more control over their workplace environment and
engage themselves within their work with more dedication.
 HRM can provide a positive workplace environment to their employees so that that
employees feel that they are treated equally and in a fair manner. providing equal and fair
treatment to all the employees help HR managers to enhance job satisfaction within
employees which further helps in enhancing employee relationship in an much appropriate
manner.
 Most of the employees who work within an organization for developing a successful career.
By providing career development opportunities to all the employees helps in enhancing
employee relation. Tesco do provide career development opportunities to their employees in
exchange of a commitment that they will work upon enhancing their overall performance.
Not only this, Tesco provide career growth opportunities to their employees on the basis of
their performance level. This helps the organization in making their employees work more
dedicatedly.
 Human resource management is required to develop strategies so that their employees feel
motivated such that they work upon enhancing their performance with more dedication
(Berman and et. al., 2019). Motivated employees focus upon achieving their targeted goals
and objectives. Tesco can provide rewards, promotion, incentives, salary increment etc. to
their employees in order to motivate them.
P 6 Identification of main elements of employment legislation and their impact upon HRM
decision making
There are various kinds of employee legislations that can impact decision- making of HRM
in many ways.
Equality Act, 2010: As per this legislation all the organizations are required to treat all of their
employees in a similar manner. none of the employee should be discriminated on the basis of
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their race, religion, gender, disability etc. It is important for organizations to adhere this
legislation and treat all of their employees equally. Non- adherence of this act can impact overall
organization and its operations, not only this, it can impact further working environment of the
organization. This can impact decision making of HRM in case of recruitment, promotions,
training development and many more i.e. in all the HRM processes it is important for focus upon
treating all the employees equally.
Health and safety Act, 1974: As per this legislation it is important for organizations to ensure
good health of their employees. It helps the organization in enhancing their overall working
condition for all of their staff members and employees (Shamim and et. al., 2016). If an
employee does not feel safe and secure within the workplace then it can impact their overall
performance. It is important for organizations like Tesco to ensure that this act has been adhered
or not. HR department of Tesco need to take effective decisions in order to enhance workplace
safety and security for their employees. According to this Act, there are following thigs that
Tesco is required to focus upon that are: ensure safe entry and exit for employees, it should have
primary treatment facility, health and safety training should be provided to all the employees and
should also focus upon ensure safe and healthy working environment.
Employment protection Act, 1978: This legislation helps in protecting basic rights of all the
employees such as: certain salary structure, working hours, pension and many more (Shamim
and et. al., 2016). Kingfisher is required to provide all the employees with salary structure. Not
adhering this law can result in breech of law.
HRM of Tesco is required to focus upon decision making by adhering these employment
legislations as not doing so can result in serious legal consequences. In such case both employee
and employer can get terminated from their job. Employer is obliged to follow all of these
legislations and follow these legal rules and regulations.
LO 4
P 7 Illustration of HRM practises applications in a work-related context with example
HRM practises helps in satisfying employees, encourage them so that they can contribute
in organization’s intellectual assets. One of the most important and vital roles played by HRM in
work related context is recruitment and selection which includes preparation of job specification,
preparing a job advert with job description. HR department is required to align their business
objectives with their plan. One of the most common application of HRM practise is to identify
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requirements that are requirement to be fulfilled, hire suitable and potential candidates for vacant
job designation.
Here a recruitment and selection application HR practise application in work context will
be explained. Where job description, job advert and offer letter for a vacant designation of HR
assistant will be posted.
Job description for HR assistant post in Tesco has been explained below:
Academic qualification
Bachelor degree in any field, MBA degree majoring in Human resource management with at
least 7 CGPA
Experience
At least 2 years working experience as a HR assistant
HR assistant responsibilities
 Handle and resolve all HR related requests or queries
 Maintain all the digital records of all employees
 Assist in recruitment process
 Assist with performance management and evaluation
 Remain up to date with latest HR best practises and trends
 Schedule meetings, interviews
 Process all kinds of payrolls and resolve any kinds of issues associated with payrolls.
Skills and knowledge requirement
 Complete knowledge about HRM trends and best practises
 Good communication skills (both written and verbal)
 Good interpersonal skills
 Can work under pressure and meet deadlines
Interview selection criteria:
Following criteria are used for selection of potential candidates:
 Level of education with CGPA
 Experience
 HR knowledge
 Skills and ability
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Job advert for Hr assistant job role
Dear Candidate,
We are pleased to inform you that you have been selected as HR assistant to work for
Tesco. You will be entitled for the basic salary of £20,000/- per month and all the other benefits
that are applicable to your category of employees. All of your roles and responsibilities will be
explained to you by your department head. You will be upon a probation period for a period of 3
months from your joining date. Your probation period might get extended if management feel
that it is appropriate. You will not be provided with any kind of paid leaves when you will be
upon probation period. During this period if you wish to resign from your designation or gets
terminated, in both the cases you will be required to serve a notice period of 15 days.
We are delighted to send you this offer to be approved and signed from you in order to
start the job from 1st July, 2020.
We look forward to join our company in order to work with you.
Sincerely,
XYZ,
Se. HR Manager
CONCLUSION
From the above assignment it has been summarized that there are recruitment and
selection process is one of the most important function of Human resource management of an
organization. It is important for organizations to focus upon enhancing their overall recruitment
process by adhering all kinds of employment legislations so that they can legally hire potential
candidates in order to increase their efficiency of employees and productivity of organization.
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REREFENCES
Books and Journals
Amrutha, V.N. and Geetha, S.N., 2020. A systematic review on green human resource
management: Implications for social sustainability. Journal of Cleaner Production, 247,
p.119131.
Analoui, F. ed., 2018. Human resource management issues in developing countries. Routledge.
Anwar, N., and et. al., 2020. Green Human Resource Management for organisational citizenship
behaviour towards the environment and environmental performance on a university
campus. Journal of Cleaner Production, 256, p.120401.
Berman, E.M., and et. al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Carbery, R. and Cross, C. eds., 2018. Human resource management. Macmillan International
Higher Education.
Martin, G. and Siebert, S., 2016. Managing people and organizations in changing contexts.
Routledge.
Rashid, N. and Ibrahim, R.M., 2018. The Impact of Human Resouce Practises, Leadership Style
And Religiousity on Cyber Deviance.
Riccucci, N.M., Naff, K.C. and Hamidullah, M.F., 2019. Personnel management in government:
Politics and process. Routledge.
Saurombe, M., Barkhuizen, E.N. and Schutte, N.E., 2017. Management perceptions of a higher
educational brand for the attraction of talented academic staff. SA Journal of Human
Resource Management, 15(1), pp.1-10.
Shamim, S., and et. al., 2016, July. Management approaches for Industry 4.0: A human resource
management perspective. In 2016 IEEE Congress on Evolutionary Computation
(CEC) (pp. 5309-5316). IEEE.
Wamuuru, C.G. and Jamleck, D.M., 2018. Human Resource Management Practices, Employee
Behavioral Outcomes and Organizational Performance in Public Service: A Critical
Literature Review. Management and Economic Journal, pp.249-267.
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