Report on the Human Resource Management 2022

Running Head: Human Resource Management
Human Resource Management
Name of the Student:
Name of the University:
Author’s Note

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Introduction
In the following report, the aspect of retention and recruitment is taken into limelight.
The two human resource functions is required in any organization as it plays an integral part. The
aim of the report is to classify three different parts that makes its contribution in the area of
recruitment, retention and employee strategy fit (Ahmad & Schroeder, 2002). The scope of the
report is to focus on talent management that is catered in the area on human resource and which
includes the retention and recruitment as the most extreme important growth of the organization.
the strategies stated in the report gives a brief explanation as how one company should follow the
attributes to ensure the reduction in turnover of employees and attrition (Cantone et al., 2009).
Part 2.1
Reserve Engineering a Recruiting Strategy
The process of duplicating an existing component into a product or a subsidiary without
the aid of documentation, aid of drawing or a computer model which is known as reserve
engineering (Storey, Sim & Wong, 2002).. It can be viewed as a process and analyze a system to
identify the system’s component and its relationship. The recruiting strategy of reserve
engineering can be driven in a market. There are many organization that follows a system of
human resource department where the manager of the organization is vacating his or her
position. In the same place it is the recruiting strategy that attracts the qualified and experienced
applicants to replace the present HR. a candidate driven market is one where the candidate are
driving at the seat and are cal shots. There are circumstance where window shop can be filled up
to the heart content. The concept of reserve engineering contributes as a source of recruiting
strategy. In the recruitment process of a candidate the first few minutes must be invested by the

2HUMAN RESOURCE MANAGEMENT
recruiter in role play (Berger, 2015). This will facilitate the understanding of a balance that is
required. The strategy in the recruitment process should formularize the culture and the
opportunity that could be gained while working in the organization.
Part 2.2
Selection Tool
The overview of the selection tool can be stated as the tool that are used while recruiting
a candidate and it involves a factor of choosing the right candidate for right kind of job. The
selection tools include reference, unstructured interview, structured interview, assessment
centers, aptitude test and many more ways (Davenport, Iansiti & Serels, 2013). The tool has its
own way of dealing in the situation that should be used in the company. In case of Procter and
Gamble, the organization uses selection tool such as background check, personality management,
behavior analysis and the interview. The contribution of selection tool in Procter and Gamble has
a huge impact in the long-run of the organization. The organization is responsible enough for
considering the safety of both the employee and its customers. In the tool of selection is an
approach of background check where the search is based on the background of the applicant that
would be hired in future (Hunter et al., 2017). The clearance of criminal record search is crucial
before an employee is hired. The main objective is to often make sure that the candidate was
honest with the information that is provided. The organization such as Wal-Mart, Toys’ and
Sears make a personality test before they recruit an employee.

3HUMAN RESOURCE MANAGEMENT
Part 3
Kinds of Fit
Strategic fit can be expressed as the degree to which the organization can match its
resources and the capabilities with the external environment. Procter and Gamble can evolved
the technique that assist in various ways to find out the opportunity and match with the external
factors of the organization. The implementation for the three kids of strategy fit must be
inculcated with the manager of the organization and the techniques should be optimized with the
kids of strategic fits for the new HR manager (Prajogo, 2016). The matching takes places once
the strategies are fixed from the company’s side and therefore it is vital to know that the
company has its actual resources and the capability to execute and support the various strategies.
The concept of strategic ft is implemented in the organization because it plays its important role
in implementing and planning the strategies. By achieving the strategy fit the company enables
to establish the ability to have a proper response and balance between the responsiveness and
efficiency that targets to fulfill the demands of its target customers. (Thompson et al., 2013) The
feasible plan is formed between the CEO and Myself for the new HR manager who can optimize
these strategic fit.
Person Organization Fit
Person job fit is a process of identifying the competitiveness of the individual needs for a
job that will help in cases such as external process like interview, reference and physiological
test and it likes to measure the knowledge and ability skill of an individual who is against the
competencies for the job.