Role Play: Recruitment and Selection Strategies

This document contains a role play discussion on recruitment and selection strategies in organizations. The first post discusses the importance of recruiting fully formed adults for A-grade performance and the role of HRM practices. The second post explores internal and external recruitment sources and their advantages. The second role play focuses on the individual performance measurement system, discussing the use of employee development plans and performance-related pay. The second post highlights the influence of HRM practices on employee performance and the relationship between individual performance and organizational development.

Running head: ROLE PLAY 1
STUDENT NAME:
STUDENT ID:
TOPIC: DISCUSSION FORUM
DATE: 1-06-2019

ROLE PLAY 2
Role play 1: Mark French (Topic 3)
1st post: Mark French addresses the problem of CERA. CERA faces recruitment and selection
problem in the organization. The problem of recruitment and selection is addressed while this
problem can be solved while recruiting the human resources with fully formed adults who can
reach to a level of performance with adequate knowledge. Recruitment and selection strategy
should be carried out with evidence and analysis. Staff is a resource and thereby it is important to
consider the major role of employees to get the job done in the right manner. Fully formed adults
are hired for achieving A-grade performance. A-grade performers ensure HRM practices in the
organization. With the help of employee performance, work-life balance is maintained and
diversity is managed effectively. Recruitment and selection are the HR functions that need to be
carried out efficiently to manage productivity and work-life balance. Recruitment problems can
solve several issues such as commitment towards work, profitability, and sales volume of the
organization. Staff is one of the important resources that should be treated with respect and
equality while providing adequate benefits in monetary and non-monetary rewards. HRM
practices at CERA will ensure that recruitment and selection function are implemented in the
right direction for sustainable business activities. The new recruits should be selected in a
manner that produce effective results for the organization.
2nd post
Israel Tobin responds to the first post. Recruitment refers to making human resource analysis and
considering a requirement of human resource for certain job profile. Recruitment strategy tends
to focus on attracting candidates who are capable of handling the best skills and are comparable
with specifications. New recruitment strategies should be adopted such as internal recruitment
and external recruitment. However, there are certain changes that are addressed with effective
solutions and engaging people at work. Internal sources of recruitment include employee
referrals, transfer, promotion of present employees and former employees recruitment (Ofori &
Aryeetey, 2011). The recruitment problem is solved while using internal recruitment sources.
Large organizations engage in external sources as fresh blood is recruited to perform the job
profile with effective strategies. External sources include advertisement, recruiting firms, campus
recruitment, job portals, job fairs, websites, headhunting, etc. These are the external sources of
recruitment that work well and ensure the recruitment and selection process with effective and

ROLE PLAY 3
efficient results by the organization. There are several advantages of recruitment and selection
internal source such as motivation of employees is achieved with internal transfers and
promotions, employees are not provided induction programs and thereby the cost of induction is
saved (Samwel, 2018). Loyalty is promoted in internal sources as the company considers present
employees to be loyal at the work and quick response is achieved as employees know their job
and are familiar with the rules and regulations of the company. The external source can be
implemented that benefits organization in terms of fresh blood as fully formed adults can be
recruited with the desired skills and capabilities that an organization prefers. External and
internal recruitment are the sources that can be used to consider effective recruitment strategy.
Recruitment is the function that should be carried well to organize human resource management
in an organization. However, the function takes place while analyzing the human resources role
and duties to be performed effectively.
Role play 2: Israel Tobin (Topic 4)
1st post: Israel Tobin addresses the individual performance measurement system at CERA. The
problem of the individual performance measurement system is addressed effectively with the
help of employee development plans and performance related pay. Employees in an organization
are engaged in work life completely. Thereby to increase the individual performance, it is
important that an organization should provide related pay to the employee who works hard and
achieve the individual and organizational goals. Relationships should be majorly focused as they
tend to work better rather than task oriented jobs. Human resources should be understood while it
is important to value the people rather than their jobs that are assigned to them. Staff is
considered to be the ultimate values partner who engages with the organization to achieve
organizational goals. Thereby, it is vital to consider the motivation, training and skilled
performance of employees and sharpen their capacity to achieve growth of the organization. HR
initiatives will tend to ensure individual performance measurement system such as employee
development programs and career management to increase the level of individual performance.
Performance related pay should be increased for effective organizational outcomes. Thereby the
problems are solved with HR initiatives that tend to increase the level of performance of
employees. Performance management helps in considering individual performance of

ROLE PLAY 4
employees. Human resources are ultimately the assets of the organization thereby it is vital to
consider employee benefits.
2nd post
Mark French responds to the first post while solving the problem of individual performance
measurement system. Working on the individual performance measurement system, it is vital for
an organization to consider performance management system (Tatar, 2011). There are different
models of employee performance measurement system that satisfy organizational goals and
individual goals. HRM practices largely affect employee performance. There is an influence of
employees or referrals that consider individual performance on a higher grade. The employees
try to improve the performance with an increase in productivity of an organization and consider
employee performance rate. Labor turnover is decreased with HRM practices. There is job
security, job satisfaction, demographic variables and organizational commitment that is achieved
with the help of individual performance system. productivity is the term that measures the
performance of an individual with effective and efficient practices. There is a relationship
between individual performance and organizational development that can be achieved with
effective HR practices in terms of increasing the pay rate of employees who are capable of
working with different boundaries and tend to ensure an increase in productivity and growth of
an organization. Coaching is a vital tool for learning and development (Haritha & Reddy, 2017).
Continuous communication is another form of motivation to employees to consider and improve
the skills of employees while providing them the training to communicate and improve their
skills. Organizational objectives are achieved with coaching, training and development
programs. Individual performance measurement system tends to ensure employee retention rate
and engage employees to achieve organizational objectives. Employee benefits are achieved
specifically in order to ensure individual performance management and organizational
development. Job satisfaction is achieved with performance measurement system as employee
engagement practices help to enhance motivation in employees. There are several criteria that an
organization should work on for effective management and sustainable business growth in
competitive market.

ROLE PLAY 5
References
Haritha, M., & Reddy, R.P., (2017). Training: A key component of human resource development
initiatives. International journal of management research and review. 7(9), 902-911.
http://ijmrr.com/admin/upload_data/journal_Haritha%204se17mr.pdf
Ofori, D., & Aryeetey, M. (2011). Recruitment and selection practices in small and medium
enterprises. International Journal of Business Administration, 2(3):45-60
http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.916.5777&rep=rep1&type=pdf
Samwel, J.S., (2018). An Assessment of the Challenges Facing Recruitment, Selection and
Retention Process in Small Industries in Mwanza Region. International Journal of Business and
Management Invention. 7(3), 35-40.
https://www.ijbmi.org/papers/Vol(7)3/Version-3/E0703033541.pdf
Tatar, E.L., (2011). The importance of measuring individual performance to increase
organizational performance. Journal of defense resources management, 1(2), 113-117.
http://journal.dresmara.ro/issues/volume2_issue1/14_tatar.pdf

ROLE PLAY 6