HR Management: Recruitment and Selection at Colliers International

This report provides an in-depth analysis of personnel management practices at Collier's International, a real estate company operating in Singapore. The report begins with an introduction to the company and its operations, followed by a detailed job analysis of various roles within the organization, including Business Support Coordinator, Sales Executive, Office Manager, and others. It then examines the job design of the HR department, focusing on efficiency, motivation, safety, health, and mental capacity of employees. The report further explores Collier's recruitment strategies, highlighting both external and internal recruitment approaches, and the implementation of these strategies. The selection process is then discussed, detailing how employees are chosen based on qualifications, punctuality, and behavior. Finally, the report concludes by discussing the implementation of the selection process and its impact on the company's performance, including employee benefits and contributions to marketing efforts. The report emphasizes the importance of effective HR practices in achieving company goals and maintaining a productive work environment.

Running head: Personnel management
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Personnel management
Table of Contents
Introduction.................................................................................................................................................3
Job Analysis................................................................................................................................................3
Job Design of HR Department of Collier’s..................................................................................................5
Recruitment strategies and its implementation............................................................................................6
Implementation............................................................................................................................................7
Selection......................................................................................................................................................7
Conclusion...................................................................................................................................................8
References...................................................................................................................................................9
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Introduction
The report talks about the real estate business existing in Singapore. Real Estate
Company deals with the business of selling, buying and developing land and property from the
market. They purchase it on the monetary terms and charges for a particular plot fulfilling the
requirements of profit. In this report, Collier's international company has been selected to
evaluate the job, recruitment and selection process. The name emerged in Australia where
Colliers International was endowed through the alliance of three property services firms in
1976. The Colliers International brand is homogeneous, with every partner firm combated to
work under a single brand name, and business participles. Here, it has mentioned that what are
the various stages a new employee has to face to make him comfortable with the company. The
report also explains, how international company functions to achieve its target and what are the
requirements needed by them while choosing an employee.
Job Analysis
The company has various job perspectives for employees filling the vacancies of many
posts by giving them the opportunity to certify themselves. The duty of HR department is prior
to the duty of any supervisor (Dowling, 2008). They analyze the job thoroughly before
appointing any employee on a post. Collier International has vast job opportunities that are
offered to employees. The areas of job offered by the firm include;
Business Support Coordinator
In this, the coordinator is responsible for attending the calls. It supports the company by
coordinating according to the work experience and creative ideas for earning a profit. In this
way, the coordinator can perform roles and responsibility very appropriate and civilized manner
(Flamholtz, 2012).
Sales Executive
The sales executive is responsible for developing and maintaining long term relationship
with the buyers. Giving presence in the sales exhibitions being held in favor of the company and
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it also gathers the ideas of implementation and also for weekly progress. The work of sales
executive is to make the products reach to the customers at door-step.
Office Manager
It consists of 8-10 members’ staff which includes administrators and operators. Looking
after the least important renovation that is generally left unobserved as and when needed. Under
this, the manager manages the office and fulfills the necessary requirements.
Senior Priority Executive
Senior priority executive is responsible for the daily operations of the company and
maintaining and supervising the management of the company. The senior executive should be
specialized in the field of property. Since the priority is given to a senior executive, therefore, the
work load is also as per the position an individual holds (Storey, 2014).
Property Officers
The person working under this post makes sure that the work done is to meet the profits
of the business or not. It handles all the mundane tasks of the firm which can show the upcoming
performance accordingly. The job is to coordinate and supervise the constructor for the
management of the estate.
Workplace Executive
This place is basically meant from a receptionist point of view that is hired for
welcoming the visitors, keeping an entry for the same. An employee hired under it has to attend
calls and transfer necessary calls to the authority as being asked for.
Facilities Administrator
The role of facility administrator is to support the team under work for the betterment of
client’s provisions to provide the client the kind of facilities expected while contracting. The job
mainly provides qualitative services to the client so they can manage good contacts with the
company.
Administration Assistant
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The employee under is responsible for maintaining a proper and systematic record of the
stock or inventory. The minimal fees payments and security checking are done to ensure the
amount money generating from the stationary.
Job Design of HR Department of Collier’s
As a member of HR Department, the responsibility of HR personnel is to go through the
Job Design of the company based on efficiency, motivation, safety and health and mental
capacity of an employee. Job design at Collier’s is done in a systematic approach. There is no
chance of committing errors. After making a survey in the company, few things have been
observed by the HR personnel, they are discussed below.
Efficiency
Job applications are given to those employees who can efficiently do their work. A
company like Collier’s hires the employees on the job by assigning a small task to the employees
which help them to select the efficient employee for the company. Human resource department
chooses the suitable and effective employee among the several applicants.
Motivation
Once the job vacancies met, company motivates the selected employees to work by
conducting different seminars and events. It motivates and encourages the employees to put their
best. The selected HR personnel will motivate the new employees by managing their work at a
first place and teaching them that how a task is to be done. The HR manager also evaluates that
what are the necessary requirements needed which can fulfill the needs and requirements of the
employees (Berman, Bowman, West & Van Wart, 2012).
Safety and Health
Collier’s also takes care of the employee’s safety and health. It is very important for them
to not let go the best employees of the firm weak. Hence they give incentives to the employees
including safety and health insurances. They cannot risk the chance of losing their worthy
employees. The incentive like this encourages them to join the firm and work well. The
incentives given to them fascinates them which later gives good results in the company. The
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selected HR manager maintains a proper record of the employee’s safety and health. HR is
responsible for the care of such employees who work for them (Sparrow, Brewster & Chung,
2016).
Mental Capacity
Collier’s never forces their employees to work longer hours. The company checks the
mental capacity of an employee and allows them to work accordingly. It never pushes them to
give their best by risking their health. The products are assigned as per the capacity of the
employee. The HR Department selects a suitable employee who is capable to do the task
efficiently which can give greater results in near future. HR manager conducts various related
tasks to check whether an employee is mentally capable of solving it which makes me decide
their level of mentality (Dessler, 2009).
Recruitment strategies and its implementation
An HR department is responsible not only for describing and analyzing job prospects but
also have to be through in recruiting them as per company’s needs. In Collier’s the HR
department does the same. It has analyzed the behavior of the employees according to which
they are recruited. The HR department of Colliers has to look after the recruitment strategies
which include how an employee works for the firm, what are their ideas and opinions on a
particular project or a task assigned to them. This strategy of recruitment gives Collier a chance
to meet their requirement effectively and efficiently (Marchington, Wilkinson Donnelly &
Kynighou, 2016).
Collier’s differ in their sources of recruitment. They mainly recruit on a larger level much
higher than any other firm. The company prefers to have external recruitment more than the
internal. The recruitment process is done by them mainly comprises of employees able to work
efficiently, to check whether they are capable of handling the tasks assigned to them, whether
they follow the values and commitment, whether the employee is willing to work and also the
cultural values. The recruitment in Collier is done on the basis of effectiveness (Armstrong &
Taylor, 2014). There are certain norms and criteria that HR looks before recruiting. Only the
potential candidates with desired knowledge can fulfill the requirements of the company. The
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criterion gives the candidate the greatest opportunity to showcase his skills keeping in mind to
get selected. The selection in such companies is done after the recruitment process which is just
not limited to interviewing, or checking references or testing. The selection by the HRMs is done
efficiently and equitably (Brewster, Houldsworth, Sparrow & Vernon, 2016).
Implementation
The type of strategies followed by Collier’s has actually given good results and
continuing with the same. The recruitment strategies planned by the department is leading the
company on top and will mark a stamp sooner or later. This kind of environment developed at
the firm makes it easier to work and maintain a proper discipline. These strategies have left an
impact on the developing market outside. The strategies have resulted in better functioning of the
firm. A good plan makes the company function. The strategies planned under the recruiting
employees is full of ideas as the employees put their efforts to get selected which results in
competition among employees and good outputs for the firm (Bamberger, Biron & Meshoulam,
2014).
Selection
The selection process begins after recruitment is done. The employees being recruited are
then selected to hold a particular project to work on. Employees are selected on the basis of the
kind of work they give to the firm, the punctuality they maintain and their behavior towards form
and other employees. The selection process begins by selecting the number of employees who
have a right qualification in company’s need. The selection of Collier’s International works in
the same way. The HR department is responsible for checking the employee’s qualification and
it maintains the records of the candidates. Usually, the managers and supervisors of the
department do the work of selecting the appropriate employee. HR manager review resumes, the
weight of the applications and interview to select the best candidates. HR manager goes as per
the company’s requirement (Briscoe & Schuler, 2004).
The selection at Collier’s is not easy; one has to be extraordinarily fit as per the
company’s expectations. Therefore, the company usually hires supervisors and professionals to
work for them. The selected candidate has to go through an interview where he has to show his
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skills which will be helpful for the company. During the process, communication is the important
criteria that company looks for. One has to through with English, he should be able to convince
the authorities, and he must think of something new and innovative, he must know what a
company strives for. If one falls under the criteria set by the company it is easy to go through the
selection process (Rao, 2014).
Implementation
The selected employees have to make the most of the opportunity given at Collier
International. The selection of the employees results in good outputs and better functioning. The
employees selected are disciplined, observant and professionals who follow the criteria under the
norms of the company. Since the person they select is at his best it becomes easy to deal with the
problems. The selected candidates put their best efforts because they are taught so during the
recruitment process. The employees are given advantages for their work which keeps them going
in the firm and losing interest in working. The work done by them is so accurate that it enables
the company to give incentives and bonuses to its employees. Group benefits such as travel
benefits, insurance benefits, health claim benefits etc are given (Boxall & Purcell, 2011).
The implementation of this process has led the company its way towards marketing. The
selection results in the change of employee’s terms and conditions of following a certain path
and makes them follow a new path which has innovation. They are made work according to the
market requirements because ultimately company’s profit depends on the kind of products being
supplied to the market. The candidates are selected from the existing ones and are put to various
different tasks in which they are suitable. It interests them and also gives favorable outcomes to
the company. The criteria implemented on the selected employees are as per their qualification
and the kind of skills they possess (Price, 2007).
Conclusion
Now it is concluded that the functions of Collier International have shown immense
growth in marketing and it has become a top real estate agency internationally. Collier
International welcomes extraordinary individuals to come and work for the firm and attain
benefits as per the work served. The Human Resource department of the firm is responsible for
proper going of business and has never failed down in the same. The reports talk about what lead
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the company to flourish in the market and how the company hires its employees. Now it can be
said that human resource department plays a significant role in every organization.
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References
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bamberger, P. A., Biron, M., & Meshoulam, I. (2014). Human resource strategy: Formulation,
implementation, and impact. Routledge.
Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2012). Human resource
management in public service: Paradoxes, processes, and problems. Sage.
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Boxall, P., & Purcell, J. (2011). Strategy and human resource management. Palgrave Macmillan.
Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource
management. Kogan Page Publishers.
Briscoe, D. R., & Schuler, R. S. (2004). International human resource management: Policy and
practice for the global enterprise (Vol. 5). Psychology Press.
Dessler, G. (2009). A framework for human resource management. Pearson Education India.
Dowling, P. (2008). International human resource management: Managing people in a
multinational context. Cengage Learning.
Flamholtz, E. G. (2012). Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.
Price, A. (2007). Human resource management in a business context. Cengage Learning EMEA.
Rao, T. V. (2014). HRD audit: Evaluating the human resource function for business
improvement. SAGE Publications India.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management.
Routledge.
Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
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