HRM Report: Devine College

This report focuses on the human resource management (HRM) plan for Devine College, a new business college in Canada, aiming to recruit 20 new tutors. It details the importance of a clear recruitment and selection strategy, highlighting the benefits of long-term planning, consistency, and time-saving. Various sources for attracting external candidates are explored, including advertisements and recruiting agencies. The report emphasizes the role and methods of background checking, including character certificates and references. The application procedure is outlined, including probation periods and bonding. A detailed job description and personal specification for the tutor position are provided, along with a sample job advert. The report then discusses the role and importance of the selection process, evaluating different options such as application forms, interviews, and selection tests. It recommends the interview method as the most appropriate for Devine College and includes a sample interview plan with relevant questions. The conclusion reiterates the importance of a well-defined recruitment and selection process for achieving organizational goals.

Human Resource Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
1. RECRUITMENT.........................................................................................................................1
1. Importance of clear recruitment and selection strategy......................................................1
2. Various sources for attracting external candidates.............................................................2
3. Roles and method of background checking........................................................................2
4. Application procedure........................................................................................................3
5. Job description and personal specification.........................................................................3
6. Advert for the position........................................................................................................4
2. SELECTION................................................................................................................................4
1. Role and importance of selection.......................................................................................5
2. Evaluating different options available for selection...........................................................5
3. Recommendations for an appropriate selection process....................................................6
4. Interview plan.....................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human Resource Management (HRM) can be defined as a function through which firm
focuses on improving the employees performance. In this context, HR management is concerned
towards the management of workers within the business entity (Armstrong and Taylor, 2014). In
other words, it includes different process like recruitment, training to employees, retention, etc.
HRM is very helpful in directing employees through which they develop path which help the
organization to achieve their desired goals and objectives (Langford, Hancock and Gale, 2014).
Present report is about Devine College Peterborough which is a new business college located in
Canada. This report focuses upon a case study according to which cited college plan is to recruit
20 new tutors. In this context, it covers the importance of recruitment and its usefulness to the
organization. Lastly, it also includes roles and importance of selection procedures.
1. RECRUITMENT
1. Importance of clear recruitment and selection strategy
Recruitment and selection can be determined as a process through which organization
selects candidates for vacant posts (Bratton and Gold, 2012). It is very essential for the
management to have a clear recruitment and selection strategy for the following reasons: Developing long term strategic plan: In order to select the most appropriate candidates,
it very essential to have a clear recruitment plan (Berman, Bowman and Van Wart, 2015).
It sets up values, goals and systematic procedure through which the best candidate could
be selected. Consistency: There will be many candidates who would have applied for recruitment and
it is not possible for the management to conduct personal interview for all (Importance of
recruitment and selection procedure, 2013). With this respect, clear process will be
helpful to find out different capabilities and knowledge.
 Saves time: When a management have a clear understanding about the process which
they need to follow in recruitment and selection process it helps in saving time (Jiang,
Lepak and Baer, 2012). As it is imperative for every company to select best candidate by
using time saving techniques in the recruitment process.
1

2. Various sources for attracting external candidates
In order to fill up with capable and most appropriate candidates; it is very important for
firms to make use of different sources through which individuals get to know about vacant posts
(Nyberg, Moliterno and Lepak, 2014). Following are the various sources in order to attract
external candidates: Advertisement: There are many ways through which advertisement are posted. Most
common sources of advertisements are newspapers, companies website, etc. (Budhwar
and Debrah, 2013). It is very helpful in attracting applicants effectively. This is one of the
most effective ways to attract large number of external candidates. In addition to this,
there are many sites which are available for job searchers through which cited firm could
identify the interested candidates. Devine College can make use of these advertising tool,
which would help them to attract external candidates.
 Recruiting agencies: There are many agencies with the help of which organization who
require candidates are helped (Renwick, Redman and Maguire, 2013). Firms are required
to prove these agencies with all the requirements which they want from the candidate.
Accordingly, these agencies conduct recruitment and selection process and select the best
candidate who would be appropriate for the vacant post.
3. Roles and method of background checking
When a candidate is selected, it is very essential for the management to conduct a
background checking as it helps in identifying and knowing the applicant more closely.. Detailed
information is collected for aspirant and is very important for the organization to check its
reliability (Alfes, Shantz and Soane, 2013). It is very vital as to check whether selected candidate
is involved in any criminal activity as it may later affect the organization. In this context,
following are the methods through which background checking could be done: Character certificate: Management should ask for the character certificate issued from
the past organization in which applicant worked (Buller and McEvoy, 2012). With this
respect, firm should contact that organization and should confirm about candidate’s
character.
 Taking references: Candidates should be asked for two references with whom
organization should check the details given by candidates that are reliable or not (Jiang,
2

Lepak and Winkler, 2012). This would also be helpful for Devine College to check the
background of applicants.
4. Application procedure
It is very important for the firm to have an application procedure, as it helps in
maintaining stability within the organization. Following are the things which could be included
in application procedure: Probation period: Devine College should keep three months probation period. In this
probation period, selected candidates will be monitored and analysed (Stahl, Bj and Morris.,
2012). According to their performance, management decide whether they will be able to
perform their role effectively or not. Within this probation period, firm has the power to fire
the selected candidate. This will be very helpful for the organization to select the most
appropriate and capable candidates (Bamberger, Biron and Meshoulam, 2014).
 Making bond: When probation period gets over, candidates are asked to sign for one year
bond in which they will not be allowed to leave the firm without completion of one year. It
is essential as firm will be able to maintain stability within the organization (Knowles,
Holton III and Swanson, 2014). Mostly people do not stay long in the firm and change job
frequently. In order to avoid this, signing up bond would help the Devine College as selected
candidates would stay long in the organization.
5. Job description and personal specification
Devine College requires 20 tutors and for this, two main aspects namely; job description
and personal specification are essentially taken into account. For the cited College, both these
aspects are mentioned below:
Job Description
Title: Tutor
Location: Peterborough
Working Condition: 8 hours/day
Job responsibilities:
 Meet students and clarify all doubts related to subjects in which they find issues.
 Reviewing tutor contract with all students so-as-to develop parameters to relationship
tutoring.
3

 Checking up mails to know weekly work.
 Exchanging contact information with students.
 Additional workshop has to be attended. Tutor training sessions provided by college should be attended.
Job qualification:
 At least holding a degree
 Experience of more than one year
 GPA(Grade Point Average) should be at least 2.5
 High communication skills Professional and appropriate behaviour all times
Personal specification:
 Should know to speak French and English.
 Should be able to work in flexible hours.
 Should be friendly and easy to talk with everyone.
 Candidate should be motivating, encouraging and supportive.
 Should be able to handle other groups of students as well.
6. Advert for the position
Job Opportunity
Devine College is looking for 20 motivated, positive and energetic candidates who would be
capable enough to be tutors. Following are the qualification required:
Required qualification and Experience
 Degree in Business economics/ Finance/ Administration.
 Candidate should require at least one year of experience in any other education firm.
 Should have knowledge related to all subject topics.
 Applicant should have fluent communication skills.
To apply and for details of above positions, visit the college official web page www.devine
college.com, Candidates who apply within 15 days from publication date would be given first
preference.
4

2. SELECTION
1. Role and importance of selection
Selection is a method to differentiate between the individuals who have applied for the
job and the ones that are capable to be hired for Devine College. Role of selection for employees
and organization is explained as below:
 For organisation- Selection plays a vital role in recruiting those employees who will
serve to be a profitable asset of the company (Mendenhall and Osland, 2012). It is a
business tool which is used by human resource management of organization to find out
suitable candidate for the appropriate job.
 For employees- It is also important for an employee to get associated to a company
which understands its capabilities and qualities (Bamberger, Biron and Meshoulam,
2014). The applicant is able to identify the job profile of an organization through the
selection process.
Importance of selection is as followed-
 For organisation- Selection process is important for the college as it reduces the number
of applicants who have applied for the job (Langford, Hancock and Gale, 2014). This is
done by assessing the behaviour of individuals to ensure the selection of those who fit
perfectly for the job.
 For employees- As the employee comes to know about job descriptions and
specification, they evaluate whether they want to apply for the specific job or not (Snell,
Morris and Bohlander, 2015).
2. Evaluating different options available for selection
The different selection methods available for Devine College are as follows: Application forms- Every participant applying for a job in Devine College is required to
fill an application form. Human resource manager pays attention on each and every detail
which is filled by the individual (Nyberg, Moliterno and Lepak, 2014). This is done so-
as-to conduct further interrogation and background checks. Interview- In this method, the applicant is been interviewed by the human resource
manager. On the basis of applicants received by the participants, the interviewer asks
questions and interrogates the applicant regarding his/her qualifications (Shafritz, Ott and
5

Jang, 2015). It is a structured pattern where one-to-one discussion is conducted through
questionnaire method.
 Selection test- There is various types of selection tests that are carried by the human
resource manager. Aptitude test, personality and technical test are types of selection tests
conducted while selecting an employee in the organisation (Berman, Bowman and Van
Wart, 2015). These tests help the human resource manger to identify skills, technical
capabilities and aptitude level of the individual. In order to get selected for the applied
job, the individual needs to clear these tests successfully.
3. Recommendations for an appropriate selection process
According to me, the appropriate selection method for Devine College is interview
method. This method is widely used and easily applicable for any organisation. In this method,
the examiner or interviewer evaluates the individual on the basis of applications applied by the
respective individual. In order to increase the reliability, the interviewer creates a set of questions
which are designed specifically as per the job description. In this process, the interview asks
questions and the respondents’ replies on the basis of their intellectual levels (Jiang, Lepak and
Baer, 2012). In this method, as one-to-one interrogation is done, the interviewer is able to
evaluate the personality traits and behaviour of the respondents. In this method, the applicant is
examined based on their qualifications. An in-depth conversation is carried out by the
interviewer to find out the acceptability of the participant.
4. Interview plan
The interview planning is conducted to identify and design appropriate questions to be
asked to the participant. Sample questions asked in an interview are as follows-
 Name of the participant?
 What does the participant want from the job in terms of career growth?
 Assuming that the participant is selected, what will be the strategy?
 How would you develop services given to the students?
 Why is there gap in working history? (Budhwar and Debrah, 2013)
 What do you expect from the job in terms of salary?
 Anything that the participant did not like about their last job?
 How long can the applicant commit with the respective College?
6

 What do you know about our College?
 Has the participant any problem working with the colleagues in their last job.
CONCLUSION
From this report, it can be articulated that it is very essential for organizations to
have a proper recruitment and selection process. It provides a systematic way through
which firms can select the best capable candidate who would contribute effectively for
achieving organizational goals and objectives. There are many sources through which
external candidate's can be informed about the vacant posts. Among which the best way is
through advertisement on newspapers and organization’s official websites. Further, it is
very essential for the firm to do background search over the selected candidates as to know
the reliability of information provided by them to the organization.
7

REFERENCES
Books and Journals
Alfes, K., Shantz, A. D. and Soane, E. C., 2013. The link between perceived human resource
management practices, engagement and employee behaviour: a moderated mediation
model. The international journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bamberger, P. A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Berman, E. M., Bowman, J. S. and Van Wart, M. R., 2015. Human resource management in
public service: Paradoxes, processes, and problems. Sage Publications.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Budhwar, P. S. and Debrah, Y. A. Eds., 2013. Human resource management in developing
countries. Routledge.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and
performance: Sharpening line of sight. Human resource management review. 22(1). pp.43-
56.
Jiang, K., Lepak, D. P. and Baer, J. C., 2012. How does human resource management influence
organizational outcomes? A meta-analytic investigation of mediating mechanisms.
Academy of management Journal. 55(6). pp.1264-1294.
Jiang, K., Lepak, D. P. and Winkler, A. L., 2012. Clarifying the construct of human resource
systems: Relating human resource management to employee performance. Human
Resource Management Review. 22(2). pp.73-85.
Knowles, M. S., Holton III, E. F. and Swanson, R. A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Langford, D., Hancock, M. R. and Gale, A. W., 2014. Human resources management in
construction. Routledge.
Mendenhall, M. E. and Osland, J., 2012. Global leadership: Research, practice, and
development. Routledge.
Nyberg, A. J., Moliterno, T. P. and Lepak, D. P., 2014. Resource-based perspectives on unit-
level human capital a review and integration. Journal of Management. 40(1). pp.316-346.
8

Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: a
review and research agenda*. International Journal of Management Reviews. 15(1). pp.1-
14.
Shafritz, J., Ott, J. and Jang, Y., 2015. Classics of organization theory. Cengage Learning.
Snell, S., Morris, S. and Bohlander, G., 2015. Managing human resources. Nelson Education.
Stahl, G. K., Bj, I. and Morris, S., 2012. Handbook of research in international human resource
management. Edward Elgar Publishing.
Online
Importance of recruitment and selection procedure. 2013. [Online]. Available through:
<http://recruitloop.com/blog/5-reasons-you-need-a-recruitment-and-selection-policy/>.
[Accessed on 15th February, 2016].
9