Farmbox Case Study: HRM Recruitment and Selection Model Evaluation

This report examines Human Resources Management (HRM) models and theories within Farmbox, a leading UK-based company specializing in fresh food delivery. It identifies issues related to recruitment, selection, and employee engagement, particularly in the context of pandemic-driven growth. The report defines HRM recruitment and selection models, including the AMO theory and human capital theory, assessing their appropriateness for Farmbox. It highlights the positive and negative aspects of these theories, such as their impact on productivity and employee motivation. Ultimately, the report recommends strategies for improving work efficiency and employee management within Farmbox, emphasizing the importance of effective HR practices and employee engagement to sustain growth and maintain a competitive edge. Desklib offers additional resources for students, including solved assignments and past papers.

MANAGING PEOPLE

Table of Contents
Table of Contents...........................................................................................................................2
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Identifying the issue....................................................................................................................1
Defining HRM recruitment and selection model and theories....................................................2
Assessing the appropriateness of model and theory...................................................................3
Identifying and recommending model........................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Human resources management refers to the process of managing people in effective and
efficient manner within the organization in order to enhance the performance of organization.
The process includes the process of recruiting, hiring, developing and management of employees
(Hughes, Kinderand Cooper2019). The models and the theories are the strategic function of the
organization to give assistance in administration and coordination in the function of the business
enterprises.
The present report will examine the theories and the models of HRM in context to improve
the human behaviour within the institution. The report is the context of the organization named
as Farmbox which is the leading the market since 2019 in the UK. Furthermore, the study will
shade light on the positive elements and area of improvement for the benefits of the organization
at the time of pandemic.
MAIN BODY
Identifying the issue
The FarmBox is one of the best companies which is growing and distributing fresh food
directly to the customer through the online platforms. It is the family business which is operating
by the family members and the farmhands with the assistance of the delivering van. The
organization is increasing the scale of the growth but at the time of pandemic the organization
acquire unexpected growth as the people are avoiding the interaction and maintaining social
distancing. The consumer order the fresh food online rather than visiting any outlets of food.
The organization required new hiring for that the organization take imitative of hiring people
and allotted the responsibility to the selected candidate. The process of assigning responsibility
took too much time for the completion (Zhang, et.al 2020).
The operational function is decreased within the organization due to negative feedback of
the consumers, delaying of the order. The employees of the organization is not competing the
working hours which is mentioned in the contract. Along with this the workers are leaving the
job and the other members are not working in the effective as well as efficient manner to fulfil
the goal of the organization. Mainly the company face issue of recruiting and selecting and
induction issue. For the growth of the organization, it is important to maintain the employees in
adequate ways. For that the organization employees the specialist HR firm in order to identify
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the issue and increase the productivity. Beside this the company increase the employees'
engagement in the perfect manner.
Defining HRM recruitment and selection model and theories
The recruitment and the selection process of HRM refers to the identifying the potential
candidate in order to fulfil the job vacancy within the organization. It is the most important
function of the human resources' management (Jiangand 2019). Basically, the recruitment
process the screening of the people who willing to work for the organization. After the
recruitment process the leader of the organization select the candidate on the basses of the
qualification, skill, of ability of the candidates which is suitable for exact job roles. The
recruitment process play crucial role in hiring the people for the organization. The manger
determines the present and future requirement of the company to increase the brand value and
deliver the product and services on time. In the process of recruiting and selecting the
organization collect the necessary information through the CV provided by the candidate.
Through the interview the leader or the responsible person identify the skills and the ability an
individual haver for the welfare of the company. For the proper selection the manager of the
organization utilized the theories and models. The aim of utilizing theory is to accomplish short
as well as long term goal of the organisation. it play vital role in the functioning of the
organisation as the employees are those who give helping hands to the company ( Aungsuroch,
Gunawan and Fisher, 2022.).
Similarly, the FarmBox is the company who is utilizing the theory named as the AMO
theory as it is widely used recruitment theory. The organization required the CV as the
document which show the course of life. Therefore, the manager of the organization identifies
all the information of the candidate to decide the candidate is capable or not for the job role of
enterprises. The organization conducts the interview of the interested candidate to analysis the
detail of applicants. The organization makes some agreed term and condition with the applicants
and offer the job as per the requirement. The manager of the firm assure the client to fulfil the
position within the decided time period. The responsible person of the organization clear the
specific agreement. The agreement mentions the criteria of the salary, duties of the employees
along with the working hours of the organization (Kellner, Cafferkey and Townsend, 2019). It is
the specialized recruiting solution which provide flexibility to the organization for the section
and the recruitment process. In this theory of the requirement the manger or the leader of the
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organization analysis or discuss the skills in 20 min of the interview through internet at the time
of pandemic. The responsible person identify the talent of the candidate and recruit them as per
the wants of the company. Along with this theory the leader identify the ability and motivate
them the achieve the goal of the organization. Beside this increase the opportunity to accomplish
the professional and personnel objectives of the organization. The existing members of the
organization deliver the information to the new jointing about the responsibilities and the
engagement of the employees. The positive impact on the organization is that the organization
get the candidate they need in order to satisfy the consumer and deliver the services with proper
skills and management quality. Due to the recruitment process the manager of the organization
hire the employees on the urgent bases to increase the scale of the production.
Another theory is the human capital theory of recruiting in which the organization
employs the recruiting team or the recruiters to identify the relevant candidate for filling the
position in effective manner. basically, human capital theory is the practice that company
utilized in order to attract, recruit, train and develop the best employees for the organisation. In
exchange for the right candidate the organization pay amount of money to the special team of
human resources (Mat, et.al 2021). The impact of the theory is positive as it reduces the fees
and pay for the candidates which are qualified as per the requirement. The human resources
management team shortlist the right candidate on the behalf of the organization to hire the
productive candidate so the company can increase the productivity. With the assistance of this
theory the employees of the organization become more productive as it includes the factors like
skills, intelligence and ability to complete the task or perform the job roles. The organization
utilized this framework for improving the performance at the time of recruitment and on
boarding as the existing employees provide tour to the new comers in the organization. Along
with this the organization enhance the performance by delivering the proper knowledge and the
skills.
Assessing the appropriateness of model and theory
As the theories' are more effectively utilized in the organization it is important to
determine the aspect. The AMO theory increases the productivity of the individual within the
organization. The leader of the organization provide training and development session to the
employees at the time of hiring and selecting process which further result in better productivity.
It gives assistance in increasing the engagement of workers within the organization as the leader
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of the firm motivate the workers to work. The leader of the organization provide opportunity for
the workers to enhance their knowledge and the skills (Mathis and Jackson, 2022). Beside this
the company give chance to the employees to contribute equally in the production of company.
Further it also gives assistance in maintaining positive culture within the organization. In the
theory of the human capital the organization analysis the behaviour, attitude and creativity to
deliver the relevant feedbacks to the employees. It I essential to provide the feedback in order to
enhance the quality of the work. The positive feedback appreciate the employees whereas the
negative review punish the employees of the institution. The most important advantage of these
theories is the manager of the organization refine the capable candidates for the welfare of the
company. It also helps is providing the positive environment and build the inspirational spirit
among the employees of the organization.
The company should build the employees with the proper agreement of completing the
working hours. And the company should assess the performance by utilizing various analytical
tool of the HRM. For not completion of the task the company should take strict initiative in
order to manage the employees in effective and educative manner. Along with the positive
aspects the theories are having the negative aspect. In the theory the responsible person only
focuses on the motivation, ability and the objective (Mayo, 2018). Whereas the company
should focus on the operation and keep record of the working hours of the employees of the
company. In the human capital theory give assistance in increase the ability of the employees
by delivering honest feedbacks and communicate to company goal. The manager of the
organization keep tracking the performance along with the company should hire the responsible
candidate and not allow the candidate to leave the job before the time period mention in the
agreement of term and condition. The human capital only aim to increase the skills and
knowledge which is essential but it is also important to utilized those skills in practical life. Due
to this the employees is not delivering the product on time and decreasing the productivity of the
company. Beside this the consumer started avoiding the ordering of the food from the Farmbox
which result in decreasing the value of the company. Rather, then providing training to the
employees the manager of the organization hire those candidates which are experience and have
some sort of knowledge. By using this theory, the workers of the organisation increase the
capability of working at the workplace ( Harper,2018).
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Identifying and recommending model
It is essential for the organisation to improve the work efficiency with in the organisation
for the further growth. As the employees are not working in a proper manner the company
should take major staff to recover the value of the company in the marketplace. The company
supposed to focus on the activity of the human resources management as they are responsible for
all the functioning of the company. The the Hr management give assistance to the organisation
in dealing with the employees and achieving the objectives of the company. Along with that they
help in hiring thew best candidate for the company. The company need to hire those candidates
only who are not interested in shuffling the job from one place to another place (Miki, 2019). In
general, it is the primary function of recruiting and selecting the applicants. Along with this the
people of this department keep the record of the employees of the organisation. The
management ensure that the employees are working with full satisfaction and properly engaged
in the work. the company should hire the leader who can motivate the employees and become
inspirational to work within the firm. Beside this the manager of the organisation allot the task to
the employees of the institute which is compulsory to complete otherwise the members of the
organisation are liable to pay the responsibility. The new joining supposed to trained by well
managed person or who have ability to complete the task and complete the working hours of the
company.
Although the HR department people can work on the feedbacks deliver by the consumer in
order to increase the productivity, also enhance the ability of the workers. Therefore, the
organization supposed to utilized one of the famous theories of recruiting and selecting which is
known as contingency theory. This approach is the most appropriate approach of the human
resources management as it consist of various forms of leadership style for example trait based
and style based management theory (Wright, 2021). It is the most beneficial theory for the the
growth of the company. The employees or the workers of the firm improve individuals potential
by learning skills or the things from specific situation or similar condition. In this theory the
manager of the organisation identifies that the employees are completing the task on time or
build the plans which is suitable for the business enterprises along with the control the
employees engagement with delivering the best direction. The ,responsible person can focus on
the behaviours of the employees working within the firm and should work on the capability.
Moreover, the leader should work on the requirement of the employees so the worker never
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denied to perform the duty with full responsibility( Buttigieg, 2021). Furthermore, the company
should motivate the employees by offering rewards, bonus and compensation for the better
performance of the individual. In order to enhance the performance, the leader supposed to
suggest unique ideas and skills to the workers and involve them in the process of decision
making.
For delivering the food order on the time to the consumer the company should work on
time management ability of the individual person. For that the organisation can utilized the
poromodor technique theory (Psychogios 2019). It is one of the effective theories formed for the
proper management of the time in which the manager of the firm set the time as per the task so
the workers stay focused in completion of the task. the leader can deliver break ,to the
employees to decrease the level of the stress and implement sort of individual’s goal as per the
capability.
The FarmBox company has the capability of utilizing the 5Ps model of human resources
management. With the assistance of this model the organisation is able to operate the function in
effective and efficient way. This model is consisting of five element such as purpose, principle,
processes, people and the performance. In the purpose the responsible person can reflect the
vision, mission, goals and opportunities of the companies to the workers. in principle element
the manager of the organisation determine the culture and the values so the company can satisfy
the employees and decrease the chance of retention. For the proper processes the department
handover the reliable responsibility to the workers of the firm. The examination of qualification
of the workers is important to manage peoples of the firm in order to boost ability. In the
performance measures of the 5P’s model the company can establish key performance indicator
to enhance the performance of assets working within the enterprises (Winterton and Cafferkey
2019).
CONCLUSION
From the above report it will be concluded that the employees are those assets that represent
the company in the marketplace. For the welfare of the company, it is essential to identify the
skills, knowledge and ability of the candidate at time of recruiting and selecting process
(Townsend, et.al 2019). The present report highlighted different theories that company utilized
for the management. Furthermore, the study recommended the theories or the modals which the
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company should utilized for increasing the scale of the brand value and attract the new customer
or maintain the relation with existing consumers.
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REFERENCES
Books and Journals
Aungsuroch, Y., Gunawan, J. and Fisher, M.L., 2022. Recruitment and Selection.
In Redesigning the Nursing and Human Resource Partnership (pp. 31-48). Palgrave
Macmillan, Singapore.
Buttigieg, R., 2021. Impact of qualifications during recruitment and selection (Bachelor's
thesis, University of Malta).
Harper, H., 2018. Management in Further Education: theory and practice. Routledge.
Hughes, R., Kinder, A. and Cooper, C.L., 2019. Managing Change in Organisations. In The
Wellbeing Workout (pp. 89-92). Palgrave Macmillan, Cham.
Jiang, K. and Li, P., 2019. Models of strategic human resource management. Sage handbook
of human resource management, pp.23-40.
Kellner, A., Cafferkey, K. and Townsend, K., 2019. Ability, Motivation and Opportunity
theory: a formula for employee performance?. In Elgar introduction to theories of human
resources and employment relations. Edward Elgar Publishing.
Mat, et.al 2021. HRM and Employee Significant Behavior: Explaining the Black Box
through AMO Theory. Pertanika Journal of Social Sciences & Humanities, 29(4).
Mathis, R. and Jackson, J., 2022. Human Resources.
Mayo, A., 2018. Applying HR analytics to talent management. Strategic HR Review.
Miki, M., 2019. How organisations waste real talent without realising. Governance
Directions, 71(10), pp.591-594.
Psychogios, A. and Prouska, R., 2019. Managing people in small and medium enterprises in
turbulent contexts. Routledge.
Townsend, et.al 2019. Theories used in employment relations and human resource
management. Elgar Introduction to Theories of Human Resources and Employment
Relations.
Winterton, J. and Cafferkey, K., 2019. Revisiting human capital theory: progress and
prospects. In Elgar Introduction to Theories of Human Resources and Employment
Relations. Edward Elgar Publishing.
Wright, P.M., 2021. Rediscovering the “Human” in strategic human capital. Human
Resource Management Review, 31(4), p.100781.
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Zhang, et.al 2020. How do human resource management practices affect employee well-
being? A mediated moderation model. Employee Relations: The International Journal.
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