A Report on Recruitment and Motivation Strategies at HP Inc.

This report examines HP Inc.'s recruitment and motivation strategies, detailing their recruitment policies, selection procedures, and motivational techniques. It identifies challenges in attracting ideal candidates, screening applications, and maintaining employee motivation. The report covers stages like job vacancy identification, job analysis, candidate attraction, and screening. Selection procedures include application screening, shortlisting, and multi-round interviews (written, technical, and HR). Motivational strategies involve employee input, personal enrichment programs, validation of good work, goal setting, mentorship, profit sharing, incentives, and open communication. The report also recommends improvements to address these challenges, aiming to enhance recruitment effectiveness, selection accuracy, and employee engagement within HP Inc. by leveraging modern HR practices and technologies. Desklib provides access to similar solved assignments and resources for students.

current recruitment and motivation
strategies being used by a company

Table of Contents
Introduction......................................................................................................................................1
MAIN BODY...................................................................................................................................1
Describing the existent recruitment strategies and policies of HP Inc........................................1
Selection procedures practised in HP company...........................................................................2
Explaining the existing motivation strategies adopted by HP firm.............................................4
Describing the challenges the company faces during the recruitment, selection and motivation
strategies......................................................................................................................................6
Recommendation for solving problems associated with making Recruitment, selection and
motivational strategies.................................................................................................................7
Conclusion.......................................................................................................................................8

Introduction
The term Human resource management is related to the practise related to recruitment,
hiring, deployment as well as management of staff workers. The main purpose of human
resource management is to manage and optimise the policies which govern action of workers and
their relationship with the team managers. The effective HRM policies can allow the
organisation in managing the large group of employees so that organisational objectives can be
attained by ensuring positive work environment. It also helps in properly aligning the goals of
worker with that of common goals of the company. For doing this report, the HP company is
taken into consideration. The company is recognised as as famous global information technology
firm which is headquartered in Palo Alto, California, America. It develops many electronic items
such as Personal Computers, printers as well as computer accessories. This report will cover the
existing recruitment strategies as well as also determine selection procedure of the HP firm. In
addition to this, the report will also identify the challenges related with recruitment, selection and
motivational strategies. The report will also include the recommended improvements along with
justifications.
MAIN BODY
Describing the existent recruitment strategies and policies of HP Inc.
The recruitment stages and process support the companies to employ the best possible
candidates for filling their vacant job positions (Sümnig and et.al., 2018). In context to HP Inc.,
the company adopts effective recruitment processes for the objective the recruiting competitive
and dynamic workers which may lead into optimisations in day to day business operations. The
below mentioned information describes the recruitment policies or stages followed by the HP
firm are:
Identifying job vacancy:
In first stage, the HR manager of HP company identifies the job vacancy in each of its
department by collecting the requests for recruitment from the managers of each departments.
This can contain the information related to number of posts to be filled along with the number of
positions needed to ensure smooth functioning of business activities.
Job analysis and Create person specification:
1

This stage is concerned towards gathering as well as evaluating the information for the
motive of deciding content and human requirements for doing jobs. It also allows the HP
company to know about qualities and qualifications needed to perform job, Physical and mental
capabilities needed, duties and responsibilities as well as physical and mental efforts for doing
job in effective manner. In this, the HP company creates the document which specifies the skills
as well as qualifications that will be required for the effective job performance(Musker and et.al.,
2020).
Attracting candidates through advertisement:
At this stage, the HP company attracts the attention of large number of job candidates by
using job related digital platform such as LinkedIn, Glass-door and many other ways. In this, the
firm posts creative description about specific candidate requirements along with skills and degree
needed to perform a job in proper manner. This allow the company to attract the attention of
large number of eligible candidates in fastest manner.
Sending application forms and request CV:
At this stage, the HP firm requests the interested applicants to fill the application form
and request them to send their CV(curriculum vitae). This stage helps the company to in
receiving large number of CV and application forms filled by the candidates.
Selection procedures practised in HP company
As compared to the selection process is also considered as main activity of HR managers
which cover the strategies for choosing the best and most suitable candidates required for filling
the vacancy(Tantillo, Starr and Kreipe, 2020). In context to HP Inc., the company practises
proper selection process for selecting the most eligible candidate out of the application form and
CV's received from them. There are some stages related to selection process which is explained
below in detailed manner:
Screening applications:
After receiving application form, the applications obtained are being analysed by the HR
professionals. this stage is critical before initiating the interview process as it enables the HP
organisation to select the candidates who properly meet with the job requirements and also who
possess relevant skills and experience that effectively meets with the published job requirements.
Creating shortlist:
2

After the proper screening of applications send by candidates, the HR professional
shortlists the most eligible candidates and call them to appear for the face to face interview
activity(Rigaux and Cunningham, 2021).
Interviewing candidates:
In this stage, the HP company conducts at-least five rounds of rigorous interview process
in which the firm select candidates by taking different rounds into consideration such as Written
Round, Technical round 1,2 and 3 along with the HR round process. The organisation also adopt
digital platforms and collaboration tools such as Microsoft meets in order to take interview of the
candidate present in remote areas. The detailed explanation of this is given below:
Written Round
The written round basically covers the three major sections of test which includes
General aptitude test, verbal ability test, personality test, medical and physical test and many
more. The general aptitude test has the element such as mathematical reasoning, logical
reasoning and verbal ability test(Lee and Lin, 2019).
Technical Rounds
The candidate who have successfully cleared the written round successfully are given the
opportunity to participate in the next step which is technical round. In this, the HR professionals
of HP firm will ask relevant questions to candidate in order to evaluate their technical knowledge
regarding the job they are entering into. For instance, for choosing the software engineers the
firm will ask candidates to answer questions like Data structures and algorithms, DBMS,
operating system and many more.
HR round process
In this, the HR professional generally ask basic questions to the candidate regarding their
self introduction, hobbies, strengths and weakness, future plan as well as questions from the
resume itself(Boone, 2018).
Selecting candidates:
After conducting interview process, the successful candidates who clears the interview
round are selected by giving them offer letter to join their company at the set date and time. In
this, the selected students get informed about their selection in the HP company.
Appointing candidates:
3

In this, the candidate who are selected from interview round are appointed by HR
manager of HP company by giving verbal offer of appointment made, letter of appointment and
the contract is signed by allowing the candidate to read terms and conditions for doing this
job(Gürtler and et.al., 2018).
Induction and training:
In this, the HP firm organises the induction training to its newly selected workers by
giving them opportunity to meet with other staff members and with manager. In addition to this,
the organisation also systematically provide relevant information about its policies and also
support the new candidates to gain information about their roles and duties along with letting the
selected candidates know what the mission and vision of the firm(Ridge and et.al., 2022). On the
other hand, giving On the job trainings helps the new employees to gain necessary skills that can
allow them to give their best performance when they have necessary skills and tools. The HP
company organises training session by undertaking use of Artificial Intelligence technologies so
that the candidate can get best industry knowledge.
Evaluating workers:
After conducting induction and training session, the HR manager of HP organisation
evaluates the performance of selected employees by measuring their performance in doing
specialised tasks by taking use of Key performance indicators. This allow the HR professional to
know how the new workers are contributing in the day to day operation of business activities. If
some new employees are not contributing properly then they have given a chance to make
necessary improvements till the defined date. This period is often known as evaluation
period(Jean-Baptiste, 2019).
Explaining the existing motivation strategies adopted by HP firm
The motivational techniques are often considered as internal or external influences that
can positively impact the productivity as well as satisfaction level of workers in proper manner.
This allow the employees to improve their satisfaction level leading to higher confidence level in
doing job at optimum manner(Lila, Gracia and Catalá-Miñana, 2018). In context to HP Inc., the
adoption of motivational strategies benefit the company in enhancing loyalty level of workers by
giving them appropriate resources and infrastructure to give their best in performing specialised
business tasks. The below mentioned information explains the techniques practised by HP firm
to improve motivation level of staff members which are:
4

Asking for employee input:
The HP company take effective measures to increase motivational level of workers by
caring the opinions made by them and giving the value to the input made by employees towards
improving working conditions. In addition to this, it allows the organisation to gain positive
behaviour from staff members as they feel happy and satisfied with their current job(Liu and
et.al., 2020).
Offering personal enrichment programs:
The HP company provides the best in class training sessions to their staff members by
sending them to workshops and seminars so that they can improve their professional skills in the
most proper manner. The firm also take effective measures to look for various professional
development programs which leads worker to enhance their performance and output level.
Validating good work:
The HP company also make necessary efforts to inspire the actions made by team
members for attaining team goals in effective manner. The firm take various measures to
improve performance of employees such as giving compliments and showing attitude of
gratitude for their hard work(Porter and et.al., 2018).
Setting intermittent goals:
The leader of HP company are directed towards setting SMART goals as constructing
short goals are good enough to make sure that workers are motivated enough to perform their
jobs in proper and in less stressful manner. This allow the company to keep their employees
encouraged for meeting short goals in efficient manner.
Creating mentorship programs:
The HP organisation also takes effective actions to enhance confidence level of
employees by pairing the more experienced worker with the one who has a less experience and
guide them along their career journey by saying words of advice and encouraging phrases.
Sharing profits with employee:
The profit sharing program of company makes worker to realise that they possess some
stakes in the financial success of the firm(James and Derrick, 2020). This gives a sense of pride
to workers as they feel important and feel accomplished by seeing their higher earnings. This
improves the productivity of worker in proper manner.
Offering various incentive program:
5

The creative incentive program by HP company allows to give benefits to its efficient
workers by offering non-financial incentives such as extra vacation days, compressed work
weeks and giving proper recognition of their efforts.
Establishment of open communication channel:
The HP firm knows the value of opinion made by their staff members in the decision-
making process activity(Ahn, 2018). For enhancing participation of workers in decision-making
activity the company has constructed open communication channels which give freedom to
workers to communicate their ideas in most appropriate manner.
Describing the challenges the company faces during the recruitment, selection and motivation
strategies
Challenges associated with recruitment strategies of HP firm
The HP company faced numerous challenges when recruiting the most eligible
candidates for filling the diverse job roles(Buil, Catalán and Martínez, 2020). Some of the
problems are explained below in context to HP firm are:
Hard to grab attention of ideal candidate:
The biggest recruitment challenge the company faces is to attract the attention of ideal or
eligible candidates to fill vacant position. The company generally face difficulty in convincing
the employees to apply and join as they have diverse needs and wants which is difficult for firm
to satisfy all this in proper manner.
Shortage of qualified candidates:
The current shortage of well qualified IT professionals in the market comes as strong
challenge to fill vacant positions within HP company. The firm receives many applications at a
time but the well skilled professional are scarce. This allow the HP organisation to make choices
through screening into irrelevant applications and organise multiple round of interviews which is
often time consuming and more costly(Ashfaq, Butt and Ilyas, 2020).
Hard to keep up with competition for talent:
The disruptions caused by the global talent war opens the door of endless competition in
the market to secure and attract the best people from the market. This has made expensive for the
HP company in attracting the pool of talented employees as the demand of talented individuals
has gone higher in terms of receiving higher salaries and gain best infrastructure of working.
Challenges associated with selection process of HP company
6

Hard to figure out accuracy of interview and testing process:
The process of interview is hard in terms of figuring out accuracy of interview along with
the testing process. The HR professionals of HP company faces challenges for hiring the
employees who perfectly adopt with the job requirements and generally get ended up in selecting
person who is not best to perform assigned task in effective manner(Hunter‐Johnson and et.al.,
2020).
Maintaining high retention rates:
The HR professional of the firm faces problems in maintaining the normal retention rate
of employees which leads in investing lots of money in doing recruitment and selection
activities, new organisation of training programs and loosing best workers. This negatively
impacts the growth attaining behaviour of the company.
Lack of system to track measure recruitment success rate:
The absence of system that track and evaluate the recruitment success rate negatively
effects the HP company to whether their recruitment strategies met with the decided targets or
not. Due to this, the company can not make effective decisions whether the job ads are reaching
to right people or not and whether job ads are working in proper manner or not(Brandford and
et.al., 2019).
Challenges in making effective motivation strategies
The HP company faces many issues when considering to improve the motivation level of
its worker by practising the motivational strategies. The below mentioned point shows the
challenges in making effective motivation strategies which are:
 The company face issues for designing proper motivational strategies due to changing
workforce. It faces difficulty to deal with every employees as everyone have different
beliefs, attitudes, values, background as well as thinking level. This diversity often
negatively make the company to sometimes misunderstand the desires of its worker
leading to unsatisfied employee(Greenbaum and et.al., 2018).
 The staff member motives cannot be seen but can only be presumed. The employees may
have same age groups, same educational background and same work experience but they
can show significant variations in reacting to the motivational strategies implemented by
the company. Hence, it is difficult for the organisation to analyse that what motivates one
can become motivating factors for other.
7

 The diverse nature of needs often poses problems to the manager in motivating the sub-
ordinate in effective manner. Also, the need of employees differ from time to time and
also according to the current situation. This can become difficult in matching the interest
level of employees in effective manner(Bus and et.al., 2018).
Recommendation for solving problems associated with making Recruitment, selection and
motivational strategies
For solving problems related to recruitment:
 In order to overcome the obstacle for grabbing ideal candidate attention, the HP
company should make efforts in developing strong employer brand. This will
allow the company to enhance experience level of candidate in effective manner.
The company can draw positive attention of candidate by posting wellness
activities related to employee in social media platform.
 The HP organisation can invest some time in being creative with the job
description. The firm can solve the problems of talent shortage by designing
flexible job descriptions that can focus certain skills according to need of position.
 The firm can also use the network of current employees as the way to reach to
reach into new competent worker in effective manner(Kissau, Davin and Wang,
2019).
For solving issue related to Selection:
 For optimising the testing process, the HP company should practise evaluation tests
which can measure skills of candidate, behavioural attitude and more. The firm should
also lay greater focus on using structural interviews that provide it opportunity to
evaluate their candidates in more reliable manner. In order to boost retention rates, the HP organisation needs to offer tangible as well as
intangible benefits in the form of providing flexible working hours, work from home
options and of-course competitive salary(Kiyoshi-Teo and et.al., 2019).
For solving problems related to designing motivational strategies:
 For dealing with issues of diverse group of staff members the HP company should
prioritise on developing open communication channels so that the staff members can tell
their view points in the most effective manner(Orkin and et.al., 2018).
8

 The HP company should target on satisfying the diverse common needs of worker which
is providing competitive salary, healthy culture, job security, insurance cover and many
more(Van Esch, Black and Ferolie, 2019).
Conclusion
It has been concluded from the above report that the human resource management plays a
key role to positively influence the motivation level of employees which supports in developing
higher productivity levels and positive working environment. It was also evaluated that HRM is
critical for the firm in making sure to effectively align the objectives of employee with objectives
of organisation in proper manner. This will lead to higher confidence level of employees which
supports the company to improve competitive position in the market. This report has covered the
selection as well as recruitment procedures and its stages. In addition to this, the report has also
described the challenges associated with constructing recruitment, selection as well as
motivational strategies. Moreover, the report has also included the recommendations along with
justifications to solve the challenges.
9

References
Books and Journal
Sümnig and et.al., 2018. The role of social media for blood donor motivation and
recruitment. Transfusion, 58(10), pp.2257-2259.
Musker and et.al., 2020. Using behaviour change theory to inform an innovative digital
recruitment strategy in a mental health research setting. Journal of psychiatric
research, 120, pp.1-13.
Tantillo, M., Starr, T. and Kreipe, R., 2020. The recruitment and acceptability of a project
ECHO® eating disorders clinic: a pilot study of telementoring for primary medical and
behavioral health care practitioners. Eating Disorders, 28(3), pp.230-255.
Rigaux, C. and Cunningham, J.B., 2021. Enhancing recruitment and retention of visible minority
police officers in Canadian policing agencies. Policing and Society, 31(4), pp.454-482.
Lee, T.S. and Lin, S.Y., 2019. English teachers’ uses of motivational strategies beyond an
established framework. Educational Research, 61(4), pp.451-468.
Boone, K.B., 2018. Resident Assistant Workplace Motivation. Journal of College and University
Student Housing, 44(2), pp.28-43.
Gürtler and et.al., 2018. Proactive health risk screening for multiple motivational interventions in
primary care patients: Methods, design and reach. Das Gesundheitswesen, 80(08/09),
pp.V-39.
Ridge and et.al., 2022. Motivational Interviewing to Encourage Agricultural Producers’ Use of
Hearing Protection Devices: A Mixed-Method Feasibility Study. Workplace Health &
Safety, p.21650799221096992.
Jean-Baptiste, A.M., 2019. Recruiting and Retaining African Americans in BSN
Programs. ABNF Journal, 30(2).
Lila, M., Gracia, E. and Catalá-Miñana, A., 2018. Individualized motivational plans in batterer
intervention programs: A randomized clinical trial. Journal of consulting and clinical
psychology, 86(4), p.309.
Liu and et.al., 2020. Effects of self-guided e-counseling on health behaviors and blood pressure:
results of a randomized trial. Patient education and counseling, 103(3), pp.635-641.
Porter and et.al., 2018. Pilot randomized trial of a couple-based physical activity videoconference
intervention for sedentary cancer survivors. Health Psychology, 37(9), p.861.
James, M.A. and Derrick, G.E., 2020. When “culture trumps strategy”: higher education
institutional strategic plans and their influence on international student recruitment
practice. Higher Education, 79(4), pp.569-588.
Ahn, Y.J., 2018. Recruitment of volunteers connected with sports mega-events: A case study of
the PyeongChang 2018 Olympic and Paralympic Winter Games. Journal of destination
marketing & management, 8, pp.194-203.
Buil, I., Catalán, S. and Martínez, E., 2020. Understanding applicants’ reactions to gamified
recruitment. Journal of Business Research, 110, pp.41-50.
Ashfaq, F., Butt, M. and Ilyas, S., 2020. Volunteering: what drives and retains it? An analysis of
motivational needs together with organizational policies and practices. Qualitative
Research Journal.
Hunter‐Johnson and et.al., 2020. The veteran employees: Recruitment, career development,
engagement, and job satisfaction of veterans transitioning to the civilian
10

workforce. New Directions for Adult and Continuing Education, 2020(166), pp.139-
150.
Brandford and et.al., 2019. Training community health workers in motivational interviewing to
promote cancer screening. Health promotion practice, 20(2), pp.239-250.
Greenbaum and et.al., 2018. Multi-level prevention of human trafficking: The role of health care
professionals. Preventive medicine, 114, pp.164-167.
Bus and et.al., 2018. Comparison of in-person and online motivational interviewing–based health
coaching. Health Promotion Practice, 19(4), pp.513-521.
Kissau, S., Davin, K.J. and Wang, C., 2019. Aspiring world language teachers: Their influences,
perceptions, and commitment to teaching. Teaching and Teacher Education, 78, pp.174-
182.
Kiyoshi-Teo and et.al., 2019. Feasibility of motivational interviewing to engage older inpatients
in fall prevention: a pilot randomized controlled trial. Journal of gerontological
nursing, 45(9), pp.19-29.
Orkin and et.al., 2018. Beyond gold stars: Improving the skills and engagement of struggling
readers through intrinsic motivation. Reading & writing quarterly, 34(3), pp.203-217.
Van Esch, P., Black, J.S. and Ferolie, J., 2019. Marketing AI recruitment: The next phase in job
application and selection. Computers in Human Behavior, 90, pp.215-222.
11