Analysis of HR Manager Selection: Real Canadian Superstore - HRES 2202

Desklib provides past papers and solved assignments. This report details the selection process for an HR Manager at Real Canadian Superstore.

HRES 2202 Individual Research Assignment
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HRES 2202 Individual Research Assignment

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Overview
Position Title: Human Resource Manager
Definition: A human resource manager is an individual who is responsible for managing and
organizing the human resources of the organization. This individual is to identify, attract and
recruit new workforce and retain the existing talented ones.
Organization: Real Canadian Superstore is a discounted store of Canadian supermarket chain
President’s Choice a division of Loblaw Companies in Canada (Loblaw Companies Ltd, 2019).
Vision and Mission: The mission for these discounted stores is to develop as Canada’s best
food, health, and home retailer. The vision is to exceed customer expectations by developing
innovative approaches and products at competitive prices for a loyal consumer base of Canada.
Purpose: The purpose of Loblaw’s is to support the needs and lives of the Canadians by
developing their well-being (Loblaw Companies Ltd, 2019). The business focuses on the purpose
of developing innovative products and services to cover diversified needs of the Canadian
consumers.
Four Points to Consider
Education (K): The job position requires a master’s degree in human resource management and
a bachelor’s degree in management. The education qualification will provide with the required
level of knowledge to manage and organize the human resources at the store as per the systems
and processes of the organization (Rees and Smith, 2017).

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.
Personality Traits (A): The two personality traits required in the job position is openness and
conscientious. Openness to experience reflects for the ability of an individual to work in a
diversified work environment and showcase intellectual curiosity of an individual. It is reflected
as an extent to which an individual is independent and imaginative (Tiwari and Saxena, 2012).
The trait of Conscientiousness is the tendency of being well-organized and efficient in the work
responsibilities and duties. The degree of conscientiousness is human resources are required to
manage change and implement flexibility in the workforce.
Skills (S): The skills required are Employee Relations, Effective Communication, and
Teamwork. The skill of employee relations is required to support the professional connections
and maintain the discipline in employee and employer relations. It facilitates for resolving the
disputes and administrating the changes in an effective manner. The skill of effective
communication is required to communicate the aim and purpose of the organization to the
employees in an effective manner (Xesha, et. al., 2012). This skill also develops for
communicating the policies and listening for employee conflicts through a progressive approach.
The skill of teamwork is also required in the human resource manager to instil the benefits and
deliverables from the practice of collaboration and integration. Teamwork is required to unite the
diversified workforce and encompass their differences to achieve the organizational aims and
objectives (Marchington, et. al., 2016).
Transfer Skills (O): The transfer skills required for this job position is Problem Solving and
Leadership skills. Problem-solving skills will enable to resolve various issues and problems

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between the employees and employers (Rees and Smith, 2017). The leadership skills will also
create possibilities to lead and manage the diversified workgroups in an efficient manner.
Testing
Tests: The tests that can be undertaken in order to assess the top three candidates are Personality
Tests and Cognitive Ability Test. The personality test will enable to identify the personality traits
required by the candidates according to the job specifications and requirements. In this test
certain traits are analyzed and examined as per the traits related to work behaviour, interpersonal
interactions and satisfaction of the job performance (Albrecht, et. al., 2015). The Cognitive
Ability Tests uses for certain tests questions and issue to measure the ability of the candidate to
learn faster and provide with logical reasoning for different analytical situations. It is highly
important to ensure for reliability and validity in the tests in order to ensure for a well-established
integration of organizational requirements with the abilities of the candidate.
Reliability and validity of personality test are required to reduce the occurrences of lower
candidate capability towards the design job position. The importance of reliability and validity
for Cognitive Ability Tests supports for ensuring covering the required skills and aptitudes in
order to accomplish for employees duties and responsibilities (Brewster and Hegewisch, 2017).
Validity is required to ensure for covering different aspects and requirements of the job in
relation to the organizational aims and objectives. The test must entail all the traits required in
the job profile of Human Resource Manager to cover different job functions and profiles.
Legal Considerations

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Grounds for Discrimination: The grounds of discrimination are identified as discrimination on
the basis of gender, national origin, age, and sexual orientation. The gender discrimination is
exercised on the basis of the gender of the candidate preferring any particular gender towards the
job role such as females for the position of HR. National Origin discrimination is based on
cultural behaviours and practices, for example, identifying a French candidate as a rude
individual (Flake, 2017). Discrimination is also practiced on the basis of age of the candidate
where preference can be given to young candidates for the position of HR as compared to the age
group of 40 or above. The discrimination based on sexual orientation is also practiced as certain
preference is practiced for Homosexual, Heterosexual, Queer and LGBT etc.
Best Practices: The practice of scrutinizing and examine the social media platforms and
networks can be adopted in the selection process. This practice will derive for analyzing the
social image and interpersonal communication of the candidate with third personalities. Social
media enables to examine the behaviours and practices of the candidate in a personal and
professional manner (Albrecht, et. al., 2015). The approach of practicing Agile Hiring wherein
different candidates are selected to work on certain small and specific projects in order to
validate for the candidate's ability to undertake the task and job specific duties. The practice of
Agile Hiring is also considered as a feedback control system which monitors for analyzing the
performance with different checkpoints in the form of group feedbacks.

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References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), 7-35.
Brewster, C. and Hegewisch, A. (2017). Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Flake, D. F. (2017). Employer Liability for Non-Employee Discrimination. BCL Rev., 58, 1169.
Loblaw Companies Ltd. (2019). Purpose and Values. [Online]. Loblaw Companies Ltd.
Available at: https://www.loblaw.ca/en/about-us/mission---values.html. [Accessed 28th
Jan 2019].
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.
Rees, G. and Smith, P. (2017). Strategic human resource management: An international
perspective. Sage.
Tiwari, P. and Saxena, K. (2012). Human resource management practices: A comprehensive
review. Pakistan business review, pp. 669-705.
Xesha, D., Iwu, C.G., Slabbert, A. and Nduna, J. (2012). The Impact of Employer-Employee
Relationships on Business Growth. Burns, pp. 196.