Discussing Applications of HRM Practices in Work Context - Report

This report discusses the applications of Human Resource Management (HRM) practices within a work-related context, using specific examples. It highlights the importance of HRM in job and person specification, detailing how Lidl's HRM selects candidates based on qualifications, experience, and skills. The report covers job descriptions, recruitment and selection processes using online resources, digital platforms, and social networking sites, and includes examples of job advertisements and curriculum vitae. Furthermore, it delves into the preparation and best practices for interviews, emphasizing research, professional appearance, and effective communication. The document also touches upon selection best practices, such as telephone interviews to save time and effort, referencing academic sources to support its arguments. Desklib provides access to this and other solved assignments for students.

TASK 4
P7: Discuss the applications of HRM practices in a work-related context, using specific
examples.
HRM is the most important part of any organisation. As it plays major role in
preparing job and person specification. Job specification contains the summary and
specifications of the job class. As it includes that how an employee is to perform in the
organisation and his level of qualification is required to fulfil the position of the company
(Bello‐Pintado, A., 2015). The HRM of Lidl choose a proper candidate to who is eligible for
the vacant position according to his qualification, experience, skills and capabilities. This is
based on their written test, interview etc.
Person specification is one of the most important documents in the organisation. As it
allows the manager to choose a kind of person company wants. It treats every candidate fairly
and unbiased. And compares each candidate with other and makes selection on the basis of
evidence.
Job description is a breaking of job into its various components which are:
 Main task and overall purpose of the job.
 Summary of the role for the candidate.
 Location of the job in the organisation.
 Duties of the job to be performed by him.
Information in the job description should be relevant and should be the requirement of the
post (Hu, X and et.al., 2018).
Example of Job advertisement is designed in the Lidl organisation:

This is the Job advertisement which Lidl organisation creates for Recruitment and
Selection for a candidate.
Recruitment and selection in HRM practise:
Then technology is the most important role plays in the process of recruitment and
selection. Through various ways technology improves the recruitment and selection
process. Out of which some of the technologies which are used in the Lidl organisations
are:
 Online resources: Online portals are now a days becomes very famous. It they
include Indeed, monster portals etc. By posting proper job specification on those

portals helps many candidates in finding right job for them. This helps the
generating more awareness among the candidates who are searching for the jobs.
Also, online resources help the managers in identify a right and qualified
candidate from large number of crowds.
 Digital platforms: Digital platforms are another way for recruiting a candidate.
As company post a page regarding the requirement of the job. This will help the
mangers and candidates both in searching for a right candidate and a job. Digital
platforms help the Lidl company in selecting better candidate who is actually
deserved that vacant position. Promotions can also be done through digital
platforms to make aware about the job positions. Hence, these types of strategies
help the organisation in selecting a proper and desirable candidate for them and
advertising does not incur any charges.
 Social networking sites: Social sites now a days becoming very efficient way of
searching for a job. As company post in specifications on the social networking
sites and there are some websites where person post their resumes on professional
websites. This is very effective of posting job positioning. Hence, it helps the
HRM managers in recruitment and selection process. In addition, these websites
are generally free for job posting. Thus, helps the companies in conducting
interviews and selecting a right candidate (Huang, L.V. and Liu, P.L., 2017).
Curriculum vitae:
Curriculam vitae is in writing form to apply for a job. In this most commonly
academic and profesional qualification is mentioned. Here is the exmaple of a student CV.
Christeno Morgan
Address: 122/ great portland street, Germany.
Phone: [phone]
Email: [e-mail]
Summary
To work with the organisation where i can learn some knowledge and make use of
my skills and capabilities.

Skill highlights
 Project management Creative designer
 Innovative Problem solver
 Windows ( MS office)
Education
Masters in business and administration- 2019
Columbia University, NY
Bachleor of commerce- 2017
Columbia University, NY
Language
English, Spanish, German
Job offer:
It is a formal letter that is provided to a candidate who is selected for the job position.
Example of job offer.
Lidl lmt.
Germany
Christeno morgan
122/ great portland street, Germany
Dear Chriosteno,
Lidl is happy to provide you te position of Assistant Cashier Manager.
You are elegible to receive the following points:
Salary: $21,000+
Bonus: $1.0 an hour. LOP is given.

Medical and vacation pay is allowed.
Please read the above information and submit the documents.
Feel free to call for any issue.
Sincerely,
Lidl lmt.
Human resource
Preparation of interview and best practises:
 Firstly research: Research is done before going for the interview. Research about the
company, their products, customers reviews, and companies’ objective etc. the more
candidate search about the company the more he will be confident in the interview.
 Looking sharply: Wear a best outfit according to the company. Candidate must
select proper or professional outfits when he goes for the interview. This will create a
good impression or image in front of interviewer.
 Preparation: Candidate must carry all his documents which are required in the
interview. Documents like- resume, marksheets, passport size photograph, or KYC
documents etc. Along with that candidate must contain a notebook with himself to
take notes.
 Reach on time: Candidate should always reach on time for the interview. As he
should reach before 10- 15 minutes before because arriving late for the interviews
creates bad impression on the managers.
 Enthusiasm is necessary: A handshake with an interviewer and eye contact while
conversion brings confidence in candidate. A tone of voice and speaking confidently
creates very good impression.
 Listen: Candidates should listen to the interviewer what he is asking and then speaks.
This brings chances of being selected in the interview (Presbitero, A., Roxas, B. and
Chadee, D., 2016).
Selection best practise:

In Lidl organisation, if the selection or recruiting process takes time or efforts, then
organisation starts reviewing the resume thoroughly and conducts interview on telephone.
This saves their efforts and time both.
REFERENCES
Books and Referrals:
Bello‐Pintado, A., 2015. Bundles of HRM practices and performance: empirical evidence
from a Latin American context. Human Resource Management Journal. 25(3). pp.311
330.
Hu, X and et.al., 2018. Employees’ reactions to customer mistreatment: The moderating role
of human resource management practices. Work & Stress. 32(1). pp.49-67.
Huang, L.V. and Liu, P.L., 2017. Ties that work: Investigating the relationships among
coworker connections, work-related Facebook utility, online social capital, and
employee outcomes. Computers in Human Behavior. 72. pp.512-524.

Presbitero, A., Roxas, B. and Chadee, D., 2016. Looking beyond HRM practices in
enhancing employee retention in BPOs: focus on employee–organisation value fit. The
International Journal of Human Resource Management. 27(6).pp.635-652.