Analysis of HRM Selection Process: Case Study and Policy Review

This report analyzes a case study focused on human resource management (HRM) selection processes within a large engineering company, addressing the balance between principles and pragmatism. The assignment requires an examination of the company's existing selection policy, including interviews, reference checks, and assessment criteria. The report explores the efficiency and fairness of selection processes, considering factors like candidate profiles, the roles of HR and line management, and the impact of technology like video recruitment. It evaluates the advantages and disadvantages of internal versus external recruitment, and the risks associated with streamlining selection processes. The analysis incorporates relevant academic sources to support arguments regarding policy changes, rigorous selection, and the importance of equality and diversity in recruitment. The report aims to provide a comprehensive understanding of optimizing the selection process for hiring the right candidates effectively and efficiently, while maintaining fairness and equity.

HRM

Contents
Answer 1.....................................................................................................................................................2
Answer 2.....................................................................................................................................................2
Answer 3.....................................................................................................................................................3
Answer 4.....................................................................................................................................................4
Reference....................................................................................................................................................5

Answer 1
It is possible to improve the efficiency and speed of the process without compromising the
principles of rigorous, fairness, and equity by communicating the clear and authentic candidate
profile and it requires working together with the hiring manager. In the hiring process, it requires
to pay increased attention to important facets like experiences and personality traits. The
selection policy is required to be changed and it is necessary to consider the principles of rigor,
fairness, and equity. HR is responsible for the selection process which requires dealing with the
candidates and line management. The main steps are required to be included and should take less
time for hiring talent. In the organization to hire the right candidate, the process must be included
which should take the 2-3 days to hire the right candidate (Mason and Schroeder, 2010). The
decision is required to be taken by the senior manager and HR manager and the process of
preparing the report for justifying the candidate must be addressed as it takes more time for
selecting the right candidate. For the selection process to be rigorous, fair and equitable, the HR
manager is required to amend the policies which include utilizing the network for hiring the right
candidate.
It requires to streamline the process with the help of modern technologies for improving the
processes and increasing the recruitment efficiencies. It is analyzed in the case that the pre-
selection phase is the most time-consuming phase in the process of hiring. It requires to enhance
and accelerate with the help of using video recruitment (Mason and Schroeder, 2010).
Answer 2
In the selection process, it is required to make the process less rigorous which requires amending
the policies of the selection process. It requires to include the policy of video interview which
will allow the HR in screening the more candidates in less time and gathering the full
information for identifying the best talent. This policy will help in placing a higher emphasis on
adding the flexibility for the recruiters, candidates and hiring managers. It will help in
accelerating talent acquisition and providing a more engaging process (Yang, et al., 2011).

In the organization for selecting the right candidate, the speed is considered as essence. In order
to streamline the process and cutting the inefficiencies for helping the best talent and the process
will include clearing the candidate profile and utilizing the network for the source potential hire.
The interview process can be optimized by connecting the candidates faster. A hiring timeline is
required to be speedup and it will help in ensuring to get the best talent for the organization
(Noe, et al., 2015).
The policies can be changed for hiring the candidate internally as well as externally. With the
increase in competition, it is required to hire professionals, in engineering and accounting which
will require effective strategies. In the selection process of rigorous and accountability, the right
candidate is required to be hired and the job offer is required to be provided at the right time
without any delay (Rietdijk, et al., 2012). Change in policy will help in selecting the right
candidate in less time.
Answer 3
The internal and external appointments of candidates can include different policies. The internal
recruitment policy process can include fewer steps than the external recruitment and selection
process. The report of the candidate signed off by a senior manager and another relevant
manager is not required. The internal process can be changed in the selection process as the
reference check is not required in the process and it will take less time to recruit the candidate for
the position. Change in the internal selection process will also be rigorous, fair and equitable
(Armstrong and Taylor, 2020).
It will be a cheaper and faster process for recruiting the staff internally. It will also include
loyalty and improving employee morale. Change in policy will help in saving time as well as
money on providing the training.
Different policies for internal and external appointments will help in providing the various
benefits in the process of selection. It will be effective for the organization to hire the candidate
from the internal process in less time than hiring the candidate. It will be effective for the
organization to have different policies as less time in the internal process will help in providing
the right candidate in less time. It requires adopting the right process which suits the company

hiring method. The new approach can be adopted in the hiring process for discovering the talent
and the best practices are required to be adopted (Boxall and Purcell, 2011).
Answer 4
In removing some or all the policy requirements in the internal and external selection process,
the various risks are involved in removing the policies. The risks which are associated with the
policies of difference in internal and external recruitment are the creation of confusion. With the
difference in policies, the confusion is created in hiring the person from internal and external
recruitment. By streamlining the process of recruitment, the risk will be involved in appointing
the right candidate and it will create discrimination in the process of recruitment. It is necessary
to include the equality and diversity policies in the recruitment policy. Equal opportunities are
required to be provided for monitoring the process of equality of opportunities. It will include
creating the discrimination at the workplace in hiring the right candidate. It will include the risk
of limited choices for hiring the right candidates. In the organization, it is necessary to hire the
right candidate with the talent and skills for providing the innovation and ideas in the business
(DeVaro and Morita, 2013).

Reference
Armstrong, M., & Taylor, S. (2020). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boxall, P., & Purcell, J. (2011). Strategy and human resource management. Macmillan
International Higher Education.
DeVaro, J. (2016). Internal hiring or external recruitment?. IZA World of Labor.
DeVaro, J., & Morita, H. (2013). Internal promotion and external recruitment: A theoretical and
empirical analysis. Journal of Labor Economics, 31(2), 227-269.
Mason, R. W., & Schroeder, M. P. (2010). Principal hiring practices: Toward a reduction of
uncertainty. The Clearing House, 83(5), 186-193.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2015). Human resource
management. Gaining a Competitive.
Rietdijk, J., Klaassen, R., Ising, H., Dragt, S., Nieman, D. H., Van De Kamp, J., ... & Van der
Gaag, M. (2012). Detection of people at risk of developing a first psychosis: comparison
of two recruitment strategies. Acta psychiatrica scandinavica, 126(1), 21-30.
Yang, C., Colarelli, S. M., Han, K., & Page, R. (2011). Start-up and hiring practices of
immigrant entrepreneurs: An empirical study from an evolutionary psychological
perspective. International Business Review, 20(6), 636-645.