Human Resource Management Case Study: Recruitment and Selection

Desklib provides past papers and solved assignments for students. This report analyzes HRM practices in Samsung, BBC, and McDonald's.

Human Resource Management
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Table of Contents
Task A: Samsung.......................................................................................................................4
Introduction............................................................................................................................4
Task 1a...................................................................................................................................4
Human Resource Management..........................................................................................4
Purpose of HRM................................................................................................................4
Functions of HRM..............................................................................................................5
Workforce Planning...........................................................................................................5
Purpose of workforce planning in Samsung......................................................................5
A workforce planning model for Samsung........................................................................5
Recruitment and Selection.................................................................................................6
Purpose of recruitment and selection for Samsung............................................................6
Stages of recruitment for Samsung....................................................................................6
Task 1b...................................................................................................................................7
Types of recruitment..........................................................................................................7
Advantages and limitations of recruitment processes........................................................7
Selection methods..............................................................................................................7
Strengths and limitations of selection methods..................................................................7
Task B: BBC..............................................................................................................................8
Task 2.....................................................................................................................................8
Overview of different HRM practices within BBC...........................................................8
Benefits and evaluation of the effectiveness of 2 different HRM practices......................8
Training and Development.....................................................................................................8
Reward Management...........................................................................................................10
M3....................................................................................................................................11
D2.....................................................................................................................................12
Task 3A............................................................................................................................12
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Employee Relations.........................................................................................................12
Importance of employee relations within McDonald’s....................................................12
Favorable employee relations climate in McDonald's.....................................................12
Employee relations strategies...........................................................................................12
UK employment legislation.............................................................................................13
M4....................................................................................................................................13
D3.....................................................................................................................................13
Task 3B....................................................................................................................................14
Introduction..........................................................................................................................15
Task 5.......................................................................................................................................15
Job description for HR administrator at McDonald’s..........................................................15
Job Description.....................................................................................................................15
Person Specification.............................................................................................................16
Job Advertisement................................................................................................................17
Interview Script....................................................................................................................18
Selection Criteria Sheet: Candidate A..................................................................................20
Selection Criteria Sheet: Candidate B..................................................................................21
Employment Offer Letter.....................................................................................................22
M5........................................................................................................................................23
Conclusion................................................................................................................................24
References................................................................................................................................25
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Report to HR Director
To Date: 16-02-2019
Mr Kael Atkins
HR Director,
Samsung.
RE: Analysis of the effectiveness of HRM functions
Dear Mr Kael Atkins,
The Human Resource Management functions of the company have been critically analysed
for enhancement of its productivity. The selection and recruitment processes have been
evaluated, and their impact on managerial decision-making have been pointed out. This will
help the company to smoothen its selection processes to recruit new and fresh candidates. It
has been seen that the company has been facing problems with reduced workforce, which can
be a major problem for the company in the long run. Therefore, it has been seen that the
company needs a recruitment of at least one candidate for the post of HR Admin.
You are requested to kindly find the case study report attached herewith which analyses the
effectiveness on the essential HRM functions within our company.
From: Jayden Morrow
HR Assistant Director
Samsung.
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Task A: Samsung
Introduction
Samsung is a multinational corporation based in Seoul, South Korea. The company consists
of numerous other associated businesses, with most of them united under the brand
‘Samsung’. Samsung is the largest South Korean business conglomerate and one of the
largest companies in the world (samsung.com, 2019).In the year 2018, it had a revenue of
US$ 53 billion.
In a multinational company as large as Samsung, it is essential that the Human Resource
Management (HRM) functions effectively. HRM acts like a pillar to the structure of every
organisation. An effective HRM plays a vital role in planning out the strategies of Samsung
in its course of business and at the same time, handling the employees of the company so that
they function most effectively. It also helps in the recruitment of the eligible candidate for the
company and bring on new ideas with the advent of these new employees. This can bring
about a change in the creativity and the level of innovation inside the company.
This report defines the concept of HRM, its purpose and how it functions in the management
of Samsung. The planning of the workforce, the process of recruitment in the company and
all its stages have been mentioned in this report. Lastly, all the approaches undertaken by the
company have been critically evaluated.
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Task 1a.
Human Resource Management
The term‘Human Resource’ describes the employees working in the organisation as well as
the methods and techniques of managing them. ‘Human Resource Management’ is a
collective term that is used to describe the management of personnel in the organisation.
HRM aims to manage every concept that is involved in maintaining such personnel and lays
out strategies that the control of the company is bound to follow to enhance the overall
productivity of the company (Noe et al., 2017).
Purpose of HRM
One of the main objectives of Human Resource Management is to aid the recruitment and
selection process of the company. Recruitment is the process of recognising, screening,
testing and selecting capable potential candidatesbased on the requirement of the job
(Cascio, 2015). The Human Resource in an organisation plans the requirements of the vacant
job position, places advertisements, scrounges for trained personnel, and ultimately places
them in the organisation.
Workforce planning, on the other hand, is a programme that focuses on the development of
employees. HRM helps workforce planning by understanding the short-term and long-term
intentions of the business. It designs the programme of workforce planning and recommends
the resource requirements.
Functions of HRM
Recruitment is one of the critical operative functions of HRM. Recruitment brings a pool of
potential candidates that can help achieve the goals of the company. One of the primary
functions of HRM is to select the most capable candidates from the given pool by using
extended techniques and screening methods (Wright, 2018). The success of a company
largely depends upon the forecasting functions undertaken by the management. This process
is known as ‘workforce planning', and it helps to channel the resources of the company
towards desired objectives. It is the responsibility of the HRM to forecast such plans and
techniques so that the employees are fully engaged in their workplace. In brief, the functions
of an HRM department include recruitment, employee benefits, training and development,
performance management, employee relations and compliance.
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Workforce Planning
Workforce planning can be defined as the perpetual process of identifying the needs and
objectives of the organisation and aligning them to its available workforce. Workforce
planning is usually classified by the duration of the planning period (De Bruecker et al.,
2015).
Purpose of workforce planning in Samsung
 Samsung being one of the largest multinational companies in the world regularly
requires personnel that can adapt to the innovative services provided by the company.
Samsung employs over 320,000 individuals in 75 countries worldwide (Piao and
Kleiner, 2015).As the company has this extensive number of employees, it is
important for the company to manage the effectively. This is why proper workforce
planning is needed.
 Workforce planning lays out the recruitment processes for scrounging capable
employees from a pool of candidates for Samsung. Owing to workforce planning,
Samsung can retain and manage its employees and improve their productivity.
A workforce planning model for Samsung
 Business Plan – Samsung has a wide range of associate companies and subsidiaries
that operate under its branding. Consumer electronics, insurance services, business
products, and manufacturing capital goods are some of the services offered by
Samsung. Proper workforce planning enables the company to manage such a diverse
range of products effectively.
 Action Plan – Samsung recognises appropriate goals and uses a team to create action
plans. The team chooses steps of action that are concise and yet, concrete and
attainable.
 Scenario Planning – After the creation of an action plan, the management identifies a
scenario and replicates it so that the employees of Samsung can tackle it in real life.
Any shortcomings are then noted, and planning is accordingly done.
 Implementation – The management in Samsung follows the principle of comparative
forecasting, whereby data from previous years are used in forecasting for the future.
In addition, forecasting of demand also helps in successfully forecasting supply.
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Recruitment and Selection
Recruitment is the process of selecting qualified candidates and placing them in the company.
This function is done by the HRM.
Purpose of recruitment and selection for Samsung
Samsung recruits individuals to cater to their objectives. In the innovative market segment
that Samsung operates in, it is necessary that the company maintains a fresh batch of
employees.
New recruitments bring new talent to the company and increase the productivity of the
employees. Moreover, a properly constructed selection procedure ensures only the capable
candidates are selected. Training provided to the employees after joining ensures that they
perform excellently and it diminishes the need for retraining (Ekwaoba, et al., 2015).
Stages of recruitment for Samsung
In the lengthy process of recruitment, Samsung initially defines the job requirements and
eligibility criteria on its website. Vacant job positions in the fields of Research and
Development, Technical Managers, Sales Managers among others are always available on the
company's website.
Thereafter, Samsung attracts applicants to the job by placing advertisements and attractive
salary packages. The CVs of individuals are screened according to the company’s
requirements. The company then conducts online tests and face-to-face interviews.
Background and medical checks are then performed on the selected candidates and offer
letters are sent accordingly. The newly selected candidates undergo extensive training to help
them in their workplace (Jackson, et al., 2018).
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Task 1b.
Types of recruitment
Samsung mainly operates online, and therefore, its recruitment processes are carried online.
Samsung follows both internal and external recruitment processes.
In the external process, Samsung places advertisements in journals and newspapers and social
media. Besides, job descriptions are also available on the company's website.
In the internal recruitment process, Samsung places internal advertisements among its
employees and asks for referrals from its current employees.
Advantages and limitations of recruitment processes
EXTERNAL:
Online recruitment gives Samsung a chance to increase their branding and gives the company
a better scope to recruit new and fresh talent. Whereas the limitation of this process is that
most recruiters are either not aware of online recruitments, or cannot access such
advertisements (Cocuľová, 2017).
INTERNAL:
Employee referrals benefit Samsung on the ground that it can rely on the recommendations
and referrals of its present employees. On the other hand, it limits the options for recruitment,
as the pool created is relatively smaller. This is a limitation of this process.
Selection methods
Samsung selects its recruits by following comprehensive selection procedures. Interviews,
psychometric testing, ability, and aptitude tests are some of the methods that Samsung
follows in the selection of recruits (Zibarras and Patterson, 2015).
Interview involves presenting the recruits with a set of questions that would determine if they
meet the requirements of the job.
In psychometric testing, Samsung uses numerical and abstract reasoning valuations to
determine the range of traits of the recruits.
Ability tests conducted by Samsung test the intelligence and performance of the recruits on
the grounds of verbal and numerical ability.
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Advantages and limitations of selection methods
Interviewing the employees is the most effective selection method as the management
directly communicates with the recruit. However, the limitation of the method is that
candidates are often unable to perform in interviews as well as they would in other tests that
do not involve personal contact with the interviewer.
Psychometric testing is the best method to examine the range of qualities of the employees,
but the downside of this method is that there are no set rules to perform this test and hence, it
may become very time-consuming (Widger et al., 2015).
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Task B: BBC
Task 2
Overview of different HRM practices within the BBC
HRM practice within BBC includes various practices to secure the self-management plan and
active team development. It includes employment security, selective hiring, contingent
compensation, information sharing, extensive training, self-managed and effective teams
(Bratton and Gold, 2017). Training and development, reward management, performance
management, flexible working practices and many others are central HRM practices. This
task of the study is focused on different HRM practices of BBC. BBC is a British
broadcasting public corporation company (Bbc.co.uk, 2019). It was headquartered in London.
It is one of the oldest broadcasting organisations in the World. It is a commercial channel and
has global performance and services in BBC's international news forum.
Benefits and evaluation of the effectiveness of 2 different HRM practices
Training and Development
Training and development are critical in the wake of the advancement of technology and
performance. Training and development are needed to improve employee growth and
employee motivation. Proper training and development help the employees to identify new
talent and development.
Benefits of Training and Development for BBC and its employees
Training and development have benefits to ensure a positive workforce and motivation in the
workplace. The benefits for the BBC are:
Increased productivity:
Training and development have benefits for the BBC because it can increase the efficiency
and productivity for developing the efficiency of employees. Well trained employees work
better and efficiently (Chowhan, 2016). There are less resource and time while the trained
employee works for the management.
Increased consistency:
Well-organised training is required to develop the program based experience and workforce.
Access to regular training increases the consistent experience and procedure to enhance the
particular consistency in knowledge and safety tasks (Tews and Noe, 2017). It is required to
process and require training.
Reduction in learning time:
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Systematic training is essential to engage with employees through trial and error. Proper
training and development can help the BBC to reduce time in learning the employees while
working. It can learn the significant right period to work by reducing learning time.
There are benefits of employees of the BBC to implement the training and development of
HRM practice. The benefits are:
Job satisfaction:
Training and development help the employees to be satisfied with the work and post within
the organisation. They feel satisfied and best in their services and work role.
Skill development:
Training and development help to increase the teamwork, knowledge, and skills for the
workplace. The employees are motivated by getting training to develop their skills.
Kirk Patrick’s model
The effectiveness of training and development can be described by using Kirk Patrick’s
model to inspire specific training and development (Da Costa et al., 2016). There are four
levels to understand and implement Kirkpatrick's model. At level 1, the reaction is noted
while training and development are implemented. In level 2, learning is applied to measure
the trainees as per their knowledge and skills are engaged. Level 3 includes behaviour in the
assessment of training for team culture. It develops processes to encourage and reinforce
team members. The results in level 4 reveal the long-term outcomes and identification for
skills and knowledge of employees in BBC.
Figure 1: Kirk Patrick’s model
(Source: Pomeranz, 2015)
Impact on organisational profit, productivity, and employee motivation
The HRM practice includes the training and development for using the benefits and limitation
within the workplace. There are some advantages for both the BBC and its employees
(Bbc.co.uk, 2019). The administrative procedures are engaged as the consistent employee can
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