GSBS6507 HRM Report: Recruitment, Retention, and Strategy Fit

This report examines the critical aspects of Human Resource Management (HRM), focusing on recruitment, retention, and employee strategy fit. The report begins by defining reverse engineering as a recruitment strategy, emphasizing the importance of role-playing and cultural fit during the candidate selection process. It then delves into the use of selection tools, such as background checks and personality assessments, highlighting their impact on organizations like Procter & Gamble. Furthermore, the report explores three kinds of strategic fit: person-organization fit, person-job fit, and person-team fit. The report provides actionable strategies for optimizing these fits, including action plans for the HR manager and CEO, emphasizing the significance of team dynamics, employee competencies, and the roles of the HR department. The conclusion underscores the importance of a well-defined recruitment and selection process for organizational success.

Running Head: Human Resource Management
Human Resource Management
Name of the Student:
Name of the University:
Author’s Note

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Introduction
In the following report, the aspect of retention and recruitment is taken into limelight.
The two human resource functions is required in any organization as it plays an integral part. The
aim of the report is to classify three different parts that makes its contribution in the area of
recruitment, retention and employee strategy fit (Ahmad & Schroeder, 2002). The scope of the
report is to focus on talent management that is catered in the area on human resource and which
includes the retention and recruitment as the most extreme important growth of the organization.
the strategies stated in the report gives a brief explanation as how one company should follow the
attributes to ensure the reduction in turnover of employees and attrition (Cantone et al., 2009).
Part 2.1
Reserve Engineering a Recruiting Strategy
The process of duplicating an existing component into a product or a subsidiary without
the aid of documentation, aid of drawing or a computer model which is known as reserve
engineering (Storey, Sim & Wong, 2002).. It can be viewed as a process and analyze a system to
identify the system’s component and its relationship. The recruiting strategy of reserve
engineering can be driven in a market. There are many organization that follows a system of
human resource department where the manager of the organization is vacating his or her
position. In the same place it is the recruiting strategy that attracts the qualified and experienced
applicants to replace the present HR. a candidate driven market is one where the candidate are
driving at the seat and are cal shots. There are circumstance where window shop can be filled up
to the heart content. The concept of reserve engineering contributes as a source of recruiting
strategy. In the recruitment process of a candidate the first few minutes must be invested by the

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recruiter in role play (Berger, 2015). This will facilitate the understanding of a balance that is
required. The strategy in the recruitment process should formularize the culture and the
opportunity that could be gained while working in the organization.
Part 2.2
Selection Tool
The overview of the selection tool can be stated as the tool that are used while recruiting
a candidate and it involves a factor of choosing the right candidate for right kind of job. The
selection tools include reference, unstructured interview, structured interview, assessment
centers, aptitude test and many more ways (Davenport, Iansiti & Serels, 2013). The tool has its
own way of dealing in the situation that should be used in the company. In case of Procter and
Gamble, the organization uses selection tool such as background check, personality management,
behavior analysis and the interview. The contribution of selection tool in Procter and Gamble has
a huge impact in the long-run of the organization. The organization is responsible enough for
considering the safety of both the employee and its customers. In the tool of selection is an
approach of background check where the search is based on the background of the applicant that
would be hired in future (Hunter et al., 2017). The clearance of criminal record search is crucial
before an employee is hired. The main objective is to often make sure that the candidate was
honest with the information that is provided. The organization such as Wal-Mart, Toys’ and
Sears make a personality test before they recruit an employee.

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Part 3
Kinds of Fit
Strategic fit can be expressed as the degree to which the organization can match its
resources and the capabilities with the external environment. Procter and Gamble can evolved
the technique that assist in various ways to find out the opportunity and match with the external
factors of the organization. The implementation for the three kids of strategy fit must be
inculcated with the manager of the organization and the techniques should be optimized with the
kids of strategic fits for the new HR manager (Prajogo, 2016). The matching takes places once
the strategies are fixed from the company’s side and therefore it is vital to know that the
company has its actual resources and the capability to execute and support the various strategies.
The concept of strategic ft is implemented in the organization because it plays its important role
in implementing and planning the strategies. By achieving the strategy fit the company enables
to establish the ability to have a proper response and balance between the responsiveness and
efficiency that targets to fulfill the demands of its target customers. (Thompson et al., 2013) The
feasible plan is formed between the CEO and Myself for the new HR manager who can optimize
these strategic fit.
Person Organization Fit
Person job fit is a process of identifying the competitiveness of the individual needs for a
job that will help in cases such as external process like interview, reference and physiological
test and it likes to measure the knowledge and ability skill of an individual who is against the
competencies for the job.

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There are few characteristics which the organization should use and can be highlighted in
job fit measure are innovation, detailed oriented and team oriented. The system of job fit should
be measured with the tool of selection, which is through the process of interview, or any other
tools or technique. The tool of job fit should be measured typically with the administration of the
applicant who had applied in certain position. It can also be administered in the form of self-
report or surveys (Martinsuo & Killen, 2014). With the evolution of the recent technology, it has
become much easier to administer the job fit feature. Job fir measure can be used as a screen out
tool or as a assessment tool. However the research regarding the tool is regarded as the use of the
job fit which is measured in this aspect.
The responsibility that this kind of fit caters to is when the applicant is asked to response
to the feedback it provides for the organization. the feedback process is considered to be one of
the initial techniques that can be fostered and make the necessary alternatives if there is any
correction required in the organization. The feedback can be oriented to both positive and
negative aspect but the nature of perceiving is important. The perceived and received feedback
should indicate that these become a good fit for the organization and are more likely to
voluntarily access the opportunity for self-selection (Memon et al., 2014).
The entire responsibility should be accessed by the Human Resource Department. An
assistant HR must be hired so that the entire responsibility is taken care of.
Person Organization Fit
The personality or person job fit can be explained as the theory that defines the
personality traits which reveals the insight and the ability to adapt in the organization. there is a

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relationship that is created between the organization and the person who is working in the same
place. This I soften termed as Person-Organization Fit or Persona Environment Fit.
Goal- the goal of the strategy is to examine the efficiency that the worker is putting in
completion of the task. There are many workers in the organization and eventually are placed in
different teams. The efficiency must be measured as the rate at which the workers in the team are
being able to complete the task. The worker who works more efficiently individually as a higher
rate of Person and organization fit for a workplace (Gibbard et al., 2017). These can be applied
in the depart of accountancy. The goal can be classified as finding the right individual who can
be best suited in the and can adapt itself in various kinds of teams. The selection of the right
person is very crucial for the company because it brings out the final output of the organization.
By making, the right match with the requirement of the job and the personality will help the
organization to achieve a better start. Otherwise, the outcome of the organization will comprise
of a negative feedback and will eventually lead to high turnover and low job satisfaction.
Team- a team of three members must be assigned to look after the quality control of the
employee working.
Action steps- the actions to be taken will comprise of the strategy that will initiate to
gauge the integration with the organization competencies (Gonzalez et al., 2014). The individual
must be accessed of the competencies that can be revealed of the efficiency, influence and
motivating the co-workers.
Person responsible- the person who should be responsible for taking up the task must be
given to an individual who has the capability of measuring the personality and the strength of the
individual in delegation of the task.

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Person Team Fit
The concept of person organization fit can be expressed as the concept that is going back
many years and is generally defined to compare the employee and the organization. compatibility
can be referred from one party who is supplying a need of the other party and is similar in
sharing the value across different teams.
The goal of the organization should be targeted to match the team sprit with the other
teams so that the production is not hampered. The characteristic of the team members must be
screened according to the necessity of the team. The person in charge must take into
consideration that behavior of the candidate (Zhou, Zhang & Shen, 2017). The personal
characteristic must include the needs of the individual in terms of biological or mental needs.
The necessary steps must be taken by the organization so that the vision, mission and the goals
can be achieved with the help of the team. It understands the collaboration between the specified
type of person that is included in the situation interaction and the match between the
corresponding person and the environment dimension.
Team- a team must comprise of at least 10 members so that different task can be allotted
to 10 different individual, based on their capabilities. This will eventually help the team leader to
delegate the task once he or she is aware of the filed he or she has mastered in. in the presence of
a team there are different people of different culture and religion. There is a tendency that there
might be a conflict between the team members (De Cooman, 2015). Hence it is the responsibility
of the team lead to manage the staff and maintain the decorum of the organization.
Action step that will be taken in the team and by implementing the strategy of person
team fit will hold the responsibility of extrinsic and intrinsic reward, the demand of a job role,

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cultural value and the cultural value. It is due to the important implication in the workplace the
person responsible has to maintain the prominent position in the workplace and the
organizational psychology and its related fields (Jørgensen & Becker, 2017). However, it is
assumed that the person team fit is the leader of a group which leads to positive output such as
overall wee-being, satisfaction at the workplace and increase in the efficiency of performance.
Conclusion
Hence it can be concluded that the process of recruitment and selection process is the
most primary step that is taken by the manger to develop in the organization. The process of
selection is comprised of the necessary step that should be taken to choose the right candidate for
right kind of job. The job position must be filled with the suitable candidate and must evaluate
the quantities by choosing, screening and interviewing the right candidate. The process of
recruitment takes places in the company when there is a vacant position in the organization and
the requirement of the suitable candidate becomes very crucial. A good selection process will
comprise of tools and technique that will ensure the organization to get its requirement with the
new set of employees. The above three strategies assist the organization to fulfill the purpose of
selection.

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Reference
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