HRM Module Assignment: Critical Analysis of Recruitment and Selection

This report provides a comprehensive analysis of key Human Resource Management (HRM) concepts, focusing on recruitment, selection, training, and development. It begins with an introduction to HRM, emphasizing the importance of human resources as a critical asset. The main body critically examines internal versus external recruitment, the selection process, and the significance of training and development programs. The report discusses the advantages and disadvantages of each approach, including cost-effectiveness, employee motivation, and the impact on organizational culture. The analysis uses the case of Acima, a Morocco-based supermarket, to illustrate these concepts. The report concludes with recommendations for effective recruitment, selection, and training strategies, emphasizing the need for clear job descriptions, well-defined policies, and the involvement of senior management. The importance of setting goals, identifying training needs, and measuring results is also highlighted, with the aim of improving employee performance and organizational growth.

Human Resource
Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Critical Analysis .............................................................................................................................4
CONCLUSION & RECOMMENDATIONS..................................................................................7
REFERENCES................................................................................................................................8
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INTRODUCTION
Human Resource management is managing the human resource of the organization as
they are the most important asset of the organization. Missions and goals are achieved by hiring,
deploying and training them so that they can perform at their full potential. Recruitment is
concerned with making a pool of prospective candidates and selection is the process of
interviewing and evaluating the capabilities and qualities of candidates and selecting the one
matches majority of the requirement. The process of recruitment and selection aims to choose
the right candidate for the right job. Training is provided to develop additional skills to fulfil the
present need of the job and development is provided to develop total personality and it aims to
meet the future needs of the employees. Acima is a Morocco based supermarket which is a part
of Marjane Groupe. It was founded in 2002 and in 2007 ONA Group took over the business. In
the further report the importance of recruitment, selection, training and development in context
of HRM will be discussed critically.
MAIN BODY
Recruitment is the process of attracting candidates and stimulating them to apply for the
job and selection is the process of hiring the most suitable candidates among all the applicant.
The success and failure of the organization majorly depends upon the quality of the workforce
and their performance and is regarded as the positive process as applications are invited and a
pool is created of applications (Abbasi.and et.al., 2020).
Selection is the process of selecting the most appropriate candidate from the pool of
applicants which matches the job requirements. It is negative process as unsuitable applications
are rejected. For selecting the candidate a series of steps are undertaken which starts with
preliminary screening and interview, receiving the applications and conducting the tests.
Whoever clears the test, an interview is been taken and references are checked of the candidate.
If the employers feels that the candidate is appropriate for the job position then medical
examination is conducted and final selection is made after analysing all the aspects.
Training is concerned with upgrading the skills of the employee which helps them to
perform the job easily and effectively. It aims to develop specific skills and also helps to fill the
loopholes and deficiencies in the employees' performance. It mainly focuses on the job. It aims
to fulfil present needs (Slavković. and Slavković, 2019).
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Development is overall growth of employee which also helps them in the future and not
only in the job. It is concerned with overall growth of employees in every aspect. It mainly
focuses on person and is more conceptual which is used for self-assessment. It aims to fulfil
future needs.
Critical Analysis
There are two ways by which recruitment can be done:
Internal recruitment – Internal recruitment is hiring and selecting the candidate from
within the organization. Promotes and transfers are the main internal sources of recruitment.
Promotion is upgrading the roles and responsibilities and salary of candidates. It is shifting of an
employee from lower position to higher position by evaluating their performance. Transfer is
changing the job profile and shifting the employee from one department to another or from one
location to another.
External recruitment – External sources of recruitment refers to hiring the candidate from
outside the organization and brining in fresh talents' ion the organization. There are various
sources of external recruitment such as direct recruitment, advertisements in newspaper and
advertisements on TV, campus recruitment etc.
There are certain advantage of hiring through internal sources such as it is simple and
easy to recruitment from internal sources and also the cost of hiring is also less. On the contrary,
recruiting through external sources is a lengthy process, costly and time-consuming. The
employees who are already working in the organization are very well aware about the values and
working pattern of the organization and there is no requirement of orientation and induction. In
contrast to this, the candidate hired form the external source need to be introduced by the
organization's values, mission, vision and the working patten. There may be partiality between
the employees when recruiting through internal sources and because of biasness demotivation
may occur among them (Hotho. and et.al., 2018). But in-case of external recruitment there is no
chance of biasness as all the employees are outsider and are equally competing each other for the
job position.
When the employees are recruited through internal sources their motivation tends to
enhance, and they strive towards giving their full potential and also it increases the employer and
employee relationship. But, it can be critically analysed that this is not the case in external
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sources and the candidate demands more remuneration and benefits as compared to the
employees that are hired through internal sources.
When the employer recruits from the internal sources the loyalty on the part of
employees increases towards organization. But, the employees which are recruited through the
external sources does not have guarantee that they will serve for greater period and which
ultimately will increase the cost of the organization.
Few choices and lack of fresh ideas when the organization recruits through internal
sources but when it is done through external sources the organization gets wider choices to
choose from and also fresh talent which brings in innovative ideas and thoughts into the
organization which is not the case when hiring through internal sources.
In selection, first a test is being conducted and interview is been taken. The candidates
that successfully crosses these bars the organization does reference check and medical
examination and the after analysing all the aspects the final decision is made.
By the tests being taken of the candidate, the organization can know about the skills
possessed by the candidate but the drawback is it not always gives a clear information about the
candidate. On the contrary, interviews are effective for getting a clear picture and candidates are
more honest at the time of interviews. Only the technical skills can be judged from the tests but
emotional intelligence is being cleared from interviews. In tests no experts are needed only the
papers have to be distributed and after the test the papers are to be collected but in case of
interviews experts and trained professionals are needed to handle the interview. There is
consistency in tests as all the questions are same for the candidate but on the contrary interviews
may be bias and partial as different questions can be asked from different candidates.
Recruitment is the activity to search for the prospective candidate and stimulate them to
apply for the job however, selection is the activity concerned with choosing the most appropriate
one. The key factor in recruitment is to advertise the job while in selection it is appointing the
most suitable candidate and rejecting the unsuitable one. Recruitment comes before selection and
no contractual relation is established in recruitment but in selection it is established (Uzair,
Majeed. and Shakeel, 2017).
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The basic reason behind providing training and development is better utilization of
resources, increase profitability and productivity of the organization and employees (Noe. and
Kodwani, 2018). It also increases the competitiveness, reduce the turnover and keeps the
employees motivated. It is the process of upgrading the knowledge and skills which is required
to perform the job. There are various importance of training and development for both the
organization and employees. Two types of training and development programs are there on the
job and off the job.
Proper training and development may lead to better utilization of organization's resources
in contrast if proper training is not provided a lot of wastage of the resources is being done
which may lead to less profitability.
Training and development enhances the productivity of the organization as the
employees are able to perform more effectively (Engetou, 2017). But sometimes proving
training and development become costly for the organization and hiring the new employees seem
profitable.
By proper training and development employees feel satisfied and their morale increases
but absence of this can increase the turnovers in the organization . Also, it build a good
reputation of the company and reduces stress which is created when job cannot be performed by
the employees but contrary to this if proper training is not provided then it may result in poor
quality of work.
Sometimes after giving the training and development employees may leave the
organization and it may result in high cost to the organization but if employees relations are
build then it may also increase in the interest on the part of employees, and they will strive to
perform better (Armstrong. and Landers, 2018).
Providing training and development may not always get the results which are being
expected and desired by Acima but if supervision is being provided then it may increase the
efficiencies in processes and may result into financial gain.
When proper training is provided and the performance is measured, it build up the skills
as any loopholes are determined and efforts can be made to correct it. It means that practical is
needed to be done to know the progress however if training is provided only in theoretical terms
then all the efforts to train the employee goes into vain and also self-confidence is also drained in
the employee.
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CONCLUSION & RECOMMENDATIONS.
It can be concluded that recruitment and selection is important for finding the quality
candidate for the job, to save time and other resources of Acima and helps to get the best talent
in the organization. Providing training and development is essential for optimum utilization of
resources, building a good team spirit and creating a healthy workplace atmosphere. It boosts the
morale of employees and reduces the turnover in the company and also increases the
competitivenesses of employees and organizations. Training and development has benefit for
both the organizationals and employees. All these concepts of HRM adds on to the overall
growth of the organization.
For effective recruitment and selection, Acima should first define their job description
and should be clear enough about the posts for which they have to hire, what skills,
qualifications are required for the vacant post as it will be a roadmap for further actions. Before
starting the recruitment and selection process the organization should properly frame their
policies and procedures and also ensure that laws defined by other authorities are also being
undertaken. When hiring and selecting the candidate for the post senior management of the
organization must be involved in the process.
The selection criteria must be finalized before starting the process so that at the time of hiring no
confusion is created. For better training and development of the employees first of all a goal
must be set in the minds of the trainer. The gap needs to be identifies in the sense that in what
areas training is required to the employees. The trainer can also ask from the employees about
the areas they feel weak at and by observing training can be provided for the same.
Acima for training their employees can go for cross department training in which they
can shuffle the employees from one department to another. Before starting the training the
organization must ensure that they have the skilled coach and trainer which is required to be
delivered. The coach or trainer must have good communication skills, presentation skills and
should posses the quality to deliver the content.
The organization must also ensure that they have different types of aids and training
equipments. After providing the training to the employees the organization must measure the
results and the difference in the performance of the employees. In case of any deviation right
direction must be provided and corrective actions must be taken.
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REFERENCES
Books and journals
Abbasi, S.G.and et.al., 2020. Examining the relationship between recruitment & selection
practices and business growth: An exploratory study. Journal of Public Affairs.
p.e2438.
Armstrong, M.B. and Landers, R.N., 2018. Gamification of employee training and
development. International Journal of Training and Development. 22(2). pp.162-169.
Engetou, E., 2017. The impact of training and development on organizational performance.
Hotho, J. and et.al., 2018. Coping with favoritism in recruitment and selection: a communal
perspective. Journal of Business Ethics. pp.1-21.
Noe, R.A. and Kodwani, A.D., 2018. Employee training and development, 7e. McGraw-Hill
Education.
Slavković, A. and Slavković, V., 2019. The importance of training in contemporary
organizations. Hotel and Tourism Management. 7(2). pp.115-125.
Uzair, S., Majeed, A. and Shakeel, S., 2017. Recruitment, Selection Policies and Procedure. Int.
J. of Multidisciplinary and Current research. 5.
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