HRM Assignment: Analyzing Strategy, Job Analysis, and Recruitment

This assignment analyzes the strategic human resource management (HRM) practices of a company, focusing on recruitment and selection. Part A examines how the company aligns its HRM with its organizational strategy, referencing concepts like Maslow's hierarchy of needs and Herzberg's Motivation Hygiene theory. Part B delves into job analysis, providing a job description, job specification, and competency model for a finance manager role. The job description outlines responsibilities like financial data analysis and report preparation, while the job specification details required skills and education. The competency model identifies technical, people, business, and leadership skills. Part C discusses branding and recruitment strategies, including identifying target candidates and employee value propositions to attract and retain talent. The company aims to recruit graduates and experienced professionals, utilizing social media and job websites. The assignment emphasizes the importance of a positive work environment, employee rights, and providing resources to support employee success. This assignment provides a comprehensive overview of the HRM process.

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Name of the Student
Name of the University
Author Note

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Part A: Organizational strategy and HRM:
The annual report of the company reveals that it perfectly abides by the strategic
human respect management process. In this aspect, starting from the recruitment of the best
talents, manage them properly, retaining, motivating thus effectively utilise them are
appropriately followed by the company. The Shell company has its branches in more than 70
countries in the world and a huge dependable customer base (Shell.com., 2019). This is the
reason why proper maintenance of connection with the suppliers, governments, law agencies,
communities along with the customers comes under the supervision of the managers and duty
of the employees, the company recruit only those people who have appropriate knowledge of
the industry, feeling passionate about their jobs and eager to apply their knowledge in the
growth of the company in the international market.
The company maintains different policies in the case of different departments and the
teams made for different types of operations. There are general manager, Human resource
management, finance team, IT teams and many others. All of these teams however follow the
same HR rules and polices but the motivation systems are different in different departments.
In this paper the job description of the financial manager will be discussed. In this regard,
the company follows two most important concepts of strategic human resource management
so that the best chosen people can efficiently help the organization to achieve its strategic
objectives. Maslow’s hierarchy of needs refers to the different type of deficiencies in the
workplace and how the HR managers motivate the employees to overcome those
deficiencies. This concept is often depicted as the pyramid consisting of the five levels where
the first and lower level is associated with the physiological needs, second is safety needs,
third is love or belonging needs, fourth is esteem needs and final is the self-actualisation
needs. All of these needs are seen in the employees at different levels. The other four layers
of the hierarchy needs pyramid other that the physiological needs, according to the theorist

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are related to the deficiency needs. If these deficiency needs are not met properly, then the
human body gives indication where the individuals feel anxious as well as tense affecting
their overall performance.
Similarly the Motivation Hygiene theory of Herzberg refers to the fact that there are
two types of factors present in every organisation which either motivate the employees a
great deal or demotivate them indulging in the poor performance or leaving the job. The
motivation factors according to the theorist are recognition, respect, responsibilities,
achievements, growth and promotion (Soni & Soni, 2016). On the contrary, the payment and
benefits, supervision, status, salary, job security and physical environment can demotivate the
employees for not working in the organization (Sanjeev & Surya, 2016). The motivating
factors effectively increase the job satisfaction of the employees in the organisation which
enhances the chance to employees retention process by the HR (Einstein, Addams &
Roosevelt, 2016). the poor hygiene factor on the other hand decreases the employee
motivation to world in the negative working culture of the company therefore, they tend to
leave their workplace as early as possible or do not contribute their skills in the organisational
growth process (Einstein, Addams & Roosevelt, 2016). These two concepts are perfectly
understood by the company in Canadian branch and the HR policies are therefore, perfectly
aligns to meet the needs of the employees in the workplace. Starting from their recruitment to
the promotion, every parts of the human resource management are take care of properly so
that there is no scope for the employee dissatisfaction in the company (Lo, Lin & Hsu, 2016).
Part B: Job analysis
The key importance of the finance manager is related to the fact that he is responsible
for perfect distribution of the financial resources of the company. Along with this, he is
responsible for the planning of the budget, supporting of the executive management teams by

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offering financial advice and guiding the entire firm with the insights and allows the business
decisions making to be more effective enjoying the competitive leverage. Under the
supervision of the head of the Finance Team, the finance manager will be responsible for
supporting sound finance management as well as reporting systems. Along with this, the
finance manager will be promoting finance management capacity across the organization by
enabling it with adequate financial monitoring and planning.
The main responsibilities of the finance manager in this company will be-
 Collecting, reviewing and interpreting financial data
 Preparing, organizing and interpreting reports, accounts, commercials, accounts and
the other financial statements of the company (Mondy & Martocchio, 2016).
 Producing short term business goals and long term plans
 Undertaking research about the competitors, present pricing and the factors impacting
the performance so that strategic analysis can be done.
 Controlling cash flow, income, expenditure and other financial process of the
company (Cascio, 2015)
 Supervising the team members
 Developing an effective financial model or systems
 Reviewing managing and monitoring budgets
Job specification:
The main requirements of this designation are-
 Proven experience in the financial sector with the previous role of financial analyst
 Ability to use financial software

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 Communication skills for both the verbal, written and non-verbal communication
system.
 Strong intrapersonal and negotiation skills
 Ability to manage, lead and guide the employees or the finance team members
 Strong understanding of the financial statistics as well as accenting principles
 Commercial and business awareness
 Emotional intelligence and integrity
 Keen understanding of the details and desire to probe further into information
 Capability to stick to the time constraints (Noc.esdc.gc.ca, 2019).
Education:
 Bachelor’s degree or Master’s degree in business administration, commerce or
similar field
 2 years of working experience in auditing, accounting, financial planning, budgeting
and other financial activities.
Competency model analysis:
For the financial manager designation, the competency framework are composed of
four knowledge sections that include technical, people, business and the leadership skills.
Each of these knowledge areas are spread across the proficiency levels like foundational,
intermediate, advanced and the expert abilities (Noe et al., 2017). As the professionals
progress in the proficiency, the weighting of the each knowledge area gets hanged which
means different levels of knowledge actually needs to develop different levels of initiative to
bridge the cap of competence (Bratton & Gold, 2017). The basic level employees on the
contrary to the other levels need to focus upon the gaining knowledge of the technical skills

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and the advanced and expert level managers need to develop the leadership skills other than
developing other types of skills.
The technological skills refer to the ability to collect, store, process the information to
be detailed and shred to the different stakeholders associated with the finance team. The tasks
in this competency level refer to the need of the knowledge of financial accounting, reporting,
treasury management, cost accounting, tax strategy, compliance and planning (Bailey et al.,
2018). Business competency relates to the usage of knowledge of the company and the
business environment of the organization and turning those data into insight so that this
information can be used for the development of the strategies in the financial teams. In this
case, the task like strategy making, process management, project management and the
analysis of macro economy affecting the business operation of the company.
Similarly in the people skills relates to the competence of the process of influencing
the others by the means of decision, behaviours, actions. These people can be the decision
makers or for that matter all types of stakeholders in which the employees have a great part.
The financial managers in this company needs to knowledge the process of negotiating,
collaborating and decision making process (Delery & Roumpi, 2017). The leadership skills
come to different types like peer, functional and the strategic. The tasks also include the team
building, driving the team performance and managing the changes. Thus the progression of
the sophistication as well as complexity are demonstrated hence utilised for performing the
essential jobs, duties along with responsibilities. These competencies in the finance team
create the scope to develop a competent pool of employees in the organization.
Part C: Branding and recruitment:
The company aims to develop a sustainable business operation which is not possible
if it does not focus upon the employee recruitment, management and retention. The

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employers branding strategy has particular 5 steps that include setting the goals, identifying
the candidate persona, defining the employee value proposition, defining the channels as well
as the candidate touch points and measuring the results. In this regard, the company will be
focusing more on the external marketing process where the pool of efficient employees is
present (Hollenbeck & Jamieson, 2015). The company effectively focus upon the new
graduates from the different universities having perfect understanding of the needs of the
current business market. In addition to this, the company will also be focusing upon the
candidates who have experience of working in the energy sector for more or less two years.
These target candidates will be helping the company to bring fresh impetus for changing the
traditional policies and norms which have been present ion the workplace of the company for
more than years. In this regard, the company can focus upon the social media advertisement
as well as different job websites where these fresher or the experienced employees come to
find the jobs according to their academic or professional knowledge. In addition to this, these
target employees will be found in the workplace of the competitors (Brewster, 2017). Most of
the experienced employees will found in the workplace of the other companies operating in
the similar industry. In this regard, the HRM can offer these experienced candidates more
financial leverage or higher designation along with the other facilities with their own
companies do not give the, the liberal characteristics of this Shell Company can attract the
already existing employees of the competitors to leave their jobs and join this company for
benefits offered.
Most of these target employees seek for job satisfaction that includes the safe
condition at workplace, recognition, stability and all the factors that can motivate them
effectively. The problems of discrimination, harassment, racism, unequal payment and
benefits are the most negative factors that lead to the demotivation of the employees. The
companies who do not protect the interest of the employees can never engage them in the

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workplace. This prevents the employees to contribute their own skills and talents in the
finding any types of solution in the organization. In addition to this, the cultural
discrimination in the workplace demotivates the employees to be less motivated in
participating in the decision making process of the organization (Ridder & Baluch, 2017).
The employees therefore need to have rights to claim what they need to have in the positive
workplace.
The employees seek for the perfect workplace condition where the basics needs of the
employees like the infrastructure, resources for gaining knowledge and the tools for
implementing their theoretical knowledge into practice real life situation. The company is
capable to arrange for these basis needs of the employees. In addition to this, the relation
among the co-workers is also effective in the company. This is due to the fact that the
management of the company arranges for various attractive activities so that the employees
get the scope for engaging in their team and get to know their own team members properly.
The welcoming and comfortable atmosphere of the company attracts the employees to go to
their office every day. The communication among the team members there will get more
leverage even if there are cultural and lingual diversity in the workplace. The team bonding is
initiated when the management arranges for the friendly competition among the employees.
The employees seek the commitment of the employer and encouragement of their creativity
so that they get the proper recognition of their talents.
Employee value proposition:
The company will be arranging a compensation strategy where the employees will be
compensated for their fairness, timeliness and performance.

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The benefits will include healthcare benefits for the family members, education of the
children, retirement facilities, flexible timing, and time offs, holidays and vacations will be
arranged.
In the career aspect, the company will be arranging proper measurement and
evaluation to identify the needs of the employees so that the employees get the assurance they
will be having stability, progress, trainings, college education, consultation and all other
career development scopes.
The company will be developing the work environment in such a way so that the
employees get proper recognition, autonomy, work life balance, understand their
responsibilities and personal achievements.
Finally the culture of the workplace will be so motivating that the employees will
have proper understanding of the goals and objectives of the firm, get proper support from the
leaders and the managers along with the team members, and contribute to the firm’s aim for
sustainable development through performing social responsibilities.
In order to recruit a more diverse workforce, the company can focus upon the
indigenous people residing in Canada. The first nation communities are well educated about
their lands, natural resources and physical capabilities. They have perfect knowledge about
their culture therefore can contribute the objective of developing diverse work culture by
them. The company if focuses in recruiting these people in the firm can get the scope to solve
many problems as they possess different points of view. The issues of conflicts among the
employees also will be eliminated if the company develops a strong diverse wok culture and
maintain those.
Part D: Testing and interview:

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In the competencies of the financial manager three most important skills are
intrapersonal and negotiation skills, Commercial and business awareness and Emotional
intelligence and integrity. For judging the skills of the employees before recruitment, the
personality tests will be arranged for intrapersonal and negotiation skills, job knowledge test
will be arranged for determining the commercial and business awareness. Finally for
understanding the emotional intelligence and integrity skills of the candidate, the emotional
intelligence test will be arranged.
Two interview questions will be as followed
1. Who was your best and worst boss and why?
2. How do you react in any conflict in the workplace and what is your role in mitigating
them?
3. Would you like to be a part of a team or want to work individually?
This question is a behavioural question which will reveal the working style of the candidate.
One type of employees performs better when they work individually and others work in the
teams. Through this question the perfect understanding of the working nature whether
individualistic or collaborative will be understood.
Answers of the questions:
Answer of question 1.
The best boss I have got while I used to work in the AB Company under the CEO Mr.
Smith. He had a dynamic personality as well as interpersonal communication skill. Whenever
we have visited him with any issues, he consulted us and listened to all of our points of view.
He showed great sense of empathy towards us, the ground level employees. In addition to
this, he also had an in depth knowledge about the process and products of the company along

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with the movements of the competitors. He invested in the employee welfare where we were
able to get the benefits like health acre check-up quarterly for us and out immediate families.
He used to support our team at his best.
The worst leader I have found was the CEO of the company I used to work for. He
was a biased person which left the workplace to be discriminated. The cultural and gender
biasness led the workplace to be negative where I felt demotivated to work. He did not have
the capability to tackle any conflict in the organisation because the employees did not work
for him and suppliers were not getting proper payment.
Answer of question 2.
I have faced different conflicts in my workplace. In this case I first want to listen to
the people indulging in the conflicts and try to understand why they are facing issues. Then I
try to calm them and give them ideas to solve the issues. In case this does not help I engage
the higher authority for the investigation and then make any decision.
Answer of question 3.
I prefer to work in a team because I know that team work can mitigate many issues
within the workplace. In some cases I also feel that individual wok can give me scope for the
exploration of myself and understand the strengths and weaknesses of min. this leads me to
empower myself in every way. Om the other hand team work teaches me to see the situation
deform different points of view and solve them easily which I might not be able to if worked
alone.
Evaluations of the question and answers
The answer of the first question will reveal the type of leadership the candidate needs
or seeks for. The candidate has chosen his boss to be the best when his has found the

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admirable qualities in him and chosen the worst for not having the basic qualities of the
leaders. In finding the validity of the first question it can be stated that this reveals the
interpersonal skills and perfect knowledge of the job.
The second question reveals the professionalism of the candidate and his
understanding of integrity. The conflict resolution is one of the most important aspects of the
capabilities of a manager. It is mandatory that the employees will face problems while
working but solving them by showing empathy and motivate them to work as a team is not
easy.
The answer of the third question reveals that the person is capable to work in both
ways because he knows the benefits of both of this type of working systems. This question
reveals the requirement of the company to find the perfect candidate who is capable to work
in any situation because the financial manager needs to work collaboratively but often he
needs to make decision individually.

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