Comprehensive Analysis: HRM Strategy, Recruitment, and Selection

This presentation provides a detailed explanation of various aspects related to managing people, focusing on recruitment, selection, and Human Resource Planning (HRP). It explores the meaning and importance of HRM, the concept of robust and progressive HR policies, and their necessity within organizations. Examples of companies implementing progressive HRM policies, such as British Airways and Tesco, are highlighted. The presentation elaborates on the HRP process, including demand and supply analysis, using ASDA as an example. Furthermore, it discusses recruitment, its internal and external sources, and the recruitment process followed by McDonald's. The selection process, exemplified by Sainsbury's procedures, is also detailed, along with the link between recruitment and selection activities and HRM tactics. The presentation concludes by referencing various sources related to strategic human resource management and talent acquisition.

Introduction to presentation
 This presentation will given explanation about different
aspects which are related with the concept of managing
people.
 This presentation will give detailed explanation about the
topics such as recruitment, selection and HRP.
 The presentation will also showcase relationship which
exist between HRM strategy, recruitment and selection etc.

Content list
 Meaning of HRM
 Importance of HRM
 Meaning of robust and progressive HR policy
 Need of robust and progressive HR policy
 Progressive HRM policy and examples of firms.
 Recruitment
 Recruitment process
 Selection and its process
 Link between recruitment and HRM tactic
 Link between selection and HRM tactic
 References

MEANING OF HRM
 It consists of number of functions with the help of
which manager of firm will be able to carry out
recruitment of skilled and talented employees.
 The given department also plays a very important
role in the task to manage people within firm for
the longer period of time in an effectual way.
(Price, 2011)

IMPORTANCE OF HRM
 It assist in resolving all the employees related issues which
occurred within firm.
 It helps in maintaining satisfaction and motivational level of
workers.
 It assist corporation in the task to attain their own goals and
objectives.
 The firms of today's scenario has realised the importance of given
concept and thus they are using their HRM department very
strategically in order to attain the aim and objectives of firm.
(Mello, 2014)

MEANING OF ROBUST AND PROGRESSIVE HR
POLICY
 Progressive HRM policy is the type of policy which lay more focus upon the specific
demand of workers.
 These policy helps in maintaining satisfaction level of buyers.
 Thus, it plays very significant role in the task to attain the tactical goals and objectives of
the enterprise.
(Dhar,2008)

NEED OF ROBUST AND PROGRESSIVE HR
POLICY
 For attaining the tactical goals of enterprise
 In order to maintain the employees within firm for
the longer period of time.
 It helps in maintaining employees within firm for
the longer period of time.
(Hendry, 2012)

PROGRESSIVE HRM POLICY AND EXAMPLES
OF FIRM
 British Airways make use of flexible working hours
which gives opportunity to employees to perform
their work as per their own convenience
 Tesco has work life balance policy which assist cited
firm manager with respect to maintain satisfaction
level of employees which is hindered when they
does not have sufficient time to spend with their
family
(Riley, 2014)

WHAT IS HR PLANNING
 It is being regarded as the process to assess present
and future HR related need and demand of firm.
 This plan helps in attaining tactical aim and
objectives of company.
(Moran, Abramson and Moran, 2014)

WHAT IS HR PLANNING
 It is being regarded as the process to assess present
and future HR related need and demand of firm.
 This plan helps in attaining tactical aim and
objectives of company.
(TAYLOR, 2010)

PROCESS OF HRP

APPLICATION OF HRP PROCESS
The HRP planning process of ASDA begin with the definition of firm's objective. For
instance, firm has an aim to expand its operation in international market.
 For the given task it will require the team of skilled employees. Thus, in this regard
manager will carry out demand and supply analysis.
 For example, if firm has assessed that it does not have sufficient number of skilled
employee with an aim to meet its demand.
 Thus, in this regard number of action will be taken by company such as ASDA by
making the recruitment of workers and arranging training and development program
for the employees.
(MARCHINGTON and WILKINSON, 2012)

RECRUITMENT
 It is being regarded as the process of searching the
prospective employees for the company.
 It is of two type such as internal and external source of
recruitment
 Internal source of recruitment: Promotion and employee
referral etc.
 External source of recruitment: Employment agencies
and campus recruitment
(BARBER, 1998)

RECRUITMENT PROCESS
The recruitment steps which is followed by McDonald
is depicted in below:
 To prepare recruitment plan
 To develop the tactic
 To screen the selected candidate
 Finally, make an evaluation of selected workers.
(COOK, 2009)

SELECTION AND ITS PROCESS
Selection is being regarded as the action of choosing best or most suitable candidate for
the firm. Its process possess following steps:
 Preliminary interview: For example, Sainsbury want to make recruitment of sales
personnel In this regard, it conduct its preliminary interview.
 Application fill: In this phase, employee will have to fill an application form
wherein they will have to give detailed about age, qualification and job experience.
 Written test: The Sainsbury will take variety of tests such as reasoning and
personality test etc.
 Medical examination
 Assigning appointment letter
(Price, 2011)

LINK BETWEEN FIRM'S RECRUITMENT ACTIVITY
AND HRM TACTIC
 Recruitment is the process of searching the prospective employees for
the company.
 This activity inform that whether firm is able to attract large number of
candidate towards firm or not.
 Thus, it is through given information only firm make changes in its
existing HR plans.
 For example, McDonald has assessed that firm is not able to carry out
recruitment of skilled employees through its internal sources. Then by
making changes in the respective tactic, cited firm can make the
recruitment of skilled and talented employees.
(TAYLOR, 2010)

LINK BETWEEN SELECTION ACTIVITY AND
HRM TACTIC
 Selection practices of firm includes different interviews as
well as tests which firm undertakes with an aim make the
selection of high skilled employees for the firm.
 For example, if Sainsbury has assessed that the tests which
it is currently taking is not working well.
 Then, by making changes in the same firm will tend to
formulate new HRM tactic.
( BARBER, 1998)

REFERENCE
 Bush, T. and Middlewood, D., 2013. Leading and managing people in
education. Sage.
 Rothwell, W. J., and Kazanas, H. C., 2013. Planning & Managing Human
Resources: Strategic Planning for Human Resources Management. Human
Resource Development.
 Saunders, M. and et. al., 2012. Strategic Human Resource Management:
Contemporary Issues. Prentice Hall.
Saunders, M. and et. al., 2007. Strategic Human Resource Management:
Contemporary Issues. Prentice Hall.

Continued....
 Price, A., 2011. Human resource management. Cengage Learning.
 Mello, J., 2014. Strategic human resource management. Cengage Learning.
 Dhar, R. L., 2008. Strategic Human Resource Management. Excel Books India.
 Hendry, C., 2012. Human Resource Management. Routledge.
 Riley, M., 2014. Human resource management in the hospitality and tourism industry. Routledge.
 Moran, R. T., Abramson, N. R. and Moran, S. V., 2014. Managing cultural differences. Routledge.
 TAYLOR, S., 2010. Resourcing and talent management. 5th ed. London: Chartered Institute of Personnel and
Development.
 MARCHINGTON, M. and WILKINSON, A., 2012. Human resource management at work. 5th ed. London:
Chartered Institute of Personnel and Development
 BARBER, A., 1998. Recruiting employees: individual and organizational perspectives. London: Sage.
 COOK, M., 2009. Personnel selection: adding value through people. 5th ed. Chichester: Wiley.