Recruitment and Selection Strategies: A Case Study of Virgin Group

Desklib provides past papers and solved assignments for students. This report analyzes HRM practices at Virgin Group.

Human Resource Management
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TABLE OF CONTENTS
Introduction......................................................................................................................................3
Main Body.......................................................................................................................................3
LO1..................................................................................................................................................3
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation...........................................................................................................3
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection 5
M1Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives.......................................................................................................................6
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection
.....................................................................................................................................................6
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples...................................................................................7
LO2..................................................................................................................................................7
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee...............................................................................................................7
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.................................................................................................................8
M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context...................................................................9
LO3..................................................................................................................................................9
P5 Analyse the importance of employee relations with respect to influencing HRM decision
making.........................................................................................................................................9
P6 Identify the key elements of employment legislation and the impact it has on HRM
decision making.........................................................................................................................10
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M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision- making in an organisational context...............................................11
D3 Critically evaluate employee relations and the application of HRM practices that inform
and influence decision-making in an organisational context.....................................................11
LO4................................................................................................................................................11
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................11
M5 Provide a rationale for the application of specific HRM practices in a work-related context
...................................................................................................................................................14
Conclusion.....................................................................................................................................14
References......................................................................................................................................15
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List of Tables
Table 1: Recruitment approaches....................................................................................................8
Table 2: Employment Legislations................................................................................................13
Table 3: Job Description...............................................................................................................15
Table 4: Person Specification........................................................................................................16
Table 5: Job Offer..........................................................................................................................16
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List of Figures
Figure 1: Functions of HRM...........................................................................................................7
Figure 2: Employee Relations.......................................................................................................12
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Introduction
In the rapidly changing business world is continuously forcing businesses to recruit the best
available talent to support the company in accomplishing the objectives (Wilton, 2016). In this
race to expand business and to build a supportive workforce, it is fundamental to have a
dedicated human resource (HR) team which can significantly recruit personnel who are best
suited for the organisation. People can be recruited from both inside and outside of the firm and
both the approaches are associated with pros and cons. While selecting individuals, there are
certain legal policies or frameworks which needs to keep in mind by the human resource of the
company. It has been further identified that there are various HR functions as well as roles and
responsibility which a human resource manager has to perform every day.
The present writing is based on the roles functions of human resource management where every
single function plays an important role in performing HR practices within the workplace. The
report will demonstrate the same with the help of the chosen company that is Virgin Group. It is
a British based multinational conglomerate company headquartered in London, UK. It is a parent
organisation to a lot of subsidiaries and ventures where the number is increasing day by day. The
report will identify the methods used by the Virgin Group to select and recruit people as well as
train them for performing well in the organisation.
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Main Body
LO1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation
Human resource management or HRM is a practice which includes designing or planning
strategies to recruit the best available talent outside (Storey, 2014). As a newly appointed HR
Assistant Manager in Virgin, the fundamental task is to organise and plan the activities for
recruitment and training of individuals as well as to enhance their skills set to perform effectively
within the company. Furthermore, it has been elaborated that the cited multinational firm's HRM
is required to work as per the functions and purpose of the human resource so that it can gain a
competitive advantage shortly.
Figure 1: Functions of HRM
Functions and purpose of HRM are briefly discussed below:
Planning: The chief function and purpose of human resource management are planning.
It has been identified that planning is necessary for HRM to successfully plan and have a
structure to know the number of people required in the company to perform business
operations (Kopnina and Blewitt, , 2018). It has been known that conducting recruitment
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HRM
Planning
Training &
Developme
nt
Recruitmen
t and
Selection
Performanc
e Appraial

practices as well as planning for workplace practices which is further essential for
organising the staff members as well as training.
Recruitment and selection: Being the essential task or function of the HRM, the
fundamental responsibility of the HR professionals is to attract the most suitable and
skilled personnel who can effectively contribute in the wide operations Virgin Group.
Furthermore, it has been derived from the fact that deserving candidates must be given
the opportunity who can be a benefit for the company.
Training and development: It is another important function in HRM where HR
managers or professionals have to train both new and old staff to perform better within
the company.
Performance appraisal: This function helps to keep the workforce motivated. Also,
being an Assistant Manager, it becomes easier to evaluate employee performance and
productivity for future benefits (Collings, et al. 2018).
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection
There are two significant methods of staffing and selection where people are recruited with the
help of both external and internal ways. It has been identified that these approaches are further
associated with strengths and weaknesses (Shields, et al. 2015). Both external and internal
approaches are used for the recruitment and selection of individuals within the firm.
Table 1: Recruitment approaches
External Approach
In the external approach, people are selected by using external methods of recruitment such as job
recruitment agencies, job boards and portals, as well as referrals.
Strengths
New and fresh employees or candidates
can be hired
Qualified and innovative personnel
Referrals help to get trusted employees
A large pool of resumes for the better
selection process (Marchington, et al.
2016)
This approach ensures high
Weaknesses
A time-consuming process as it is
lengthy to search a large pool of
resumes
High recruitment cost
Risk of getting ineffective and
unprofessional employees
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productivity
Internal Approach
By using an internal source of recruitment, the cited company that is Virgin Group hire or shift employees
internally. It is done to fill the vacant position when an employee has unexpectedly left or at time of
promotion (Purce, 2014).
Strengths
Cost effective and no risk is associated
with it
Surety of getting proficient employees
Experienced and trusted candidates can
be hired
Do not have to interview a lot of people
and saves time and energy
A productive candidate who is well
aware of the company's norms and
policies
Weaknesses
It has been known that other employees
get demotivated due to the same
No new employee or diversity in the
workforce
It creates discrimination among other
employees due to a partial judgment
(Kramar, 2014)
M1Assess how the functions of HRM can provide talent and skills appropriate to fulfil business
objectives
It has been identified that with the help of using the HR functions effectively, the cited
multinational conglomerate that is Virgin Group will be able to hire the best suitable and
appropriate talent available to fulfil the needs and objectives if the business (Jackson, et al.
2014).
With appropriately using planning as well as effective recruitment process the HR professionals
of the Virgin Group will able to identify the skilled and proficient personnel who carry out work
based operations effectively. The primary HR function that is recruitment and selection will
contribute the mentioned multinational group in receiving more skilled and efficient staffs who
will work at their best to achieve Virgin Group’s aims and objectives.
Another function that is HR planning will enable the cited organisation to positively analyse the
prevailing competences and upcoming needs of the required human resources within the group.
Moreover, it has been further demonstrated that HR function such as training and development
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will support the business enterprise to gain the competitive advantage over other players in the
market by improving and boosting the skills set and information of the Virgin Group’s
employees (Kopnina and Blewitt, 2018). These will further help the company in getting
proficient workforce or talented and skilled personnel who will be able to accomplish business
objectives for the cited conglomerate firm.
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection
From the above details, it has been identified that both the approaches of recruitment and
selection are associated with strengths and weaknesses or pros and cons. Furthermore, it has been
analyzed that within the cited multinational organisation that is Virgin Group external sources
for recruitment will be more operative for hiring suitable and skilled personnel (Brewster, et al.
2016). Though the task is time-consuming and requires more efforts to find a suitable candidate,
it will, therefore, assist the company to recruit diversified employees for its broad operations.
Furthermore, it has been identified that the cited company will not be able to experience diversity
in the workplace or the workforce if they recruit by using internal approach. Concerning the
same, it can be said that the external approach will be best suited for the association.
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples
It has been asserted by Collings, et al. (2018), there are two fundamental methods to staffing and
selection those are the namely internal and external approach. However, it has been identified
that it is highly essential to evaluate strength and weaknesses or positive and negative side of the
two mentioned approaches for recruiting an individual within the firm.
Jackson, et al. 2014) mentioned that the internal approach enables the company to get the
required individual who is trustworthy and can perform well in the organisation as well as assist
in fulfilling the business objectives of the company. However, it has been argued by Gatewood,
et al. (2015), internal sources hamper the organisation to build a diversified workforce
(Gatewood, et al. 2015). For instance, if the cited company that is Virgin Group recruits
candidates from the workforce or within the company for transfer or promotion than there will be
no new individual hired who will, in turn, lower down the diversity level within the firm.
On the other hand, the external approach helps to recruit an individual from a large pool of
employees which makes higher availability of individuals to choose from. However, it has been
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argued that the external approach for recruitment is a lengthy process and is also costly as it is
done with the help of recruitment agencies and job portals who charge fees for the same.
LO2
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee
There are several benefits associated with human resource management for both employees as
well as employers.
Some of the benefits associated with HR practices in the context of employees are as follows:
HR practices such as training and development as well as performance appraisal will
enable the employees to gain healthier and effective changes in the association and also
in their personal life (Bratton and Gold, 2017).
They will be able to perform better if they are regularly motivated and get the chance of
promotion within the company without any discrimination or partiality.
The organisation also gets to improve the culture within the organisation through which
employees gets to work in a positive environment to perform better in the environment. It
has been further evaluated that if there is an effective workplace environment as well as
supportive HR professionals, then it becomes easier for employees to perform there level
best for the accomplishment of business objectives and aims (Brewster, et al. 2016).
Benefits for employees with the help of effective HR practices are given below:
The furthermost imperative advantage for the mentioned association is the rate of an
upsurge in worker retention in the best conceivable manner.
It fundamentally helps in increasing the overall worker turnover proportion.
It further helps in conducting the even flow of processes as well as foster open
communication at the workplace.
Moreover, it has been identified that effective HR practices are beneficial for the
employers of the Virgin Group in achieving the improved levels of employee satisfaction
as well as self-motivation (Armstrong and Taylor, 2014).
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity
It has been recognised that there are some HR practices that are prevalent in the field of human
resource management. It has been further identified that there are several advantages associated
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with HR practices such as planning, rewards and incentives, performance appraisal, training and
development, as well as recruitment and selection. Generally, the advantages are regarding
increased organisational productivity and overall profits (Bailey, et al. 2018).
Furthermore, it has been identified that proficient and competent workforce makes it easier for
the company like Virgin Group to achieve market niche as well as help to increase the overall
profit sharing of the business.
HRM practices such as succession planning will be effective for the cited organisation in
increasing the profit as well as the efficiency by provided that with an occasion to classify and
influence imminent leaders. Other practices of HRM like development and training, alignment
and performance appraisals also plays an important role in growing the income and efficiency of
the association by enhancing skill sets of the personnel and making them bright to add
affordability in the global performance of the cited conglomerate firm that is Virgin Group
(Bamberger, et al. 2014).
M3 Explore the different methods used in HRM practices, providing specific examples to
support evaluation within an organisational context
In the labour market, it is important to be an employer of choice. To become so, the cited
company is required to use the methods incorporated in the HRM practices effectively. The
primary practice in HRM is planning which is used to analytically examine the existing condition
and upcoming necessities of the HR division.
It has been further demonstrated that evaluation is another practice in HRM which is used to
evaluate personnel on the grounds of performance and skills. It is however used in strategic
decision-making as well as while discussing performance and appraisal of the workforce within
Virgin Group (Banfield, et al. 2018).
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