Human Resource Management: Recruitment, Selection, and HRM Practices

This assignment provides an analysis of Human Resource Management (HRM) principles, focusing on recruitment, selection, employee performance, development, and reward systems. It uses a case study of 'Say it with Chocolate,' a UK-based company facing challenges in recruiting skilled workforce and maintaining product quality, to highlight the importance of effective HRM strategies. The report explores the purpose and functions of HRM, including workforce planning, internal and external sourcing, and the role of an HR manager in ensuring compliance with employee legislation. It also discusses the benefits of different HRM practices, drawing examples from Microsoft, and evaluates the effectiveness of these practices in raising organizational profit and productivity, emphasizing employee motivation through job design and reward systems. The document provides a detailed overview of strategies and practices that organizations can implement to improve their HRM and achieve sustainable growth. Desklib offers further resources for students seeking solved assignments.

HUMAN RESOURCE MANAGEMENT – “SAY IT WITH CHOCOLATE”

INTRODUCTION
The purpose of this assignment is to make readers understand the principles of human resource
management. The assignment will be made into two parts in which the first part will highlight
the purpose and scope of HRM in context of recruitment and selection and in the next part
factors influencing HRM decision making like employee performance, development and reward
will be critically analyzed and explained. With the help of two organizational examples ‘Say it
with Chocolate’ and ‘Microsoft’ the assignment will explain various aspects and key principles
and scope of HRM in recruitment and selection.
CASE STUDY
‘Say it with Chocolate’ is an organization based in North Yorkshire, UK which provides a variety
of chocolate-based greeting cards to the customers all across the UK. The company is primarily
into designing and making the gift orders for the customers. As the company is new in the
market it does not have any experience of hiring skilled workforce for its organization.
Moreover, the company is facing a lot of complaints regarding the quality of its product and is
struggling to recruit skilled workforce in the business. Therefore this assignment will analyze the
factors that contribute to successful recruitment and selection strategies that when applied
within the organization will ensure continuous development and future growth in the business.
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LO1
P1 & M1 EXPLAIN THE PURPOSE AND THE FUNCTIONS OF HRM, APPLICABLE
TO WORKFORCE PLANNING AND RESOURCING IN ‘SAY IT WITH CHOCOLATE’
As the organization is based in a high unemployment area it is evident that company will
struggle to recruit skilled candidates for the growth and development of the company.
Therefore the role of an HR Manager is crucial in the development of the company and the
following functions of HRM should be applied within the company as discussed below (Obeidat,
2012).
PURPOSE AND FUNCTIONS OF AN HRM IN ‘SAY IT WITH CHOCOLATE’
 The primary role of an HR manager is to recruit skilled employees by captivating and
screening the candidates based on the aims and objectives of the company.
 Training and Development are the most indispensable functions in the human resource
management. After selecting a candidate it is essential to make the employee familiar
with the rules and regulations of the company. It is their duty to make an attempt at
increasing the performance of employees through skill improvement programs like
seminars, workshops etc. (Foster, 2014).
Figure 1: HRM Functions
Source: [Surbhi, 2015]
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 The HR managers must support the employees for being innovative that can increase
productivity and help a company gain a competitive position in the market.
 The HR managers are responsible for payroll management and resolving the conflict
between employees in the workplace environment through collaboration and
engagement (Bratton and Gold, 2017).
 The HR managers should monitor the performance of employees and provide them with
rewards for achieving excellence in their work.
WORKFORCE PLANNING IN ‘SAY IT WITH CHOCOLATE’
Workplace planning in the organization is the process of analyzing what the business needs in
terms of experience, skills, knowledge and quality so that organizations can achieve continuous
development and growth in the business (Cascio, 2018). In the context of ‘Say It with Chocolate'
company is struggling to recruit a skilled candidate, therefore, it is essential for the HR
department to recruit a skilled candidate for the company.
EFFECTIVENESS OF WORKFORCE PLANNING IN ‘SAY IT WITH CHOCOLATE’
Workforce planning in the company can be achieved by accomplishing the below factors.
o Identifying the skill gap in the existing workforce and providing them training or
recruiting new employees for bridging the skill gap
o Providing a suitable working atmosphere and ensuring that employee legislation laws
are strictly followed for example equal pay act, No gender biasing, No sexual harassment
etc. (De, et al. 2015).
o Ensuring that the employees are satisfied with their work and responding to their issues
and concerns on a priority basis.
ASSESSING OWN ROLES AND RESPONSIBILITIES AS A HR OFFICER
As an HR officer, it is my responsibility to follow the employee legislation laws for protecting the
employment of employees and governing it within the workplace environment. It is my
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responsibility to ensure the availability of skilled, eligible and willing workforce in the company
by putting the right candidate for the right job (De, et al. 2015).
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P2 & M2 EXPLAIN THE STRENGTHS AND WEAKNESSES OF DIFFERENT
APPROACHES TO RECRUITMENT AND SELECTION
There are many approaches that can be used for selecting a candidate for the business for
example personal interviews, group discussions, online interviews etc. However there are two
types of methods of sourcing one is internal sourcing and other is external sourcing (Farndale,
et al. 2010).
INTERNAL SOURCING EXTERNAL SOURCING
Promotion Advertisements
Employee Referral Management Consultant
Transfer Newspaper advertisement
Departmental Exam Campus Recruitment
Retirement Walk-in Interview
Former Employees Internet
CURRENT RECRUITMENT AND SELECTING APPROACHES
In order to recruit the candidate, the company is using an assessment test based on English and
math subjects and the candidate securing more than 50% in both the tests move for a
background check and interview process (Berman, et al. 2012). This approach is suitable and is
being followed in most organizations as a selection method. However, there can be some
improvements that can be made in order to recruit more skilled and qualified candidates in the
business.
ADVANTAGE
The advantage of the current approach is that it is based on pre-employment testing and the
tests are more objective as compared to any other form of assessment (Wilden, et al. 2010).
These tests take less time in the interview round as many questions have already been asked in
tests that check the knowledge and aptitude of the candidate (Treweek, et al. 2010). These tests
are strictly job-related and other tests like online assessment and unstructured interviews are
could be unfair.
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DISADVANTAGE
These tests rarely give the whole picture as many important details like how willing or keen a
person is to take up the job responsibility in the organization. Test only assesses job-specific
knowledge of the candidate and these tests alone would not help the company in assessing who
would be the most suitable candidate for the company (Treweek, et al. 2010).
IMPROVEMENTS TO BE MADE IN RECRUITMENT AND SELECTION APPROACHES
Figure 2: Recruitment Process
Source: [Insperity, 2018]
In order to hire skilled candidates, it is essential for the company to assess the following factors
in the recruitment and selection process (Treweek, et al. 2010).
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Structure
The first step is to access and evaluate the organization based on identifying the skill gap in the
organization. Analyze the specific job requirements to be performed across all departments of
the organization. It is essential to identify the right type of personality that would fit with the
culture and then identify the recruitment sources for staffing needs (Costen, 2012).
Advertisement Plan
The next step is to adopt a suitable advertisement plan for example job advertisement and
publishing these advertisements on the internet so that potential candidates can be attracted
for vacant job positions in the company.
Selection
The next approach is to review the resumes of the candidates and select those candidates
having relevant experience of the job role being advertised. There is no requirement for
conducting tests for smaller job roles like an assistant, administrator etc. But if the position is of
a manager then tests can be conducted. Then comes the process of checking the background of
the candidate, for example, past record, criminal misconduct or any legal implications (Zhao and
Liden, 2011).
The Right Hire
The candidate gets finally selected bypassing all the criteria and is given recruitment in the
company by giving the offer letter and joining date.
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LO2
P3 EXPLAIN THE BENEFITS OF DIFFERENT HRM PRACTICES WITHIN AN
ORGANISATION FOR BOTH THE EMPLOYER AND EMPLOYE
Microsoft is one such organization which provides many types of HRM practices for the welfare
of employees in the company. For example, the company offers many apprenticeship and
training programs to the employees that help them to achieve their personal as well as
professional goals.
BENEFITS OF HRM PRACTICES OFFERED BY MICROSOFT FOR EMPLOYER
The HR practices include recruiting the right candidate and maintaining cordial relationship
between the employees of the company (Snape and Redman, 2010). It helps in promoting a
positive behaviour within the company that helps employers in ensuring employees are happy
and productive. The schemes and apprenticeship programs offered by Microsoft to employees
helps employers in filling the skill gap among employees in the organization. These programs
and schemes also provide skilled workers for the future that will benefit the company in the
long run (Briscoe, et al. 2012). Moreover, these schemes and programs help in increasing staff
loyalty and retention.
BENEFITS OF HRM PRACTICES OFFERED BY MICROSOFT FOR EMPLOYEES
The HR managers evaluate the performance of employees and provide them training for
improving their skills that help employees in fulfilling their dreams. They even provide them
incentives and reward to employees that keep them motivated for giving their best for
achieving the aims and objectives of the company (Tremblay, et al. 2010). The apprenticeship
programs and schemes help employees in improving their skills and becoming eligible for
performing the job at the company.
DEVELOPMENT OPPORTUNITIES FOR STAFF HAVING PERMANENT JOB ROLE
If the employees in the organization attain permanent roles then they have better long-term
development opportunities as most organizations promote employees from within. Employees
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get the following development opportunities in permanent job roles as mentioned below
(Moideenkutty, et al. 2011).
 Training, Incentives, Promotions and Certifications
 Attaining company shares
 Better projects and more accountability
 Skill training provides to employees in-house or through outside training centres
 Opportunity to coach, mentor and attain leadership development programs
 Counselling services
 A personal development comprising physical, intellectual and emotional well being
BENEFITS OF MICROSOFT APPROACHES FOR FLEXIBLE WORKING PRACTICES
There are many benefits of adopting flexible working practices in the organization as explained
below.
 Productive Workforce
Flexible working options allow employees to take a break whenever they need to without
having to ask from their bosses again and again. Hence employees feel free of stress as they
work in an environment that is conducive to enhancing their productivity (Kelliher and
Anderson, 2010).
 Better Teamwork
When employees are given flexible work arrangements they tend to work in a team as there is
sharing of ideas as all employees are given the same flexibility. With that, it motivates and
encourages all employees to be more supportive of each other and work as a connected team
in the company (Kelliher and Anderson, 2010).
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 Happier Employees
Employees set their own schedules and are free from staying back late after office hours. It
helps them to pursue their own interest outside of work, for example, taking courses for
personal growth and development (Kelliher and Anderson, 2010).
EMPLOYEE MOTIVATION THROUGH JOB DESIGN AND SYSTEM OF REWARD
Microsoft provides many benefits to employees through their incentives and reward schemes,
for example, it provides comprehensive health coverage to employees and they also get to buy
Microsoft shares at a discount (William, 2010). The performance and development program of
Microsoft includes stock-based compensation and it is one of the key components of reward
programs at Microsoft. The company also provides an ownership stake in the company and
almost 80% of its employees are eligible for annual stick reward.
The jobs offered by Microsoft are very supportive of following personal and cultural passions
while building a career in research, global delivery, technical support or any other job for that
matter (William, 2010). Along with the job employees also get the opportunities to take part in
the co-curricular activities of their personal interests which helps in boosting the morale of
employees in the company.
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P4 EVALUATE THE EFFECTIVENESS OF DIFFERENT HRM PRACTICES IN TERMS
OF RAISING ORGANIZATIONAL PROFIT AND PRODUCTIVITY
The HRM practices offered by Microsoft as explained in the previous section will definitely raise
productivity and profit for the company. For example, providing incentives, reward schemes
and training and development needs to employees will keep the employee motivated for
achieving their personal as well as professional goals (Snape and Redman, 2010.).
Employees will always be motivated to perform their job responsibilities with their full potential
for achieving these rewards and thereby contributing to the growth of the organization. The
training and development programs improve the skillset of employees by improving their
efficiency at work. The HRM practices also help in maintaining high engagement rates between
the employee and employer in the organization that helps in increasing the productivity in the
workplace environment.
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