Analysis of HRM Policies and Procedures: Business Management Diploma

This report delves into the human resource management (HRM) practices of a retail shop in Australia, specifically focusing on the recruitment and selection process for a store manager. The report commends the company's existing recruitment, selection, and induction policies, highlighting the importance of considering both professional and personal aspects of an employee's life. It suggests incorporating innovative technologies, such as website updates and resume screening software, to improve efficiency. The report emphasizes the significance of clear communication between the HR department and senior management, ensuring fair hiring procedures. Furthermore, it explores the impact of the company's culture on its HRM policies, advocating for orientation programs and regular training for new employees. The report also addresses the components of a job description, including performance standards and procedures. Finally, it discusses ethical considerations in recruitment and selection, addressing common issues like biased advertisements and misrepresentation of job requirements. The report provides a comprehensive overview of HRM best practices, offering valuable insights into the subject.

Running head: DIPLOMA OF BUSINESS MANAGEMENT
Diploma of Business Management
Name of the University:
Name of the Student:
Author note:

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Assessment 1
The human resource management of any company deals with the management of the
human resource team. The human resource manager of a retail shop in Australia would like to
hire a store manager for which it is important to assess their organizational procedures and
policies. The organization’s recruitment, selection and induction policies are highly
admirable. The company has worked hard to provide its associates with a good working life.
It gives equal importance to the employee’s personal life and other non monetary factors. The
recruitment and selection procedures of the company are also commendable. Candidates are
selected on the basis of their talent and skills, without any biasness or prejudices. The
company has a strict procedure of selecting candidates, with personal tests, skill tests and face
to face interviews (Ashleigh, Higgs and Dulewicz 2012).
However, implementing innovative technologies in the selection procedures can help
in improving the effectiveness and efficiency of the organization. Job recruitments posts can
be updated on the company’s website. By making the posts more appealing and attractive,
one can increase the interests of the candidates. Moreover, the company encourages diversity
and therefore, it can attract the diverse culture. After the recruitment process is over, short
listing the candidates become an important factor. Technology can help in a huge way by
carrying out the procedures through resume screening processes. Various software tools for
recruitment exist, which the company can apply. Moreover, online tests, aptitudes, score
cards and others help in hiring the candidates and make the selection procedure easier
(Lamba and Choudhary 2013).
It is important to be clear about the selection procedures to the job’s senior manager.
In many companies, hiring candidates is the responsibility of the human resource managers.
Therefore, they must communicate their work to the senior managing department. The human

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resource department must communicate the selection procedures to the senior team, for
ensuring a fair as well as compliant hiring procedure. The senior team must be made aware of
all the procedures and plans the department is following for selecting candidates. Moreover,
they must be assured that the team is following a fair method of selection. This must be done
in a professional manner. The procedures of interviews, sample job descriptions and
information of salary must be conveyed to the senior management team (Killawi et al. 2014).
The company’s culture as well as guiding principles has a major impact on any
company’s human resource policies. It includes manpower selection, recruitment, trainings,
development and others. The company while hiring new candidates must organize an
orientation program for them. This will help them become aware regarding the company’s
policies and procedures. New employees and trainees must be given basic trainings on a
regular basis (Williams 2013). Mentoring programs must be conducted daily for fifteen to
twenty minutes and the employees must attend those. The staff members must be encouraged
and motivated to share their views and opinions without any fear. Arranging events or social
gatherings will help in generating feedbacks from the new employees. This in turn will help
in communicating with the new employees and staff members. However, maintaining such
strategies will benefit the company to a huge extent (Trevino and Nelson 2016).
Assessment 2
Answer 1:
The final format of the job description of store’s manager must include several
standards of the performance section in job descriptions. The list may assist the employees as
well as the candidates to understand the policies and procedures of the organization and
moreover, the expectations of the employees. Jennifer must provide the organization with key
competencies of the workers, which will give a brief description of the jobs in terms of

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observable, behavioral and measurable competencies, which a job should exhibit.
Competency analysis helps in focusing more upon, how the employees meet the objectives of
the job or in simpler terms how they accomplish their tasks (Van den Brink, Fruytier and
Thunnissen 2013).
Answer 2:
In order to specify the standards as well as procedures in the body of the job
descriptions, it is not practical to keep separately. This is because both the employees and
Jennifer will incorporate the given procedures and standards. If the given procedures as well
as standards are too complex in nature or too involved, then it becomes more difficult to
maintain separate procedure manually. It should be included in order to assist the managers
as well as supervisors to focus on and remember the standards more effectively and
efficiently, as it is an integral part of the job description (Stone 2013).
Answer 3:
Jennifer can collect information for the standards, procedures and job description
through various methods and procedures. The methods include; interviews, questionnaires,
observations, diaries, logs and websites. Jennifer must conduct an analysis of the job for the
store manager’s position. She must check the existing procedures as well as policies of the
organization. She must use the methods of interview, questionnaire and others for the
collection of information regarding standards, job description and procedures of the job.
Moreover, Jennifer can also utilize the quantitative techniques for measuring the job
description of the store manager. This includes; analyzing the position, department of the
labor procedures as well as functional analysis of the job (Asad, Al-Khal and Fetters 2014).
Answer 4:

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The store manager’s description of the job must look like the following;
Store Manager of Carter Cleaning Company
Job Description
Title 2025 Store Manager
Department(s) Cleaning
Reports to President (Jennifer Carter)
Job summary
 Responsible for all kinds of store activities.
 Must be able to produce quality work.
 Should maintain customer relations.
 Profitability must be maintained and sales must be maximized.
 Labour supply and energy costs must be controlled effectively.
Essential Job Functions
Duties and responsibilities include;
 Store appearance as well as cleanliness
 Quality control
 Book keeping
 Maintaining customer relations
 Cash management
 Damage control

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 Cost control and productivity
 Inventory control
 Pricing
 Machine maintenance
 Spotting and cleaning
 Purchasing
 Pest control
 Human resource administration
 Maintaining employee safety
 Hazardous waste removal
Knowledge
 Consumer service
 Managing accounts
 Accounts receivables
 Store as well as motel management
Skills
 Excellent interpersonal skills and customer services.
 Sound communication skills.
 Quick decision making skills.

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 Verbal as well as listening skills.
 Time management.
 Problem solving skills.
Personal Attributes
 Honest.
 Trustworthy.
 Dedicated.
 Hard Working.
 Cultural awareness.
 Sensitivity.
Answer 5:
Ethics play a major role during the procedure of recruitment and selection. There are
several laws in order to protect the individuals during the time of recruitment. It helps in
maintaining an ethical as well as professional standard at the time of hiring employees.
Human resource professionals often face with dilemma which extends beyond their
principles. Some common issues faced at the time of recruitment include; placing wrong or
misleading advertisements for the jobs, not recruiting qualified and deserving candidates,
biasness and prejudices, misrepresentation of the requirements for some particular position
and not reviewing the candidates on the basis of their merits (Weiss 2014).

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References
Ashleigh, M.J., Higgs, M. and Dulewicz, V., 2012. A new propensity to trust scale and its
relationship with individual well‐being: implications for HRM policies and practices. Human
Resource Management Journal, 22(4), pp.360-376.
Killawi, A., Khidir, A., Elnashar, M., Abdelrahim, H., Hammoud, M., Elliott, H., Thurston,
Asad, H., Al-Khal, A.L. and Fetters, M.D., 2014. Procedures of recruiting, obtaining
informed consent, and compensating research participants in Qatar: findings from a
qualitative investigation. BMC medical ethics, 15(1), p.9.
Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational
commitment of employees. International Journal of Advancements in Research &
Technology, 2(4), pp.407-423.
Stone, R.J., 2013. Managing human resources. John Wiley & Sons Australia.
Trevino, L.K. and Nelson, K.A., 2016. Managing business ethics: Straight talk about how to
do it right. John Wiley & Sons.
Van den Brink, M., Fruytier, B. and Thunnissen, M., 2013. Talent management in academia:
performance systems and HRM policies. Human Resource Management Journal, 23(2),
pp.180-195.
Weiss, J.W., 2014. Business ethics: A stakeholder and issues management approach. Berrett-
Koehler Publishers.
Williams, C., 2013. Principles of management. South-Western Cengage Learning.

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