Improving HRM: Policy Recommendations for Happy Dogs PTY LTD

This report provides a comprehensive analysis of Happy Dogs PTY LTD's existing Human Resource Management (HRM) policies, focusing on their effectiveness in attracting, recruiting, and selecting desired candidates. It identifies weaknesses in the current policies, particularly regarding attracting talent, utilizing recruitment channels, and conducting effective selection interviews. The report recommends revisions to enhance the company's ability to compete for top talent by improving employee value propositions, leveraging digital marketing, and implementing structured recruitment processes. It emphasizes the importance of competitive compensation, employee development, and a positive workplace culture to attract and retain skilled employees, ultimately improving the company's overall performance and competitiveness. The report also suggests focusing on fresh talent to minimize costs and maximize the return on investment in human capital.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author note

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Table of Contents
Introduction......................................................................................................................................2
Analysis of Existing Policy and Recommendations for Attracting Desired Candidates.................2
Analysis of Existing Policy and Recommendations for recruiting Desired Candidates.................4
Analysis of the existing policy and Recommendations for selecting desired candidates................6
References........................................................................................................................................9

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Introduction
The purpose of this report is to develop capabilities of the management of Happy Dogs
company to integrate academic theories in their human resource practices. In this reprt a
recommendation is provided so that the management of te business organization can effectively
attract suitable candidates for the organization and retain them. Not only that, recommendation
for editing the company’s HRM policies so that the managerial board can achieve success in
ecruiting and retaining the best possible workforce. In this report recommendation for attracting
and recruiting potential candidates is incorporated and along with that how to choose good
employees is also mentioned.
Analysis of Existing Policy and Recommendations for Attracting Desired Candidates
It is seen that Mary and Michael Traynor is responsible for all the recruitment of the
company and apart from them no one has te right to recruit people if they are not asked to. It can
be said that the management of Happy Dogs should understand that in today’s world the
competition in the market is fierce and thus they should stress on making the company policies
attractiove so that they can successfully recruit and retain the best possible workforce in the
company for enhanceing the overall performance of the business organziation(Cook, MacKenzie
and Forde 2016). The organization Happy Dogs PTY LTD works as a Dog care company that
provides services to dogs as a creche for them and apart from that the organziation is a
veterenary clinic specially dedicated to treat all kinds of diseases that affects dogs. The policies
regarding recruitment set by the management of Happy Dogs somehow lacks attraction as the
leaders of the company is facing challenges to attract suitable candidates in their organization
which is harming the productivity of the company (Gope,Elia and Passiante 2018). The company

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operates under the service industry and Iif they fail to provide proper service to the customers
and satisfy their requirements naturally they will lose reputation in the market of operation.
Being a small scale company, building reputation is the only key for them to achieve profitability
eradicating all the challenges (Torbiörn 2017). Thus it can be said that the management of the
organziation should stress on making amendments in their policies in order to attract suitable
candidates.
Currently the busines organization is recruiting for posts like veterenary surgeons and for
taking care of the residential dogs and the dogs who came for treatment for a short period of time
(Allen, Lee and Reiche 2015). These are two important positions and the candidates whom the
company will choose should have valid academic degree and experience in the relevant field.
thus, the management should offer a bit higher pay scale to attract the highly efficient
professionals in the relevant field. in this way it can be said that being a small scale company the
management of Happy Dogs should employ reward and recognition to keep the employees
motivated and reward or better pay scale can be the key to attract highly efficient employees in
the workforce of the company. The business operates in the market of Australia and already there
are numerous similar business organziation and the competition is fierce (Garavan et al. 2016).
Thus the managerial board should stress on improving the performance level so that they can get
a competitive edge and outrun the other competitors in their domestic market of operation. The
existing recruitment policies of the business organizaion is somewhat alright but they will be
needing to revise their pay scale so that they can attract the bestpossible candidates in the
organization, as they can be the key for the betterment of the organziational performance which
is vital to compete and achieve desired profitability in a market full of competition
(Ganapathyand Ashokkumar 2017). It is a matter if fact that to sustain the profitability and the

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productivity in the competition full of competition, the management iof Happy Dogs should
engage in continuous development of the organization and for that the management should
engage in making their recruitment policies attractive by introducing more rewards and other
benefits for the employees and apart from that they should declare that for showing outstanding
performance and improvement in professional skills they will be rewarding their employees. At
this point of time, reward and sustaining a good communication in the workplace can only attract
better candidates in their buisness (Chiang,Lemański and Birtch 2017). It is seen that employee
value proposition can effectively help the organizations to recruit and compete top talents and
thus the management of the organzition should forst define their target candidates and then get to
know the demands of them and gather information regarding the target customers and
competitors in the industry and then dispel the myths. After that the management should create a
target and mission for the employees and implement all the strategies.
Analysis of Existing Policy and Recommendations for recruiting Desired Candidates
The existing policy of the organization puts emphasis on recruiting people without any
kind of discrimination on any ground. This is indeed a positive step, but this policy cannot be the
sole strategy for the organization while recruiting people. The management of Happy Dogs
should understand that they should change some of the policies regarding recruitment and then
introduce some new policies that would attract the candidates to join the company. Not only that,
the management of Happy Dogs should engage in activities related to introducing catchy
advertisements and digital marketing so that they can attract more people and awaken interests in
them (Ganapathy and Ashokkumar 2017). It can be said that the board of directors of Happy
Dogs should be aware of the fact that as they do not have good brand value and they do not have
an efficient workforce, they should consider that recruiting highly effective employees should be

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the first priority and thus they should act accordingly. It is seen thatthe management of the
organization should intensify the competition in the process of recruitment as that woul help
them to get hold of the best talents and then they should acquire and analyze data from various
recruitment portals to get the best results in acquiring the best talents in their pool. The leaders of
Happy Dogs should utilize social media websites to get to know about the best talents and they
can contact them to get them into the disposal of the company’s talent pool (Zibarras and Coan
2015). These can be refered to as an effective recruitment channel for the company to recruit the
best talents of the market relevant to their field of operation. It is seen that apart from focusing
on the recruitment channels, the management should utilize attractive advertising policies so that
they can attract the best talents of the market. It has been mentioned above that in the present
situation the only way to get desired success for the company is to acquire the best talents of the
market and then utilize them to effectively enhance the overall performance of the business
organaiztaion. In this regard, itcan be said that the management of the Happy Dogs should invest
in marketing and especially in digital marketing to reach upto their target candidates (Tangthong,
Trimetsoontorn and Rojniruntikul 2014). It can be said in this scenario, the management shouyld
not look for experienced employees as it would be difficult for them tp compensate them with
monetary rewwards at this initial stages of their business and this, the management should look
for the best talents who are freshers (Veloso, Tzafrir and Enosh 2015). The demands of the
freshers will be relatively lower and that would benefit the organization the most. If the
management of the business organizatin get hold of an effective workforce who have the
necessary knowledge and skills but are not experienced enough, the management of the business
organization will be able to recruit them in comparatively lower remuneration and that will
effectivey help the organization to grow. Thus, it can be said that the management of Happy

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Dogs should get engaged in finding the bet talents available in theior market of operation and
make policies so that they can attract them to work with lower remuneration as that would help
the organization to flourish within a short span of time as they will have an extra fund to spend
on other sectors of the operations of the business (Gomeset al. 2015). it is a matter of fact that
having a good fund means a lot when a business organization is trying to establish their business
in a market full of competition, and thus the aim of the mabagement should be minimizing the
costs and get hold of the best talents available on the market.
Analysis of the existing policy and Recommendations for selecting desired candidates
The organization selects its employees on the basis of their qualifications, capability, and
their past experience. However, with the current business scenario, the management of happy
Dogs should understand the fact that as they are currently struggling to experience profitability
due to lack of overall organizational performance. The organization is now unable of attracting
more talented and qualified people which creates a hindrance in selecting their desired
candidates as well. Also, no service agreements take place at the time of selection and
recruitment. Thus the management of the business organization should understand that they need
to make their recruitment policies more attractive so that they can attract the best talents
available in the market (Ahlvik and Björkman 2015). The company runs in the service industry
and thus they should focus on the satisfaction level of their customers, and without having a
good talent pool in the disposal satisfying the growing demands of the customers would not be
possible for them. Thus, it can surely be said that, they should make some necessary changes in
their recruitment policy to make it effective.To achieve quick success in recruiting the best
talents available in the market of operation the management of happy dogs should follow 9 steps
and those are process, investment, sales function, hiring managers, referrals, candidate pools,

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assessments and data-driven (Schenk 2017). Process can be referred to as having a planned and
thoughtful process of recruitment that the management should actually follow it can be said that
a good process of recruitment is the best indicator of the success of the recruitment process in
this way follow through is the most vital part and having a good process allows the management
to get the best human resources possible in the market. After that comes investment and
investment for acquiring the highly skilled employees and father investment in order to train and
develop their professional skills can be beneficial for the company does investment can be
looked at as a very important aspect of the recruitment process (Farouk et al. 2016). On the other
hand the management should treat recruitment process like a sales function as the only difference
between buying a product and recruiting a highly employed employee is that this employee who
have appropriate professional skills can immensely help the company to gain profitability in
future(Long, Ajagbe and Kowang 2014). To make the recruitment process more successful the
management of the company should hire effective managers and the first and foremost criteria of
recruiting the managers will be they should have good interpersonal skills and they should have a
motivating mentality in order to get the most out of the talentpool the company currently have in
their disposal (Caligiuri 2014). Service level agreements are of great importance in the
recruitment process as these agreements helps in hiring managers and recruiters outline who is
responsible for what and what particular timeframe can be realistic for the recruitment process. It
can be said that this type of agreements makes the communication much easier helps the
company to build a strong hiring manager relationship and allows the business organization to
experience better results (Hassan 2016). The management of happy dogs should maintain a
strong referral program for the employees as in this way the management will get an idea of who
they are recruiting and after doing a background check they will be satisfied to know that they

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have recruited the right person for the job. Candidate pools have a great importance behind the
success of a business organization (Clair and Milliman 2017). In this regard it can be said that
the management should make a pool of candidates as the sharing of information or a community-
based pool will help the candidates to develop their professional skills and that would eventually
help the company to experience March enhanced organizational performance that would help the
company to an immense profitability in future. Assessment is one of the most important parts of
the recruitment process as the management of the organization should use proper assessment
tools in order to evaluate the effectiveness and the function of the employees they are recruiting
(Hegewisch and Brewster 2017). While to mention that evaluating in the process will not help
the management to get an idea of the candidate whom they are hiring but it would definitely help
the management to get to know their effectiveness after the recruitment process gets over. Data-
driven can be looked at as the last but the most vital aspect of the recruitment process as it would
allow the management of the business organization to concentrate on the processes and the effort
on the practices and the candidates proven to be the most successful for the company (Brewster
and Hegewisch 2017). It can be said that if the management of happy dogs try and implement
these 9 practices of recruitment they will definitely experience a better effectiveness and success
in the recruitment programs and eventually they’ll be able to acquire the best talents available in
the market of operation that would enable them to experience more profitability in future.

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