HRES 2202: Recruitment and Selection Strategies at Metro Inc.

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HRES 2202 INDIVIDUAL RESEARCH ASSIGNMENT
Individual Assignment

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HRES 2202 INDIVIDUAL RESEARCH ASSIGNMENT
Section 1
Metro Inc. is a supermarket chain operating in Canada. The mission for this supermarket chain is
to develop the long term loyalty in the consumers by exceeding the expectations in the day to
day activities. The mission validates for the vision of this organisation which is for developing
the best customer experience in each of the brands developed by the organisation (Metro Inc,
2016). The values for Metro Inc. are identified as Customer focus, Best Team, Execution, and
Efficiency. The value proposition is to develop business processes that fulfil for delighted
customers and empowered employees. The business looks for value in developing a strengthened
community which respect the environment and the communities.
The recruitment strategy recommendation can be processed towards engaging Agile Hiring and
Social Media networks in recruitment strategies. The practice of agile hiring benefits to identify
the most effective candidate enabled to handle the challenges and pressures (Metro Inc, 2016).
The social media network assessment and hiring can also be executed in the process of
recruitment by developing group interview through the channels of social media.
Section 2
The job role identified is the Human Resource Manager who is responsible for recruiting the new
employees and retaining the existing talent base of the organisation. The human resource
manager is required to identify and attract potential employees for the organisation to increase
the taken base of the organisation (Armstrong and Taylor, 2014). The role of HR is also
identified to execute policies and provisions that sustains for the effective and talented employee
base for the organisation.

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HRES 2202 INDIVIDUAL RESEARCH ASSIGNMENT
Education (K): The education qualification required to hold the position of Human Resource
Manager at Metro Inc. is a Major’s degree in either Human Resource Management or Business
Administration. The job role requires basic knowledge and background information in
Administration and Management (Armstrong and Taylor, 2014). The education will also process
for the required level of knowledge and information in the field of employee management and
relations.
Skills (S): The skills required for the job role is effective communication, performance
management, feedback, performance appraisal, and HRIS. The job role requires encompassing
these skills in order to provide with effective services and perform the duties in a strategic and
appropriate manner (Dalkir and Beaulieu, 2017). The skill of performance management will
enable the Hr manager to effectively manage the performance of employees and designing
training programs to appraise the performance as per the required levels. The skill of assessing
and providing feedback is also essential for the Hr manager to provide with corrective feedback
to the employees regarding the performance and identifying the areas of future improvement.
The skill of HRIS will develop for effective management and administration of employees in a
systematic and programmed manner.
Personality Traits (A): The human resource manager is required to depict personality traits
such as Openness to experience, Agreeableness, Extraversion, and Conscientiousness. These
personality traits will develop for strategic and effective deployment of duties and professional
performance. For instance, the trait of Openness to experience enables to adopt in different
change and environment which is dynamic in nature (Armstrong, 2016). The personality trait of
Agreeableness is also required in the human resource manager to fulfil for effective change
management and conflict management of the employees. The trait of Conscientiousness will

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HRES 2202 INDIVIDUAL RESEARCH ASSIGNMENT
provide to develop conservative and effective policies to be implemented in the employees. It
desires to develop a constructive and structured attitude toward identifying issues and policy
development.
Transfer Skills (O): The transfer skill such as Communication, Leadership, Information
Management Skills, and Project Management is required in the job role of Human Resource
Manager at Metro Inc. The skill of leadership and project management will create increased
returns in the practice of Agile Hiring Practices (Armstrong and Taylor, 2014). The skill of
information management skills will encompass for the execution of Human Resource
Information Software. The skill of communication is essential as it enables to communicate with
the employees in the process of identifying their issues and developing strategic policies to
resolve those issues.
Section 3
The assessment tool recommended in order to identify the best candidate is the Cognitive Ability
Test. This test is based on framing different questions which analyses the ability of the employee
to apply logic, reasoning, comprehension and other mental abilities related to different
professional situations and scenarios (Tiwari and Saxena, 2012). The test has been recommended
as it enables to identify the ability of an individual to solve different work-related issues and
problems. The test reflects in mental ability in dimensions of verbal, emotional and mathematical
reasoning.
Section 4

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HRES 2202 INDIVIDUAL RESEARCH ASSIGNMENT
The legal sources that affect the practices of recruitment and selection process at Metro Inc. are
Employee Discrimination, Data Protection Legislation, and Employment Law. The organisation
is to follow the provisions and federal jurisdiction related to data protection of the employees.
The employers are required to assess for potential considerations in the area of collecting and
analysing the data provided by candidates (Go2hr, 2019). It necessary for the employers to
strategically use the data collected in interviews and forms submitted. Any unauthorised or
uninformed application of the data submitted by the candidates must be considered as a disregard
of federal obligations.
According to BC Rights Code, the issue in recruiting and selection of employees is subjected to
discrimination. The job advertisement or any offering must not discriminate amongst the
candidates on the basis of Race, Color, Ancestry, Political Belief, Marital Status, Gender, Sexual
Orientation, and Age etc. It is necessary for the hiring manager to be accustomed by the legal
provisions to be followed and adopted in order to eradicate employee discrimination in
candidates (Go2hr, 2019). The job advertisement, posting, interview and offer letters must be
legally efficient in order to follow with the legal provision. The hiring manager must be informed
to not practice any kind of preference on the basis of age, colour, sex, and creed of the
candidates. The hiring manager must be aware of the legal issues related to the Employment
Standards Act.

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HRES 2202 INDIVIDUAL RESEARCH ASSIGNMENT
References
 Armstrong, M. (2016). Armstrong's Handbook of Management and Leadership for Hr:
Developing Effective People Skills for Better Leadership and Management. Kogan Page
Publishers.
 Armstrong, M. and Taylor, S. (2014). Armstrong's handbook of human resource
management practice. Kogan Page Publishers.
 Dalkir, K. and Beaulieu, M. (2017). Knowledge management in theory and practice. MIT
press.
 Go2hr. (2019). LEGAL ISSUES YOU NEED TO CONSIDER IN YOUR RECRUITING
PROCESS. [Online]. Go2hr. Available at: https://www.go2hr.ca/recruitment/legal-
issues-you-need-to-consider-in-your-recruiting-process. [Accessed: 28th Jan 2019].
 Metro Inc. (2016). CR Report. [Online]. Metro Inc. Available at:
https://corpo.metro.ca/userfiles/file/PDF/RapportAnnuel/2016/en/metro_CR_report_2016
.pdf. [Accessed: 28th Jan 2019].
 Tiwari, P. and Saxena, K. (2012). Human resource management practices: A
comprehensive review. Pakistan business review, pp. 669-705.