MicroTech Systems: Growth Plan Analysis and HR Recruitment Strategies

This report examines MicroTech Systems' growth plans, emphasizing the crucial role of effective human resource management and resource planning in facilitating business expansion. It identifies key considerations, including distance, global development, imperfect markets, and the need for strategic partnerships, while stressing the importance of understanding international labor markets. The report analyzes the dynamics of tight and loose labor markets and underscores the significance of aligning recruitment and selection processes with international labor market conditions, particularly focusing on education levels. It also addresses the concept of 'employer by choice' and the need to compete effectively in the labor market by considering demand, supply, and wage changes. Furthermore, the report delves into standard operating procedures, emphasizing the importance of job analysis, person specifications, and competency frameworks in the recruitment and selection process, while also highlighting the legal framework governing these activities. The report concludes by summarizing the understanding of the procedure and planning of recruitment and selection procedures which helps in identifying the effective employee staff for the upcoming growth and expansion plans of a company.

RST assessment activity 1 template
MicroTech Systems growth plans report
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Contents
Introduction....................................................................................................................2
Context...........................................................................................................................3
Key considerations.........................................................................................................6
Recruitment and selection activities...............................................................................8
Conclusions..................................................................................................................10
References....................................................................................................................11
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Introduction
Every business needs and plans a growth. The growth and the expansion work
together. With an effective management and resource planning, the growth of
companies becomes easy and gets the biggest opportunities. The planning of human
resource and management of the other resources helps in the growth and expansion of
the business. This report describes the need for identification of considerations of
labour markets and competition focus on the market for the companies. The standard
operating procedure and recruitment and selection process are important to be
understood. The report includes various recruitment and selection processes which
help in identifying the effective employee staff for the upcoming growth and
expansion plans of a company. In the consideration of MicroTech Systems Company
and for its growth plan some very important issues and topics are provided under this
report.
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Context
The expansion and growth of the business depend on the various factors. The business
must consider the important notes which help in detecting the potential business
market and potentially acceptable growth in the market. The identification of different
considerations for growth and expansion of the business includes-
Distance- Considering the distance for expansion is important. A business needs to
understand the culture, environment and legislation which take time, the business
expansions are hired on distance and all the consequences are gained (Bruck, 2014).
Development globally- The development at the global scale is important. The local
values and importance of the markets must be considered with the global development
of the company to ensure overall development.
Know your imperfect markets- The markets in which the business cannot make
growth must be considered and known before the implementation of the expansion
policies. For example, UK business cannot work in China for the expansion purpose
or growth.
Need of right partners- For the expansion different sources are available may be
merging, acquisition, buying etc. any country which is unknown or new for the
company to expand needs a business partner or agent who could ensure the minimum
level of hindrances environmentally or manually (Bruck, 2014). The company must
consider these.
The international labour markets are necessary to be understood before any expansion
or growth plans. The MicroTech Systems is planning for the expansion and growth
plans must consider the provided international labour market condition.
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Figure- 1
Source- (Bruck, 2014)
The condition of tight and loose labour market can be depicted when it is said that
there are more jobs than people available to fill into jobs are the tight labour market
conditions. The loose labour market conditions are when more people are available
than the jobs.
The international labour market has the opportunities of the growth and expansion as
it is clear from the graphical presentation that overall labour market of international
borders, the employment rates of the graduate level is high which is clear that the
loose situation of the graduates is very interesting and likely to be employed. The
unemployment rates of the graduate level are the lowest. This makes that the
international market is also having the importance of potential employees which are
hired in the business. The inactivity ratios among the graduates are lowest. The
recruitment and selection process in the company needs to be conducted according to
the international labour market scenario and for MicroTech Systems the consideration
of the education for a successful business is required in the employees.
Employer by choice
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Employer by choice- An employer who is of any size and in private and the public has
achieved the set standards or targets for becoming the employer of choice which is
established by the employer of choice International Inc. which has the certification
mark (Guedes, 2015). The evaluation process needs to be completed and achievement
of the corporate objectives makes the employer by choice.
The labour market competitors compete with the company. There is a need that
company focus on the competition with an effective manner. There are major three
ideas which may help in competing with the competitive labour market for MicroTech
Systems.
Demand- The demand for the labour markets must be considered for the competition.
The demand of the employees affects the competitiveness in the labour markets
(Guedes, 2015). MicroTech Systems must focus on the demand so as to assess the
upcoming competitors and demand for employees.
Supply- The supply of the market and employees are to be considered in the manner
to assess the information about the differences between the supply and demand of a
person. The company must focus on the
Changes in market wage- The consideration of the changes in market wage rate is
important to be a great competitor (Guedes, 2015). The company needs to identify the
employment rates in the market so as to set out their competitive wage rates for
employees.
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Key considerations
The Standard Operating Procedures are the processes which company focus on
documenting the processes and ensuring the services are delivered consistently. These
are the processes which become standard at a particular stage which do not need the
decision making of the manager and could still be operating.
A process of defining a vacant post will be the regular and standard procedure could
be used by the company. The company must consider the process of getting the job
descriptions, person's specifications and competency frameworks to complete the
process of recruitment and selection (Vickers, et. al., 2014). The vacant post of the
employee could be filled with the recruitment and selection procedures.
The recruitment is searching for candidates to fill a vacancy and selection is choosing
the most suitable person for the recruited applicants.
There is an importance of Job analysis to consider the job description before
recruiting the applicant for the particular new job.
Job analysis
The job analysis suggest the information which is required to be provided is the job
post is fixed time, part-time, etc. the need of providing the information about the
various structure of the organisation and competencies and capabilities to perform a
task is provided under job analysis (Vickers, et. al., 2014). This is basically the job
description which also includes the approach of Job sculpting.
Some very important techniques for job analysis are observation, critical incident
analysis, job analysis questionnaire, job analysis interview, reporter grid analysis
The need to assess the job description is to provide the knowledge to the applicant
about the role, purpose, responsibilities, tasks and duties, reporting lines.
Person specification
This is an important part of recruitment as it depicts the competencies and experience
of the person to assess whether the person is suitable for the post (dos Santos, et. al.,
2017). There are various categories which are to be considered while considering the
person specification. These categories include skills, Experience, Qualifications,
Education and personal attributes.
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Competency frameworks
Competency frameworks are the set of various competencies which company looks
for while recruiting and selecting a person for a post. These competencies included
are-
 Communication skills
 Team skills
 Problem-solving
 Customer service skills
 Results orientation
 People management
The legal framework of recruitment and selection is worked out by EU and UK
together (dos Santos, et. al., 2017). The legal requirements which the company needs
to consider throughout the recruitment and selection process are-
Avoid discrimination- the legality of the recruitment and selection process is
specified with the major laws or ethics such as the discrimination should be avoided
by the employer while recruiting. The two types of discrimination are considered by
organisations which are direct and indirect discrimination.
Employing ex-offenders- there is a requirement of law that the ex-offenders must
also be provided with the chance for employment. The rules could be strict (Abzug,
2017). The criminal records bureau was replaced by Disclosure and Barring Services
in 2012 in the UK.
Right to work in the UK- the right to work must be considered by the organisations
as every person whether any gender, caste, religion etc, have a right to work.
Contract law- The contract law is similar to the other employment contract law
which is to be considered by the company. Data protection and freedom of
information are also important to be considered as a legal framework in the contract.
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Recruitment and selection activities
Recruitment- The recruitment is searching for candidates to fill a vacancy that is
suitable for the job position. The recruitment could be done by the provided major
methods which are internal and external recruitment.
Internal recruitment- The internal recruitment is the most effective approach of the
recruitment (Abzug, 2017). The filing of vacant seats can be done by the method of
internal promotion, movement from temporary to permanent, secondments, transfers,
job rotation etc.
Strengths
 Cheaper
 Provides an opportunity for growth
Weaknesses
 No new ideas cold is produced.
 Creates another vacancy which needs to be filled.
External recruitment- External recruitment is to hire the people from the different
environment except for the organisation (Abzug, 2017). The approaches or methods
by which external recruitment can be done are closed searches, responsive
recruitment, and open search approaches.
Strengths
 New ideas could be generated
 A wider range of experiences
Weaknesses
 Long process
 Costly
E-recruitment approaches- These are the approaches which are basically the
recruitment procedure online.
Strengths
 Cost savings
 Time-saving
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Weaknesses
 Unqualified applicants apply
 Increase a new work for HR members.
Selection- Selection is choosing the most suitable person for the recruited applicants.
The methods of selection are-
Shortlisting- This is the method by which the shortlisted candidates on the basis of
their competencies or skills are selected (Abzug, 2017).
Strengths
 Effective procedure
 Common to the organisations
Weaknesses
 Long procedure
 Time-consuming
Selection interviews- The selection interviews are the job interviews which are done
by the organisations. There are some types of selection interviews which are
biographical, situational, competency-based, and technical.
Strengths
 Effective procedure
 Common to the organisations
Weaknesses
 Long procedure
 Time-consuming
Psychometric assessment- This method includes aptitude tests, attainment tests,
trainability tests, intelligence tests and personality tests (Abzug, 2017).
Strengths
 Effective procedure
 Common to the organisations
Weaknesses
 Long procedure
 Time consuming
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Conclusions
The report provided effective understanding of the procedure and planning of
recruitment and selection procedures. The planning of human resource and
management of the other resources helps in the growth and expansion of the business.
The report include various recruitment and selection processes which helps in
identifying the effective employee staff for the upcoming growth and expansion plans
of a company.
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References
 Abzug, R., 2017. Recruitment and Selection for Nonprofit Organizations.
In The Nonprofit Human Resource Management Handbook (pp. 87-100).
Routledge.
 Bruck, H., 2014. Recruitment and Selection process. GRIN Verlag.
 dos Santos, N.R., Pais, L., Cabo-Leitão, C. and Passmore, J., 2017. Ethics in
recruitment and selection. Goldstein, H., Pulakos, E., Passmore, J. & Semedo,
C.(91-112). The Wiley Blackwell Handbook of the Psychology of Recruitment,
Selection & Retention. Chichester: Wiley-Blackwell. DOI, 10,
p.9781118972472.
 Guedes, S., 2015. The Use of Social Media within the Recruitment and
Selection Process.
 Vickers, G., McDonald, M. and Grimes, J., 2014. A cross country comparison
of best practices in recruitment and selection. Journal of Management and
Marketing Research, 15, p.1.
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