Analysis of HRM: Recruitment, Psychometrics, and Fourth Revolution

This assignment provides a comprehensive analysis of human resource management (HRM) practices, focusing on recruitment strategies, the application of psychometric testing, and the impact of the fourth industrial revolution. The student addresses key aspects such as the importance of effective employee selection, the challenges faced by HR managers in South Africa, and the relevant legislation governing employment. The assignment explores the use of psychometric tests to assess candidates' suitability, considering their strengths, weaknesses, and cultural differences. It further examines the implications of the fourth industrial revolution on business operations and the need for diverse and flexible employee bases. The student also reflects on the course material, highlighting the practical insights gained regarding HRM functions and the role of HR managers in achieving organizational goals, particularly within the context of the Coca-Cola Company's operations in South Africa. The assignment emphasizes the importance of adapting to technological advancements and leveraging psychometric tests for effective employee selection in a rapidly changing global environment.

Running head: ANALYSIS
ANALYSIS
Name of the student:
Name of the University:
Author Note:

1ANALYSIS
Assignment 1.
Question 1.
Derick Black in order to attain the current organizational goals need to focus on the
recruitment of the effective employees in terms of human resource management. Here
this manager needs to show the ability to observe, understand and analyse the
personality of the people he will be recruiting in the next few days based on the skills
and educational qualification. He must have the knowledge of the requirements related
to the operation, finance, economy and marketing process of the organisation so that he
can recruit people perfectly matching the behaviour and learning capabilities. Anther
competency that the HR manager needs to apply is to communicate the information in a
proper way.
Question 2.
In recruiting the perfectly fitting employees in the organization, Derick Black may face
various issues which will include:
 Building a strong employer brand as the culture of south Africa is different
 Need for qualified candidates as the number of skilled labours are less
 Expanding the candidate reach because the country’s labour pool is low
 Targeting the passive candidates as the channels to reach the candidates are
less possible
 Attracting right job applicants as the company does not have much reach in the
job market
 Creating a talent pool proactively because the company does not have proper
measures to test
 Inefficient talent resource process as the management responsible for
recruitment is not so active

2ANALYSIS
 Detailing the needs of the company currently to the expansion of middle
management
 Lack of understanding among the recruiter and hiring manager as SACB’s
structure in this market is confusing.
 Retaining millennial for longer period as the company policy is ineffective
 Incapability to balance speed of recruit with quality of hire
 Lack of abilities during recruitment process as the recruitment procedures are not
effective in the company.
For example, the company like SACB feels pressure for recruiting and retaining
effective candidates as the structure and policies for arranging instruments and tests to
select them are not enough. These are the issues the management can face while
recruiting the new employees
Question 3.
In working in South Africa, there are some very important legislation which the
companies needs to ascribe. These include the Constitution of the Republic Of South
Africa 1996, the BCEA or the basic constitutions of employment act of 75 of 1997, the
LRA or the Labour Relations Act 66 of 1995, the EEA or the Employment Equity Act 55
of 1998 and the judicial precedents (Subramanien and Joseph 2019). These legislation
relate to the recruitment process depending upon the employee rights and agreements
are detailed. These refer to the payment, terms of jobs, employment policies, and
ethical work hours and leave related functions on which the recruiters may face conflicts
with their employees after recruitment.
Question 4.
Attaining leading market share is the main event that the employees of the organisation
focuses on. The company will be now grabbing the attention of the other markets like

3ANALYSIS
India and the former Russia. For this the annual event, attention to personal wellness
for personal growth will have great role to play. The employees will take part in the
training programs and other related activities to grow their competency.
Assignment 2.
Psychometric test refers to the measurement of Mind therefore its utility in the
recruitment process is height. Along with the facets like educational qualification
experience skills punctuality and experience the behaviour traits as well as personality
of the candidate are to be taken care of for assessing their capability to fit in the
organisational setting can be understood through these psychometric tests (Furnham
2018). some of the employers can choose psychometric tests during recruitment
process which help them to give a better and overall evaluation of the persons to secure
best fit in the roll stuff the value of psychometric tests before recruitment it is essential
oils these details objective overview about character of the candidate his strengths
working style and weaknesses the psychometric test is used as integrated evaluation
strategies (Rostami et al. 2017). It helps to get the future performances of the
candidates and improve employee retention through making a successful hiring
decision. Psychometric testing measures number of attributes that include intelligence
motivation critical reasoning and personality profiles of the candidates. The process can
be subjective which normally access the experiences and skills of the candidates. This
can analyse the skills and abilities accurately but there are gaps for understanding
(Chen and Zhang 2018). Through proper psychometric tests the employers can
understand suitability of the candidate it offers scientific credibility and effect objectivity
in the process of recruitment.
Important psychometric tests include MBTI or the Myers-Briggs Types Indicator, 16 PF
test, DISC and verbal reasoning assessments. These provide fair accurate methods to
assess the candidates to the fact as every applicants can be given the standardized

4ANALYSIS
tests. Traditionally the tests can include questionnaires and finding solutions to cases
through which the employees can understand proper analytical skills and personality of
the candidates struck as the situation in any organisation is constantly changing in this
global scenario any type of risk can take place (LaDuke et al. 2016).
Through proper psychometric tests the employees can understand whether the
employee will be able to change themselves according to the needs. These will help in
the African employment market. As the cultural differences will be implicit, therefore,
proper utilisation of these psychometrics tests are essential for this company. Some of
the organisations flavour psychometric tests as the way of screening a large amount of
applicants from the very start of the recruitment process. This testing can help to reduce
workload of the hiring manager as this can help to identify a small pool of effective
applicants. These candidates have potential to perform in every situation and will be
able to match their skills with the changing need of the organisation. Psychometric tests
leads the organisations to understand the acceptability and flexibility of the candidates
depending upon their knowledge and experience. The psychometrics tests however are
not always acceptable as they do not prove current equipment measure correctly. As
the requirements of the companies are different, the selection processes are also
different. Hence not only psychometric test can solve the problem. Some focus on
emotional quotient, some on the risk management. Hence the companies are to use
different psychometric tests for judging the candidates.

5ANALYSIS
Assignment 3.
During the fourth Revolution the businesses have potentially grown to be a child with
perfect reaction to rapidly changing Technology as well as methods of doing business.
This is the reason why the companies need to have different and diverse employee
base to meet every demand in the near future. The careers for which every employee is
struggling need to be very much flexible and strategic (Morrar, Arman and Mousa
2017). The talents not only include the educational qualifications but also the cultural
diversity, adoption with the changing business needs and technological background.
The fourth Revolution has increased opportunities for the candidates to operate both in
payroll and freelancing with the companies. This is the reason why the needs of the
business are not only focused on managing the issues but gaining competitive
advantage in desired time. The future of formal jobs hence will be abolished because
the formal jobs do not allow for flexibility of work and adaptation with changing needs
(Li, Hou and Wu 2017). Effective communication system and fast changing
technological growth are not supported in the formal jobs therefore the business which
are expanding in the Global markets need to change themselves and change the
operational methods so that they also can get the chance to attend success. The
company therefore needs to include proper psychometric tests for choosing the
management level employees and invest more in the implementation of new
technological advancements to get more exposure and opportunities.

6ANALYSIS
Assignment 4.
This particular unit has detailed all the needs and requirements of the organisation
which are to be kept in mind as a human resource manager in a company. This unit has
detailed a case study about the Coca-Cola Company operating in South African market.
I have gained intense understanding of business situation and what kind of operation
should a manager initiate for meeting the needs of the market in different parts of the
world. This particular unit has pointed out the competence of the human resource
managers in hiring particular skilled labours in the organisation and what factors are to
be analysed before the recruitment. This unit has also referred to the legislation and
other external factors which manipulate the organisational operations. With the change
of time the globalisation process has put pressure on the business organisations for
which they are to depend upon the Employees with various skills. Through this
particular unit I have understood how psychometric tests can help the recruiters to
select highly skilled candidates to meet their organisational demands. I have liked the
way the unit has detailed every factor of Human Resource Management related to the
recruitment and retention of the employees. Depending upon the external factors that
influence fourth Revolution especially guided by technological growth have helped me
to be focused on the personal growth as well as professional growth as a candidate in
this job situation. Through this unit I will be able to find out my knowledge gaps and take
actual activities to cope up with the challenges.

7ANALYSIS
References:
Chen, F.F. and Zhang, Z., 2018. Bifactor models in psychometric test development. The
Wiley Handbook of Psychometric Testing: A Multidisciplinary Reference on Survey,
Scale and Test Development, pp.325-345.
Furnham, A., 2018. The Great Divide: Academic Versus Practitioner Criteria for
Psychometric Test Choice. Journal of personality assessment, 100(5), pp.498-506.
LaDuke, C., Barr, W., Brodale, D. and Rabin, L., 2016. Psychometric Test Development
and Assessment-4 Common Test Utilization in Forensic Neuropsychological
Assessment: A Survey of National Academy of Neuropsychology (NAN) and
International Neuropsychology Society (INS) Members. Archives of Clinical
Neuropsychology, 31(6), pp.577-577.
Li, G., Hou, Y. and Wu, A., 2017. Fourth Industrial Revolution: technological drivers,
impacts and coping methods. Chinese Geographical Science, 27(4), pp.626-637.
Morrar, R., Arman, H. and Mousa, S., 2017. The fourth industrial revolution (Industry
4.0): A social innovation perspective. Technology Innovation Management
Review, 7(11), pp.12-20.
Rostami, H.N., Sommer, W., Zhou, C., Wilhelm, O. and Hildebrandt, A., 2017. Structural
encoding processes contribute to individual differences in face and object cognition:
Inferences from psychometric test performance and event-related brain
potentials. Cortex, 95, pp.192-210.
Subramanien, D.C. and Joseph, J.L., 2019. The right to strike under the Labour
Relations Act 66 of 1995 (LRA) and possible factors for consideration that would
promote the objectives of the LRA. PER: Potchefstroomse Elektroniese
Regsblad, 22(1), pp.1-39.