HRMT 200 - Recruitment and Selection Plan: Labour Relations Manager

This report presents a recruitment and selection plan for the position of Manager of Labour Relations at Athabasca University. It emphasizes the importance of a result-oriented leader with strong interpersonal skills. The plan outlines key responsibilities, qualifications, and essential roles in HR management, recruitment, training, and employee motivation. A detailed job description and job specifications are provided, highlighting the significance of interpersonal skills and effective communication. Internal and external factors impacting recruitment strategies are discussed, along with three recruitment methods: internal promotions, skills inventory, and employee referrals. The plan also includes an online advertisement sample and interview questions to assess candidates' skills and experience in labour relations management. The document underscores the importance of managing employee needs and creating a supportive work culture.

Recruitment and selection plan

Recruitment and selection plan for Manager of Labour Relations, Athabasca
University, Athabasca, AB
The manager of labour relations will be strongly recognized with the great records in their
work environment. The candidate will be selected on strong, result oriented leader who can
manage the association across the company with wide variety of partners depending on faith,
skills and resources. The responsibilities for this role is –
To deal with the business leadership team for labour relations, to function active
responsibility of business advisory to meet the business outcomes and to deal with the labour
resources to meet the change in leadership as well as organizational growth, compensation
and recruitment. The major parameters to focus on developing as well as executing, staffing
and learning, retention strategies, leadership growth and talent management, engagement.
There will be the requirement of some kind of travel. (Chand 2014)
Labour relations manager deals with the strategic goal to know the importance of people who
work in the organization. The development of the industry is dependent on the individual and
it deals with collective efforts of the employees. Human resource management works with
serious behaviour in the business world. It is known that employees are not only business but
it focus on emotional as well as financial requirements of the employees. Human beings are
important to develop the positive work environment. It also helps to improve the motivation
of the employees as well as help to improve the training process. The business dynamics have
been very difficult in today’s world. Employee retention is the difficult approach where there
is a need of labour relations manager.
The importance of labour relations manager helps to meet the needs of employees.
Motivation is the approach to perform the employee. The employees will be outstanding
performer for being motivated. The labour relations manager organizes the program and
lectures that help the employees being aware about the market competition and it also
increases employee skills.
The performance of employees is strongly monitored on a monthly basis. The labour relations
manager also works on providing gifts and prices for strong performances. This will help to
deal with the performance of the workers. It will help to focus on the strategic partnership
and organizational design as well as selection and recruitment. It will help to deal with the

employee skills and change management too. This way, there will have performance of duties
assigned.
Qualifications
At least 6 years of experience in labour relations
Manager of labour relations help to know the requirements of people who work in the
organization. The organization’s growth is based on the individual and the important efforts
of the workers. Manager of labour relations help to know that employees are not machines
and they are human beings with some emotional, financial and personal needs.
Important to have experience in different parameters – human resource management, labour
relations management, change management and compensation as well as staffing
Key roles of labour relations management
To plan, develop and to implement the HR management strategies, to deal with the
recruitment and selection practice, training and development, employee motivation, culture as
well as performance, to develop the management of important aspects of HR growth and to
monitor as well as measure the challenges of HR development plans and manage the
expenses as well as budgets. It is important to deal with the latest labour relations theory in
the organization.
Job description
Title: Job description of Manager of Labour Relations
Job Summary: Manager of labour relations will administer the pay, safety and retention
plans, it will help to determine the staff requirements and recruit the required candidates.
There is a need of proper information about job roles and opportunities for promotion. To
perform the responsibilities of employees and to administer the process is important. It is
vital to deal with equal employment opportunity and required changes. Interpersonal skills
are vital for labour relations and it helps to recruit the candidates among labour as well as
management. This develops new people and interaction with people from multiple
backgrounds. The manager of labour relations will also focus on arranging exit interviews to
know the termination purpose. The effectively managed job description is communication

tools that help in the success of the workplace. The poor written job description impacts
communication and create confusion so there is a need to know the important job description.
Labour relations manager are engaged into different business. It is found at different offices
at different branches. It is possible for negotiating the contracts among the company and deal
with labour laws, process of bargaining, economic information, wage relation information
and the products managed in negotiations also involve union practices, safety and welfare,
healthcare grievances etc. This help to resolve the complaints and understand the situations of
new labour laws.
Job specification
Employees are the major assets in the workplace. The organization works on the basis of
employee’s performance. The manager of labour relations is important to manage the
requirements of employees. The business dynamics plays an important role in today’s
economy. Employee retention is the major parameter to work with multiple departments and
to monitor the requirements of employees. Labour relations manager resolve the challenges
faced by employees. They manage the complaints to protect the level of skills as well as
interests. It helps to create the supportive and healthy work culture. There is also the
requirement of negotiations among the organizational employees.
Factors that impact recruitment
The process of recruitment in the organization is impacted with internal as well as external
factors. The internal factors could be managed with the organization and external factors
could not be managed by the organization.
The factors that impact recruitment are work situations, salary and benefits.
Work situations: If there is a need of urgent hiring, employer will focus on recruitment.
Salary and benefits: The issues with high demand in salary impacts the recruitment and if
employee is not happy with the wages and compensation and leaves the workplace,
recruitment impacts.
Internal factors that impact recruitment are recruitment policy, human resource program, firm
size, cost and growth as well as expansion. External factors impact the recruitment is demand

as well as supply factor, labour market, the political factor, rate of unemployment and
competitors. (Giri 2008)
Three methods of recruitment
1. Recent employees in the work place
Transfers and promotions are important source of recruitment. Promotion to high position
includes many advantages. It is strong public relations that form high morale, recognition and
selection. Promotion should be effective that needs job posting and personnel information.
Job posting will help in participation. It will be done through website. Email will be
published for former employees. It involves skills and abilities as well as training. It could be
an effective approach of recruitment.
2. Skills inventory
Skill inventory is the other method involves employee names, education, skills and their
abilities. This way, the company can search the inventory to determine the abilities of
candidate for the opening based on managers of labour relations.
3. Referrals
The strong source of information is recent employees who refer to someone who meet the
requirements for the open position. Some companies also provide referral amount if referrals
are hired.

Online advertisement
Job Description
Job Title: Labour Relations Management
Job description: This position of Labour Relations Management and it deals with the company
managers and HR employee. Company ABC is engaged to an employee – oriented, strong
performance culture that focus on emphasizing quality, empowerment and regular improvement.
There is a need and continuous of a strong workforce.
Skills that gain functional approach: Labour management, Employee relations, Organizational
development.
Skills:
Active involvement of strategic planning involving goals, objectives, it involve professionally in
HR discussions with other labour management professionals.
Job responsibilities:
- Employee oriented and training management and record keeping
- Company related participation
- Employee safety
- Direct support to employees

Skills knowledge and abilities during the interview process
Skills: The major skills required for the job process is based on the qualification of the
applicants, it is important to perform the background verification check and to manage the
information on employee grievance and salary. Interpersonal skills are important for labour
relations and it helps to recruit the candidates among labour as well as management. This
develops new people and interaction with people from multiple backgrounds. There is a need
of listening skills important for labour relations. Presentations and information about the
organization is important.
Knowledge: There is a need of knowledge of important principles and labour relations as well
as business management. It will help to ensure the timely responses and labour relation
issues.
Abilities: The candidate must possess the abilities to work with union members and it should
be favourable. There is a need of the abilities to recruit, interview and to hire the new staff in
the organization.
Interview questions
1. Brief me about the task you have finished with the team?
Situational Questions
2. Could you brief me about the situation where you took the initiative to resolve the
queries at workplace?
3. Brief me about the time where you focused on the role of leadership?
4. Could you brief me about the mistakes you made in the workplace and how did you
resolved it?
Behavioural Questions
5. What experience you possess with respect to labour relations management?
6. Where do you want to see yourself in next five years?

References
Chand, S. (2014). Sources of Recruitment of Employees: Internal and External Sources |
Recruitment. [online] YourArticleLibrary.com: The Next Generation Library. Available at:
http://www.yourarticlelibrary.com/recruitment/sources-of-recruitment-of-employees-internal-
and-external-sources-recruitment/25954/ [Accessed 9 Aug. 2015].
Giri, Y. (2008). Human Resource Management: Managing people at work. Chennai: Nirali
Prakashan, p.22.