MBA3309 Individual Assignment: HRM Recruitment and Selection Analysis

This report, prepared for an MBA3309 assignment, focuses on Human Resource Management (HRM), specifically recruitment and selection methods within the manufacturing industry. The report begins with an introduction to HRM, emphasizing its strategic role in achieving competitive advantage through effective employee management, recruitment, and selection processes. A comprehensive literature review examines various recruitment and selection methods, categorizing them into direct, indirect, and third-party approaches, and highlighting the importance of selecting the right methods to enhance employee retention. The analysis section delves into how effective recruitment impacts employee retention, supported by interview findings from HR managers in the manufacturing sector. The report recommends a combined approach of direct and indirect recruitment methods, along with a multi-stage selection process, to address the high turnover of production executives. The recommendations include utilizing internal referrals and external advertising to attract a diverse pool of candidates and implementing preliminary interviews, selection tests, and final employment interviews. The report concludes by emphasizing the importance of tailored recruitment and selection strategies for improving employee retention and reducing costs within the manufacturing company.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author’s Note

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Introduction
Human Resource Management (HRM) can be regarded as a strategic approach
that leads to the effective management of the employees and staffs of the companies so
that they can help the companies in gaining the required competitive advantage. In the
process of HRM, the processes of recruitment and selection of the employees are
considered as two of the major aspects (Armstrong & Taylor, 2014). Recruitment and
selection process is regarded as the processes that help the companies in the selection
of the best individuals among a pool of applicants for a particular position of job. For this
reason, the HR managers of the companies have the responsibility to carry on this
recruitment and selection process in the best manner so that employee retention can be
increased along with the reduction in executive turnover. The main aim of this essay is
the analysis and evaluation of different recruitment and selection methods so that the
best possible method can be suggested to the provided manufacturing company (Joshi,
2013).
Literature Review
Hiring is considered as one of the major functions of the HR managers and there
is not any exception of this fact in case of the provided manufacturing industry. In this
context, it needs to be mentioned that there are two major parts in the hiring process in
the companies and they are Recruitment and Selection. The presence of different types
of methods or processes of recruitment and selection can be seen in different business
industries and the HR managers are required to select the correct recruitment and
selection methods based on the nature of their business operations (Bratton & Gold,
2017).
Irrespective of the types of the business industries, the presence of three major
methods for recruitment and selection can be seen in the organization in the wider
sense; they are Direct Method, Indirect Method and Third Party Method. Under the
direct method, the business organizations use to send their HR representatives to the
potential candidates so that they can establish contact with them for the purpose of

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hiring (Wayne Dean Mondy & Joseph, 2015). Under the indirect method, business
organizations provide advertisements in various mediums like television, newspaper,
radio and others so that they can attract the potential candidates for the vacant position
(Aswathappa, 2013). With the help of this method, the business organizations can reach
out to large variety of potential candidates. Under the third party method, the business
organizations use different employment agencies, management consultants, employee
referral agencies and others to make contact with the job-seekers. In the broader
aspect, these are three methods of recruitment and selection in the business
organizations (Bailey, C., Mankin, Kelliher & Garavan, 2018).
After the process of recruitment, the next process is considered as the selection
process. Selection is regarded as the process to pick individuals with requisite
qualification and competence to fill the job position. It needs to be mentioned that every
business organization follows some common methods or techniques for the purpose of
selection (Storey, 2014). At the same time, some companies use multiple methods for
the purpose of selection. Preliminary interview is considered as one of the methods of
selection and the main purpose of this process is the elimination of unqualified
candidates based on the information provided (Cardy & Leonard, 2011). After this,
selection test is another method of selection used by the business organizations all over
the world. After this process, interview of the recruited employees is another major
method for selection for the business organizations. Most of the business organizations
including the manufacturing companies consider this method as an excellent method.
Apart from this, the presence of other selection method can also be seen in the
business organizations (Bratton & Gold, 2017).
Analysis
From the above discussion, it can be observed that the business organizations
from different industries have the option to select from various types of methods of
recruitment and selection. In this context, it needs to be mentioned that the retention of
the employees as well as staffs largely depends the adoption of correct recruitment and

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selection process. The below discussion shows how correct recruitment leads to
employee retention:
It needs to be mentioned that effective job recruitment has major positive impact
on the aspect of employee retention. In today’s business world, the process of hiring
has become expensive as well as competitive. In this kind of situation, a minor reduction
in employee turnover contributes to major cost-saving for the business organizations. In
the presence of effective recruitment process, it become possible for the companies in
recording all the information like details of wages, employee benefits, working hours and
others and all this information is related to the employees (Stone & Stone, 2013).
Hence, the presence of all this information reduces the chance of any unhappy surprise
or misunderstanding with the new employees or the existing employees. For this
reason, this aspect reduces the possibility of employee turnover. Referral is considered
as one of the methods of recruiting the employees. In this process of recruitment,
business organizations already have enough information about the candidates and thus,
the companies can take care of all the needs of these employees at the time of their
initial years of joining (Cardy & Leonard, 2014). This aspect plays a vital role in
increasing retention of employees in the organizations. At the same time, there are
many other types of recruitment that largely contributes towards increasing the rate of
employee retention in the business organizations. All these aspects are highly
applicable in case of the manufacturing industries all well (Tyson, 2014).
Business organizations all over the world adopt different types of strategies for
the selection of the appropriate employee hiring process that includes both recruitment
and selection. One of such processes is to take interviews to the human resource
managers of the industries. For the purpose of the selection of the correct recruitment
and selection process of the provided manufacturing company, interviews have been
conducted to some of the HR managers in the manufacturing industry. The result of the
interview is discussed below:
From the answers of all of the interviewers, it can be observed that most of the
manufacturing companies prefers to take into consideration both the direct and indirect
method of recruitment as these methods help the company in recruiting the correct

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employees for the production process. As per the result of the interview, the main
reason behind the adoption of the method of direct recruitment is that the business
organizations can establish direct contact with the potential employees (Marchington et
al., 2016). In the presence of direct contact or relation with the potential customers,
companies can make better decision related to the hiring of the employees. On the
other hand, the main reason behind preferring the indirect method of recruitment is that
the companies can make contact with large number of potential candidates with the
help of various mediums like newspaper, television, advertisements and several others
(Stredwick, 2013).
From the above discussion, one aspect is clear that the adoption of both the
direct as well as indirect methods of recruitment and selection enhances the scope of
hiring in the companies. At the same time, the HR managers of the companies can
become able in increasing the rate of employee retention in the businesses. All these
aspects play integral part in the overall development of the business organizations as
these aspects assist the companies by providing them with the cost cutting
opportunities (Marler & Fisher 2013).
Recommendations
The above discussion involves in discussing all the methods of employee
recruitment and selection within the business organization. From the given situation, it
can be observed that the provided company is a manufacturing company. As per the
provided situation, the company has been experiencing high turnover of their production
executives within short period of time. From this, it can be understood that the company
has been facing major issues related to recruitment and selection of the higher level
employees (Tyson, 2014).
After considering all these issues and negative aspects, it can be recommended
that the company is needed to adopt both direct and indirect methods of recruitment for
enhancing the scope of hiring. Under the method of direct recruitment, it is suggested
that the company can recruit employees for the post of production executives from the
present or existing employee force or the former employees (Cardy, Miller & Ellis,

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2007). The main advantage of this processes is that the company will have direct
contact with the potential candidates that will make the hiring process effective as well
as easier for companies. At the same time, these two processes are less expensive
than the other processes (Armstrong & Taylor, 2014).
Under the process of indirect recruitment, the company is suggested to adopt
three aspects to recruit employees; they are employee exchange, employee agencies
and advertisements. The main advantage of adopting these methods is that the
company will have large number of potential employees for the positions and they can
correct one as per their requirements (Joshi, 2013).
In case of the selection process, the recommendation to the company is that the
company needs to follow more than one process for selecting the employees. In this
process, the first step will be preliminary interview that will include in the elimination of
the unqualified candidates. The next process will be selection test that will include
aptitude test, personality test and ability test. The last process will be the final
employment interview where the selection of the employees will be done (Bailey, C.,
Mankin, Kelliher & Garavan, 2018).

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References
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource
management practice. Kogan Page Publishers.
Aswathappa, K. E. M. A. L. (2013). Human resource management: Text and cases.
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Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource
management. Oxford University Press.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice.
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Cardy, R., & Leonard, B. (2014). Performance Management: Concepts, Skills and
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Cardy, R.L. & Leonard, B. (2011). Performance Management: Concepts, Skills, and
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Cardy, R.L., Miller, J.S., & Ellis, A.D. (2007). Employee equity: Towards person-based
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Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic
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Stone, R. J., & Stone, R. J. (2013). Managing human resources. John Wiley and Sons.
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Stredwick, J. (2013). An introduction to human resource management. Routledge.
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