HRM Assignment: Recruitment, Selection, and Training Concepts

This essay critically evaluates key concepts in Human Resource Management (HRM), specifically focusing on recruitment, selection, and training within the context of Simonds Farsons Cisk plc, a Maltese food and beverage company. The introduction highlights the strategic importance of HRM in maximizing employee performance and gaining a competitive advantage. The main body delves into the core HRM concepts, including employee engagement, applicant tracking systems, and the changing nature of employment relationships influenced by globalization. It emphasizes the strategic use of HRM in attracting, developing, and retaining employees, linking training, compensation, and recruitment to organizational goals. The importance of recruitment and selection, as well as training and development, is discussed, highlighting their roles in identifying job requirements, selecting suitable candidates, and improving employee skills and capabilities. The essay recommends continuous training, career management, and reward systems to improve employee performance and retention, while also emphasizing compliance with employment legislation. The conclusion summarizes the significance of HRM in maintaining a skilled workforce and achieving sustainable organizational growth through effective recruitment, selection, and training practices.

Human resource management
1

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
RECOMMENDATION...................................................................................................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is one of the most strategic approach which is useful in
effective management of the human resource or employees of the organization (Bratton, and
Gold, 2017). It helps business in gaining competitive advantage by maximizing the performance
of the employees. This study will focus on critically evaluating the key concepts of recruitment,
selection and training of HRM within the specific organization.
Simonds Farsons Cisk plc is one of the Maltese conglomerate food and beverage
company which was founded in the year 1928. This company is headquartered in Birkirkara
which is situated in Malta.
MAIN BODY
HRM concepts
Human resource management is mainly associated with the motivation, hiring and
effectively maintaining the workforce within the Simonds Farsons Cisk plc organization. It is
very useful in dealing with the various sets of issues such as administration, development,
compensation, training, hiring and motivation which is associated with the employment. The key
concept of HRM is associated with the engagement (DeCenzo, Robbins, and Verhulst, 2016). It
results in lower absenteeism and turnover and higher performance quality and productivity of the
employees with the fewer deficits. Another major key concept associated with the human
resource management is applicant tracking system. These tracking systems helps in maintaining
customer relationship associated with the recruitment. HRM is a comprehensive approach which
is useful in improving the capability and competency of the person.
Changing nature of employment relationship

Employment relationship is established when employee and employer of the organization
agree to carry out certain set of work (Sparrow, Brewster. and Chung, 2016). The work is carried
out under the control and supervision of the employer. Employer and employee relation mainly
comprise of collective and individual relation. Deregulation and globalization are considered to
be one of the key reason for the increasing competition and change in the nature of employment
relationships (The changing nature of employment relationships and its impact on maintaining a
living wage (exploratory opinion requested by the Dutch presidency), 2016). Creating
organizational values and nurturing environment helps in maintaining effective employment
relationship.
Strategic use of HRM management.
Strategic management of the human resource is considered to be an effective practice
which is very beneficial to attract, reward, develop and retain various employees. This is very
beneficial for employees as well as for the welfare of the organization (Berman and et.al., 2019).
This approach is considered to be very useful because it helps in reflecting and supporting the
goals associated with the company. Strategic human resource management is very useful because
it helps in training, compensation and recruitment which is based on the attainment of the key
goals of any organization (Bratton, and Gold, 2017). It is very crucial in addressing various
problems by increasing the skills of the employees by focusing on addressing various problems
associated with the Simonds Farsons Cisk plc business.
Importance of training and development and recruitment and selection.
Recruitment and selection is considered to be one of the most prominent approach
because it helps in effectively identifying the needs and requirements to perform specific job
(Islam, 2018). Recruitment and selection is one of the most crucial procedure because it focuses

on defining and advertising the key requirements associated with the job position. It also focuses
on selecting one of the most appropriate person to perform certain set of jobs. Recruitment and
selection is considered to be one of central activity within the HRM practice. It is mainly
associated with the acquisition, selection, development, motivating and rewarding the human
resource within the organizational setting (Ployhart, Schmitt and Tippins, 2017). Recruitment
and selection plays one of the crucial role in creating positive outcome and better work
performance for the employees of the organization. Selection helps in entering fresh blood
within the organization in order to add more skilled and talented work force within the
organization. It helps in recruiting and select those people who has the capability to carry out
high degree of tasks which is very useful in demonstrating commitment. Recruitment and
selection is considered to be one of the most prominent operation within the HRM practice
because it has been designed which is very useful in maximizing the key strengths which helps in
meeting the key strategic goals and objectives of the study (Dany and Torchy, 2017). It is very
prominent in creating the pool of prospective employees for the Simonds Farsons Cisk plc. It
helps management to focus on selecting the right candidate to carry out specific job within the
set time frame. Selection is one of the most important aspect as it is very useful in selecting the
right candidate in order to increase the performance of the company. It helps in filling the
vacancy within the company in order to avoid delay in the completion of certain set of work.
Recruitment is considered to be one of the most relevant procedure because it helps in meeting
the futuristic needs and abilities of the company. It is considered to be very useful as it helps in
setting motivated, competitive and flexible human resource which is very useful in ensuring
continuous operations in order to attain the goals and objectives of the organization (Abzug,
2017).

Training and development is linked with describing the ongoing efforts which in turn has
been made within the company which is very useful in improving the skills, capabilities and
performance of the individual person (Noe and Kodwani, 2018). It focuses on self fulfilment of
the employees with the help of various educational methods and training programs. Training is
very crucial for performing various set of tasks and is crucial for the long tern growth and
professional development of an employee. Training and development has been emerged and
considered to be as the formal business function which is integral for performing the task with
utmost efficiency and accuracy. Training and development is referred to as the sub- system
which mainly emphasizes on the improving various set of skills which results in the
improvement and productivity of the business (Armstrong and Landers, 2018). Efficient training
of the employees is very useful in because it is very beneficial in the development of the skills
and knowledge. This way it helps in improving the productivity of the Simonds Farsons Cisk plc.
Training and development is considered to be as a road map for the human resource of the
organization which helps in supporting their personal and career development. It is also very
crucial for the companies to identify key roles and also focuses on growing the talent to the
optimum level in order to fill the skill gaps. Continuous training and development programs
within the organization is very useful in boosting up the satisfaction level of the employees and
also helps in improving the retention level of the employees within the organization.
Appreciating employees and effectively building new set of skills are very useful in the
improvement of the job performance (Larsen, 2017). They also focus on evolving towards
various set of challenging roles within the specific organizational setting. Training and
development is crucial for the company because it helps in changing the key new attitudes of the
employees within the workplace. Training and development is considered to be very crucial

because it is useful in increasing the stability and flexibility of the organisation. It is also useful
in adhering to the various quality standards by reducing the direction and supervision. It is also
useful in heightening the morale and economically utilizing the various set of resources. It is
very important to the organization because it is useful in maintaining better employee relations
and also focus on analysing the future manpower needs (Stephens and et.al., 2017)It is useful in
reducing accidents and errors while performing certain set of work. Giving proper training and
development of the employees helps in reducing absenteeism and turnover of the employees
within the Simonds Farsons Cisk plc. Ongoing effects of the training within the company helps
employees to focus on facilitating on the development of the career. It also focuses on actively
responding to the various set of changes which has been created within the same organizational
setting. It is very useful in boosting up the confident level of the employees which eventually
leads to the continuous growth and development of the employees. Training and development is
also very useful in responding to the various change which has been occurred due to the change
in the diversity of the manpower (Armstrong and Landers, 2018). Training and development is
very crucial because it helps in improving the scalability, viability and flexibility of the
organization by reducing the monitoring needs.
RECOMMENDATION
It has been recommended that, the company must focus on continuous on the job and off
the job training method to improve the skills of the workers (Larsen, 2017). Career management
is a strategic procedure which helps in implementation and designing of the specific goals,
strategies and process. It helps in enabling the Simonds Farsons Cisk plc company to design and
implement certain goals in order to satisfy the requirements and needs of the company. This
helps in attaining the career goals of any organization for the higher financial stability and better
growth of an individual. It helps employees in providing key opportunities for long term success

and career development of the employees. Reward management is also one of the
recommendable approach which is mainly linked with the adaptation of the key policies within
the organizational setting in order to consistently reward employees for their excellent work
(DeCenzo, Robbins, and Verhulst, 2016). Reward is mainly linked with the praise, providing
avenues for higher success growth, carrying out challenging work, etc. Reward management
within the organization is very useful in motivating the employees of the Simonds Farsons Cisk
plc to attain key strategic goals which has been set by the organization. When the work of the
employees are valued the productivity of the employees tend to rise. This helps in motivating
employees to improve their level of work (Bailey and et.al., 2018). Training program is very
useful because it helps in strengthening the skills of the employees. On the other hand,
development program is also useful because it helps in brining all the workforce at a higher
level in order to have similar range of knowledge and skills. Training and development is very
useful because it is beneficial in reducing any sort of weak links within Simonds Farsons Cisk
plc who in turn largely relies heavily on the others in order to complete basic work tasks.
Another major recommendation is that, the organization must also focus on complying with the
basic employment legislations (Sparrow, Brewster. and Chung, 2016). The key employment
legislations tends to cover various rights associated with the workers mainly covers the right
associated with the workers and it also helps in regulating relationship with the employers.
Employment and Labour Law, 2019 of Malta covers various common issues associated with the
labour laws and employment legislation (Berman and et.al., 2019). This helps in maintaining
employee relations, employee representation, etc. there are various set of employment laws and
legislations which mainly comprise of Factories Act, 1948, Industrial Dispute act, minimum
wage act, National labour law, employment and industrial relation act, etc. Continuously

motivating employees and recruiting right candidate for the job helps in effectively carrying out
several business operations.
CONCLUSION
This study summarizes that, HRM is linked with the maintenance of skilled and
professional employees within the organization to carry out specific tasks. Recruitment and
selection focuses on selecting suitable and right person to perform certain set of jobs with high
degree of efficiency and accuracy. On the other hand, training and development is an ongoing
efforts which has been made by the company to improve skills, capabilities and performance of
the individual person. The key recommendation is to implement effective HRM models,
continuous on the job off the job training, rewarding, career management, motivation of
employees, etc. helps in higher performance and sustainable growth of the organization.

REFERENCES
Books and Journals
Abzug, R., 2017. Recruitment and selection for nonprofit organizations. In The Nonprofit Human
Resource Management Handbook (pp. 87-100). Routledge.
Armstrong, M.B. and Landers, R.N., 2018. Gamification of employee training and
development. International Journal of Training and Development. 22(2). pp.162-169.
Bailey, C and et.al., 2018. Strategic human resource management. Oxford University Press.
Berman, E.M and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Dany, F. and Torchy, V., 2017. Recruitment and selection in Europe Policies, practices and
methods 1. In Policy and practice in European human resource management (pp. 68-88).
Routledge.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Islam, T., 2018. Recruitment And Selection Processof Janata Bank Ltd (Doctoral dissertation,
Daffodil International University).
Larsen, H.H., 2017. Key issues in training and development. In Policy and practice in European
human resource management (pp. 107-121). Routledge.
Noe, R.A. and Kodwani, A.D., 2018. Employee Training and Development, 7e. McGraw-Hill
Education.

Ployhart, R.E., Schmitt, N. and Tippins, N.T., 2017. Solving the Supreme Problem: 100 years of
selection and recruitment at the Journal of Applied Psychology. Journal of Applied
Psychology.102(3). p.291.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Stephens, T and et.al., 2017. Capacity building for critical care training delivery: development
and evaluation of the Network for Improving Critical care Skills Training (NICST)
programme in Sri Lanka. Intensive and Critical Care Nursing.39. pp.28-36.
Online
The changing nature of employment relationships and its impact on maintaining a living wage
(exploratory opinion requested by the Dutch presidency). 2016. [ONLINE]. Available
through:<https://www.eesc.europa.eu/en/our-work/opinions-information-reports/opinions/
changing-nature-employment-relationships-and-its-impact-maintaining-living-wage-
exploratory-opinion-requested-dutch>