Analysis of Recruitment and Selection for Senior HRM Generalist at SAP

This report, prepared for the human resource department of SAP in Dublin, examines the crucial aspects of recruitment and selection in the context of globalization. The assignment focuses on identifying appropriate methods to fill a senior human resource generalist position, considering both internal and external sources, application forms, interviews, aptitude tests, and personality assessments. The report delves into relevant employment legislation, including the Equality Act 2010, Employment Equality Regulation 2007, and the Disability Discrimination Act 2005, to ensure fair and non-discriminatory practices. It provides a detailed list of interview questions designed to evaluate candidates' experience, policy understanding, problem-solving abilities, and alignment with the company's brand. The analysis also critiques a job advertisement, highlighting areas for improvement to attract a stronger pool of applicants. The conclusion emphasizes the importance of ethical and quality-focused recruitment to achieve organizational success and sustainability.

ASSIGNMENT
HUMAN RESOURCE MANAGEMENT

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Contents
Introduction..............................................................................................................................2
Appropriate recruitment and selection methods..................................................................3
Employment legislation in the methods of selection.............................................................4
List of questions for the applicants.........................................................................................5
Significance of each question in the selection interview.......................................................6
Analyzing the advert for the job and describing the issue in the given advertisement.....7
Conclusion.................................................................................................................................7
REFERENCES.........................................................................................................................9

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Introduction
After the globalization, the selection and recruitment have become an essential aspects of the
personnel management. Further, the recruitment is done prior to the selection, and it further
supports in selecting the right candidate. It has been observed that the human resource is
essential to run the organization effectively and efficiently. In Today's complicated and the
complex situation, the choice for the right candidate at the right place has reached various
implications for the functioning of the organization. Furthermore, the procedure of hiring
starts with the planning of human resource which further supports in determining the number
of kinds of people which the organization requires in order to accomplish vision and mission
statements. It is being stated that the hiring is the continuous process and it is not being
confined to the stages of formation of an organization.
Moreover, being working in the department of human resource of SAP which is an
organization of a software and web relied on technology in Dublin. I have been asked by the
manager of human resource to find the most appropriate selection and recruitment methods in
order to fill the position which is vacant for the senior human resource generalist. Further, the
report will discuss the appropriate methods of selection for the post of senior human resource
generalist. Then the employment legislation will be discussed for every method of selection.
Then, the list of questions will be discussed which will be asked from the applicants in order
to select them. Further, the importance of the questions will be which will be asked in the
interview. Then, the given advert will be analyzed, and the comparison will be made
accordingly.

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Appropriate recruitment and selection methods
The below given are the most appropriate recruitment and selection methods in order to fill
the position of senior human resource generalist and will further help the firm to succeed in
future by attaining sustainability and maximizing the profitability to a great extent (Ahmad,
S. and Schroeder, R.G., 2002).
 External sources- This method will help in conducting the search for the suitable
candidate for the post of senior human resource generalist through the advertisements
in the newspaper. This will help in getting the candidates who will have experience in
various other fields and will be able to take the company further through their
experience in distinct fields, and they will be having more knowledge about the new
technology along with the innovative way of working to maximize the performance of
the firm.
 Application forms- This method of selection will help in understanding and analyse
the past record of the candidates along with the education qualifications, and
personally, I will be able to identify the suitable candidates for the position of senior
human resource generalist. The application form will include all the details of the
candidate, for example, name, educational qualification, experience, address,
reference, etc. The application form will help in understanding the expertise of the
candidate, and it will be easy to differentiate the candidate from the others on the
basis of application forms (Kotey, B. and Sheridan, A., 2004).
 Employment interviews- This method of selection will help in understanding the
nature of the candidate by attracting with him face to face. The employment interview
will help in understanding the information about the candidate in depth which is being
given on the application form. This will help in knowing the personality of the

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candidate and his level of confidence which is necessary for the post of senior human
resource generalist. The reliable questions will be asked of the candidates along with
the complete specifications and the descriptions of the job which will help in
analyzing that how the candidate will perform productively for the benefit of the firm.
 Test of aptitudes, abilities and skills- This method will help in analysing the
abilities and the skills of the candidates along with the aptitude by giving the sample
test for the jobs and the various situations in which they will be supposed to use their
skills to come up with the most effective solution which will be beneficial for the
firm. The applicants will be supposed to demonstrate the particular duties of the job
which will help in analyzing that to what extent the candidate is suitable for the post
of senior human resource generalist.
 Personality test- It has been observed that people tend to pretend the fake personality
during the interviews in order to get a job. Further, I will be using the test of
personality to determine the actual behavioral traits and the attributes of the
candidates, for example, aggressiveness, calmness, stereotypes, etc. This test will help
in understanding that how the candidate will perform at the post of senior human
resource generalist and whether he will be able to lead the firm towards success or not
by jellying up with the other people in the firm (Noe et al., 2006).
Employment legislation in the methods of selection
It has been observed that there is various employment legislation in relation to the methods of
recruitment and selection. These legislations are being used by the firms in order to ensure
that no employee is taken for granted at the workplace and is treated as an essential personnel
only rather than a machine. Further, if the firms will follow the employment legislation, then
they will be able to retain the employees to a longer period of time by achieving the

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sustainability and competitive edge for a longer period of time and will also accomplish the
vision and mission of the firm. Personally, I will ensure that the Equality Act 2010 is being
adhered in order to ensure that there will be no discrimination while hiring a candidate
through the external sources and the forms of application. The males and females will be
given equal opportunity in order to prove their skills and competencies to fill the position of
senior human resource generalist (Kadushin, A. and Harkness, D., 2014). Furthermore, the
Employment Equality Regulation 2007 will be adhered by the firm during the recruitment
and selection in order to fill the post of senior human resource generalist. This regulation will
help in treating all the candidates equally who will belong to the different caste, culture,
religion, etc. The candidates will be given equal opportunity to show their potential, and I
will be able to select the best candidate in order to fill the position of senior human resource
generalist who will lead the firm towards success and will be able to expand the operations in
various countries apart from Dublin. The Disability Discrimination Act 2005, will ensure to
adhere this legislation in order to select the most appropriate talent for the post of senior
human resource generalist during the test of skills, abilities, and aptitudes. Moreover, it has
been observed that the disabled people do not get the employment due to their disability and
despite their talent and great knowledge, they are being discriminated from the others
(Klingner, D., Nalbandian, J. and Llorens, J.J., 2015). Further, I will ensure that will get the
best candidate for the post of senior human resource generalist despite any disability,
religion, caste, culture, sex, etc. The only motive is to hire the best candidate who will highly
contribute to the success of the firm to a great extent by attaining sustainability and
maximizing profitability to a great extent. Therefore, it is essential to adhere the employment
legislation for every organization in order to succeed.
List of questions for the applicants

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Below is the list of questions for the applicants in order to get selected for the post of senior
human resource generalist.
1. How the training and the experience have prepared you for this post?
2. What aspects and the factors you will consider while drafting a human resource
policy?
3. What tools of human resource do you prefer the most also suggest an individual
system for the various functions of our firm?
4. How did you overcome the challenging effort of recruitment?
5. Describe a situation when you took a wrong step, and it led to the issue of regulation?
6. What will you do to terminate the employee?
7. How will you handle the conflict at the workplace?
8. What is your understanding towards our brand of the employee?
9. Explain the typical week of work for this post.
10. Why should you be hired for this post?
Significance of each question in the selection interview
The questions which will be asked in the selection interview are essential in order to hire the
best candidate for the post of senior human resource generalist. Further, these questions will
help in understanding the perception of the candidates towards the particular situation. I will
prefer to hire the experienced candidate for this post as the candidate will be having adequate
knowledge about the post and he will be familiar with the roles and the responsibilities which
are required for this job. Moreover, the questions will help in understanding that how the
candidate will barrel with the problem which he has faced in the past and what he has learned
from his mistake and what approach he will use in order to avoid the previous issue.
Furthermore, the questions will help in understanding that whether the candidate has any

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unique approach which will help the firm to succeed or still the candidate is using the
traditional way of working without getting familiar with the new and advanced technology.
Also, the questions will help in analyzing that what the candidate is thinking about the
employer brand of our firm and what approach he will use to resolve the issues which will be
cost effective as well.
Analyzing the advert for the job and describing the issue in the given
advertisement
It has been observed that the given advert for the job is not attractive and to some extent, it is
not written well which is making the job specifications and the descriptions complicated to
understand. I believe that the advert should be attractive enough which persuades the
candidates to apply for the job. Further, the recruitment and selection methods are being used
according to the description and the specification which is given in the advert in order to
select the candidate for the post of senior human resource generalist. Personally, I believe that
the advert should contain the adequate information in order to select the pool of applicants
and further select the most appropriate candidate from the applicant’s pool. The advert should
have described precisely about the training period but, it is looking chaotic in the advert
(Baum, M. and Kabst, R., 2014). The candidates should get proper information about the post
to which they are applying because if they do not get the adequate information then they will
not be able to apply for the post and they might lose an opportunity, and the company might
lose an effective and efficient employee.
Conclusion
It has been observed that the selection and recruitment are the essential aspects of the
organization. It further, enables the form to assess the vacancies and also select the most
appropriate personnel who will help the company to success and expand its operations and

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activities in future. The most important resource of the organization is the knowledge relied
effective and effective on personnel. Furthermore, the organizations must be cautious about
the issues of the functionality in order to ensure the ethics and the quality. The above-given
sections helped in understanding that how the company should use the recruitment and the
selection methods and they should adhere to the employment legislations in order to select
the right and the best candidate for the job and further attain the sustainability and the
competitive edge.

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REFERENCES
Ahmad, S. and Schroeder, R.G., 2002. The importance of recruitment and selection process
for sustainability of total quality management. International Journal of Quality & Reliability
Management, 19(5), pp.540-550.
Baum, M. and Kabst, R., 2014. The effectiveness of recruitment advertisements and
recruitment websites: Indirect and interactive effects on applicant attraction. Human
Resource Management, 53(3), pp.353-378.
Kadushin, A. and Harkness, D., 2014. Supervision in social work. Columbia University Press.
Klingner, D., Nalbandian, J. and Llorens, J.J., 2015. Public personnel management.
Routledge.
Kotey, B. and Sheridan, A., 2004. Changing HRM practices with firm growth. Journal of
Small Business and Enterprise Development, 11(4), pp.474-485.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2006. Human resource
management: Gaining a competitive advantage.