GSP185e Recruitment and Selection: Singapore Industries Analysis

This report analyzes recruitment and selection strategies within Singapore's industries, focusing on workforce planning, talent management, and job design in sectors like cleaning, food and beverage, hospitality, and retail. It examines the concept of person-job fit, the influence of job analysis, and the importance of managing a diverse workplace with Singapore's employment regulations. The report also discusses the strategic connection between recruitment and selection, using the Recruitment and Selection framework for positions like "cleaner" in LionsBot organization. This student-contributed assignment provides insights into strategic connections, interviewing skills, and competency-based job selection criteria. Desklib offers a platform for students to access solved assignments and study tools.

Running head: RECRUITMENT AND SELECTION
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Recruitment and selection
Name:
Student id:
Course title:

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Section A: Workforce planning and Job re-design
1. A) Examine the concept of workforce planning for human capital and talent
management to align with Singapore’s automation in any two of the following industries:
cleaning, food and beverage, hospitality and retail sectors. Support your answer with
example(s).
Workforce planning is the process whereby human resource managers use advanced
technologies in formulating strategies to establish the amount of workload in order to predict
future labor needs of an organization (Ofori & Aryeetey, 2011). Talent incorporation is
mandatory in order to select efficient workers. Workforce planning is important because it helps
an organization to achieve its set goals effectively. This process is very beneficial to an
organization because it helps in preparing appropriate budgets to cater for future requirements of
the organization, it is necessary in identifying different skills and talents and also helps in
employee retention (Schweyer, 2010). Automation is the use of machines to replace human
labour. Recently in Singapore, a grant was given to business owners to help them mechanize
cleaning services and waste management to increase operational efficiency (Endsley, 2018). This
step was taken because manpower was becoming a constraint and the environmental services
were continuing to increase. By making this automation move, workers will not be doing their
tasks manually hence save on time and increasing efficiency. There is also an initiative to
automate the hotel industry. In this move guests in a hotel will be checking in through an online
application and upon arrival at the hotel, they will be served by robots. This is aimed at
improving productivity through satisfying their guests. The hotel employees here are freed from
basic tasks of welcoming and attending to the guests. This will give them more time to interact
with the guests hence improve their experience at the hotel. Organizations should help their

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employees gain more knowledge; develop skills and different abilities in order to retain them.
This gives it an opportunity to attract more talent, increase performance of employees, motivate
its employees, tackle critical roles, and improve its general performance to satisfy their
customers fully.
1. B) Identify what person-job fit means and examine the influence of job analysis for the
person-job fit talents in Singapore’s talent search.
Person job fit is a concept that explains how fit an employee is to perform a given job task.
Employing individuals who are best fit for their positions helps an organization to improve on its
employee retention rates at the same time increasing the job performance (Boon et al., 2011).
This structure tends to weigh an employee’s compatibility in terms of character, personality,
goals and values and those of the specific work that he is going to perform at the organization. It
contributes to the general work engagement by improving the spirit to devote efforts and
increases employee’s dedication and absorption for the job. According to Singapore’s talent
search, employers require candidates with hard skills in communication, problem solving and
collaboration whom they claim is very hard to find in Singapore.
Provide two task-based jobs’ revised job design, due to automation in a selected industry of
your choice.
Sample job design for Admin Assistant
Job Design
Job title Administrative Assistant
Job level Non executive

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Department Administration
Location Singapore
Reporting to General Manager, Singapore
Overall job
objectives
Responsible for doing general administrative duties.
Core responsibilities  Managing the general workflow
 Conduct orientations to new staffs.
 Generate reports and respond to company emails.
 Maintain all office equipments and make sure they are in good
working conditions.
 Respond to customer questions and process requests for information.
Job specifications  Bachelors degree in relevant field
 Proficiency in MS windows
 Good communication skills
 Excellent organization skills
 Comfortable working in a fast-paced environment.
Prepared by: Janice Cheong, Office Manager

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Date: 1 January 2019
Updated on: 3 April 2019
Approved by: John Tan, Director
Approved on: 8 April 2019
Sample job design for Retail store supervisors
Job Design
Job title Retail store supervisor
Job level Non executive
Department Stores
Location Singapore
Reporting to Retail Manager, Singapore
Overall job objectives Oversee other staffs in the retail store
Core responsibilities  Manage all the retail staffs
 Ensure correct pricing
 Ensure sales target are met
 Prepare budgets for the store
 Conduct stores meetings

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Job specifications  Bachelors degree in relevant field
 Proficiency in MS windows
 Organized and Good communication
skills
 Excellent analytical skills
Prepared by: Janice Cheong, Office Manager
Date: 1 August 2018
Updated on: 3 April 2019
Approved by: John Tan, retail manager
Approved on: 8 April 2019
1. c) State the importance of managing diverse workplace with Singapore employment
regulations and practices with selecting the right person- organisation fit in Wildlife
Reserves Singapore
Finding the right person fit for the job after the process of recruitment is vital for every
organization. It ensures that the individual has the right skills to handle the tasks he will be
allocated to in the organization. According to Singapore’s Employment act, employers should
select the right candidates on the basis of their talents, efforts and achievements. The selection
criteria should be reviewed often with stated job requirements that should be made known to the
candidates before commencement of the recruitment process. It also requires that a priority

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should be given to the candidate’s abilities and skills rather than his age, gender, disability and
race.
Relating to the Recruitment and Selection process map from step 4 to step7, analyse and
discuss the usefulness of planning for good interviewing skills to select the right person-
organisation fit in Wildlife Reserves Singapore
Planning for an interview is very important because it contributes to the success of the
recruitment process. When planning for an interview the following should be put into
considerations: the selection criteria, how you are going to conduct the interviews, how the
interviews will be evaluated and how the job will be offered to the right candidate. Planning
makes the hiring process to be efficient, the objectives roles and responsibilities are made clear
the right questions are asked to different candidates and each interview is given the same
approach (Noe, 2017). The interview candidates also enjoy the process because they don’t feel
tortured psychologically. Employers should practice good interviewing skills which include:
good nonverbal communication should be well groomed, listen attentively, using appropriate
language and giving the candidate enough time to express himself. They should also consider
doing a practice prior to the interview and learn to be consistent with their questions. Remember
not to forget to follow up with the candidates.
Question 2
Explain person-job fit and person-organization fit. Plan and evaluate two valid selection
criteria for a competency-based job in a selected organization that relates to content

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validity. Apply what you have learnt in this course and provide reasons for the two valid
selection criteria that you have identified.
Person-job fit is a theory that seeks to identify individual skills and knowledge that pertains to a
particular job by use of external processes (Boon et al 2011). The external processes used are
interviews, aptitude tests, and references. Knowledge and skills are measured alongside job
specifications. Job analysis involves matching job description and specifications to individual
knowledge, skills and ability. It is done to determine suitability of a candidate to the job during
the selection process. A perfect person –job fit is hardly achieved but managers try their level
best to obtain a candidate whose most skills and competencies align with the job specification.
On the other hand, person-organization fit refers to the bond between the individuals and the
organization .It involves set of values and accepted codes of conduct an employer expects from
employees. It believes that human behavior is directly influenced by the environment and that
the environment and the person’s behavior need to align. This is a key aspect in maintaining
workforce flexibility since employees are comfortable with their job description, remuneration
and their managers. This leads to high performance. However, performance may decline if the
employee does their work with determination but the organization does not provide a pleasant
environment for the same.
The selection criteria involve the key competencies abilities and skills that an ideal candidate
must have so as to smoothly execute the duties and responsibility of a job. I will discuss two
selection criteria which include: problem solving and decision making.
Decision making

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Organizing
Staffing
Coordinating
Planning
directing
The ideal candidate must have the ability to integrate the five functions of management to
achieve the overall corporate objective .Decision making plan identifies the available strengths
and weakness then design strategies that align with the set decision to deliver value such as
productivity and performance.
Problem solving plan
Identify the problem come up with new ideas select alternatives to solution
implement and continuous evaluation.
Problem solving criteria seeks to identify candidates with capabilities to provide solutions to
managerial problems. The candidate needs to be able to identify the cause of problem and come
up with many alternative ways to solving these problems. Choosing the best possible solutions
from the alternatives and implementing them. Problem solving skills is important to be included
in the selection criteria especially the competent organization.
I have learnt that in selecting the ideal candidate, one needs to put an effort in evaluating all the
aspects of the candidate. Ideal candidate means productivity and high performance. For example,
when selecting Information technology personnel, make sure the individual is equipped with
expertise. In addition, the individual should be a logical thinker, good communicator, able to
work in teams, problem solver and a very excellent decision maker. Problem solving and
Skilled personnel
SMART strategies
Implementation
Research & innovation
Productivity
High performance
Achieved goals and
objectives

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decision making criteria is best due to the following reasons. First, problem solving helps in
identifying and solving risks before it’s out of hand. It also identifies the opportunities available
and seizing them for the benefit of the organization. It diversifies the scope of thinking since
critical thinking is developed when implementing the best outcomes of findings. Decision
making on the other hand, is a key role in the organization to ensure the right decisions are
channeled towards organizational goals.
Question 3a (8 marks)
Using the Recruitment and Selection framework, identify and apply the strategic
connection between recruitment and selection for the position of a “cleaner” in LionsBot
organisation. Include the definition of recruitment as well as selection
Recruitment is an overall process of inviting applications, short listing of suitable candidates,
selecting and appointing of the right person to perform specific tasks in an organization (Swider,
Zimmerman & Barrick, 2015). An effective recruitment process minimizes time to search for the
right candidate hence making the hiring process simple and efficient. If the right candidate is
hired, he will improve the organization’s performance by implementing his good techniques.
Selection is the process of putting the right candidate to the right job. The organization’s
requirements should be fulfilled by placing the right individuals who are skilled to meet the
requirements. In order to select the right candidates, the selection method used should be fair
enough to assess specific and desirable criteria. The desired skills should be clearly stated on the
job description before the process begins. The selection process should be performed by a panel
of more than two members. Interview reports should be used to carry out the selection for the
purpose of reference. The preferred candidate to work in this job position at LionsBot

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Organization should have experience working as a cleaner. He should also be skilled in handling
automotives since the cleaning at this company is automated. Those candidates who have been
working in the company before should be given an upper hand for the job since they understand
how the cleaning process takes place in the organization. The right candidate should be informed
as soon as possible for the training and orientation to commence.
Question 3b
Plan, evaluate and write a new job description with new job title for the current “cleaner”
who will oversee the robot cleaners in a recruitment advertisement. It is useful to provide
the current job description to match it with the new job description.
The company should seek to recruit new employees to join their cleaning department due to
advancements in technology. New cleaners who will be overseeing robot cleaning will be
required to carry out the day to day cleaning operations in the organization with use of automated
cleaning machines. Encourage current cleaners to apply for the position for they have a better
understanding of the workflow in the organization. The new title for the cleaning job position
will be called the janitor custodians. The following is the new job description for the Janitor
Custodians:
Janitor custodian formerly “cleaner”
Job Description
Job title Janitor custodian
Job level Non executive

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Department Cleaning
Location Singapore
Reporting to Administrator, Singapore
Overall job
objectives
General cleaning of the workplace
Core
responsibilities
 Notify the manager concerning general repairs
 Follow required procedures for mixing cleaning detergents and
powering cleaning equipments
 Polishing up cleaned floors
 Making requisitions for supplies and cleaning materials.
 Moving heavy furniture to ensure efficient cleaning
 Gathering and emptying of trash
 Ensure safety storage of cleaning equipments.
Job specifications  High school diploma
 Proven experience of having worked at this position
 Organized and Good communication skills
 Attentive to detail

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Prepared by: Janice Cheong, Office Manager
Date: 1 April 2018
Updated on: 3 April 2019
Approved by: John Tan, administrator.
Approved on: 8 April 2019
A Sample job description for the former position of a cleaner
Job Description
Job title Industrial cleaner
Job level Non executive
Department Cleaning
Location Singapore
Reporting to Administrator, Singapore
Overall job objectives General cleaning and maintenance of the workplace
Core responsibilities  Perform heavy cleaning tasks.
 Conducting routine inspection and general maintenance

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 Making requisitions for supplies and cleaning materials.
 Gathering and emptying of trash
 Mopping, sweeping, vacuuming and dusting the assigned places.
 Comply with health and safety regulations.
Job specifications  High school diploma
 Proven work experience of a cleaner
 Knowledge of chemicals used to clean
 Organized and Good communication skills
 Attentive to detail
Prepared by: Janice Cheong, Office Manager
Date: 1 January 2018
Updated on: 3 August 2019
Approved by: John Tan, administrator.
Approved on: 8 August 2018
Question 3c
Applying the Recruitment and Selection process map, list the first four steps for the new
job design of “cleaner” for National Environment Agency. Include one reason for internal

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recruitment and one reason for external recruitment for the “cleaner controller/ cleaner
managing the robot cleaners.”
The following are the steps to be followed when carrying out recruitment and selection process
for a cleaner:
1. Identification of the need for the vacancy in the organization.
2. Developing the job description for the position.
3. Formulating the recruitment plan
4. Forming the search committee
5. Advertising the position and enforcing the recruitment plan
6. Review the applications to come up with suitable candidates to be called for interviews.
Internal recruitment is important because it saves on time and resources and also
improves morale and productivity of employees.
External recruitment is important because it gives a chance for fresh candidates and there
is more competition and also reduces internal politics.
Question 4. a)
Analyse and discuss one advantage and one challenge using internet recruitment, such as
Singapore’s national jobs bank (https://www.jobsbank.gov.sg) and the organisation’s
website, as the only recruitment source for a flexible workforce.
Hiring process by most human resources has nowadays, adopted the internet recruitment (e
recruitment).It has become a strategy vastly used by organization due to its efficiency and
effectiveness (Howardson & Behrend, 2014). One of the major advantages of this strategy of

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recruitment is that it is effective on cost. Cost minimization is achieved because managers post
the job advertisement on the website for free. No fee is charged and the information will reach
large numbers of people minimizing labor costs. Some websites that have introduced software
that seeks to screen out candidates with their qualifications. Hence reducing on cost of coming
up with the human resource committee to do the selection. However, the e-recruitment comes
with its demerits. It is highly prone to fraudulent activities and trickery. Fraudsters and spammers
invade the website and make faked applications to solicit information from the company or the
recruiters. The information is usually vital and highly confidential, when obtained it can be used
against the company. The image of the company, its credibility and reputation can be
compromised.
I would strongly recommend that recruiters use trusted and known employment agencies during
the recruitment process. The third party has the expertise to match the job requirement to the
applicants’ qualifications. Agencies are highly dedicated to delivering highly qualified
candidates since they involve with candidate screening and selection. This method according to
the Tripartite Alliance for recruitment and selection is effective. It observes fairness in the
recruitment, awards employees according to merits and provide equal opportunity.
Question 4.b)
As the interviewer, plan one job-specific question for executive and technicians as well as
one behavioural-question for professionals and managers in Hewlett Packard Enterprise.
State one reason for the appropriateness of each of the questions to a research engineer
Job specific question: How can you achieve accuracy in your work with time pressure? This
question seeks to test the quality of work the research engineer will deliver should he be faced

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with time pressure of beating deadlines. The interviewer is also testing whether the engineer will
thrive when under stressful situations. Honesty is also tested here and the candidate being
interviewed is expected to tell the truth about he/she deals with pressure. If you don’t do well
faced with pressure it’s advised to give ways someone is putting in place to deliver quality work
no matter what. The research engineer is expected to make pressure his/her best friend to even
explore greater heights and come up with high quality findings that will provide solutions in the
engineering industry.
Behavioral question: Explain how you set goals and achieve them. This question can be directed
towards professionals and managers since they are the ones involved in setting strategic goals
and objectives. The questions aims to find out how managers can set SMART goals that can lead
to productivity of the company. The interviewer need to careful determine whether the manager
will mention goals that align with the company’s overall corporate goals and objectives. It is
most appropriate to research engineers’ because, they need to come up with ways to achieve
goals in the research and development process.
Question 4.c)
Evaluate and justify one appropriate selection assessment test for technicians and one for
managers in Hewlett Packard Enterprise for succession planning.
Provide reasons for appropriateness: for selection, placement, and promotion.
Behavioral Assessment test for technicians are used to gauge whether a person past performance
can be used for future performance. For example, Give me an example of a successful strategy,
describe how you will use your acquired skills in real life situation, and explain how you ensure
effective delivery in your work. These questions can be directed to technicians to test problem

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solving skills, understandability of the concept and also implementation of processes. Behavioral
assessment will ensure the right candidate is sourced with the right skills and talents.
Skills assessment test on the other hand, can be used to source managers for succession
planning .For example: Describe how you dealt with employees resisting the change in
management, Tell me about the strategies you set and effectively implemented them and explain
how to successfully put across information to reach the right target in the organization, The tests
seeks to find out problem solving skills, communication skills, time management skills and
organizational skills. Skills assessment is appropriate in delivering candidates with the right
managerial skills in setting goals and increasing productivity in the organization. It is therefore
advised to take skills assessment test to source for the managers for successful succession
planning.
References
Boon, C., Den Hartog, D. N., Boselie, P., & Paauwe, J. (2011). The relationship between
perceptions of HR practices and employee outcomes: examining the role of person–
organisation and person–job fit. The International Journal of Human Resource

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Management, 22(01), 138-162. Retrieved on April 9, 2019.
https://www.tandfonline.com/doi/abs/10.1080/09585192.2011.538978
Endsley, M. R. (2018). Automation and situation awareness. In Automation and human
performance (pp. 183-202). Routledge. Retrieved on April 9, 2019.
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7-18
Howardson, G. N., & Behrend, T. S. (2014). Using the Internet to recruit employees: Comparing
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Schweyer, A. (2010). Talent management systems: Best practices in technology solutions for
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