Sobeys Inc. Human Resource Manager Recruitment: A Comprehensive Report

Desklib provides past papers and solved assignments for students. This report analyzes Sobeys Inc.'s HR manager recruitment.

1
HRES 2202 INDIVIDUAL RESEARCH ASSIGNMENT
HRES 2202 Individual Research Assignment

2
HRES 2202 INDIVIDUAL RESEARCH ASSIGNMENT
Overview
Sobeys Inc. is the second largest food retailer in Canada. The business is a subsidiary of Empire
Company with 1.500 operating stores throughout Canada. The products company deals in is
grocery including all the daily food items such as fruits, vegetables, seafood, dairy and poultry
farm etc. (Sobeys Inc., 2019).
The Vision of Sobeys Inc. is to develop as Canada’s destination in search of better food by
delivering the best quality and competitively priced products for Canadian consumers. The
Mission is to be committed to helping the consumers find the best quality of food products
(Sobeys Inc., 2019). The mission is to enable consumers to gather food items that are naturally
produced and sourced in order to adopt a healthy lifestyle. The Purpose of Sobeys Inc. is to
work a family (Employees) nurturing families (Consumers). The purpose is to strengthen the
community and to develop a foundation of integrity for our employees.
The Position Title desired to be acquired Human Resource Manager. This is an individual who
is responsible for organizing and monitoring the human resources of an organization. The HR
manager is to attract new employees and retain the existing talent base in the organization.
Four Points to Consider
Education (K): The field of Human Resource Management requires a Bachelor’s degree in the
field of business administration, management or a related field. The filed also requires a Major
degree preferably in the field of Human Resource Management or Business Administration
(Ulrich & Dulebohn, 2015).

3
HRES 2202 INDIVIDUAL RESEARCH ASSIGNMENT
Personality Traits (A): Sobeys Inc. is looking for a dynamic and efficient HR manager who is
dedicated to working in a complex work environment in order to achieve organizational aims and
objectives. The business looks for personality traits such as Openness to experience,
Agreeableness, Conscientiousness, Neuroticism, and Extroversion (Ulrich & Dulebohn, 2015).
The HR requires depicting Extroversion in the forms of an assertive, energetic, outgoing and
sociable individual who is able to lead in compelling circumstances. The trait of
Conscientiousness is required in the sense of self-disciplined, controlled and predictable to
manage diversified chores effectively.
Skills (S): The skills required in the field of Human Resource Management are Employee
Relations, Performance Management, Teamwork, Scheduling, and Collaboration etc. The
individual is required to develop the skills of teamwork and collaboration as it is required to knit
the diversified workforce as one strong force of work (Ulrich & Dulebohn, 2015). The skill of
scheduling will develop in time activities and programs which will support organizational
planning and organizing activities.
Transfer Skills (O): The transfer skills required by the HR manager are leadership, information
management, analytical, problem-solving, communication and project management (Xesha, et.
al., 2012). The analytical skill will aid in framing effective policies and procedures developing
constructive problems solving approach (Ulrich & Dulebohn, 2015). The skill of leadership and
communication will construct effective change and conflict management.
Testing
Tests: The two tests that will help Sobeys Inc. to identify top three candidates are Assessment
Centers and Biographical Data. The Assessment Centers are specific work areas that are

4
HRES 2202 INDIVIDUAL RESEARCH ASSIGNMENT
designed to assess job-related skills and abilities such as analytical, leadership, interpersonal and
communication skills etc. These assessments centres provide with real-life work conditions
where the candidate is required to develop decision making and policy in order to resolve the
issues and develop the best outcome possible (Albrecht, et. al., 2015). The Biographical data is a
test where questions are used to gather information and knowledge of the candidate regarding the
job-related skills. Educational, theoretical and practical knowledge and interpersonal skills,
creativity and integrity, are assessed in this test. The test also provides for individual’s attitude,
personality, imagination and interest in the professional field.
The validity and reliability are the aspects that demonstrate for accuracy and concise
measurement of the candidate aptitudes and abilities. The validity for the tests is based on the
degree to which the measurements and results are ascertained and accurate. The reliability is
measured in relation to pre-determined sets of results and the desired level of performance (Rees
and Smith, 2017). The validity of biographical data and assessment centres is essential in order
to determine the skills and abilities required in the candidates. The test must include
diversifications of results in the nature of reliability and validity to ensure the selection of the
best candidate
Legal Considerations
Grounds for Discrimination: The grounds of discrimination are aspects where candidate are
discriminated on various grounds in the fields of the job posting, interview, and selection. The
rights on which the candidate should be discriminated are gender, age, caste, creed, colour,
religious background, cultural aspect and nationality etc. (Flake, 2017). The discrimination of
preferring certain age group for the job position and title cannot be practiced. Preferring certain

5
HRES 2202 INDIVIDUAL RESEARCH ASSIGNMENT
candidates based on their colour, for example, rejecting African Americans in America for
certain job roles and positions is prohibited.
Sobeys Inc. must be informed about the discrimination that is practiced on these bases. The
recruiter must be informed about the discriminatory practices like preferring female candidates
as a human resource manager over male candidates. Developing a sense of prejudice towards a
certain religious group or a candidate belonging to a certain social group is also a form of
discrimination.
Best Practices: The practices that can be adopted in order to reduce discrimination to employees
in the selection process are capturing objective data and applying the blind CV policy. The
approach of capturing objective data will eliminate the recruiter to ask questions based on
personal information and background (Flake, 2017). The objective data is focused on measuring
the candidate’s ability to fit in a team and according to the psychometric data. The approach of
adopting a blind CV policy where personal information and details are not focused and the
emphasis is laid on professional aspects of the CV. The blind CV policy ensures for candidates
to be more confident and builds a positive reputation of the organization.

6
HRES 2202 INDIVIDUAL RESEARCH ASSIGNMENT
References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), 7-35.
Flake, D. F. (2017). Employer Liability for Non-Employee Discrimination. BCL Rev., 58, 1169.
Rees, G. and Smith, P. (2017). Strategic human resource management: An international
perspective. Sage.
Sobeys Inc. (2019). Mission and Values. [Online]. Sobeys Inc. Available at:
https://www.sobeys.com/en/mission-and-values/. [Accessed 29th Jan 2019].
Sobeys Inc. (2019). Our Company and Purpose. [Online]. Sobeys Inc. Available at:
https://corporate.sobeys.com/our-purpose. [Accessed 29th Jan 2019].
Ulrich, D., & Dulebohn, J. H. (2015). Are we there yet? What's next for HR? Human Resource
Management Review, 25(2), 188-204.
Xesha, D., Iwu, C.G., Slabbert, A. and Nduna, J. (2012). The Impact of Employer-Employee
Relationships on Business Growth. Burns, pp. 196.