RECRUITEMENT SELECTION AND INDUCTION PROCESSES-ANSWER

 

RECRUITEMENT SELECTION AND INDUCTION PROCESSES

 

 

Table of Contents

Introduction: 3

Assessment 1: 3

1.1. Strategic and operational plans and policies to identify relevant policies and objectives: 3

1.2. Develop a recruitment, selection and induction policies: 4

1.3. Use of technology to improve efficiency and effectiveness of recruitment and selection process: 5

1.4. Support for the policies and procedures: 5

1.5. Measure against the objectives, procedures and induction process: 6

1.6. Explain the policies and procedures: 6

Assessment 2: 7

2.1. Reason for creating vacancies: 7

2.2. Position of description of vacancies: 7

2.3. Personnel specifications for the vacancy: 8

2.4. Job advertisement for two media streams: 8

2.5. Cost involved with lodging both job advertisement: 9

2.6. Conduct a job interview with two fellow students: 9

2.7. Select suitable candidates for the post: 10

2.8. Negotiation of salary and employment conditions: 10

2.9. Advise successful candidates of the result in writing: 11

2.10. Advise unsuccessful candidates of the result in writing: 11

Assessment 3: 11

3.1. Introduction of the business: 11

3.2. Provide employees information regarding. 12

Assessment 4: 13

4.1. Oversee the management of probationial employees: 13

4.2. Describe the principles in detail: 13

4.3. 3 different specialists that may utilise with recruitment and induction: 14

4.4. Employee contracts: 14

4.5. Need to pay work cover for: 14

4.6. 4 different way of employ someone: 14

4.7. Psychometric and skill testing programmes: 15

4.8. 2 reason that candidates not right to check reference: 15

4.9. Encourage candidate to allow reference check: 15

4.10. Encourage employer to provide reference check: 15

Conclusion: 16

Reference List: 17

Appendices: 19

 

 

Introduction:

Recruitment and selection has played important role in development of any company. In this competitive market, every commercial house is adopting advanced technology to get competitive advantage. Therefore, the companies also need skill employees managing and controlling upgraded technology in proper way. Poor selection and wrong recruitment of employees can lead the company towards its declining situation. Induction process on the other hand can assist the employers to tell organisation rules and regulation, facilities, terms and conditions of employment properly to the job seekers. In this assignment, the business industry Mark and Spencer has been selected to analyse importance of recruitment and selection for the growth of the company.

Assessment 1:

1.1. Strategic and operational plans and policies to identify relevant policies and objectives:

Strategic planning and operational plans of mark and Spencer has included product differentiation, customer perception and competitive advantage. However, to achieve these strategic plan, the company Mark and Spencer, has developed its operational plans. As per the statement of chief executive of the company Marc Bolland, it has come to know that the company has achieved £1.2 billion turn over in international market by providing customers qualitative food products and clothing’s (Corporate.marksandspencer.com, 2015).

This achievement is totally depends on the operational policy of the company M&S that is to communicate with customers and get aware about their preferences and choices to produce products accordingly. The company also make their sustainable relationship with their shareholders to keep progress in their business.

According to Burrows (2012), these operational plans and procedures has indicated the prime objective of the company and that is to gain foremost position in the market. Therefore, the company needs to recruit proper employees that can help the organisation by managing advanced technology. Davison et al. (2012) also commented that to meet with customer’s perception, it is necessary, upgraded technology like CRM, ERP is necessary for the company. Skilled employees also need to require controlling the technological device. The human resource management of the organisation therefore, plan their induction process properly that can provide a clear vision to the job seekers and they can participate within the company with their full of confidence.

1.2. Develop a recruitment, selection and induction policies:

As per the analysis of aims and objectives of mark and Spencer, it can state that the company needs to select and recruit efficient employees to develop performance in the market. As the main aim of M&S is to meet with customer’s specification, therefore, the induction process must be developed by the HRM manager of M&S.

Clark and Roberts (2010) defined induction process as the term of induction as the introduction of company to the employees or jibs seekers. Through proper induction process, the employer can provide the detail information about terms and conditions of the organisation, employee facility, working hour, rules and regulations, agreements with employees and others. Florea and Badea (2013) investigated that, the induction process therefore, primarily presented an overview of the company to the employees. As the company M&S has its brand reputation in the market, therefore, it can state that the induction process of the company will be better.

Figure: Recruitment and selection process

(Source: Florea and Badea, 2013, pp-350)

Hence, the company needs to develop recruitment and selection process make the induction process better. Georgia et al. (2013) opined that the main policy of M&S must be to appoint best candidate to strengthen the work force. For this, the company needs to,

  • Advertise the vacant posts in media streams. In this case, newspaper advertisements and online advertisements is necessary to gain attention of employees towards the vacancy.
  • Then company should select high quality and skilled employees without having any biasness
  • Human resource management musk make sure that the recruitment have the transparency
  • The company needs to arranged three minimum three months induction process to teach the staffs and judge their skill efficiency.

1.3. Use of technology to improve efficiency and effectiveness of recruitment and selection process:

Levashina (2009) commented that technology also could help any organisation to develop the recruitment and selection process accordingly. It has come to know that technology can improve the recruitment process in three ways and these are by increasing consistency and video hiring.

Consistency: Consistency can help the recruiters to look after the recruitment process and cross check, it’s every step very carefully. Ofori and Aryeetey (2011) opined that to make a successful recruitment, some effective steps are necessary and technology can provide the consistency to cross check the steps.

Video hiring: Video hiring of employees also can help the company to get their effective and efficient employees. It has come to know that through video recruitment, the company can get aware about the behaviour, patience of the employees that can be used in favour of the company in future.

1.4. Support for the policies and procedures:

As per the analysis of recruitment and selection process of M&S, it has come to know that to implement this system, the company needs to technological support that can help the firm to make effective its induction process.

It has stated in earlier that while technology can improve the effectiveness and efficiency of the recruitment process. Thoo and Kaliannan (2013) also commented that through using proper technology, the company can able to conduct video recruitment and maintain consistency in the recruitment process.

M&S therefore, has suggested adopting proper IT technology like ERP, CRM technology to communicate with its customers properly and recruit skilled employees to extend their business in the commercial market.

1.5. Measure against the objectives, procedures and induction process:

It has come to know that installation of effective IT technology within the company can boost up its performance. It also can help the company to recruit skilled employees. Through ERP and DBMS system, the management of M&S can able to get aware about the specifications of employees. Not only can that but through conducting video hiring the management also able to judge the behaviour, patience and knowledge of the job seekers. Induction process on the other hand can help the company to review strength of social participation of the employee in the market. It will help the company to create a sustainable working environment inside the organisation and project its good image in the market (Sustain, 2015).

1.6. Explain the policies and procedures:

After analysing the importance of technology and effective recruitment, as a trainer, I have developed some human resource policies and procedures in order to develop the performance of job seekers in the market.

Policies and procedures:

  • Make advertise the vacant posts in the media houses
  • Review the profile of job seekers properly
  • Conduct both writing and video tests
  • Cross check the references of the job seekers
  • Assess their quality as per the requirements of the vacant posts
  • Arranged proper training for the employees to develop their skills
  • Induction process may be organised to judge social participation of participants in the market

Assessment 2:

In this assessment, as a researcher I have developed a business plan for a coffee shop company that is appeared newly in the market. I need one store manager for managing the performance of the coffee shop company in the market. I therefore, have post the vacancy advertisements in news papers and websites of the company to gain attention of job seekers.

2.1. Reason for creating vacancies:

The coffee shop company has appeared in new in the market. Therefore, it is necessary that the shop needs one store manager. As being new in the commercial place, as a business man want an experience and skilled store manager who can manage the store properly and motivate employees to perform well and satisfy customers needs.

Levashina (2009) commented in this case that the company can face lots of challenges fork the market and therefore, it is necessary for the store manager to develop its marketing strategy in such ay that can meet its competitive objectives and properly overcome upcoming obstacles.

2.2. Position of description of vacancies:

The job description of store manager post is mentioned in below:

Salary package-£300000-£350000 per year

Duty time-37 hours weekly

Experience: Minimum 4 years experience in working as store manager in any retail company

Qualifications:

  • Managing store and recruit staffs
  • Have the efficiency to judge the job quality of staffs
  • Able to motivate staffs in proper way
  • Must has the efficiency to teach and train staffs to meet with the objectives of the organisation
  • Must has the efficiency to achieve the financial goals that is set for the coffee shop
  • Able to identify current issues of the shop and future outcome
  • Must has the efficiency to take quick decision in risk time
  • Can able to formulate the pricing strategies as per the changing nature of the market
  • Must has the capability to determine and reviewing the changing nature of marketing and develop marketing plan accordingly (Babcock-Roberson and Strickland, 2010)

2.3. Personnel specifications for the vacancy:

After analysing the job description for a store manager, it has come to know that the manager must have the capability to tackle employees and motivate them in order to produce best service and lead the company towards its success.

Therefore, as recruitment manager, I have pointed out some specifications for the store manger post that can increase value of the vacancy and lead the coffee shop towards its success. Personal specifications for the store manager are:

  • The employee must have patience to tackle the risk factors and issue of the shop carefully
  • The employee must show polite behaviour towards its staffs and customers. According to Balet al. (2013), it can attract customers’ attention and increase customer engagement within the coffee shop
  • Must have effective skill about computer and able to take work pressure

2.4. Job advertisement for two media streams:

It has come to know that the coffee shop has appeared newly in the market. Therefore, it is necessary for the owner of the company to advertise the vacancy of the posts in the media streams to gain attention of job seekers. As per concerning in the current market position, the owner mainly give advertise in online media and newspapers.

Fu et al. (2010) stated that mainly websites of the coffee shop, face book and twitter are concerned as the main online media while top local newspapers also considered as the main advertising space of job vacancies. The job provider has mentioned the job description of that position in detailed and the package of salary. Working timing also has stated in the advertisements.

2.5. Cost involved with lodging both job advertisement:

As a recruitment manager, I have given advertisement in both local newspapers and online media in order to gain attention of job seekers. I have posted advertisement for store manager in both of these media houses. Cost involved in both the media streams are  mentioned below:

Online media:

Space accommodation: Face book- Minimum 80 words to 100 words

Twitter- 50 words

Cost for the space: Minimum 200 words to 250 words

Newspapers:

Space accommodation: Face book- £5 for per word

Twitter- £7 for per word

Cost for the space: £250 for quarter page of newspaper

2.6. Conduct a job interview with two fellow students:

In the analysis, it has come to know that the recruitment manager has seeking for the post of store manager for new appeared coffee shop in the market. As a recruitment manager, I therefore, have asked interview question two applicants for the store manger post. I keep in mind that the question must cover the job description that has mentioned in the advertisement in both online media and local newspapers.

Question for applicant 1:

I have asked question to the first applicant. These are,

  • Introduce him/herself that is not mentioned in his/her CV.
  • What is the role of store manager?
  • How you can motivate your staffs to project their best performance in the market?
  • How you managing the risks factors which arise in the shop?

I mentioned in personal specification that the candidate must have patience in order to control the crisis very carefully. Therefore, behaviour judgement is necessary to develop the post.

Question for applicant 2:

I have asked same question to applicant 2. These are,

  • Introduce him/herself that is not mentioned in his/her CV.
  • What is the role of store manager?
  • How you can motivate your staffs to project their best performance in the market?
  • How you managing the risks factors which arise in the shop?

2.7. Select suitable candidates for the post:

However, after having the interview, I have selected second candidate because of his/her excellent performance. I was impressed by his/her academic qualification and excellent speaking technique. I think, it will help the coffee shop to attract customers and motivate staffs to perform well. The main positive point is that the second candidate has the patience to understand the question and answer it very carefully.

First applicant also have good academic qualification but he/she seems not suitable for the post because of nervousness. The main negative point is t5hat he first applicant have 3.5 years experience while the second applicant is 6 years experienced.

2.8. Negotiation of salary and employment conditions:

I have noticed that applicant 2 have 6 years experienced of working as a store manager in reputed food Retail Company. The candidate has wanted to change the existing job because having offer of better opportunity.

In previous store, candidate has received £310000 package yearly. It is natural that the candidate has the expectation of better opportunity. Therefore, as a recruitment manager, I have offered the successful candidate £330000, as I consider it as the best offer for him/her.

I also offered the candidate facilities of provident fund, medical leave, incentives and yearly increments along with yearly salary package. The candidate first disagreed with the package because she/he has the expectation of £35000 package yearly. However, in the negotiation table I assured the candidate by offering monthly incentives that the candidate not gets in previous company.

2.9. Advise successful candidates of the result in writing:

However, the candidate is experienced and has excellent speech power, but still as a senior, I have advice some points to the successful candidate. First, I have advised the candidate to keep patience for controlling the crisis issues. I also advised the candidate how to plan marketing strategy for the coffee shop and get competitive advantage from the market. As per the changing nature of market, I noticed that the candidate must have technical skill and speaking quality. The candidate has excellent speech power but the candidate not have the technical skill that is necessary for the growth of the business. I therefore have advised the candidate to develop technological skill in order to lead the newly coffee shop towards its success.

2.10. Advise unsuccessful candidates of the result in writing:

I have stated earlier that the major inefficiency for unsuccessful candidate is that his/her nervousness. As I not selected the candidate therefore, a first I have assured the candidate that he/she will get further better opportunity and encourage him/her. With this, I also advised the candidate to listen the question of interviewer very carefully and give answer with patience.

Assessment 3:

3.1. Introduction of the business:

The coffee shop company is appeared in the market newly. The name of the coffee shop is ‘Coffee Cafe’. The shop needs one experience store manager to control customer’s preferences and motivate staffs to produce their best service and satisfied needs of customers. The coffee shop has space of 2,300 sq. ft that can arranged seats for around 100 customers. 25 tables are there that contains seating arrangement or four people.  The coffee shop has offered different kinds of coffee like coffee late, cappuccino, black coffee and beverages. The shop has 4 operating staffs with one store manager in front door service. 4 back door staffs are also required for back office service. 2 sweeper and one security guard also has appointed to maintain cleanness and safety of the shop. However, to start up the business the company has invested £140,000 in the market. After investing in the market, the shop is looking for ne experienced store manager who can able to manage the shop effectively and assist it to gain success from the market.

3.2. Provide employees information regarding

Salary- As per the market, pay scale of store managers in reputed retail supermarkets are £390000-£720000 per year. As the coffee shop Coffee Cafe is appeared newly in the market, therefore, the shop has offered salary package for store manager is £300000-£350000 per year.

Conditions of employment

  • The candidate must have experience of minimum 4 years of working as a store manager in any retail company
  • The candidate must have excellent speaking and technical skill
  • The candidate must able to motivate staffs to produce better performance
  • The candidate must have the patience to control any crisis situation properly and resolve any problems that may arise in the shop.
  • The candidate can able to take work pressure while it seems necessary

KPI’s– As per the assumption, if the shop will perform effectively in the market then £150,000 annual revenue will generate in first year. Therefore, to assess the performance of the store manager, the manager has asked to achieve the target of generating £150,000 revenue in first year. It also helps to judge the market assumption and performance of the store manager in the commercial ground in first year of appearance of the shop.

Accountability– The employee or the store manager must be accountable to the owner of the shop Coffee Cafe. Karatepe and Aga (2012) commented that the store manager must have truthfulness towards the shop. The candidate also seems liable and answerable in front of the owner and government for practising any unethical issues inside the shop. Therefore, the candidate or the store manager must be aware about current rules and regulations of government in UK market.

Internal procedures– The store manager must have to follow some instructions that have developed to control the performance of the coffee shop in competitive market. The store manager must has the capability to judge performance quality of employees the store manager must verified all legal documents of employees before appointing them as the staffs of the coffee shop (For legal documents, refers to Appendix 1).

Assessment 4:

4.1. Oversee the management of probationial employees:

Paillé et al. (2014) defined the term probationial employees as all classified employees who are recruited in the company to develop its performance. Therefore, as human resource manager, it is necessary to manage the probation employees to understand right process of recruitment. Oversee of probation employees can help the HR manager to judge that whether the selection of the candidate is right for the company or not.

Therefore, the HR manger needs to

  • Describe the job in detail that can help the candidates to understand the service
  • The candidate must appear in written test to show their capability
  • Must show their efficiency in training period

4.2. Describe the principles in detail:

Equal opportunity The human resource manager must have the principle of projecting equal opportunity in the society. This principle may be projected while recruiting male and female candidates and diversifies segmented candidates
Industrial relationMust have the capability of providing employees proper wages, training and able to control their grievances
Anti-discriminationAccording to Anti Discrimination Act 1977, every employee should get equal opportunities in work lace despite of their sex, age and culture.
Ethical principlesEthical principles stated to maintain fairness and  truthfulness within the company
Code of practicesProviding proper wages and show respect to other’s culture are main code of practices in any work place
Privacy laws VictoriaAccording to Omolo et al. (2013), honesty, integrity and maintain promises are the part of privacy laws Victoria that can create a safe and secure work place
Occupational health and safetyIt provides employees the right to perform in secure and safe work place.
Employer rights and responsibilityThe employees have the right to claim for proper wages and secure environment to perform.

 4.3. 3 different specialists that may utilise with recruitment and induction:

Recruitment AgenciesRecruitment agency can suggest the name of the company to the employees. It can refer employee the name of the company.
Remuneration specialistsRemuneration specialists are offer proper wages to the employees to recruit them.
Security checksIt offers employees secure jobs to make their lives better.

4.4. Employee contracts:

Employee contracts depend on employee conditions, their rights and responsibilities in the market. It has come to know that work in secure environment is the right of every employee and therefore, it is necessary for the recruitment manager to provide the basic rights to the people to make their lives better in the market (Yoon and Thye, 2012). According to employee contract, it also has noticed that the employees needs to clear the terms and conditions of their facilities and wages before joining in the company.

4.5. Need to pay work cover for:

As a recruitment officer, I would like to pay the owner of the company or the recruitment agency as they are offering employees about the job. It is the necessary duty of the recruitment manager satisfies the agency as they also supplied employees to the company.

4.6. 4 different way of employ someone:

Compton et al. (2010) stated about main four ways that can use to recruit people are

  • Through telephonic interview
  • Video calling interview
  • Writing test
  • Group discussion

4.7. Psychometric and skill testing programmes:

Psychometric test is necessary to differentiate individual from others. It also has noticed that through conducting psychometric test and skill test, any company can able to recruit high skill employee in the market. Ivancevich (2009) commented that psychometric test is depends on theory, data collection and statistical analysis. It also can help the recruitment manager to judge quality of employees, their patience and efficiency.

4.8. 2 reason that candidates not right to check reference:

  1. Reference can help the recruitment manger to recruit reliable candidate within the company. It also has come to k now that recruitment manger has relation with the reference person, therefore, the reference can help the manger to recruit reliable person in the company to boot up its performance.
  2. Reference employee or job seeker has the efficiency to keep attach themselves with the organization and from well in developing the performance of the company.

4.9. Encourage candidate to allow reference check:

Reference check has seems more effective for any candidate who is seeking for a job. it has come to know that if a candidate apply any company with the help of his/her reference, then it reflect that the candidate must have the faith on that company about its performance, payment options and other employment rights. It can help the candidate to apply in right company to make their lives secure and safe.

4.10. Encourage employer to provide reference check:

Reference checking also can help any employer to get right candidate that is necessary for the growth of the company. Sometime, male practices within the company harm its reputation in the market. McGrath (2014) ttherefore, commented that if the employer can recruit employee with the help of any reference, then it has seemed to be effective and growth of that particular firm. It also has noticed that it can help the organisation to make their position beneficiary ands project ethically strong image in the commercial place accordingly.

Conclusion:

In the concluding statement, it has come to know that human resource management has play its effective role in recruiting or selecting someone within the company. the HR manager therefore, be very careful in order to recruit the right person for the growth of the company. It has noticed that sometime, selection of wrong people can harm the image of the firm in the market. Therefore, it is necessary duty for the HR manger to maintain the recruitment process by maintaining all kind of government laws and regulations to make the company ethically strong in the market.

Reference List:

Books:

Compton, R., Morrissey, B. and Nankervis, A. (2010) Effective recruitment and selection practices, Boston: Sage Pub

Ivancevich, J. (2009) Human resource management, Boston: McGraw-Hill/Irwin

McGrath, A. (2014) Getting the Right Balance, Cork: BookBaby

Journals:

Babcock-Roberson, M. and Strickland, O.J. (2010) “The Relationship Between Charismatic Leadership, Work Engagement, and Organizational Citizenship Behaviors,” Journal of Psychology, 144, pp. 313–326

Bal, P.M., de Cooman, R., and Mol, S.T. (2013)  “Dynamics of Psychological Contracts With Work Engagement and Turnover Intention: The Influence of Organizational Tenure,” European Journal of Work and Organizational Psychology, 22, pp. 107– 122

Burrows, A. S. (2012) “The Relationship between Common Law and Statute in the Law of Obligations,” Law Quarterly Review, 128, pp. 232

Clark, L.A. and Roberts, S.J. (2010) “Employer’s Use of Social Networking Sites: A Socially Irresponsible Practice,” Journal of Business Ethics, 95(4), pp.507–525

Davison, H., Maraist, C., Hamilton, R. and Bing, M. (2012) “To screen or not to screen/ Using the internet for selection decisions,” Employee Responsibilities and Rights Journal, 24,(1), pp.1-21

Florea, V. N. and Badea, M. (2013) “Acceptance of new Technologies in HR: E-Recruitment in Organizations,” Proceedings of the European Conference on Information Management & Evaluation, pp. 344-352

Fu, P. P., Tsui, A. S., Liu, J., and Li, L. (2010) “Pursuit of Whose Happiness? Executive Leaders’ Transformational Behaviors and Personal Values,” Administrative Science Quarterly, 55(2), pp. 222-254

Georgia, A., George, A. and Labros, S. (2013) “Employee recruitment and selection in the insurance sector – the case of the Greek insurance group,” European Journal of Management Sciences, 1 (1), pp. 1-20

Karatepe, O.M. and Aga, M. (2012) “Work Engagement as a Mediator of the Effects of Personality Traits on Job Outcomes: A Study of Frontline Employees,” Services Marketing Quarterly, 33, pp, 343– 362

Levashina, J. (2009) “Expected practices in background checking: review of the human resource management literature,” Employee Responsibilities and Rights Journal, 21, pp. 231–241

Ofori, D. and Aryeetey, M. (2011) “Recruitment and Selection Practices in Small and Medium Enterprises,” International Journal of Business Administration, 2(3), pp. 45-60

Omolo, J. W., Oginda, M. N. and Otengah, W. A. (2013) “Influence of Human Resource Management Practices on the Performance of Smalland Medium Enterprises in Kisumu Municipality, Kenya,” International Journal of Business and Social Science, 4(1), pp. 130-136

Paillé, P., Chen, Y., Boiral, O. and Jin, J. (2014) “The Impact of Human Resource Management on Environmental Performance: An Employee-Level Study,” Journal of Business Ethics, 121(3), pp. 451-466

Thoo, L. and Kaliannan, M. (2013) “International HR Assignment in Recruiting and Selecting: Challenges, Failures and Best Practices,” International Journal of Human Resource Studies, 3(4), pp. 143-158

Yoon, J. and Thye, S. (2012) “A Dual Process Model of Organizational Commitment: Job Satisfaction and Organizational Support,” Work and Occupations, 29, pp. 97-124.

Websites:

Corporate.marksandspencer.com, (2015) Home. Available at: [Accessed 27 Feb. 2015]

Sustain, S. (2015) Solihull Sustain. Solihull-sustain.org.uk. Available at: http://solihull-sustain.org.uk/ [Accessed 27 Feb. 2015]

Appendices:

Appendix 1: