Stages of Recruitment and Selection - Essay Example

Human Resource Management Name: Students ID: Unit Code: BPC 0307 Date: Time: Instructor: Introduction This paper reviews the general aspects of human resource management. In a practicality perspective two job vacancy forms from ASDA are compared. The first job is that of a Digital Media & Campaign Analysis Co-ordinator and the second title is that of a Security Colleague. Stages of Recruitment and Selection Workforce planning is a logical process of planning human resource needs for an organisation. This process enables the organisation to prepare for changes having assessed their future demand and supply. The organisation allows an adequate time to prepare for promotion, transfers, recruitment, and training. Workforce plans can be influenced by both internal factors, such as the organisations objectives, and external factors, such as legal changes that affect working practices1. The recruitment process is sometimes thought to include both recruitment and selection. However, the two are distinct processes. The recruitment process is initiated by a company so as to attract suitable candidates to a job position. On the other hand, selection begins after recruitment. It is the process whereby the company chooses, from the several candidates, the most suitable individual for the job2. A job analysis is done so as to obtain facts regarding the job. The main stages involved in the analysis are: (1) Obtaining documentary information regarding the tasks, (2) Asking managers as regards general aspects of a job such as responsibilities involved, main activities, and links with others, among others. Both jobs advertised by ASDA have different requirements. For the Digital Media & Campaign Analysis Co-ordinator job one has to be an expert in digital analytics that includes both numerical and analytical skills. In the second job, that of a Security Colleague, the individual has to be competent in being the best they can be and should be able to make a difference. Recruitment can be done either internally or externally. The internal recruitment method is more suitable when the organisation seeks to fill in a vacant position from within its existing workforce. The method can be preferred because it is quicker and boosts the morale of workers. On the other hand, external recruitment method is more suitable when the organisation desires to fill in a vacant position from whoever is suitable out of the organisation. It is preferred if the organisations seeks to find more qualified and experienced candidates and has adequate time to do so3. ASDA chose external recruitment probably because desires to inject new blood into the company or may be looking for a certain set of skills out of the company. Employee selection commences once the organisation generates a pool of applicants from the recruitment process. The organisation has to evaluate the job performance of a candidate based on the candidates’ individual ability to perform the job. To do this the organisation has to look at various dimensions such as experience, education, personality and innate abilities. This is enabled through the filling in of the application forms as well as an assessment of each candidate’s C.V and covering letters. Interviews are crucial in closing down the recruitment and selection process. Through the interview the organisation is able to look at the candidate and interviewee gets the opportunity to look at the company and assess whether they will fit into that job. In an individual interview, the interviewee is given time to sell themselves (interest, skills etc.) and can negotiate salaries as opposed to a selection board that has structured questions than a candidate just answers without adding anything more. The kind of questions ASDA may ask are structured on what the organisation seeks to find out from the candidate, such as competency, technical skills or general knowledge. However, on the low side, interviews can be subjective and tend to focus on negative information4. Ultimately, the recruitment process finishes once the successful candidate has received the job offer and he/she has accepted it in writing. Staffing Options Available to a Business Staffing options offer a diversity. From ASDA’s point of view, the chosen staffing option suits its needs. It offers an opportunity for the organisation to attract top professionals and experience. However, this option can be expensive and time consuming. From the applicant’s point of view, the staffing option allows a fair chance for everyone to be interviewed based on their competence and qualifications. However, the candidate does not have the opportunity to express themselves further to the management especially on their interest and enthusiasm for the job. Human Resource Legislation The Sex Discrimination Act (1975) was passed so as to protect people against being discriminated based on their sex. The act has been critical in enlightening people of their rights. Therefore, the affected people can seek appropriate redress. The Act also offers a tool that can be employed in educating and promoting gender equality5. The Health and Safety Act (1974) facilitates the protection of workers health and safety at work or who may be affected by work. Organisations such as ASAP expect that all their workers will take care and co-operate with the Health and Safety Act (1974). On the other hand, employers also have obligations outlined by the Act such as providing workers with the appropriate personal protective equipment, where necessary and ensuring that their places of work are safe and without risks to health, including safe entrances and exits6. Human Resource Policies Human resource policies help improve good business practice. The workplace bullying and harassment policies provide a legal basis through which workplace parties can avert and address such actions. The policies take in a wide range of actions from minor intimidation to more aggressive tactics such as gossiping or spreading false and malicious claims regarding a person so as to cause harm7. Policies on patent leave helps the employees to manage their switch out of and back to work by providing clear entitlements and expectations. The policies also help the employers to attract top employees, retain the existing ones, and make them feel valued. The policies also help in recognising the employee’s family as well as parental responsibilities by supplementing other family-friendly policies that help workers realise unaffected work-life balance. In the end, employees who feel appreciated and supported will most likely be attached to their work stations and be committed. This also reduces staff turnover8. Bibliography Boyatzis, RE, Competencies in the 21st Century, Journal of Management Development, 2008, vol. 27, no. 1, pp. 5-12. Denning, S, The Secret Language of Leadership, Leader to Leader Journal, 2008, 48. Reilly, P, & Williams, T, Strategic HR: Building the capability to deliver, London: Gower Publishing, 2006. Read More