Human Resource Management

1145 WordsJul 13, 20185 Pages
Within my assignment I would be looking at the effective operation of the human resource management, in terms of recruitment, as well as selection. Within these topics I would be critically discuss how they contribute to organisations, as well as the effect they have on the business. Select two topics from the list below and critically discuss how they contribute to the effective operation of the Human Resouce Management function. Your discussion must include theories and organisational examples. (100 marks). Recruitment and Selection Recruitment and selection is a very vital aspect in the business world, the reason towards this would be the fact that every organisation would have to consider recruiting, as well as selecting the most…show more content…
This is because the documentation depending on each organisation has different approach of asking the applicant a question. Moreover some organisations, particularly in the retail sector such as H&M, include a short questionnaire in which applicants are asked their preferred way of working. Most of these traditional applicant form consists of a series of multiple choice questions partly about personal life, such as how many sibling, as well as attitude, values and preferences. Moreover being able to ask these specific questions would then help the organisation to compare it to the ideal profile that they have which would then look at the similarities the applicants have with an effective job performing employee and non- effective employee. As a result would help them reach a conclusion towards weather accepting the applicant or not. (Beardwell.J. and Claydon.T., 2007:205) There’s a performance based selection at O2, the mobile firm is planning to roll out performance based selection due to successful pilots in one of its call centres and its retail division. This comes against the traditional competency profile, which is mostly used in retail businesses. The selection involves an evaluation interview that focuses on between four and six accomplishments in a candidate’s career. This is what O2 describes as a ‘talent assessment matrix’, which allows to rate skills and behaviour required to be
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