Bba Retail People Management Assignment 1 Assignment Sample

 Introduction Of Regenesys Business School Bba Retail People Management Assignment 1

Get free written samples from expert assignment writers and academic writing services in UK.

Every company has many departments with their separate work but the Human Resource Management department is one of the main department,whose work is to hire employees for to run a business smoothly. The major work of this department is to recruit and select candidates for the company when the seats are vacant. Along with recruitment process the HR department has many other works like training, performance appraisal, etc (Elsafty, and Ragheb, 2020). The report includes important functions of the HR in recruitment and selection process in which five functions are discussed. The roles of HR are also evaluated in the report with respect to company criteria. The discussion on the recruitment and selection process in an organization along with the methods of recruiting and selecting person for the job are mentioned in the report. The legislation impacts and influence of legal rules and regulations on a company is briefly discussed in the report. The study also expresses a conflict management styles which can be used by managers for smooth running of business. Under conflict management style heading, two styles will be discussed in a company’s context. To select best candidates in a company the HR has to examine all qualities and talents of an applicant. The required qualities and skills in a candidate also highlighted in the report to discuss about needed qualifications for the vacant positions in a company.

Question 1

Most important five HR functions in the recruitment and selection process

Human resource is the main department of every company. The basic functions of the company depend on HR department, as the recruitment process begins with hiring equally qualified and suitable person for the vacant job is selected by this department (Abbasi, et. al. 2022). The good fit person who is recruited by the human resource manager will profitably lead the company and serve efficient work to the company.

Recruitment and selection are the key functions of HR management. But both terms are differently defined. Recruitment refers to the process in which the clients are attracted towards vacant post and applications are invited by the company through its official site or job portals (Nurminen, 2022). Inviting applications and recruitment is a first step in developing the company's human capital. On the other hand, selection refers to the process in which the qualified, suitable, or good fit candidate is selected for the vacant position in an organization (Hmoud, and Laszlo, 2019). The candidate will go through the different processes to be selected for the position.

Below are the most important five human resources functions in the selection and recruitment process:

• Analysing the Qualification of candidate: the vacant position in an organization should be fulfilled with a talented, qualified, and skilled person. Before selecting any person for the job it should be ensured that he/ she has a relatable qualification and talent to match the vacancy. The human resource manager has a first duty to identify the level of skill and talent that was required to fill the vacant position. According to the qualification required, the job description will be prepared by the human resource manager. The requirements and applications of candidates are invited and accepted by a human resource manager on the basis of their qualification.
• Evaluation of Job description: the job description reflects what type of candidate is required for the vacant position in an organization. A good job description helps the human resource manager to find out a good fit candidate. As the job description contains all requirements, candidates also summarize and match their skills with the description uploaded by the HR managers(Switasarra, and Astanti, 2021). After carefully reading the job description, if the applicant contains all the required qualifications,then the client can apply for a vacancy with a confidence.
• Resume screening: this is the main role that is performed by the human resource manager in the selection process. The potential candidates are shortlisted from the received applications (Arora, and Kumari, 2021). As the company received a pool of applications, the human resource manager has to screen the resumes and select the suitable candidate resume for the next process interview.
• Interviewing: the selection of the good fit candidate is based on his/ her performance in the interview. To fill the vacant position, an interview is conducted by the human resource manager of the company (AbdElminaam, al. 2021). In the interview process, a manager has to identify the skills, confidence, and talent of the candidate to perform perfect work in an organization.
• Final selection: this role in the selection process is done by the human resource manager of the company with a discussion of panel members. If the candidate is pass from all the testing and interview processes of the selection, then he/ she will be offered to join the company (Murphy, 2018). The final decision of selection of an applicant is only depends upon the HR, if the HR satisfy with the answers of the candidate.

Evaluating the four criteria of HR’s role

By examining HR's role from the company perspective, the outline of the company's development and growth should be made. The opted functions will ensure that the HR of the company will hire a suitable person for the vacant job. Preparing a good job description is a major role of the HR of the company. A perfect job description that includes all the main requirements for the vacant position will lead to attracting a more qualified and skilled person to the job. HR is liable to hire talented persons for the job who share the full potential of their work to help the company's growth and development process. This function of HR will ensure that the right person will be selected for a job.

From the above functions of HR, screening the applicant's resumes will benefit the company. As many applicants apply for one job, this will ensure that the essential or qualified resumes were selected for the next process of selection. If the resume of a candidate contains related qualification for a vacant job, then the HR decide whether to select that candidate for interview round or not. The resume screening function of HR will help the company to identifying the suitable candidate for a vacant job.

Considering the interviewing function of HR, the function helps to find out the extra skills as well as technical knowledge of the candidate. Extra skills like leadership, teamwork, flexibility, and so on. Interviewing function helps to analyse the loyalty of employees towards the working of the company. HR of the company will be helped by the interview process, to examine the candidate's nature and his/ her dedication to the work. Through this function, the company will be filled with talented and qualified persons who lead the company toward continued growth and development in the market.

The last criteria of HR’s role are the final selection of the candidate. The function helps in a hiring procedure of one or more persons according to the vacancy in a company. The final selection was made by the HR approval, and also by the discussion with members of the panel committee. The company is benefited from this function of HR, as the selection of candidate’s lies on the deep discussion and required knowledge of the candidate. Final selection function of HR helps to execute the offering letter to the selected person on the behalf of a company. And the final decision of selection helps to pick up a right and good fit person for a vacant position who will give 100% efforts in the work, to contribute to the growth and development of an organization. 

Question 2

Organisation’s recruitment and selection process.

In an organization the recruitment and selection process starts with recruiting a candidates and finish with selecting the candidates, to fill the vacant job in a company. The recruitment and selection process has seven steps such as receive a job order, source applicants, screening resumes, shortlist applicants, conducting interview, testing candidates, and last one is job offering. By following each step in the recruitment and selection process can get best candidates for the company which leads company towards development and growth. 

Five methods of recruitment and selection

The examination is made on the five different method of recruitment and selection to ensure that the best and right candidates will be selected for the job.As recruitment and selection, are different terms hence both has separate process and methods to successfully implement the process(Abbas, et.al. 2021).

The first method of recruitment and selection is employee reference. The first method includes the invitation of the candidates through currently working employees (Friebel,et. al. 2019). This method is a combination of external and internal recruitment. Many companies use this method to fill a job vacancy in the company. An organization also conducts some program like an employee referral program to recruit persons. In this program, the company motivates its existing staff to give references to those people to whom they are known for the vacant position in a firm.

For recruiting and selecting the best candidates for the job there are a lot of recruitment and consultancy agencies. The work of these agencies is to help the company to find out the best-suited person for the vacant position in an organization(Ulnova, and Shubenkova, 2020). If the company wants to outsource its hiring process to any recruiting agency then that agency has to manage the full cycle of recruiting on behalf of the company. This method saves valuable time for a company's employee to fill the vacancy. If the vacant positions in a company are hard to fill then the recruitment agency method is a great option.

Apprenticeships and internships are also one of the methods of recruitment and selection. An internship offer to the candidates is the finest way to hire the best-suited person in an organization(Pasat,et. al.2021). In an internship, the intern serves a work to the company and gets lots of knowledge, working experience, certificates, and stipend in return. During an internship or a contract period, the managers of a company evaluate and analyze the performance and developed skills of an intern. According to the evaluation, a company identifies dedicated and potentially worked interns who will be able to fulfil the future vacant post in an organization.

Campus placements are those methods in which the company hires candidates from tie-up universities. A company tied up with some universities that are providing bachelor’s and master's degrees to students(Dutta, and Bandyopadhyay, 2020). When the students completed their studies the company starts its procedure of hiring from that campus. Through this method company gets fresh and new employees for the vacant position. The cost of hiring candidates in campus placement is low, but the company hasto reserve its funds to train the fresher for practically implementation of their knowledge in the real life.

Last but not least method of recruitment and selection is direct advertising. This contains high power of attracting candidates towards the vacant post in a company. This method includes placing an advertisement for the company's vacancy on various social media platforms, job boards, career sites, etc(Johnson,et. al. 2021). From this method, a company gets lots of qualified and skilled applicants. Through direct advertising company also enlarge its reputation and boosts employer branding. Coming to the cost criteria of this method it can be seen that the direct advertising method is very expensive in both time as well as investment contexts. 

Impact of legislation and examples of the process from which it will be influenced

In simple words, legislation means the enacting and preparing of laws by any governing body, parliament, or legislature. Laws, policies, rules, and regulations majorly affect the businesses operating in the country or industry. The impact of legislation on businesses performs a greater role in a company. Legislation impacted various areas and departments of the business like the sales and marketing department, production department, human resource department, and many others(Kotnik, et. al. 2020). Every company has to update its knowledge about the applicable and new laws made by the government for the smooth running of its business in a country.

 One of the most affected policies of the government is tax policy. This policy influences the company to contribute a fixed part of the company's income to the government for operating its business in a country or out of the country. This impact sometimes badly affects the company when the company's gross profit is low and the tax percentage is high.

Another impact of legislation is employment law. Every company has its different working structure but the company can grow only with the efforts of its employees. For the rights of employees in any organization, there is a common law that has to be followed by the company's managers. The company has to change its policy according to the updated employment law. If a firm runs its business with the welfare and employment law, the company will lead towards growth and development. And if the company does not follow these laws, then the branding and image of the company will be badly affected in its operating environment. 

There are different rules and regulations imposed by the government on the international trading of a company. Any company that is trading with other countries' firms or customers than that company has to fulfill all the required laws of the home country as well as of other home countries. To operate the business on the international level, the company has to pay trade tariffs, customs duties, freight, export/ import charges, and many related charges to the government and legal authorities of both countries. This law bound the business into limited and strict boundaries of rules and regulations of the country, which affect the company in both good and bad ways. The good side of this law is that the company can operate and grow its business in many other countries in a legal form without any hesitation. And the bad side of this law is that the company has to cross many legal formalities and charges, which leads to the slow operations of the company.

Other than these laws, the company will be also affected by the corporate social responsibility (CSR) policy, health and safety policy, ethics policy, truth in sales and marketing, etc. These all laws will influence some parts of the company in a good or bad manner.

Question 3

Qualities needed in the person for a vacant job

The organization required for the management of the department with efficient working skills along with the extra skills and qualities to fill the vacant position in the company. Sometimes a person has a relatable degree, education, and qualification but does not know how to execute that knowledge in the real world scenario. Extra qualities are also equally important in the candidates to be selected for the vacant job(Perrin, 2019). If a person has a lot of knowledge in the vacant job related field but the confidence is too low then the knowledge becomes null when not applied efficiently. The company hires only that person who has both knowledge and management qualities.

There are various skills other than technical skills that the company tries to find out in the manager during the interview round. Other skills include teamwork, communication, culture-fit, willingness to learn, and self-motivation which will be helpful for the management of the organization. In the first round, manager asks the technical questions to extract the knowledge related to the position to which the candidate applies(Baert, et. al. 2021). If a candidate applying for manager role the perfect knowledge about the human resource management then the person is pass out in the technical round. But after technical questions, Companies director wants to know about the other skills of a candidate to outline how much time a person can survive in an organization as a good manager and efficient leader.

Every company aims to make high profits and to survive and grow in the market for a longer time. To achieve these aimscompany has to hire potential and good-fit manager for the company. And the other skills every manager of the company will treat the company as a family and make his/ her 100 % effort to reach the company's target. Self-confidence helps the employee to become a good team leader of his/ her team. Flexible people will adjust to every situation of the company and become good leader for the better management. And the team worker will enhance the all-over employee section performance of the company. Other extra skills in the manager can be effective contribution to organizational growth and development. So at last, this can be said that an equal balance of both education and extra qualities in an applicant will affect the company success.

Two conflict management styles

Conflict is a natural thing in any organization, as there are many employees in the company and no person has the same mentality. There are many reasons that arises the conflicts in an organization; the main reason for conflicts is misunderstanding. Everything in this world has solution, so that conflicts and disputes also have unique or different solutions. Conflict management defines as the way to handle or tackle disagreements. To resolve and manage the disputes among employees of the company, the manager put any suitable style(Yin, et. al. 2020). The various types of conflict management styles are accommodating, avoiding, competing, compromising, andcollaborating.

This report considers two conflict management styles one is compromising and the second is avoiding. In the compromising style of conflict management, both the parties who are creating a dispute in an organization give up something for the opposition party(Chen, et. al. 2019). This is the best option for managing any disputes. This style is neutral for both parties, as both party win in the conflict as well as both compromises something from their side for addressing the solution of a disagreement.

The second one is avoiding the style of conflict management. In this style, the manager of a company politely handles conflicts between the employees (Roberts, 2019). This style helps to seek and avoid disputes among the employees in a company. Both parties support each other view to suppress the conflict after some time. One party or both parties try to stay away from the disagreements between them and wrap up the conflict by creating mutual understanding.

Conclusion and recommendation

The above study concludes that HR plays a vital role in the company to contribute firm's growth and management. A company's growth is depended on the employee's performance and their nature toward the business. The above five roles of HR express the value and importance of their functions in a company. It is recommended that every company appoint qualified and experienced HR to expand their business by hiring skilled and talented employees. It is also concluded that the criteria of HR roles critically examine the practical implementation of HR functions in an organization. It is recommended that the company should opt for the proper method of recruitment and selection by analysing their affordable cost and time. The legal implications on the business are concluded as the major impact on the business in both good and bad ways. For a better environment in the company, managers should use the best conflict management style with planning. To lead a company towards great expansion and growth, HR should be needed to hire quality, skilled, and talented people with their dedicated and loyalty to work.

References

Abbas, S.I., Shah, M.H. and Othman, Y.H., 2021. Critical Review of Recruitment and Selection Methods: Understanding the Current Practices. Annals of Contemporary Developments in Management & HR (ACDMHR), 3(3), pp.46-52.

Abbasi, S.G., Tahir, M.S., Abbas, M. and Shabbir, M.S., 2022. Examining the relationship between recruitment & selection practices and business growth: An exploratory study. Journal of Public Affairs, 22(2), p.e2438.

AbdElminaam, D.S., ElMasry, N., Talaat, Y., Adel, M., Hisham, A., Atef, K., Mohamed, A. and Akram, M., 2021, May. HR-chat bot: Designing and building effective interview chat-bots for fake CV detection. In 2021 International Mobile, Intelligent, and Ubiquitous Computing Conference (MIUCC) (pp. 403-408). IEEE.

Arora, S. and Kumari, N., 2021. Recruitment search engines for screening resumes through AI by using Boolean search functions. Journal of Asian Development, 7(2), pp.16-26.

Baert, S., Neyt, B., Siedler, T., Tobback, I. and Verhaest, D., 2021. Student internships and employment opportunities after graduation: A field experiment. Economics of Education Review, 83, p.102141.

Chen, H.X., Xu, X. and Phillips, P., 2019. Emotional intelligence and conflict management styles. International Journal of Organizational Analysis.

Dutta, S. and Bandyopadhyay, S.K., 2020. Forecasting of Campus Placement for Students Using Ensemble Voting Classifier. Asian J. Res. Comput. Sci, 5, pp.1-12.

Elsafty, A.S. and Ragheb, M., 2020. The role of human resource management towards employees retention during Covid-19 pandemic in medical supplies sector-Egypt. Business and Management Studies, 6(2), pp.5059-5059.

Friebel, G., Heinz, M., Hoffman, M. and Zubanov, N., 2019. What do employee referral programs do?.

Hmoud, B. and Laszlo, V., 2019. Will artificial intelligence take over human resources recruitment and selection. Network Intelligence Studies, 7(13), pp.21-30.

Johnson, L.M., Duenas, D.M. and Wilfond, B.S., 2021. When Professional Meets Personal: How Should Research Staff Advertise on Social Media for Research Opportunities?. The American journal of bioethics: AJOB, 21(10), p.38.

Kotnik, Ž.,Klun, M. and Slabe-Erker, R., 2020. Identification of the factors that affect the environmental administrative burden for businesses. Sustainability, 12(16), p.6555.

Murphy, O.J., 2018. Describing the Contemporary Human Resource Personnel Selection Process: A Grounded Theory (Doctoral dissertation, Capella University).

Nurminen, W.A.R., 2022. The impact of equal employment during recruitment process.

Pasat, A., Birdici, A. and Pop, I., 2021. AN INTERNSHIP CAMPAIGN CASE STUDY SHOWING RESULTS OF ENHANCED RECRUITMENT PROCESSES USING NLP. In The International Scientific Conference eLearning and Software for Education (Vol. 2, pp. 222-231). " Carol I" National Defence University.

Perrin, H.C., 2019. What are employers looking for in new veterinary graduates? A content analysis of UK veterinary job advertisements. Journal of Veterinary Medical Education, 46(1), pp.21-27.

Roberts, V.Z., 2019. The organization of work: Contributions from open systems theory. In The unconscious at work (pp. 37-48). Routledge.

Switasarra, A.V. and Astanti, R.D., 2021. Literature Review of Job Description: Meta-analysis. International Journal of Industrial Engineering and Engineering Management, 3(1), pp.33-41.

Ulnova, T.I. and Shubenkova, E.V., 2020. Varieties Of Services Provided By Recruitment Agencies On Labor Market. Business Strategies.

Yin, J., Jia, M., Ma, Z. and Liao, G., 2020. Team leader’s conflict management styles and innovation performance in entrepreneurial teams. International Journal of Conflict Management.