An organization cannot function without a good workforce. The task of gathering a capable workforce is essentially the task of a Human Resource Manager. The human resource manager is responsible for looking after the employees in the organization and managing their performance, pay, appraisal and grievances (Cascio, 2018).
The primary aim of the given report is to see to throw light on the recruitment and selection strategy of the company Roger`s Place for the post of a HR Manager. The given report shall explain in detail the various aspects of the plan with theoretical references. Rogers Place is an indoor arena in Canada which is used for a variety of purposes. The building opens in 2016 and has a seating capacity of 18347 people for games like hockey and 20000+ for concert purposes. Edmonton Light Rail Transit system provides access to the arena.
The required position that is required to be filled is the position of a Human Resource Manager. The Human Resource Manager will be the head of the human resource team who will be looking after the various hiring and maintenance of the employees in the arena (Bratton & Gold, 2017).
The given factors need to be considered when a company is looking out to recruit an employee:
Step 1: Identifying the Vacancy and Evaluating Need
This step states that the need for the vacancy needs to be identified first and evaluated. Very often there exists a certain amount of gap in the organization which is then evaluated and stated as a need. This is the time when a vacancy is felt and addressed to. At Rogers Place the vacancy of a HR manager was recognized because there existed chaos in the organization with respect to the management of the different employees.
Step 2: Developing Position Description
When a need for a new post is recognized then the company aims at to develop criteria or a position description which begins to describe the required qualities in the given person and the description of his job. The job description describes his tasks and responsibilities in detail. The job description process needs to be very detailed in order to see to it that all areas of the job and duties have been covered adequately (Marchington et al., 2016). The next section throws light on the job description of a Human Resource Manager.
Step 3: Developing a Recruitment Plan
A recruitment plan needs to be made which will encompass the whole process where the different aspects of the plan will be given in detail. This will consider the time frame in the given role, the basic requirements, sources to be considered and other aspects. The time frame to select a HR Manager is 3 months.
Step 4: Selecting a Search Committee
A search committee will be developed in order to see to it that they discuss amongst themselves the various links of the given process. They will be deciding upon the remuneration aspect and the budget of the whole process. The manager of the place, the owner and the chief committee will decide upon the search committee at Rogers Place.
Step 5: Post Positing and Implementation of the Recruitment Plan
After all important aspects have been considered; the company then posts the job requirements in the various advertisement portals and means it has chosen. This is also the stage where the recruitment plan which decided the sources of recruitment and other relevant aspects will be implemented (Alfes, et al., 2013) .The advertisement will be posted using various Advertisement strategies which shall be discussed later.
Step 6: Reviewing the Applicants and Developing Short List
It is obvious that many candidates will be applying for the given post. The resume of each candidate will be reviewed properly and then the candidates who are able to match with the criteria will be selected. A short list will be prepared and proceeded with for the interview round.
Step 7: Conducting Interviews
The interviews for the shortlisted candidates will be held which will then, choose the actual candidates suitable for the given post. The interview committee will comprise of the manager and the owner or assistant manager of Rogers Place (Jackson, Schuler & Jiang, 2014).Various interview questions that might be asked during the interview have been elaborated in the later sections.
Step 8: Select Hire
The shortlisted candidates after the interview process will then be shortlisted and the final candidate will be chosen. All the criteria’s will be matched against the skill of the person selected.
Step 9: Finalize Recruitment
The remuneration, duration of employment and other key aspects are decided in the given phase and then he is finally welcomed in the given organization.
Job description: HR Manager
Compensation: $106910
Number of Posts: 1
HR Management and Job Duties
The HR Manager needs to perform a variety of task which includes leading a company`s HR programs and procedures which relate mostly to managing the relations in an organization, looking after their compensation, benefits and safety in the workplace environment. It also refers to looking after their performance and grievances. The HR Manager needs to help the organization in fulfilling its strategic goals through proper design, planning and implementation of hr policies.
Briefly stated, a HR Manager can come in handy by recruiting and interviewing new employees and also by promoting healthy relationships between the different employees. Depending upon the industry and the size of the organization, the HR Managers may also conduct training amongst the employees and prepare budgets and help accountants to form HR Costing sheets. They are required to carry out all the given processes after keeping in mind all the related legislatures.
Qualification: Masters in Human Resource Management with two years of experience in the related field.
Should be able to:
The advertisement will be given in the following sources:
As the post is that of a Human Resource Manager it is very important to keep in mind that, the appropriate avenues are chosen. Secondly as the company is Rogers place the advertisement can be made in normal magazines which relate to business and sports or music in general and nothing too extravagant (Indeed.com, 2018).
Human Resources Manager
Rogers Place seeks to hire a Human Resource Manager who will enable the different employees to develop a relevant relationship with one another and provide efficient services to the organization (Taylor, 2014).
The responsibilities are as follows:
Requirements:
If interested to apply for the given job, the resume can be forwarded to John Dickson at [email protected] or
John smith
Manager,
Roger Place
Job Advertisement Budget for Human Resource Manager |
||
Components |
Price for a month |
2 months deadline to fill the post |
Online Advertising |
||
Job Sites like Monster |
$ 1,000.00 |
$ 2,000.00 |
Various websites like newspaper websites, gaming websites, sports magazine |
$ 750.00 |
$ 1,500.00 |
$ – |
||
Magazine advertisings |
$ – |
|
Sports magazine and business magazines |
$ 500.00 |
$ 1,000.00 |
local magazines |
$ 1,000.00 |
$ 2,000.00 |
$ – |
||
Placement agency advertising |
$ 500.00 |
$ 1,000.00 |
$ – |
||
Partnerships with Communities like Facebook and Instagram |
$ 350.00 |
$ 700.00 |
$ – |
||
Internal marketing and promotions |
$ 150.00 |
$ 300.00 |
Total: |
$ 4250.00 |
$ 8500.00 |
A budget forms an essential part of any calculation undertaken to estimate the different costs in an organization. It is the measure of total expenses on a given activity. The job advertisement budget is a very important aspect whereby the organization decides how much money is to be allocated to different forms of advertising. Recruitment advertisement is a costly affair.
As it can be witnessed, the company has targeted different forms of advertising. The website other than the job portal websites work on a click basis, whereby the organization pays only when a customer or a website visitor clicks on the advertisement displayed on the web
The organization has allotted different amounts for different methods. From the given it can be said that advertising on job portals is the most expensive method and internal advertisement is the cheapest method (Lengnick-Hall, Lengnick-Hall & Rigsbee, 2013). The given program will be advertised for 2 months. It is expected that within 2 months the company will find its appropriate candidate.
Assessment Plan
The assessment of the various candidates will be done in three ways:
The next level shall comprise of the Personality test. In the personality test, the DISC Personality test will be undertaken. This test determines the nature of a person and also understand the manner in which the person will react in case faced by touch situations like work pressure and problems. Both the tests will be undertaken from the internet from a reliable website. The sores of both the test will be added up (Armstrong et al., 2015). The score of the DISC Test will also be converted to 100. The candidates with score above 150 in both the tests combined will be taken to the next round
Hence his total assessment score plus interview should be 180 and above.
This interview can be described as a formality interview whereby the process is finalized and the candidate is selected.
Resume screening matrix
Applicant |
Education |
Qualification |
Work experience |
Skills |
Career goal |
Other skills |
Comments |
Total |
Number 1 |
||||||||
Number 2 |
||||||||
Number 3 |
||||||||
Number 4 |
The adequate components if present in the given matrix, need to be ticked the given matrix is like a check list. The resumes with good comments and maximum ticks as per the required criteria are chosen.
Applicant |
Psychometric score |
Profiling score |
Total |
Number 1 |
|||
Number 2 |
|||
Number 3 |
|||
Number 4 |
In the given matrix, the individual scores of the different candidates will be given along with their profiling scores which were converted to 100. Hence, the last column will be calculating the total marks out of 200 and those above 150 will be chosen for the interview round (Coller, Cordero & Echavarren, 2018).
Phase 1: Pre- Assessment / Introductory Round
This will be the primary round of interview whereby the candidate will be called in to warm up for the rounds which will follow. In this interview, the candidate is provided with a brief interview with respect to what will be done in the assessment procedure and whether he is not comfortable with any aspect of it or not.
Phase 2: During the assessment/ Most important round
This interview is the most critical interview. It is in this round that the candidates are marked according to the answers that they provide. The candidate with the highest scores is chosen for the next round (Jeston & Nelis, 2014). A variety of questions are asked in this phase which make it easy for the panel conducting the interview to know more about the candidate in terms of his capabilities and knowledge.
Phase 3: After the assessment / Wrapping up
This is an after round where the candidate is informed that he has been selected for the process and that he will be given a choice as to where he wishes to be placed. The compensation package is discussed finally and they decide upon the terms and date of employment (Ash, Hodge & Connell, 2013).
Date |
Interview round 1 |
Interview Round 2 |
Interview Round 3 |
15th March |
|||
10 am to 12 pm |
Number of candidates shift 1 |
||
1pm -3pm |
Number of candidates shift 2 |
||
18th March |
|||
10 am-12 pm |
The candidates chosen from the assessment |
||
19th March |
|||
10 am-12 pm |
Final interview of the selected candidates |
The above schedule provides the interview schedule which will be taking place. The interviews will take place on three different days whereby, the manager of the Rogers Place will be responsible for conducting the interview during each phase (Zaharie & Osoian, 2013).
KSA: ability to achieve organizational objectives
KSA: Problem handling skills
KSA: Policy administration skills
KSA: Recruitment skills (Burke & Noumair, 2015).
KSA: addressing organizational needs
KSA: Ethical perception
KSA: Ethics and morals
KSA: Problem solving and Recruitment skills (Holmes, 2013).
Behavioral Questions
KSA: Achievement of goals and motivational skills
KSA: Conflict management and solving employee problems
The rating scale of an interview process serves as a strict code of measurement in order to rate the answers given by the employees. In the given situation, 10 questions will be asked and each question will consist of five marks. The candidate must at least score 30 in the given round to get placed.
The rating scale used by the panel is as follows:
5= Superior in the given competency
4= Good skills
3= Adequate skills (Townley, 2014).
2= Weak skills
1= Not suitable.
Reference check questions
These are the questions which need to be asked to the employee in order to figure out the reason behind his leaving the job and his honesty in the employment procedure.
A few questions which may be asked are as follows:
Therefore, after analyzing the given report it can be stated that recruitment and selection is not an easy process. The whole process is very complicated and it requires an amalgamation of a wide variety of resources and efforts. In the report, it could be witnessed that the recruitment and selection plan was being made for a single candidate, who was the Human Resource Manager. The name of the organization was Rogers Place which is an indoor arena in Canada. There was only one post available and for this a huge amount of investment had to be made.
The recruitment and selection report had been laid out in the given report which described the various steps which would be undertaken in order carry out the procedure. A brief introduction of the interview process had been provided along with providing the purpose of the recruitment process. The job description along with the advertisement strategy had been laid out. The assessment plan which was undertaken namely the Psychometric and Profiling Test. After that the final interview round would be taken after which the adequate person will be hired.
References
Alfes, K., Truss, C., Soane, E. C., Rees, C., & Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement. Human resource management, 52(6), 839-859.
Armstrong, G., Kotler, P., Harker, M., & Brennan, R. (2015). Marketing: an introduction. Pearson Education.
Ash, R., Hodge, P., & Connell, P. (2013). The recruitment and selection of principals who increase student learning. Education, 134(1), 94-100.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013). Human resource management in developing countries. Routledge.
Burke, W. W., & Noumair, D. A. (2015). Organization development: A process of learning and changing. FT Press.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Certo, S. (2015). Supervision: Concepts and skill-building. McGraw-Hill Higher Education.
Chaneta, I. (2014). Recruitment and selection. International Journal of Management, IT and Engineering, 4(2), 289.
Coller, X., Cordero, G., & Echavarren, J. M. (2018). Recruitment and Selection. In Political Power in Spain (pp. 83-102). Palgrave Macmillan, Cham.
Giacalone, R. A., & Rosenfeld, P. (Eds.). (2013). Impression management in the organization. Psychology Press.
Holmes, L. (2013). Competing perspectives on graduate employability: possession, position or process?. Studies in Higher Education, 38(4), 538-554.
Indeed.com. (2018). USA Jobs, Employment | Indeed.com. Indeed.com. Retrieved 3 March 2018, from https://www.indeed.com/q-USA-jobs.html
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), 1-56.
Jeston, J., & Nelis, J. (2014). Business process management. Routledge.
Lengnick-Hall, M. L., Lengnick-Hall, C. A., & Rigsbee, C. M. (2013). Strategic human resource management and supply chain orientation. Human Resource Management Review, 23(4), 366-377.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.
Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23(1), 18-36.
McGraw, P. (2013). Recruitment and selection. na, 205.
Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.
Taylor, S. (2014). Recruitment and selection. Strategic Human Resource Management: An International Perspective, 10(6), 139-14.
Townley, B. (2014). Selection and appraisal: reconstituting. New Perspectives on Human Resource Management (Routledge Revivals), 92.
USAJOBS.GOV (2018). USAJOBS – The Federal Government’s official employment site Usajobs.gov. Retrieved 3 March 2018, from https://www.usajobs.gov/
Zaharie, M., & Osoian, C. (2013). Job recruitment and selection practices in small and medium organisations. Studia Universitatis Babes-Bolyai, 58(2), 86
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