A1. A- Located in Auckland, ZLC is the supermarket store which sells grocery products to its customers. They ensure best quality of the products for their customers at reasonable price. Organization engaged in the business from last 3 years and present stage employed almost 75 employees in their organization.
Mission-The main aim of this organization is to ensure the best returns for shareholders and other stakeholders that are employees, society, and customers.
Visions – ZLC mainly aim to satisfy their customers and contributes best in the welfare of the society.
A1.B- Manager of the supermarket is near the age of retirement, and after that position of head manager is vacant. Management of ZLC is looking for the manager which effectively and efficiently manages the functions and other business operations of the organization. Manager is responsible for conducting planning, directing, and overseeing the operations of the business conducted by the organization. Further, they are responsible to manage the division, department, and operating units within the organizations. Manager of the organization is further responsible for managing the human resources of the organization and lead them in the effective manner.
In context of selecting the candidate for the position of manager in the organization, the used method is the interview method. This method is considered as most effective method of selection because in this professional experts conduct the interview of the candidate and analyze the personality of the individual for performing the job. This also helps the candidates in understanding their own working style; conflicts might arise while performing their job responsibilities, etc.
This method is considered as effective in terms of the job evaluation because it ultimately help both interviewers and the candidate. It helps the candidates in understanding the nature of the job and responsibilities involved in the job (Noe, Hollenbeck, Gerhart & Wright, 2006).
A1.C -ZLC can use different methods for job designing, and these two methods are job enlargement and job rotation. Discussion related to both the methods and how these methods are effective in nature-
Job Rotation is the first method which is used by the employer in terms of job designing, as this method ensures the movement of the employee in systematic manner from one type of job to another type of job. In other words, positions of job are not changed but only employees are shifted from one place to another (Buchan, 2004). This mainly gives the opportunity to the employees to perform different types of job within single employment period, and it further helps them in enriching their skills in different areas. In the retail sector, job rotation is the most efficient methods for the employers because it helps the employer in resolving number of issues such as absence of employees from work and reducing job satisfaction of employees.
Another method used by employer of ZLC is the job enlargement, as this method is the wider version of the job rotation. In this, scope of the functions performed by employee in their existing job position is enlarged by the organization. Under this method, employer adds up the tasks and duties in the existing functions of the job position (Mehrabad & Brojeny, 2007).
A1.D- Job Description of the head manager position vacant in the organization is defined below-
Tool for recruitment & selection- Hiring manager & panel interview are the tools which used in context of recruiting and selecting the right individual for the relevant job position available in the organization. Under this, hiring manager shortlisted the candidates on the basis of their CVs and after that panel interview is conducted for selecting the best one (Greiner, 2015).
Purpose- The main purpose of the head manager is to manage the functions of the department store in efficient and effective manner, and manager is also responsible for conducting planning, directing, and overseeing the operations of the business. There are number of job responsibilities of the head manager, and some of these responsibilities are defined below-
Measurable performance standards – It must be noted that, employer choose the standards which are based on the position of job and not on the individual. Some of these measures against which performance of the manager is measured by the employer are defined below-
A1.E- Numbers of skills and abilities are there which must be possessed by the
Following are some presided skills and qualities which must be present in individual for acquiring this job position-
· Manager must hold the required education qualification that is at least master’s degree in management course from the recognized university.
· Manager must hold the relevant knowledge and experience in the business, supervision, and management.
A2.A- Management of ZLC for filling the vacant position of head manager choose the indirect recruitment method, because this method is considered as effective method for filling the management level positions in the organization. Under this method, employer published the advertisements in the newspapers and other social media platforms. Digital media is used by the organization for finding the suitable candidate for the vacant position. Indirect method of recruitment ensures number of advantages for the employer, and because of these advantages this method is opted. Some of these advantages are defined below-
A2.B- Following is the published advertisement issued by the ZLC for filling the position of the Head Manager in the organization-
Job title: Head Manager
Reporting to: CEO
Salary: $200,000 per annum.
Hours: 9 AM to 6 PM
Location: Auckland (travelling is required for attending the out shore meetings held by the organization)
Purpose of the position- Head manager is to manage the functions of the department store in efficient and effective manner, and manager is also responsible for conducting planning, directing, and overseeing the operations of the business. Some of the key responsibilities are defined below-
Management of business functions in effective manner.
Develop employee oriented culture in the organization.
Carry on the goal and aims of organization in smooth manner.
A2.C- ZLC selected four criteria in terms of shortlisting the candidates applied for the job, and all these four criteria are related to the qualifications, skills, and abilities of the individual-
A2.D- Another important stage of recruitment process is selection, as this is the stage for which complete process is conducted by the employer of the organization. ZLC use efficient selection tool for chose the right candidate from large number of applications. In this context employer use such method which also ensures the self-selection framework for the organization. This framework ensures the appointment of such person which possesses all the required skills and abilities required for this job. Therefore, method of panel interview is used by this organization in terms of selecting the right person at the right time on the right place. During the panel interview more than 1 expert is present at the panel for observing and evaluating the responses and body language of the candidate.
Through this tool, employer evaluates the complete personality traits and attitude of candidate such as their communication skills, confidence, way of talking, behavioral approach etc. In this interviewer not only evaluates the personality traits of the candidate but also observe whether this candidate is able to work on the vacant position (Hsu & Leat, 2000).
A2.E- Questions related to the behavioral approach help the employer in identifying the capability of the candidate in handling different situations. Following are the three behavioral question which are selected by the ZLC in terms of evaluating the candidate-
A2.F- This chart is prepared by the employer in context of comparing the shortlisted candidates applied for the job-
Applicants |
Education Qualification |
Experience in Management |
Leadership experience |
Oral or Written Communication Skills |
Team Work Skills |
Attitude towards job |
Total |
a= Average b= Good |
5 Years or more |
3 years or more |
a=Bad b=Average c=Good |
a=Average b= Good |
|||
Applicant 1 |
|||||||
Applicant 2 |
|||||||
Applicant 3 |
A2.G- Following are pre-employment checks which must be conducted by the employer before selecting the employee for the vacant position-
References
Buchan, J. (2004). What difference does (” good”) HRM make?. Human resources for health, 2(1), 6.
Greiner, B. (2015). Subject pool recruitment procedures: organizing experiments with ORSEE. Journal of the Economic Science Association, 1(1), 114-125.
Heathfield, S. (2018. Sample Manager Job Description. Retrieved from https://www.thebalancecareers.com/sample-manager-job-description-1919126.
Hsu, Y. R., & Leat, M. (2000). A study of HRM and recruitment and selection policies and practices in Taiwan. International Journal of Human Resource Management, 11(2), 413-435.
Ideal, (2016). 6 Tools For Shortlisting Candidates To Speed Up Time-To-Hire. Retrieved from https://ideal.com/shortlisting-candidates/.
Karp, J., Serbin, L. A., Stack, D. M., & Schwartzman, A. E. (2004). An observational measure of children’s behavioural style: Evidence supporting a multi?method approach to studying temperament. Infant and Child Development: An International Journal of Research and Practice, 13(2), 135-158.
Mehrabad, M. S., & Brojeny, M. F. (2007). The development of an expert system for effective selection and appointment of the jobs applicants in human resource management. Computers & Industrial Engineering, 53(2), 306-312.
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2006). Human Resources Management: Gaining a Competitive Advantage, Tenth Global Edition. McGraw-Hill Education.
Shortell, S. M., Jones, R. H., Rademaker, A. W., Gillies, R. R., Dranove, D. S., Hughes, E. F., & Huang, C. F. (2000). Assessing the impact of total quality management and organizational culture on multiple outcomes of care for coronary artery bypass graft surgery patients. Medical care, 207-217.
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