Definition of Recruitment and Selection
Discuss about the Recruitment and Selection of qualification.
The given section will be throwing light on the role of a Human Resource Manager in the given organization; Auckland Council. The key terms which will be discussed in the following sections are Job analysis and Job Design. The Job Analysis of the HR manager will be done and the moral, ethical, practical and regulatory issues which will be involved in the given process will be identified with practical example (Cascio, 2018). The next section will discuss the job design of the role of a Human Resource Manager and discuss the issues involved in a similar method as done earlier.
The human resource Manager is involved in managing the various employees present in the organization. They look after various processes like appraisals, grievances as well as recruitment and selection.
Job analysis can be described as a systematic and comprehensive study of the various component of the task to be formed. It analyses the various tasks that are a part of a job (Cullinane et al., 2013). The information on the job analysis aspect can be gathered in many ways. Usually, the whole team discusses the tasks involved and the manager engineers may conduct various tests accordingly. Methods include interviews, questionnaires, observations and specialized methods of analysis.
The analysis process and methods which may be used for the role of a Human Resource Manager may consist of Observation and Interviews involved. In the observation method, the other members involved in the organization with a similar post are observed for quite some time and all their activities are noted down (Rohmert, 2017). In the interview method various experts involved in the process tend to undergo an interview whereby they tend to state the different tasks that an HR Manager needs to undertake. The given section will be discussing the various issues involved:
The moral issue in the given analysis method is that by using interview as a method of analysis a company will be taking the advice of the experts involved in the organization which may differ based on their principles and values. Thus their opinions may affect the life of the HR Manager to be recruited.
The ethical issue involved in the given method of job analysis is that by using the interview method, the answers of the interviewee can be tampered and changed by the interviewer. In such a case, the organization, Auckland Council may not be able to achieve a clearer picture of the given scenario. For the observation method, it can be stated that, observing and entity for the job analysis is like invading his personal space which is wrong and immoral.
Role chosen: Human Resource Manager
The regulatory issue involved in the job analysis may refer to the one with the disabilities act. In New Zealand, there are various laws and Regulations related to equality in employment opportunities. Hence, while the elements of the job are being analyzed for the Auckland Council, they need to make sure that no elements are specifically included which may not be performed by a physically handicapped person.
For instance, if the job analysis states that the HR Manager would need to roam around in the organization that would go against the regulatory laws as a handicapped person will not be able to do so and this element can land the organization in trouble.
The practical issue involved job analysis involved is that Auckland Council uses observation method for analysis which is quite impractical in the sense that wasting time on one employee for so long does not sound practical (Berg, Dutton & Wrzesniewski, 2013).
Job design refers to the outline of the job requirements in a manner that the person who will be appointed in the given HR role in Auckland Council understands the different requirements of the given job and what is expected out of him. The primary motive of the job design is to improve job satisfaction and provide a quality work life to the employee.
The job design of an HR Manager at Auckland Council has used for the post of the HR Manager is as follows:
The person will be responsible for maintaining the attendance of the employees
He will be required to maintain the pay rolls
He needs to handle all the grievances involved in the organization.
He needs to appraise the performance of the employee.
He will be required to negotiate and roam around in the organization
Conflict Management
Moral issue
A coin has two aspects. In handling, the grievances the person may be causing harm to the person for the benefit of the organization. For example, if in Auckland Council an issue arises then due to organizational pressure the HR Manager may be required to look after the interests of the organization. Hence, the grievance aspect of the design may be risky.
A person may be biased. He may not be able to work well for the purpose of the organization. Therefore, if a certain situation arises between where the HR Manager may be responsible to look after a certain issue that conflicts with organizational aims then, if the Human Resource Manager takes the side of his close associate, it may give rise to an ethical issue.
Definition of Job Analysis
The regulatory issue in the given ob design relates again to the issue of roaming around in the organization to guide the employees and look out for problems. Auckland Council considers it necessary to do so, however according the law, it has been stated that no design should be made in a manner such that it goes against the laws.
The practical issues involved in the given design are finding the right employees who will be conducting all the given responsibilities for Auckland Council
Conclusion
Therefore, from the above analysis it can be stated that an organization is a social entity. Although the recruitment process of the organization like the Auckland Council is a personal one, it needs to keep in mind the ethical, moral, regulatory and practical aspects of the job position it is aiming to fill.
There are different kinds of ethical, practical, moral and regulatory issues in the process of recruitment of the respective company. The HR is the role that has been selected for the organization named Auckland Council wherein there are issues that has to be solved in an effective manner.
The recruitment and selection method is defined as the managing the different volumes of the different job resumes. The recruitment is the ability of different organizations to source employees to keep the organizations improving and operating the quality of the entire human capital employed in the respective company (Greiner, 2015). Furthermore, the selection of the candidates is done after recruiting the candidates wherein the right candidates are selected based on the resume to fill the current job vacancies in the organization (Rees & Smith, 2017).
There are different ethical issues in the recruitment and selection process wherein the companies advertise the jobs that are non-existing in nature along with altering the resume of the candidates. There are different kinds of ethical issues that include advertisement of the non-existing jobs wherein the company advertises the job in different websites that is not available and such position is not vacant in the organization as well.
In Auckland Council, the recruitment and selection method was unethical to a certain extent wherein the candidates were given false hopes wherein they did not inform the candidates about the recruitment of the right job positions in their company.
For instance- It was seen few years ago in Auckland Council that there was a job posting relating to the vacancy in the post of recruitment manager. More than 50 candidates applied for the post and then arrived to the office for the interview. However, when they arrived at the office premises, it was seen that the candidates were told that it was a false job posting and it had affected the brand reputation of the company as well. Therefore, from the scenario, it can be explained that the proper recruitment and selection method has to be adopted by them, as this will help them in attracting more candidates in the future.
Analysis method used for HR manager
There are different regulatory issues in recruitment and selection technique of Auckland Council wherein there are different legal issues involved in it. The company did not foloow any kind of regulatory compliances that are required in posting a job requirement for a certain kind of post.
For instance- In the respective firm, the job postings were done based on race, color and identity of the gender. The company used different biased techniques such as color, gender and there were discrimination of the individuals as well.
There were different practical issues in recruitment and selection technique of Auckland Council is wherein the strategy used by them is not effective in nature like the other companies. The strategy of recruitment is not usual like other companies and they follow different techniques that will create issues for the candidates.
For instance- The company uses different kind of extra expenses in recruiting a candidate and the practical issues faced by them is relating to the procedure of interview wherein the company does not follow the techniques that is normal to recruit candidates.
The moral issues in recruitment and selection technique of Auckland Council are wherein the company does not use the ethical means to recruit the candidates in an effective manner. The company does not follow the ethical means and they hurt the sentiments of the individuals in an ineffective manner.
For instance- The recruitment and selection of the candidates are done in an immoral way wherein the candidates are recruited based on race, gender and there is discrimination among the genders as well.
There are different kinds of moral issues in selection process of Auckland wherein the selection is done based on the gender of the individuals and this hurts the sentiments of the candidates. The moral issues of the selection technique have to be analyzed by the company, as this will help in selecting the candidates in a professional manner (Van Berkel et al., 2017).
For instance- While selecting candidates for the different kind of positions in their company, there was discrimination relating to the gender of the candidates. The female candidates were not selected and the male candidates were selected accordingly.
There was different kind of practical issues in selection process wherein the method used by the company for selecting the candidates were not appropriate for all the candidates. The candidates were interviewed with different techniques and it created biasness. This was one such practical issue faced by the company named Auckland Council (Melanthiou, Pavlou & Constantinou, 2015).
Moral issue
For instance- The selection technique used by Auckland Council is personality testing wherein not all the candidates were suitable for such kind of tests. This kind of selection technique is not suitable and is biased in nature as well.
The regulatory issues in the selection technique are wherein the respective company named Auckland Council does not follow the legal norms and regulations. The company follows the selection process in such a manner wherein the company do not use the legal norms and rules in recruiting candidates (Chen et al., 2015). The company did not follow the legal procedures and they make the individuals sign bonds and contracts that is not necessary in nature.
For instance- When a candidate visited the office for an interview, the company did not follow the different legal policies wherein the company made the candidate signed different documents. Such kinds of procedures are not mandatory in nature wherein the company is doing illegal methods.
The ethical issues in selection technique are wherein the company selects the candidates in an unethical manner. The company does not inform relating to the rules and regulations of the company wherein the candidates are selected and they are made to join without much information (Van et al., 2016).
For instance- The Company employed an individual wherein the company does not inform the candidate regarding the different rules of the job. The company used unethical issues in the selection procedure and this has affected brand image of the company.
Conclusion
Therefore, it can be concluded that proper ethical, regulatory, moral and practical analysis is required to be done as to recruit and select the candidates in an effective manner. The company needs to understand that the rules and regulations have to be ethical and unbiased in nature, as this will help them in improving the reputation of the company.
References
Berg, J. M., Dutton, J. E., & Wrzesniewski, A. (2013). Job crafting and meaningful work. Purpose and meaning in the workplace, 81-104.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Chen, H., Li, X., Zhu, J., & Li, L. (2015). Recruitment and Selection of Dual-qualification Nursing Teachers: A Fuzzy Analytic Hierarchy Process Approach.
Cullinane, S. J., Bosak, J., Flood, P. C., & Demerouti, E. (2013). Job design under lean manufacturing and its impact on employee outcomes. Organizational Psychology Review, 3(1), 41-61.
Greiner, B. (2015). Subject pool recruitment procedures: organizing experiments with ORSEE. Journal of the Economic Science Association, 1(1), 114-125.
Melanthiou, Y., Pavlou, F., & Constantinou, E. (2015). The use of social network sites as an e-recruitment tool. Journal of Transnational Management, 20(1), 31-49.
Rees, G., & Smith, P. (Eds.). (2017). Strategic human resource management: An international perspective. Sage.
Rohmert, W. (2017). Recent developments in job analysis (Vol. 24). Taylor & Francis.
Van Berkel, R., Ingold, J., McGurk, P., Boselie, P., & Bredgaard, T. (2017). Editorial introduction: An introduction to employer engagement in the field of HRM. Blending social policy and HRM research in promoting vulnerable groups’ labour market participation. Human Resource Management Journal, 27(4), 503-513.
Van Iddekinge, C. H., Lanivich, S. E., Roth, P. L., & Junco, E. (2016). Social media for selection? Validity and adverse impact potential of a Facebook-based assessment. Journal of Management, 42(7), 1811-1835.
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