Hr Case

1.0 Introduction

The purpose of the recruitment and selection process is to acquire a suitable number of employees with appropriate skills, in order to meet the manpower requirements of the organization. It is in the interests of the firm to achieve this goal at a minimum cost in terms of both time and resources.

Research regularly shows that the most successful organizations are those that make the best use of their staff. So the management of human resources should be one of the highest-profile, highest status jobs in the business world.

2.0 Research Question

Recruiting the right people with the right skills at the right time is vital to the success of any business. I will focus on cost effective and time efficient ways of ensuring that company's recruitment and selection processes not only attract the best candidates to the business, but also comply with all the current and anticipated legal requirements. From identifying the need to fill a vacancy, through to the effective induction of new starters, this essential workshop will demystify the recruitment process and eliminate the risks and pitfalls associated with employment and equalities legislation. Next, I will investigate this research question: Which are the effective skills of staffing recruitment and selection.

3.0 Importance of study

Recruiting is potentially the single most important activity that impacts a team's performance capability. With Academic studies suggesting that excellent recruits can be between 200% and 600% more productive than average recruits, it is little wonder that the focus is changing away from specific technologies and on to the right competencies, personal behaviors and attitudes.

The effective recruitment and selection of employees is a fundamental HRM activity, one that if managed well can have a significant impact on organizational performance as well as lead to a more positive organizational image (From Pilbeam and Corbridge, 2006). Ineffective recruitment has a number of cost implications for employers: low morale which can affect employee performance; lost business opportunities, as well as higher levels of labor turnover.

In order to effective recruitment and selection, the company need effective skills and methods.

4.0 Literature Review

4.1 Background Information

Human resources employees are often responsible for recruiting new workers and building a strong team. In the recruitment process, human resources workers must find the appropriate candidates for the jobs available.

4.2 Research and Industry

Case: The Dutch-owned oil giant Shell believes it knows the qualities required for management success. It has researched carefully among its own high-flyers and come up with a list. When recruiting management trainees it uses a variety of tests to see which applicant best matches the required qualities. These include the ability to explore problems about which they had little previous knowledge, to see long-term implications and to cope better with the unknown. The specific attributes shell looks for include: problem analysis; creativity and judgment; drive, resilience and empathy (seeing other people's point of view); and the action qualities of organizing and implementing.

4.3 Create Excitement

Case: McDonald's opened its first UK restaurant October 1974. In December 2004, there were over 1330 McDonald's restaurants operating in the UK. Around 60% of these are owned and operated by the company. The remainders are operated by franchisees.

McDonald's is a large scale employer. In September 2004 in the UK the company-owned restaurants employed 43,491 people: 40,699 hourly-paid restaurant employees, 2,292 restaurant management, and 500 office staff. McDonald's franchisees employed a further 25,000 people.

A typical McDonald's restaurant employs about 60 people. Most employees are paid by the hour and are referred to as 'crew members'. Their primary responsibility is to prepare the food, serve customers and carry out tasks for the efficient running of the restaurants.

Other hourly-paid employees who work alongside them include Training Squad Members, Dining Area Host/esses, Party Entertainers, Administrative Assistants, Security Co-ordinators, Maintenance Staff, Night Closers, Floor Managers and Shift Running Floor Managers. These employees carry out more specific job functions. Their overall role, however, is to ensure the restaurant runs efficiently.

The remaining restaurant-based employees are salaried managers. It is their responsibility to manage the restaurant's operations, crew and business performance.

Each McDonald's restaurant is structured as an independent business, with restaurant management responsible for accounting, operations, inventory control, community relations, training and human resources.

The remaining company employees