Module 02

Recruitment & Selection

Institute of Personal Management, Sri Lanka.

Case Study - Module 02.
Name of the Programme:
Professional Qualification in Human Resource Management.
Topic of the case study:
Recruitment and selection of a Sales and Marketing Manager.
Module number:
Module 02.
Name of the lecturer:
Mrs. Tharanga Samarakkody.

Index number
Contact number
e-mail address
Date of the examination
Date of the submission

PQ/GM/01/33
+9477 1743746
[email protected]
2016/06/26
2016/09/04

For official use only.

1. Final marks.
2. Remarks.

Late submission.
No of days.

Module 02

Recruitment & Selection

Recruitment & Selection

Module 02
PQ/GM/01/33

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Recruitment & Selection

Table of content

ACKNOWLEDGMENT

1. Executive Summary

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05

2. Introduction

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06

3. Literature Review

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08

4. Alternatives

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13

5. Implementation

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15

6. Conclusion

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16

6. References

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Acknowledgement

The project team would sincerely like to thank the many people without whose
support, expert advice, knowledge and participation the project wouldnt have
achieved the level of success it has.

We would particularly like to acknowledge the significant contributions made by

the following people and organizations:

IPM, Sri Lanka

Mrs. Tharanga Samarakkody

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Recruitment & Selection

Executive summary

This is the module 02 case study and we are assigned to do this in order to identify how to
apply the knowledge about recruitment and selection in a practical situation. ABC biscuit
company is a well reputed company and this case is related to the marketing and sales
manager in that company. Here I read the case again and again to identify the main issues
in this case and to observe how to overcome them.
Mr. De Silva is the finance manager of this company. However he is the person who is
dealing with HR activities too. He is the responsible person for recruitment and selection
of the company. However labor turnover is high, including that there are many HR issues
in this company. So first of all I have to identify those issues and the reasons for them. The
main cause for all these issues is there are no HR department and recruitment and selection
procedure. At the same time Mr. De Silva recruited Mr. Benjamin as the marketing and
sales manager in the company. He has no suitable qualifications or experience for that
position. So the situation became worse.
Therefore I observed the suggestions to overcome these problems. In this report I have
mentioned and discussed all those problems, reasons and suggestions to overcome them
with the relevant theories. Therefor I think youll be able to identify how to handle such a
situation and maintain a successful recruitment and selection method.

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Recruitment & Selection

1. Introduction
This case is about ABC biscuit company and they had an objective to increase their sales
turnover in 20%, by focusing to expand their international customers. In this company all
HR activities were directed by the Mr. Silva, the finance manager. There were 60
employees. But the labour turnover was very high. Finance manager was performing poor
when it comes to HR activities. To overcome this situation he recruited Mr. Benjamin as
the Sales and Marketing Manager and spent lot of money on him. But he was not suitable
for that position and he was not able to achieve his targets.
There were five major problems behind his underperformance.
1. No proper HR department.
The question of whether a company needs a Human Resources (HR) department is
not a simple one to answer. Ask the question to a variety of entrepreneurs, CEOs, and
HR professionals and youre likely to get a variety of answers. For instance, many
experts will tell you that the number of employees in a company is the determining
factor. A lot of companies with total employees under 20 assume that they dont need
an HR department. But size isnt the only issue to think about. Other considerations
include:

The scope of HR services needed.

Whether requirements are limited to transactional services.
Are strategic services mandatory?
Will the department operate as a cost or profit center?

2. No recruitment and selection procedure.

Employing the right person for your small business might be the most important
part of your venture. An effective recruitment and selection process reduces turnover.
These processes match up the right person with the right job skills. Interviews and
background checks ensure that you employ a candidate who is reliable and carries out
the objectives you planned for providing quality services and goods to your customers.
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3. Most of the employees who Mr. De Silva has recruited were his relatives.
In recruitment and selection, we have to choose the best person for that position.
But if we consider about our relationships and give jobs to the ones who are known to
us, it is bad for the organization. Thereby organization fails to achieve goals. They are
not the best employees for those positions.
4. High labor turnover.
In this company 80% of new hires are leaving the organization within the first six
months. Company has around 15 vacancies at any given time. This is a very huge issue
for this organization.
5. Mr. De Silva recruited Mr. Benjamin to a not-suitable position and spent a lot.
Mr. De Silva recruited Mr. Benjamin as the Sales and Marketing Manager who was
a residing in UK and running a catering service. He would have suitable for the
Production Department due to his previous experience. But he had no experience or
knowledge about the field Marketing. Mr. Benjamin was a just recruited employee
and he was in his probation period. But still there were lot of benefits, good salary and
allowances for him.

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Recruitment & Selection

2. Literature review.
Recruitment and selection.
Recruitment.
Recruitment is the process of finding and hiring the best-qualified candidate (from within
or outside of an organization) for a job opening, in a timely and cost effective manner. The
recruitment process includes analyzing the requirements of a job, attracting employees to
that job, screening and selecting applicants, hiring, and integrating the new employee to
the organization.
The methods of recruitment open to a business are often categorized into two methods.
Internal recruitment is when the business looks to fill the vacancy from within its existing
workforce. Employees currently working in their own company are departed to other
department or higher position. If the employees performance are excellent and up to the
mark, they are given chance to occupy higher level from the current post. If extra skills
required, organization are ready to provide training. This is one of the easiest ways of
selecting candidates as the performance of their work already known by management.
External recruitment is when the business looks to fill the vacancy from any suitable
applicant outside the business. External employees always feel young and innovative for
new companies, more active enough to find business problems and fix it. Though recruiting
external candidates might be tougher but it has more positive effect on business compared
to internal source.
There is another method calling third party method. It is under the external methods. These
include the use of private employment agencies, management consultants, professional
bodies/associations, employee referral/recommendations, voluntary organizations, trade
unions, data banks, labor contractors etc., to establish contact with the job- seekers.

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Recruitment process.

1. HR planning

2. job
analysis.

3.choose the resource

and method.

5.evaluation

4.implementation.

Human Resources Planning.

Human resources planning is a process that identifies current and future human resources
needs for an organization to achieve its goals. Human resources planning should serve as
a link between human resources management and the overall strategic plan of an
organization.
Job analysis.
Job Analysis is a process to identify and determine in detail the particular job duties and
requirements and the relative importance of these duties for a given job. Job Analysis is a
process where judgements are made about data collected on a job.
Choose the resource and method.
It means take the decision whether organization will recruit employees on internal ways or
external ways. Following are the ways to recruit under those two methods.
Methods of Internal Recruitment:
o
o
o
o
o
o

Selecting top talents within an organization to higher level.

Promotions.
Internal Advertisement.
Temporary employees to contractual period.
Contract employees to temporary.
Temporary employees to permanent.
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o Retired employees for freelancer position.

Sources of External Recruitment:
o
o
o
o
o
o
o
o

Job portals.
Social media recruitment.
Newspaper Ads and Magazines
Website.
Campus recruitment.
Direct Walk In.
Recruitment agencies.
Internal employee referrals.

Implement the recruitment Programme.

Once the methods and sources are decided and agreed upon it should be implemented.
Evaluation.
Organization must evaluate the process to assess the validity or the suitability of the method
used. The cost effectiveness is a major factor to consider. Other factors are; number of
applications received and number of relevant and quality applications received is also
important.
Selection.
Selection is the process of choosing a qualified person for specific role who can
successfully deliver valuable contributions to the organization. The term selection can be
applied to many aspects of the process, such as recruitment, hiring, and acculturation.
However, it most commonly refers to the selection of workers. A selection system should
depend on job analysis. This ensures that the selection criteria are job related and propose
value additions for the organization.
The requirements for a selection system are knowledge, skills, abilities, and other
characteristics, collectively known as KSAOs. Personnel-selection systems employ
evidence-based practices to determine the most qualified candidates, which can include
both new candidates and individuals within the organization.

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Common selection tools include ability tests (cognitive, physical, or psychomotor),

knowledge tests, personality tests, structured interviews, the systematic collection of
biographical data, and work samples. Development and implementation of such screening
methods is sometimes done by human resources departments. Some organizations may hire
consultants or firms that specialize in developing personnel-selection systems rather than
developing them internally.
Selection process.

In selection process we meet a special word, interviews. It is the most important and
complex step in the selection process. Candidates proving themselves successful through
tests are interviewed per-sonally. The interviewers may be individual or a panel. It
generally involves officers from the top management. The candidates are asked several
questions about their experience on another job, their family background, their interests,
etc. They are supposed to describe their expectations from the said job. Their strengths and
weaknesses are identified and noted by the interviewers which help them to take the final
decision of selection. There are many types of interviews.
Panel interview. A panel interview occurs when several people are interviewing one
candidate at the same time. While this type of interview can be nerve racking for the
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candidate, it can also be a more effective use of time. Consider some companies who
require three to four people to interview candidates for a job. It would be unrealistic to ask
the candidate to come in for three or four interviews, so it makes sense for them to be
interviewed by everyone at once.
Group interview. In a group interview, two or more candidates interview at the same time.
This type of interview can be an excellent source of information if you need to know how
they may relate to other people in their job.
Unstructured Interview. Involves a procedure where different questions may be asked of
different applicants.
Situational Interview. Candidates are interviewed about what actions they would take in
various job-related situations. The job-related situations are usually identified using the
critical incidents job analysis technique. The interviews are then scored using a scoring
guide constructed by job experts.
Structured Behavioral Interview. This technique involves asking all interviewees
standardized questions about how they handled past situations that were similar to
situations they may encounter on the job.

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3. Alternatives
Because of poor HR practices ABC biscuit company has misspent bunches of cash and
time. To overcome from this issue, the organization can consider about the
following.
1. An association can't assemble a decent group of working experts without great HR.
The key elements of HR group including enlistment, preparing and advancement,
execution administration, worker engagement are truly imperative in an association.
So initial step ought to set up HR division in ABC Organization.

2. There is another choice that is there for the ABC organization. They can outsource
the HR Department since it is a medium scale organization with 60 workers.
Organization can contact outside proficient HR professionals to satisfy their HR
needs. Administration can choose whether to proceed with outsourcing or to set up
a HR Department considering the requirement.
3. Introduce an appropriate Recruitment Process. The fundamental lacking point
identified with this case was there is no proper processes and procedures. In the
event that the organization arrange to set up HR Department, they have to recruit
proficient, very much experienced, knowledgeable individuals. The present
employee turnover rate is high due to a large no. of the employees were Mr. de
Silva's relations.
4. When the organization doing recruitment for positions in the higher Management, it
is truly vital to have tests like learning test, state of mind tests. What's more, the
Reference Check & necessary checks to get an appropriate idea with regard to the
individual.
5. The organization can offer a short term contract to the applicant since capacities like
selling, can be observed by the rate that they achieve their targets. Also, in the event
that they didn't perform according to the organization requirement it can be
straightforwardly influenced to the organizations accomplishment. Extreme reason
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for a business association is Profit. In the event that the employee unables to perform
as to the requirement, the organization has a chance to choose whether to proceed
with the worker or suspend.
6. Administration can transfer Mr. Benjamin to another office or can relegate some
other assignment that he is skilled to perform. Mr. De. Silva can have an individual
chat with Mr. Benjamin and can get to know about what are Mr. Benjamins ideas
& his future plans improve the business.
7. Mr. De Silva can assign better performing manger to be a mentor for Mr. Benjamin.
With that Mr. Benjamin Can understand the work environment of ABC Company.
It is good opportunity to Mr. Benjamin to improve his skill & knowledge as per the
company requirement.

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4. Implementation
When we talk about the circumstance of ABC organization has confronted they have to
take prompt and powerful activities to control this situation. Most importantly ABC
Organization need to set up a HR division with experience & knowledge. And afterward
HR Manager needs to understand the organizational objective that organization plans to
achieve in the future. HR needs to make their departmental objectives accordingly with
that.
The key issue highlighted in this case was the absence of Recruitment procedure and
preparing a Skill Map of employees.
Once HR team collect these details they can check who are the skilled people that company
can are allocated for Mr. Benjamins team to support him. It is important to identify the
skills, Knowledge & experiences that Mr. Benjamin doesnt have to perform in this job.
And HR can check for the people those who have those skills within the organization. Once
they found matching people HR can re allocate them to Mr. Benjamins team with some
incentives or promotions. This process will help to reduce employee turnover also. Since
people get more suitable jobs with more benefits they will be retain in the organization in
long term.
What's more, the other hand HR office needs to do a future forecasting in individual needs.
ABC Company dependably had 15 opportunities at any given time. HR division can do
investigation for the definite HR requirement for the organization with what kind
necessities.
Make hierarchical structure and create Work Examination, List of responsibilities and JDs
& JSs for all positions.

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5. Conclusion
ABC Biscuit Company was an exceptionally productive organization and they had a
notable development in most recent two years. One of their principle goals was to increase
their business turnover in 20%. Finance Manager was overlooking all the HR activities.
The greater part of the workers whom he has enrolled were his relatives and the ones who
are known to him. Any given time organization had around 15 opening and 80% of new
contracts was left the organization inside the initial six months.

To accomplish organizational objectives, the Mr. De. Silva wanted to select Marketing
Manager for international sales. Mr. De Silva recruited an individual to fill that opportunity
who was running a providing food administration in UK.
He was offered lasting contract of livelihood over Rs. 200,000.00 per month. He promised
that he can bring 10 outside clients within first 06 months. But even after 03 months period
he has not presented any single client. Mr. De Silva just verbally informed him on his
performance. But he was not performing at all.
After analyzing all this case my main conclusion is the reason for all this problem is that
ABC Company doesnt have HR department.
There wasnt proper recruitment process to recruit people
No proper selection process.
Due to unavailability of HR department there want professional adviser to
advice to Mr. De Silva in contract of employments.
Company doesnt had proper Performance Management system
For the performance issue was addressed by Mr. De Silva & he just gave
verbal warning which was not enough to give a weight to the employee.

After all these observations I profoundly recommend ABC Organization to set up a

HR Department with capable experts.

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6. References

https://www.ahri.com.au/assist/recruitment-and-selection
Proven Tactics for Successful Employee Selection by Martin Yate

https://hr.ucr.edu/recruitment/guidelines/process.html

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