2(Name)Human Resource Management IIRecruitment and Selecti.docx

2
(Name)
Human Resource Management II
Recruitment and Selection
(Author’s Name)
(School Name)
Table of Contents
3Executive summary
4Introduction
4Human Resource Management
5GTEC Background
5GTEC’s Concept of Human Resources Management
6GTEC Recruitment and Selection Strategies
6Job requirements and job analysis
7Recruitment and selection for a vacancy
71)Job Specification at GTEC
7Policy
7Best Practice
8Evaluation
82)Job advertisement
8Policy
8Best Practice
8Evaluation
93)Short listing
9Policy
9Best Practice
9Evaluation
94)Selection and Interview
10Policy
10Best Practice
10Evaluation
10Key Players in GTEC Recruitment and Selection and their

Training
11Conclusions
12Recommendations
13References
Appendix 1 Job Description
Appendix 2 Job Centre Advert-Technical helpdesk Operator
Appendix 3 Employment Contract
Executive summary
This report provides the analyses and evaluates the Recruitment
and Selection process by the Human Resources Department of
GTEC Distribution, a company that sells CCTVs and provide
security system services. Presently GTEC Distribution has 30
employees.
Human resource management deals with the management of
people in order that the organisation will quickly and efficiently
achieve its objectives. Under human resources management, the
employees are the vital resources of the organisation and they
all contribute in planning and strategic management. Under
HRM, the process of strategic management makes efficient
utilization of the talents and capabilities of all the
organisation’s employees.
Under GTEC’s concept of Human Resources Management, the
HR department is a key factor in the continuous growth of the
organization. It is also the belief of the company that the
continued success of the organization is due to their good and
effective employer/employee relationship. The company is
small, so there are less hierarchy levels, making
communications and fulfilment of tasks easier.
The initial phases of recruitment at GTEC distribution is
handled by a recruiting company. The policy of the company is
to recruit the best talents from a pool of applicants. The job
specifications are therefore written precisely, so individuals can

be matched with the requirements of specific jobs. GTEC
advertises their job vacancies and let the recruitment company
receive the responses. Only the CVs of those people who
qualify are sent to GTEC. The short-listed candidates are then
evaluated by the HR Department of GTEC and those that best
meet the qualification are chose for the interview.
Generally, the company follows the best practices, as the HR
personnel are highly trained people and the company sends them
to seminars and conferences to update and upgrade their
knowledge. In the hiring process, the HR Department
collaborates with the Head of the Department in need of new
personnel for the technical know-how aspects of the interview.
For a small company, GTEC Distribution is doing very well,
and is looking forward to more productive years with their
efficient HR Recruitment and Selection and continuous training
for improvement of the skills and knowledge of their people.
Introduction
This paper discusses the Human Resource Management and
policies of GTEC Distribution, particularly their recruitment
and selection strategies and policies. The effectiveness of the
recruitment policies and selection procedures will be reviewed,
analysed, discussed and evaluated. The results of the
investigation of the whole Human Resources system will be
illustrated.
Specific strategies and procedures of GTEC distribution will be
reviewed and analysed against theory and good practices. This
will be followed by the assessment and evaluation of the GTEC
distribution’s recruitment and selection processes using good
practices as guides. Then the key players in the process will be
discussed as well as the skills set of the people doing the
interview and their training background in this specific task.
The research concludes that GTEC is following many of the best

practices in their recruitment and selection, although it is not
perfect. They try to abide by the laws and regulations against
discrimination, work safety, equality, and personnel
development.
Human Resource Management
According to Marchington & Wilkinson (2005),Human Resource
Management (HRM) can be defined as the "management of
employment". In other words, it is managing people at work in
order to assist the organisation in achieving its objectives. It is
recognized that the employees are the vital resources of
business and planning their roles should be an important part of
strategic management. HRM practitioners believe that the
strategic management process must make efficient use of all the
organisation's employees.
To achieve the organisation's corporate objectives and
functions, activities related to the work force must be structured
well and play a vital role in harnessing efficiency. Reflecting
the points made above,Redman and Wilkinson
(2009),statesthat“human resource management is a distinctive
approach to employment management which seeks to achieve
competitive advantage through the strategic deployment of a
highly committed and capable workforce, using an integrated
array of cultural, structural and personal techniques."
Modern HR management is about the fulfilment of management
objectives through the provision and deployment of people with
a greater emphasis on planning, controlling and monitoring. One
of the responsibilities of the HR manager is to manage the
expectations of the employees and match it with the objectives
of management, to ensure productivity and efficiency.
GTEC Background
G-TEC Distribution is a private limited company situated in
London offering CCTV and related security systems. It has
recently grown into a medium-sized business, consisting of 30
employees working in the different areas of the organisation.

The main departments are Administration, Accounting, Sales,
Marketing and Human Resources. GTEC is a well-established
business and now recognised in the retail and services security
market in the UK. The company is a SERAGE approved
installer and also sells its products online.
With over 10 years of experience GTEC has built a strong
relationship with a vast network of clients, suppliers and
stakeholders including its employees. CCTV and security
systems continue to be important in our modern world with the
high incidence of crime and fast growing communities from
different ethnic and cultural backgrounds. The company
therefore, expects a more robust and growing business.
The company recognizes the importance in retaining its
experiences and highly-trained employees and in the
development of the skills and knowledge of its newly-hired
employees.
GTEC’s Concept of Human Resources Management
GTEC considers their Human Resources department as a key
factor in their continuous growth. One of the main objectives of
GTEC in relation to its HR is to make sure the number of
employees and their skills match the workforce requirements of
the business, so that labour costs are minimized.
GTEC believes that maintaining good and effective employer/
employee relationship is essential for the continued success of
the organisation. Satisfied and motivated employees will make
the company achieve a maximum level of productivity and
efficiency.
Because GTEC is a relatively small company with few
employees, there are less hierarchy levels, so delegation and
authority are simply passed down by managers to the concerned
person for decision making. The company values employees’
ideas and benefit from them, so they exercise high participation
in company operations and functions.
Organisational skills, motivational issues, leadership and

equality are mainly the overall concepts of GTEC with regards
to Human resources. The HR department recognizes and awards
its ideal employee. Throughout its growth, the characteristics
and criteria of this ‘’ideal employee’’ will change according to
the needs and requirements of the company.
For example, as GTEC offers security products to installers,
they need to have a good knowledge of the new products
introduced in the market; therefore, employees must have the
updated knowledge, experience and skills of this market. The
bigger GTEC grows, the higher customer expectation becomes.
The GTEC team must satisfy customers’ expectations and
provide excellent service.
GTEC Recruitment and Selection Strategies
In this section its about s R& S strategy we didn’t talk about
Strategy in R&S
Setting strategies and implementing them is one of the main
factors for any organisation to function successfully and
achieve assigned goals. As defined in the book by Foot & Hook
(2002): "strategy can be defined as a plan of action for the
future, answering the questions of what to do, and how to do it".
GTEC’s strategic plan has a long-term focus to achieve
competitive advantage. There are different numbers of
strategies that companies such as GTEC may follow to achieve
growth and stability such as skills development, training,
promotion, job redesign and retrenchment. The goal of GTEC is
to recruit the most effective team to carry the business forward,
and relies on its HR employees to recruit, retain and keep its
important assets - ‘’employees.’’
Job requirements and job analysis
The recruitment and selection process at GTEC is the
responsibility of the Human Resources Department. HR has
prepared job titles and corresponding job descriptions for every
employees working at GTEC. This document including job
analysis is reviewed by the management team annually and the
HR is directed to make changes in accordance with the

requirements of the times and the growth of the company.
GTEC base the advertisement for new personnel requirement
based on the job descriptions and job analysis pre-approved by
higher management. The process of job recruitment and
selection is based on a system already in place, but can be
modified depending on the urgency of the need or special
characteristics of the position that needs to be filled.
Recruitment and selection for a vacancy
It is the policy of GTEC to give preference to people who have
been with the organization when a better paying position opens
up. However, there are many instances when a vacancy needs
advanced technical knowledge or experience that cannot be
filled up from within the organization. Recruitment and
selection therefore, is undertaken to eventually hire the best
from among a pool of applicants for the position.
1) Job Specification at GTEC
GTEC Policy
The specification of the individual to fill a vacancy and the job
analysis are formed by the Human Resources Department at
GTEC (Appendix 1). The company uses the services of a
recruitment agency, so they forward the job analysis and
individual specification to the recruitment agency for matching
with the CVs of candidates in their database. The job
specification includes the required qualifications, experience,
skills, knowledge, and the desired personal qualities for the
vacancy.
Best Practice
The best practice is of course promoting someone from within
the organization. However, No ACAS Reference used please
when u put ACAS if u can put the web page or title of the web
page like ( ACAS 2011 web page )see link below and say see
link below as my teacher wants ( as best practice always must

be use from Author like ACAS and other or if it’s a book where
is the author name and year page here ? , it is very important
that the skills, aptitudes and knowledge included in the
specification are related precisely to the needs of the job.” If no
one from within the organization can fill in the vacancy, or can
be trained thoroughly, the efficiency of the services the
organization provides may suffer. Job descriptions should not
also be inflated beyond necessary for effective job performance
to avoid the risk is that someone will be employed on the basis
of false hopes and aspirations, and both the employer and
employee will end up disappointed.’’ (Source
http://www.acas.org.uk/index.aspx?articleid=1461)
Evaluation
GTEC uses the services of a recruitment agency when it can do
direct hiring and save on costs. After all, the company is
comparatively small, so evaluation and selection will be faster
and will still be a simple process when done directly.
2) Job advertisement
GTEC Policy
GTEC uses Secure Recruitment agencies and Job Centre to find
its new candidates for available vacancies. The agency helps in
skimming through a lot of work and research on finding the
correct candidate. In the job advertisement the company avoids
any direct or indirect discrimination. The advertisement lists
specific requirements, duties, and job analysis such as job
position, skills required for the job, good general education
with a high standard of oral and written English, hours of work,
qualifications, training to be provided (if any) and salary
offered (See Appendix 2).
Best Practice

The advert copy is one of things that are most often done wrong
by recruiters No ACAS Reference used please when u put
ACAS if u can put the web page or title of the web page like (
ACAS 2011 web page )see link below and say see link below as
my teacher wants ( as best practice always must be use from
Author like ACAS and other or if it’s a book where is the
author name and year page here ? , the job advertisement
should be very good, to attract the best talents, so that they will
apply for the job when they read it. The advice of the
department of planning and community development is that
“attraction is the result of a range of activities and processes,
including employer branding, employment value proposition,
recruitment and induction. Attraction strategies provide
opportunities for an organization to market and communicate
the benefits they can offer to applicants.’’
Evaluation
At the moment people are not aware of GTEC as an employer.
GTEC must work to show the public how their employees are
happy with them and why is their business culture and
atmosphere a successful one so that they will attract the right
people to help improve their business performance.
3) Short listing
GTEC Policy
Short listing the applicants suitable for the job is the next step
in the recruitment process. During short-listing, the recruitment

company sends all relevant and matching CVs for the job
description back to GTEC HR. The HR department and the
manager of the department where there is a vacancy are
responsible for going through the CVs to short list it to 2-5
candidates. Selected CVs’ are forwarded to the director. With
the help and knowledge of the employee previously holding the
position, the office manager will decide on the best candidates
that are suitable for the job based on things like, experience and
gained skills, educational background and experience. Final
short listed candidates are contacted via email or via telephone
calls for further interview.
Best Practice
I add this According to (ACAS 2012 i lost the page Number ),
the filtration system is required before the interview stage in
order to match as close as possible right candidate with the job
description. (ACAS 2013 i lost page number ) also states that in
order to avoid any bias, the filtering process should be
undertaken by two or more people and it should involve the
direct line manager., No ACAS Reference used please when u
put ACAS if u can put the web page or title of the web page like
( ACAS 2011 web page )see link below and say see link below
as my teacher wants ( as best practice always must be use from
author name and year page here ? A points system or a rating
system is best used to come up with scores for each candidate
against the criteria which should be divided into sections:
essential criteria and desirable criteria. It is recommended that
more than one person carry out this task to avoid any bias, and
the direct line manager should preferably be one of them.
Evaluation
The Director, except if his title is HR director is not involved in
the recruitment process. The department head should not also be
involved in shortlisting if an efficient scoring system is used.
He should be involved in the interview process of the final

candidates, and in assessing the fairness of the scoring system.
Applicants should be evaluated based on their skills and
knowledge to perform the job, not on biases based on race,
culture, gender, religion which are all against the law.
4) Selection and Interview
GTEC Policy
The final stage in recruitment and selection is the interview.
The interview is conducted by the manager who reads the short
listed application forms and studies the CV and evaluation of
the person during the short listing process. The manager may
decide to interview all of the short-listed candidates or just
choose the best according to his further evaluation.
Face-to-face interview is conducted as a final method of
selection. Selected candidates are informed of their interview
schedule via email, telephone, and letter sent through the post.
Successful candidates are then informed within 5 to 7 working
days that they have been accepted. The final stage is asking the
new employee to attend a one day orientation, getting him to
sign the contract (see Appendix 3) and introducing him to his
superiors and co-workers.
Best Practice
No ACAS Reference used please when u put ACAS if u can put
the web page or title of the web page ans say see link below as
my teacher wants ( as best practice always must be use from
author name and year page here ? Interviews are conducted by
a person knowledgeable about the job, and/or by someone who
has a background in psychology. Assessing the qualification of
a person cannot be complete with just written responses to
questions or the CV. A prospective employee can show his/her
qualifications and capabilities by answering person-to-person
questions. A discerning interviewer will also find out if there is
a personality problem that may affect a candidate’s future job
performance. A face-to-face interview will reinforce a
prospective employer’s impression and validate the competency
of an applicant as well as the written tests he/she has taken.

Evaluation
The GTEC final process of face-to-face interview conforms with
the best practices in the industry. Although the report does not
state which manager conducts the interview, it is to be assumed
that it is a skilled manager specifically tasked with the final
personnel interview.
Key Players in GTEC Recruitment and Selection and their
Training
Recruitment and selection in GTEC is a collaborative process
between the Human Resources personnel and the Manager of the
Department or unit that is in need of new personnel.
GTEC utilizes the services of a recruitment agency, the first key
players in weeding out unqualified applicants for the position.
Then the CVs of the selected applicants are sent to the HR
Department for short listing. The HR Department shares the
data on the selected applicants to the Department Head in need
of new personnel.
The HR Manager and the Department Head both conduct the
interview of the final shortlisted candidate. The Department
Head also consults a long-term employee familiar with the job,
especially if the job requires specialization, before making a
final decision. At GTEC, involvement of appropriate and
experienced employees’ comments and suggestions are taken in
by the manager and is a factor in his final decision.
The Head and members of the HR Team have a background in
psychology and GTEC ensures they get continuous training on
Employment Law and Human Resource Management by sending
them to seminars and conferences. The Manager/interviewer is a
skilled interviewer and gathers input from other personnel who
has the skills to perform the job that requires a new employee.
Please for the training we have to have separate section and
training needed more thought an explanation we have to talk
about training provided for R& SConclusions
After analyzing and considering all the aspectsof GTEC Human

Resources Recruitment and Selection, it is my conclusion that
GTEC generally follows the best practices in recruiting and
selecting the right candidate with the required experience and
skills in filling up their job vacancy.
The job selection is also not solely undertaken by the HR
Department but the Department Head takes part in the selection
because only the head of the department will be able to
correctly assess the capabilities of the person he is interviewing
for the requirements of a specific job under his department.
Even if the Department Head have no formal training in
psychology which is a useful skill in conducting interviews, the
interviewer and evaluator from the HR Department is trained
and skilled in this aspect. It is therefore a useful collaboration.
For a small operation such as GTEC however, the use of a
recruitment agency seems like additional expense for something
that can be undertaken directly. Perhaps bigger companies
would not want to be entertaining so many applicants because
the usually have lots of vacancies and a great number of
applicants, which is not the case with GTEC. Recommendations
For a small company such as GTEC which requires only to fill
up a small number of vacancies at a time, receiving CVs and
entertaining applicants directly may save the company money
instead of relying on a hiring agency.
The interviewer should be skilled and should undergo the
necessary training to engaged the applicant and determine
his/her outlook and psychological make-up so that the potential
for contributions to the growth of the organization can be
properly evaluated. In the same manner, questions should be
prepared beforehand to guide the interviewer, especially from
the department needing the personnel, so his/her capabilities
can be assessed re-actual job knowledge and experience.
To make the initial process faster, GTEC can conduct telephone
interviews in the initial assessment of the candidate. This can
further reduce the number of candidates to be handled for the

face-to-face interview.
GTEC personnel should be knowledgeable on the rules and
regulations on best practices as well as the laws on recruitment,
safety in the workplace, fair labor, and discrimination.
Please the references must be in alpha letters
A,B,C,…References
ACAS., 2012. Advice A-Z - Acas. [online] Available at:
<http://www.acas.org.uk/index.aspx?articleid=1390> [Accessed
30 August 2012].
ACAS., 2012. Equality - Acas. [online] Available at:
<http://www.acas.org.uk/index.aspx?articleid=1363> [Accessed
30 August 2012].
Foot, M. and Hook, C., 2005. Introducing human resource
management. Prentice Hall
Australian Human Rights Commission, 2012. Best practice
guidelines for recruitment and
selection. Information for employers. [online] Available at:
<http://www.hreoc.gov.au/
info_for_employers/best_practice/recruitment.html. [Accessed
01 September 2012].
Department of Planning and Community Development., 2009.
Best practice recruitment and
selection. Toolkit. [online] Available at:
<http://www.dpcd.vic.gov.au/
__.../Recruitment_and_Selection_toolkit.doc>
FEjobs Best Practice Guide. n.d. How to write a great job
advert. FEjobs.com [online]. Available at:
< http://www.fejobs.com/best-practice-guide> [Accessed 01
September 2012]
Foot, M., 2002. Introducing Human Resource Management
(Modular Texts in Business &

Economics). 3rd Edition. Financial Times Management.
[Accessed 28 August 2012]
Hantsweb., n.d. Shortlisting applicants. [online] Available at:
<http://www3.hants.gov.uk/
childrens-services/childcare/providers/business-
support/childcare-recruitment/> [Accessed
02 September 2012]
Management Study Guide., 2012. Human resource management.
[online] Available at:
<http://www.managementstudyguide.com/human-resource-
management.htm> [Accessed 03
September 2012].
Marchington, M. and Wilkinson, A., 2005. Human resource
management at work: people and
development. London: CIPD Publishing
Monster., n.d. Recruiting and hiring advice. [online] Available
at: <http://hiring.monster.com/hr/hr-
best-practices/recruiting-hiring-advice/interviewing-
candidates/interview-hiring-
guide.aspx> [Accessed 01 September 2012]
Natwest: Ahead for Business., n.d. Employment law & HR,
health & safety, environmental, and tax
services. [online] Available at:
<http://www.natwestmentor.co.uk/> [Accessed 02 Sep
2012]
Redman, T. and Wilkinson, A., 2009. Contemporary human
resource management. Prentice Hall.
Smith, J. H., 1997. Human resource management concepts. [pdf]
Available at:
<http://www.unb.ca/fredericton/engineering/jhsmith/_resources/
courseware/
human_resources.pdf>

The University of York., 2012. Recruitment - Policy - Human
Resources. [online] Available at:
<http://www.york.ac.uk/admin/hr/resources/policy/recruitment.h
tm> [Accessed
01September 2012].
Torrington, D., 2008. Human Resource Management. 7th
Edition. Financial Times Management.
[Accessed 28 August 2012]
CHECKLIST FOR HRM MODULE OF FOUNDATION
DEGREE IN BUSINESS AND PROFESSIONAL
ADMINISTRATION
This checklist has been designed for you to use before you hand
in your assignment. You should work through it and make sure
that you can answer “YES” to all of the questions. If you
cannot – make sure you add what is missing!
Requirement of the brief
Included in your assignment?
Comments
Executive summary - does this stand alone and summarise the
WHOLE report?
Introduction – that sets out what the report is about and how it
is structured?
Brief background to the organisation and how this impacts on
R&S (include comment on the strategic position of the org, -
growth, stability or retrenchment)

Analysis of current R&S procedures and policies against best
practice – include diversity and legislation
Statement regarding the key players in the process and the
impact this has on it –are the line managers solely responsible,
is it all HR led, do the two work in partnership and what impact
does this have on the organisation and the process? What
training do they receive?
Conclusions – what can you conclude from the analysis? What
are the main themes – speed, lack of key documents, poor
communication between HR and the depts., etc, etc
Recommendations – what can you recommend to address these
issues? You will need detail here. Say what and how.
Presentation – Is your report broken down into clear sections
with headings and sub-headings?
Have you proof read it? Forwards for sense and backwards for
spelling?
Have you checked the grammar? Are there commas and full
stops and capital letters where there should be and none where
there should not be?
Are the pages numbered and is your name on each one?

If you have used references and quotes in the text – have you
used Harvard referencing correctly to acknowledge them?
Is your bibliography clearly set out and does it follow the
Harvard rules?
HUMAN RESOURCE MANAGEMENT ASSIGNMENTThe
Assignment
Review, the effectiveness of policies and procedures in your
organisation for either:
- Recruitment and Selection
And include recommendations, where appropriate, for
improvement.
Assignment Brief
It is expected that your assignment will include reference to the
following areas:
· An analysis of any specific strategies in place to support the
process, including their alignment with the overall goals of the
organisation
· An outline of the procedures in place and analysis of these
against theory and good practice

· The key players in the process
· The training provided to staff involved in the process and the
degree to which this is effective
· Recommendations for improvement with reference to theory
and good practice
What you will need to submit:
A 2500 word report which outlines the research that you
undertook and your main findings, conclusions (including
acknowledgement of strengths, weaknesses and issues ) and
recommendations for improvement.
Pass mark: 40%
FOUNDATION DEGREE BUSINESS & PROFESSIONAL
ADMINISTRATION
HUMAN RESOURCE MANAGEMENT II
Name
No.
Mark available
Mark awarded
Comments
Organisational background
Exec Summary
Introduction
5
Research

Relevant literature
Reference to appropriate theories/models
Appropriate appendices
15
Analysis of Key Themes
For the chosen area of policy & procedure
Outline of the procedures in place and comparison against
theory and good practice
Analysis of how strategies align with the goals of the
organisation
Key players in the process
Training provided to key players and degree to which it is
effective
25
Conclusions
Strengths and weaknesses of the current policies and practice
Key issues to be resolved
20
Recommendations
Practical, relevant and realistic recommendations for
improvement
20

Presentation
Clarity of style and structure
15
Signed:
Human Resource Management II
Recruitment and Selection

Executive summar
Teacher comments little misleading in the first to Santana-
perhaps better to leave out
This report provides the explanation, analysis, evaluation,
conclusion and recommendation on the organizational Human
Resource Management (HRM) system applied in GTEC
Distribution Ltd. The report focuses on the recruitment and
selection process under personnel management level; with
comparison and evaluation, between GTEC Human Resource
system implementation and present best practice theories. In
addition, detailed explanation of Human Resources Management
strategies employed by GTEC in order to achieve organizational
growth and maintain high service standards. The strategy part is
followed by the background of GTEC, including the information
required to carry out analysis. Evaluation of theory and best
practice has been carried out in tables of each step of the
process applied during recruitment and selection. Main key
players for the company are being discussed along with the
training provided, if any, and suggestion of any future
improvement. Final stage is called conclusion. This consists of
overall view point of analysis and evaluation, recommendation
and suggestion for the company to improve further.
Teacher comments what u mean by below ?
Adding the information of GTEC’s NatWest Mentor
Employment Law & HR system in order to achieve a well
trained HR team by providing the management tools and
detailed guidance on the range of situations HR team might
encounter in managing employees throughout the business and
employee lifecycle.

Teacher comments what are they ?
Finally, the conclusion consists of the falling point and areas
where GTEC HR system is ignoring, especially the lack of the
continuous training. Therefore, recommendations are pointed
out in order to produce remarkable growth and HR system
improvement.
Teacher comments exec summary should cover 1 what report
about -2 what you did research-3 what ur main contusion are-4
what ur main recommendation, remember the purpose of the
exec summary is to summarise all the key points what you have
is description of the structure heading of ur report
Table of Contents
Introduction
Page 4
Human Resource Management
Page 4
GTEC Background
Page 4
The Concept of the Human Resource Management
Page 5
Strategy
Page 5
Recruitment and Selection Process
Page 6
Identifying Requirements and Job Analysis
Page 6
Person Specifications
Page 6

Job Advertisement
Page 8
Short Listings
Page 9
Selection Method (Interview)
Page 10
Key Players
Page 11
Training
Page 11
Conclusion
Page 12
Recommendation
Page 12
References
Page13
Appendix 1 Person specification
Page 14
Appendix 2 Job Description
Page 15
Appendix 3 Job Centre Advert - Technical Helpdesk Operator
Page 17
Appendix 4 Interview Arrangement via email
Page 18
Appendix 5 Employment Contract
Page 19
Appendix 6 NatWest Mentor Employment Law & HR
Page 20
Introduction:
Teacher com here should say gtec R&S
process too board
This assignment is based on the organizational human resource

system implementation and policies. By reviewing, analysing,
discussing and evaluating the effectiveness of recruitment
policies and selection procedures in GTEC Distribution, the HR
system will be investigated and illustrated. Specific strategies
will be reviewed and procedures in the organisation whilst
analysing them against theory and good practices. This will be
followed by setting the evaluation between good practice and
procedures assigned. The other areas focused on are the key
players and the effectiveness of the training provided to staff
during the recruitment and selection process.
Human Resource Management:
Referring to Marchington & Wilkinson (2005), Human Resource
Management (HRM) can be defined as "the management of
employment". In other word, managing the people at work in
order to assist the organisation in achieving its objectives is
essential. It is known that the employee are the vital resources
for present business and planning their use must be an important
part of strategic management. HRM believes the strategic
management process must make efficient use of an
organisation's employee. To achieve organisation's corporate
objectives and function correctly, activities related to work
force must be structured well which plays a vital role.
Reflecting the points made above, It is discussed by Tom
Redman and Adrian Wilkinson (2009), “Human resource
management is a distinctive approach to employment
management which seeks to achieve competitive advantage
through the strategic deployment of a highly committed and
capable workforce, suing an integrated array of cultural,
structural and personal techniques". While in process of
planning an objective, HR strategy, recruitment and selection
procedures, an organisation must check if they are aligned with
the HRM legal framework. This includes areas such as
employment contract, health and safety at work, trade unions
and the most essential equality to employee. Teacher com not
strictly necessary
GTEC Background

GTEC Distribution is a private limited company. Situated in
London, it is recently growing into a medium sized business,
consisting of 20 employees working in different department of
an organisation. The main departments are Accounting, Sales,
Marketing and Human Resources. GTEC is well established and
recognised in the UK security market. With over 10 years of
experience and a vast network of strong relationship that has
been built with stakeholders, employees in the company are the
main players for the stability of the company. Therefore,
employees’ skills development and knowledge are the priority.
Teacher com Look at sentence construction , rather misleading
The Concept of Human Resources Management
Human Resources Management (HRM) department at GTEC is a
key department which stands as one of the main roots for the
continuous growth the company achieves. Employees are the
image of the organisation and this is why choosing them is a
key task. Main HR objectives of GTEC is to make sure the
skills of the employees match the size and qualities of
workforce required by the business, minimising labour cost to
ensure efficiency while operating, maximising the proper use of
workforce potential while maintaining good and effective
employer/ employee relationship. GTEC believes, only through
satisfied and motivated employees, company can achieve
maximum level of productivity and efficiency. As employees
being the vital part, our company is focused on implying soft
HR strategy. With less hierarchy levels, delegation and
authority are often passed down by managers to department
heads for decision making. As the company values and benefits
from employees ideas and their high participation on
functioning the company; Organisational skills, motivational
issues, leadership and equality are mainly the overall focus.
HR department plans its ideal employee as the business grows.
Throughout the year, the characteristics and criteria of this
‘’ideal employee’’ will change according to the need and
requirement. For example, as GTEC offers security products to

installers they tend to have a good knowledge of the products in
the market; therefore, employees must have the knowledge,
experience and skills of this market. Bigger the GTEC grows,
the higher customer expectation GTEC team must satisfy and
achieve customers expectations. Therefore, this is where the
recruitment and selection of right candidate under Personnel
Selection is essential.
STRATEGY:
Techer com To what extent is this relevant to the assignment ?
Ensure focus on strategy R&S
Setting and following strategies is one of the main factors for
any organisation to function successfully and achieve assigned
goals. As defined in the book by Foot & Hook (2002), "strategy
can be defined as a plan of action for the future, answering the
questions, firstly of what to do, then how to do it". GTEC’s
strategic plan has long-term focus, business plan, innovation,
development, future perspective for comments and
improvements. The main aim to design and follow strategic plan
is to achieve competitive advantage. There are different
numbers of strategies that companies may follow (Growth,
retrenchment, and stability). The main two strategies GTEC
tends to adopt are Growth by mainlining continuous skills
development and Stability by insuring internal promotions and
performance related pay known internally by the Win-Win
system. Pursuing each of these would vary according to what
objective and goal an organisation wants to achieve depending
on which areas to focus on. At GTEC, the main business
strategy the company adopts mainly focuses on building up
important assets in the business to achieve growth and improved
performance. For example, at GTEC, the main assets of the
business are the employees with their skills development,
training, consultation, promotion and job redesign; hence their
qualities turn the business to advanced levels. Referring back to
Foot & Hook’s definition of a strategy, GTEC’s plan is having
the most effective team, tocarry the business forward while how
to achieve that lies within those important assets ‘’employees’’.

Recruitment and Selection process:
Identifying requirements and job analysis:
The process of recruitment and selection is GTEC’s HR
department responsibility. The aim of the recruitment process is
to identify the aspects of the job/vacancy. In order to achieve
this aim successfully, GTEC follows a systematic approach,
clear job analysis and description while advertising recruitment.
GTEC has an objective outlined on how the process will be
carried out and other important aspects must also be planned.
For example, GTEC’s HR department assigns the duties and
responsibilities of any new job position, and then it interprets
candidate required for each post, and proper evaluation carried
out for relevant information. Subsequently, GTEC HR team
forecasts job performances.
1) Person Specification:
GTEC’s HR team interprets the job specification and tries to
match the suitable person for the job. Below is a comparison of
the current recruitment and selection process of GTEC
compared to the Best Practice and evaluation between two
different methods:
See: Appendix 1 for GTEC Person Specification example.
GTEC Policy
Teacher com Decided wethwr a vacancy than…
Person specification and job analysis are formed by the HR at
GTEC. (See Appendix 1). This document is forwarded to the
recruitment agency to match with candidates CVs they have,
seeing the best matching candidate with the criteria and
characteristics needed for the Job Analysis and Person
Specification GTEC has provided the person specification lists,
person’s qualifications, experience, skills, knowledge and
personal qualities required for the job.
Person Specification helps in building up a Job Description (See
Appendix 2) as it includes many of the points listed in the

specification e.g. skills.
Best Practice
ACAS advises that ‘’it is very important that the skills,
aptitudes and knowledge included in the specification are
related precisely to the needs of the job; if they are inflated
beyond necessary for effective job performance, the risk is that
someone will be employed on the basis of false hopes and
aspirations, and both the employer and employee will end up
disappointed.’’
Referring to governmental present guidelines for the process of
recruitment and selection, HR department must include
developing selection criteria, advertising, short listing, testing,
application forms and interview.
(Source:
http://www.hreoc.gov.au/info_for_employers/best_practice/recr
uitment.html)
Evaluation
At GTEC, person’s specification is written carefully with the
use of previous employee job description and their advice of
what skills could improve such job position in order to be as
specific as possible. GTEC includes relevant skills and needs
required in the document which matches the best practice
description. Advertisement should attract attention; develop
interest and desire for the job by right candidate. And over all,
must indicate action to be taken by applicant. For example, call
today or closing date. Step for short listing number of
applicants and carrying out interview and test and confirmation
follows up.
Teacher comm

You have tried to cover to much here compare approach to
filling or not( ie vacancy exists ?)
The analysis +JD creation with best practice….
See: Appendix 2 for GTEC Job Description
Teacher com Analysis leads to JD leads to PS
2) Job advertisement
The advert list specifies main details required for the job such
as job title, job position, salaries and other major duties and
responsibilities.
GTEC Policy
GTEC uses Secure Recruitment agencies and Job Centre (See
appendix 3 Job advert) to find its new candidates for available
vacancies. The agency helps skimming through a lot of work
and research on finding the correct candidate In the job advert
the company shows itself in its true image avoiding any direct
or indirect discrimination, in addition to how ? fulfilling legal
requirements operating equal opportunities. In this way the
candidates attracted are met with their expectation, given that
they qualify for the available job. The advert lists specific and
job analysis such as job position, skills required for the job,
time taken, availability, qualification, training to be provided
(if any), salary and major duties. HR department head and
manager of GTEC is mostly responsible for checking that every
requirement is fulfilled.
What does this refer to
Best Practice
Using ACAS advertisement layout by having brief job
description, pay and conditions, qualifications required, career
prospects, how to apply, closing date. The aim is to attract
suitable applicants and reduce unsuitable applications.
The department of planning and community development

advices that “attraction is the result of a range of activities and
processes, including employer branding, employment value
proposition, recruitment and induction. Attraction strategies
provide opportunities for an organization to market and
communicate the benefits they can offer to applicants.’’
Is this a best practice source ?
Evaluation
At the moment GTEC lacks the use of Public Relations in order
to make people aware of the company as an employer, rather
than a seller. In other words GTEC does not work enough on
showing how their employees are happy with them and why is
their business culture and atmosphere a successful one.
Therefore, GTEC must focus on such a factor as this will attract
the right people which will eventually improve the business
performance and run according to cost effective manner.
GTEC also needs to focus more on updating training
requirements on regular basis for current employees along with
the new recruits. This will help in improvement of task carried
out as re-training helps refresh the knowledge and develop
existing skills. Rewarding employees for certain job will also
help maintain higher performance for the business whilst
keeping employees motivated.
TEACHER COM This is not a part of R&S though
What about E.OPPS ?
3) Short listings:
Next step in the process will be to short list the number of
applicants that were suitable for the job. This is required to
choose best available candidates to enrol them for interview.
GTEC Policy
The recruitment company sends all relevant and matching CVs

for the job description back to GTEC HR for short listing. HR
department and manager of the department for which the
vacancy is advertised, are responsible for going through the
CVs to short list it as much as possible to 2-5 candidates.
Selected CVs’ are forwarded to the director. With the use of the
previous employee’s help and knowledge, the office manager
will decide on who are the best candidates that are suitable for
the job based on things like, experience and gained skills for
logistical positions, educational background & experience for
administration position and specialized positions as software
engineers and product supports. Also, GTEC takes into
relevance? consideration opening new vacancy for graduates
where professional training and procedures will be applied.
Final short listed candidates are contacted via email and calls
for further interview process.
Teacher com Not using the person spec ?
Best Practice
According to ACAS, the filtration system is required before the
interview stage in order to match as close as possible right
candidate with the job description. ACAS also states that in
order to avoid any bias, the filtering process should be
undertaken by two or more people, and it should involve the
direct line manager
According to present government, certain rules are to be
followed while carrying out the process of short listing. Some
of the main points to be carried out are, at least 2 people must
be involved in the process of short listing to avoid any bias
decision.
.
Teacher comm. Not actual legislation but best practice
This is the same point you make from ACAS
Look to consolidate similar points rather than covering the same

practice twice
Evaluation
Teacher com Do they tell you where else they are applying this
is unusal ?
At GTEC previous jobs and jobs the applicant is currently
applying for is very relevant as it indicates his abilities and
confidence for applying to certain jobs. For example, if they are
applying for jobs elsewhere with completely different position
and industry, this will show that the applicant might not be a
specialist in the field the company is seeking. Therefore, such
information is relevant for a company like GTEC to indicate
applicant’s ability and aims.
While in process of short listing, GTEC must refer to the best
practice and check against each point to ensure every point is
taken into consideration. Area for improvement for the company
while short listing, to consider time factor on how quickly
vacancy needs to be filled and to use accurate selection method
for minimizing cost.
Teacher com you must relate this to best practice
4) Selection Method (Interview):
After going through all the stage required for recruitment and
selection, interview is the final stage before selecting best
candidate out of all other.
GTEC Policy
At GTEC, interviewer i.e. the manager prepares for the
interview by reading the short listed application form and
matches person specifications to help identify any further

information to be clarified. Once candidates have been short
listed, a manager makes the final decision for which candidates
to confirm for the interview.
Face to face interview is conducted as a method of selection.
Selected candidates are informed for the interview via email,
telephone and post letter (See appendix 4)
Interview is carried out by the HR responsible and head of the
department for the job vacancy. A questionnaire form will be
prepared prior to the interview based on the available
information on the CV.
Final decision is taken by the manager, consulting to other head
employees where necessary. Successful candidates are then
informed within 5 to 7 working days. Then, the final stage is
asking the new candidate to attend one day in order to sign the
contract and upon the agreement (See Appendix 5), an induction
will take place among team members and GTEC’s daily
operations departments.
Best Practice
According to ACAS “recruitment and induction” policy booklet,
the main purposes of carrying out the interview are – to find out
if the candidate is suitable for the job, and to give the candidate
information about the job and the organisation. Opportunities to
give their best presentation must be equal to every candidate.
Structuring the interview to find all relevant information and
assess the suitability of the applicant is an effective method in
order to match right candidate for the job.
There are various different methods which an organization
adopts during the selection method. The most common methods
are competency based interview, telephone interview, face to
face interview, online test, skills and general intelligence tests,
validity and reliability test.

Teacher com Where is the best practice though ?
Evaluation
Teacher com not evaluation
Carrying out this stage of selection process plays a vital role in
being successful to hire a right candidate. Therefore, choosing
right selection method is important.
GTEC must focus on providing all required information about
their company to interviewee, as well as gathering enough
background about the candidate before conducting the
interview. This is essential in order for the company to hire the
best candidate.
To simplify the process, GTEC can adopt other selection
methods. For example, conducting telephone interview to gather
further relevant information about the candidate. This can help
on finalising the number of candidate for face to face interview.
Following all the rules and regulations under the best practice,
GTEC must always be vigilant and treat each and every
candidate with fairness and equality.
At the end, always thank the candidate for their time and make
sure to explain what will happen next and timeline of when to
expect to hear from the organisation.
Teacher com you seem to have lost focus have you must
evaluate practice in organist ion with best practice
Key Players:
It is essential for every company to have key players to carry
out the process of recruitment and selection in a successful
manner. Main key players for GTEC to help carry out the whole
process are as follows:
-The Company sends their advertisement to job center, secure

recruitment and one complete security recruitment agencies.
They are the first key players in helping GTEC to minimize the
number of applicant appropriate for the job and hold the
entrants to begin the entire process.
-Secondly HR management along with head of appropriate
department is responsible for short listing the list of candidates
received from agencies. Hence, they are another key player for
choosing the best candidate out of the right ones provided.
-Then the manager, with the help of appropriate department
head interviews the final shortlisted candidate and consults
other existing employees before finalizing the decision.
This process with the help of key players is essential in any
organization. At GTEC, involvement of appropriate and
experienced employees’ comments and suggestion are taken in
by the manager which is reflected in his final decision.
Training
Teacher com What is this its not clear
Recently, GTEC’s has signed a NatWest Mentor Employment
Law & HR in order to achieve a well trained HR team by
providing the management tools and detailed guidance on the
range of situations HR team might encounter in managing
employees throughout the business and employee lifecycle. This
mentor guide will guarantee GTEC the value to the business of
following good practice in employment matters and how to
avoid the common pitfalls. Moreover, the mentor system
includes special training sessions on new legislation.
The Mentor Employment Law & HR system develops the HR
team skills on the following points:
• Managing discipline and grievances at work.
• Managing absence at work, annual holidays, maternity leave,

paternity leave, adoption leave, sick pay and all related
information will be stored remotely online.
• Dealing with bullying and harassment at work, alcohol and
drugs misuse.
• Employing people: an overview, data protection, dress code,
continuous training per department and maintaining standards.
• The written statement and contracts of employment.
• Maintaining new employment legislation, equal opportunities
and diversity.
In addition to the above written documents provided, an
unlimited access to the internet service is assigned to GTEC’s
HR members known by “MentorLive” at
http://www.natwestmentor.co.uk. This online tool helps setting
up GTEC’s structure and then populating the employee records
in details. In other words, it is enhancing the skills of the HR
team contributing them to a professional level of operations
where they learn new technological related solutions. (See
Appendix 6)
Teacher com You must focus on the question training provided
for R&S
44 RECRUITM
Conclusion:
After analyzing and considering all the aspects, GTEC is about
getting the right and experienced candidate for the job, follows
cost effective analysis, every employee has an opportunity to
get involved in decision making and employee are the main
priority. However, the fall point would be lack of training for
employees in order to stay up to date with the technology and
time. This is the main fall back as experienced employees are
hired; regular training basis has been ignored.

There are clearly ther points given in the table
Recommendation:
Relevance ?
Not addressing the question
As a medium sized growing business, while focusing at growth
and stability, the company must also consider retrenchment,
where required to benefit with minimal costing. Introduction of
bonus and commission per sales scheme can also be a better
way to keep current employees motivated as well as attracting
attention of capable new candidate. This will have positive
reflect on their performance and can help improve reputation of
the company. Thus, the main advantage to the company would
be to attract shareholders and stakeholders; which will help in
slow and steady expansion and growth of the business.

References:
Advice A-Z - Acas. 2012. Advice A-Z - Acas. [ONLINE]
Available at: http://www.acas.org.uk/index.aspx?articleid=1390.
[Accessed 30 August 2012].
Best practice guidelines for recruitment and selection . 2012.
Best practice guidelines for recruitment and selection .
[ONLINE] Available at:
http://www.hreoc.gov.au/info_for_employers/best_practice/recr
uitment.html. [Accessed 01 September 2012].
Best practice recruitment and selection (Tool kit) At the
Department of Planning
and Community Development advices. 2009 [ONLINE]
Available at:
http://www.dpcd.vic.gov.au/__.../Recruitment_and_Selection_to
olkit.doc

Derek Torrington, 2008. Human Resource Management. 7
Edition. Financial Times Management. [Accessed 28 August
2012]
Equality - Acas. 2012. Equality - Acas. [ONLINE] Available at:
http://www.acas.org.uk/index.aspx?articleid=1363. [Accessed
30 August 2012].
Human Resource Management (HRM) - Definition and Concept.
2012. Human Resource Management (HRM) - Definition and
Concept. [ONLINE] Available at:
http://www.managementstudyguide.com/human-resource-
management.htm. [Accessed 03 September 2012].
Margaret Foot, 2002. Introducing Human Resource Management
(Modular Texts in Business & Economics). 3rd Edition.
Financial Times Management. [Accessed 28 August 2012]
Recruitment - Policy - Human Resources - The University of
York. 2012. Recruitment - Policy - Human Resources - The
University of York. [ONLINE] Available at:
http://www.york.ac.uk/admin/hr/resources/policy/recruitment.ht
m. [Accessed 01September 2012].

13
Assignment Research
Please find other texts you may wish to refer to when carrying
out your research for your HRM assignment. Note there are
many HR books available from the library these are just a small
selection.
Texts
Torrington, Hall & Taylor, Human Resource Management, (7th
Ed), 2008
Marchington & Wilkinson, Human Resource Management, (4th
Ed), 2008
Beardwell & Claydon, Human Resource Management (6th Ed),
2010
Foot & Hook, Introducing Human Resource Management, (5th
Ed), 2008 or version compiled by Shantz A, Kingston Business
School titled Human Resource Management 1(2011)
Bratton & Gold, Human Resource Management (4th Ed), 2007
Mullins, Essentials of Organisational Behaviour (2nd Ed), 2008
or Management & Organisational Behaviour (9th Ed), 2010

Useful websites include:
www.bis.gov.uk
www.equalityhumanrights.com
www.acas.org.uk
www.businesslink.gov.uk
www.directgov.uk
www.cipd.co.uk

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