ASSIGNMENT COVER SHEET (Group)

ATMC Sydney
Assignment has to be submitted online on Moodle on or before the due date.
SUBJECT CODE:

BUHRM 5912

SUBJECT TITLE:

Human Resource Management

ASSIGNMENT
NUMBER AND TITILE:

Assignment 2: Analysis of a HR problem or issue

WORD COUNT (IF

APPLICABLE):

1800 - 2000

DUE WEEK:

Week 10

LAB/TUTORIAL
GROUP:

Group No 6

LECTURER:

Dr. Syed Uddin

TUTOR:

Student ID
30121365
30302340

Student Name
Umair Ali
Shaik AbuBakar

We declare that this is a group assignment and that no part of this

submission has been copied from any other students work or from any other
source except where due acknowledgement is made explicitly in the text, nor
has any part been written for me by another person. We realize that the
penalties may ensure for late submission or any other breaches of
assignments rules.

Table of Contents
Abstract..................................................................................... 3
Introduction............................................................................... 3
Problem Faced By The Organisation..........................................3
Some Disadvantages Of Internal Hiring.....................................3
Recruitment............................................................................... 4
The Recruitment Process...........................................................4
Recruitment strategies and processes.......................................5
Posting Vacancies & Employer Branding....................................5
Recruiting From External Sources..............................................6
Conclusion................................................................................. 7
References................................................................................7

Abstract

The purpose of this report is mainly to identify and contribute in the

understanding of the Human Resources Issues and the performance of the
organization. Examining Human Resource Management issues using such
methodologies which are qualitative and focused. Since it is assumed and
accepted in some cases that the cause of major effect of organizational
performance and goals limit is because of poor recruitment decision, it is
considered as a major time consuming to identify and implement new
hiring strategies. So this is the main responsibility consider for HR to
recruit and attract applicants using different strategies. Study of existing
literature reveals that modernization in technology have transformed
recruitment process.
This report discusses few of the strategies that any company can apply to
ensure the best applicants pool from which they can fill the positions in
the company when the need, the advantage and disadvantage of its use
and to ensure its utilities, offers suggestion.
(Kumaran, 2011)
Introduction

Over many years, the field of Human Resource is in transition. The current
debate in the Human Resource field believes that HRM is moving away
from its traditional small focused role and is stirring towards a bigger
strategic paradigm in which single HR functions like selection, training,
reimbursement, compensation, and appraisals for the performance are
aligned not only with strategy of the organization but also with one
another. The critical task for any organisations success is to acquire and
retain the high quality resources. With the increase in competition in job
market and the availability of the skills is growing more diverse, this is
now the responsibility of the recruitment to be more selective with the
selection of the resource, since the organisation has to face a long term
negative impact with the poor decision.
Avanza Solutions Pakistan is the leading and among the best software
houses in Pakistan who deals in Banking and Financial solutions. The
company holds the leadership in market by developing and delivering
banking and financial services and solutions that helps in adding another
value in everyday life. Avanza Solutions delivering the quality products for
last 15 years serving 300 plus clients in more than 45 countries.
The company is highly regarded specially for its financial solutions and
services technology all over the world. The company has 500 plus product
deployments processing, more than 8 million transaction every day on
7500 terminals having the team of 250 expert resources worldwide.
(Kumaran, 2011)
Problem Faced By The Organisation

Some Disadvantages Of Internal Hiring

 Excess of internal hiring results in narrow thinking and musty ideas.

May result in poor turn around.
More training and learning is required making it costly.
Chances for internal politics.
Extremely difficult for a rapid growth.
Positive actions and goals are difficult to achieve.
Ripple effect
Limited candidate pool.
(Hashim, 2015)
Recruitment

Recruitment is described as the set of activities and processes used to

legally obtain a sufficient number of qualified people at the right place
and time so that the people and the organisation can select each other in
their own best short and long term interests.
Quite simply, the recruitment practice offers the organisation using a swimming
connected with perhaps experienced task individuals from where cautious
collection might be built to populate vacancies. Profitable recruitment will start
using correct job preparing along with predicting. On this step with the staffing
practice, an organisation formulates programs to populate or perhaps remove
foreseeable future task opportunities determined by an investigation connected
with foreseeable future requires, the talent accessible within along with outside
of the organisation, as well as the existing along with awaited methods which
might be consumed to attract along with maintain such talent. Also in connection
with the accomplishment of any recruitment practice include the approaches an
organisation is actually ready to use so as to determine and choose the most
beneficial individuals for its creating swimming connected with human resources.
Enterprises looking for employees intended for base-level access positions often
require minimum requirements along with knowledge. These kinds of job seekers
are often recent secondary school or perhaps university or graduates many of
who haven't but made clear options with regards to foreseeable future jobs or
perhaps usually are thinking about starting superior educational exercise. On the
center ranges, mature administrative, complex along with management positions
will often be loaded in the camera. The press intended for rare, high-quality
talent, often employed via external sources, provides typically been for the
mature management ranges. Many establishments make use of both equally
components to effect recruitment to all or any ranges.
(Shah, 2013)
The Recruitment Process

Successful recruitment involves the several processes of:

1. Improvement of your plan upon recruitment along with preservation and the
systems that provides lifetime for the plan.
2. A couple of Requirements evaluation to look for the existing along with future
man useful resource demands with the company. When the task shall be useful,

the particular man useful resource demands for each task category along with
functional division with the company need to be assessed plus a goal allocated.
3. Detection, in along with away from company, with the likely man useful
resource swimming pool and the very likely rivalry for that know-how along with
ability resident in it.
4. Task evaluation along with task assessment to distinguish the person issues
with every task along with analyze its family member worthy.
Regarding special importance is paperwork that is certainly throughout
conformity together with Overall flexibility involving Details law (where these
kinds of law exists), including:

Criteria along with procedures for that initial screening involving job
seekers;

Interview queries;

Interview lots along with panelists reviews;

Results involving reference checks.

(Shah, 2013)
Recruitment strategies and processes
Recruitment can be performed in the camera over the campaign and transport
associated with current staff members or even through testimonials and
referrals, simply by present workers, associated with family members. Where
internal recruitment could be the preferred technique of filling up vacancies,
work spaces could be publicized simply by job posting, that is, a method
associated with placing updates with manual and electronic message forums,
inside firm updates and through workplace memoranda. Recommendations tend
to be word-of-mouth ads which can be some sort of low-cost-per-hire technique
of prospecting. Inside recruitment does not often generate the quantity or even
high quality associated with staff members necessary; such an instance, the
particular enterprise needs to generate through external sources, often simply by
motivating walk-in appliers; promotion vacancies inside newspaper publishers,
publications and magazines, and the visible and/or audio media; using job
organizations in order to head hunt. The public support organizations take
pleasure in greater experience of analysis in comparison with many private field
firms; thus, openness and visibility inside recruitment and assortment techniques
are very important. The actual talk in which practices will certainly discover
many of the options available for bringing in appliers for the public support work
current market and go over approaches for managing the task.
(Shah, 2013)
Posting Vacancies & Employer Branding
Because mentioned previously, job posting means the particular train connected
with publicizing a wide open employment to help staff (often by basically posting
it upon message boards) along with checklist their attributes, like considerations
connected with information, diploma, and proficiency along with experience. The
aim of posting vacancies should be to bring towards the interest coming from all

interested individuals (inside or even outside the organization) the particular

tasks of which are to be crammed. Before posting any openings, administration
needs to make a decision whether:

It hopes to help support the employment inside their provide type sufficient
reason for their provide identify, remuneration along with status;
Selected attributes of the employment, one example is, proficiency or even
experience, changes;
There are satisfactory skilled, probable people serving inside additional
positions from the enterprise exactly who could be probable job hopefuls to the
employment;
The current organizational policy upon recruitment is still applicable (for
example, whether recommendations, by employees, connected with family will
still be a good way of answering vacancies);
The enterprises is an acronym to help profit a lot more, inside the long-term, by
prospecting people by outer options. Furthermore required would be the option
of a practical people learning resource info process of which sustains
recruitment. A highly effective, [ideally] computerised process would:
Assist inside examining using the services
Identify almost any damaging has an effect on of the recruitment practice upon
somewhat insecure groupings (for example minorities, especially in which
Identical Opportunity/Affirmative Motion legislation exists);
A good enterprise needs to evaluate the rewards along with down sides
connected with prospecting their workers via central or even outer options along
with, the place.
(Radhakrishnan, 2011) (mahendergarh, 2011)
Recruiting From External Sources
External recruiting methods can be grouped into two classes: informal and
formal.
Informal recruiting methods tap a smaller market than formal methods. These
methods may include rehiring former employees and choosing from among those
walk-in applicants whose unsolicited rsums had been retained on file. Formal
students who participated in internship programmers may also be easily and
cheaply accessed.
Formal methods of external recruiting entail searching the labour market more
widely for candidates with no previous connection to the organization. These
methods have traditionally included newspaper/magazine/journal advertising,
the use of employment agencies and executive search firms, and college
recruitment displayed during the selection process. Recruiting firms/employment
agencies are gaining in popularity, especially in the search for management
level/executive talent. Recruiting via this medium is expensive, whether the
organization uses a contingency firm or has one on retainer networking,

therefore, continues to be a viable mechanism for recruiting, especially at the

senior management level in certain industries. In many instances, networking is
a strategy used by the recruitment firms/employment agencies.
(Shah, 2013)

Conclusion
In most Community Support jurisdictions, fresh ways of recruitment are
increasingly being employed. In numerous areas, this tactics are manual
however, as computerized strategies are more pervasive, those people things of
which assistance its use will certainly suppose better recognition. Whatever the
tactics decided on with regard to use, the objective is usually to get one of the
most competent, dedicated people into the companies and also make sure that
this supply involving federal providers towards the general public is actually
appropriate and also successful, the items are involving steady high quality
which this companies accomplish this goals which is they have been founded.
(Kumaran, 2011)
References
Hashim, N. S. (2015, May 09). Recruiting - Internal v External Hiring. Retrieved
from www.scribd.com: https://www.scribd.com/doc/264744320/RecruitingInternal-v-External-Hiring
Kumaran, S. (2011, March 12). Hr Issues. Retrieved from Scribd:
https://www.scribd.com/doc/178448222/HR-ISSUES
mahendergarh. (2011, Oct 22). Employer Branding. Retrieved from Scribd:
https://www.scribd.com/doc/69847014/Employer-Branding
Radhakrishnan, P. (2011, April 04). EMPLOYER BRANDING. Retrieved from Scribd:
https://www.scribd.com/doc/52246672/EMPLOYER-BRANDING
Shah, D. (2013, June 13). Recruitment. Retrieved from Scribd:
https://www.scribd.com/doc/147628058/Recruitment