Recruitment & Selection Case Study for Maple Leaf - myassignmenthelp

Question: Discuss about theRecruitment Selection Case Study for Maple Leaf. Answer: Introduction As per the case study of Maple Leaf Shoe Ltd. the strategy has to be made for the recruitment and selection of a result-oriented person who is capable of handling the employee criticism, redesigning job, dealing with union etc. The strategy would assist the business in attaining the goals during challenges. Recruitment Strategys Assessment The current practices of the company need to be changed as the experience is needed for the job of human resource manager. The human resource manager is one who has to take care of all the human resource needs of the business (Sayce, Weststar Verma, 2012). It is also suggested that recruitment manager should be hired separately because people must have a separate point of contact for discussing their issues from the day they are hired. The same person has to be the point of contact for sharing their feedback, grievances, suggestions up to the day the employees stay with the business. It is also suggested that the Internet and information system is applied to the recruitment strategy of the business and there is active listening applied to the human resources strategy. The manager should be approachable and quick decisions should be taken. The software must be utilised for human resource communications so that the employees feel easy and quick to deal with the management of their day to day human resource activities such as payroll management, scheduling, recruitments, reporting etc. Recruitments can also be made easier by use of human resource information system because lot of recruitment tasks will be systematic and automated. There would be less human intervention needed. For thefutureit is suggested that with the rise in technology,new softwareshould be embraced and therefore recruitment of Robinson would be better since having technical awareness and skills which make him ahead of other candidates.v Selection Strategys Assessment There are four people who have been finally shortlisted from different candidates and as per my suggestion; Steven Robinson is the best one. When others are also compared then Arthur, Jane and Michael follow Steven. He is the only one who is technically sound and holds the experience which suits the job requirements. He can be useful in the growth of the business and he can form a part of the HR strategy. The process has right steps of identifying all the job requirements and relating the skills with the job. The jobs and skills have to be linked and the steps have to be performed for measuring the peoples skills needed so that the basis of comparing their performance can be laid (Compton, Morrissey Nankervis, 2010). If the comparison of two persons has to be made then there has to be some criterion set which is common amongst them. From the case study it can be seen that none of the past experiences or skills of the four candidates are similar; therefore any of the factor can be chosen which can be Considered for comparing them. This factor can be anything which is critical for the performance such as the past track record of output, quality of work, review report given by the past superiors (Gavrel, 2015). It is also suggested that future decisions with respect to the selection of candidate must be based on some valid and relevant comparisons. Invalid or irrelevant comparisons cant be considered as basis of selection like the Record of leaves compared with record of units produced (Selection process, 2013). References Compton, R., Morrissey, B., Nankervis, A. Effective recruitment and selection practices. Gavrel, F. (2015). Participation, Recruitment Selection, and the Minimum Wage. The Scandinavian Journal Of Economics, 117(4), 1281-1305. Sayce, S., Weststar, J., Verma, A. (2012). The recruitment and selection of pension trustees: an integrative approach. Human Resource Management Journal, 24(3), 307-322. Selection process. (2013). [Austin, Tex.].