Analyzing Recruitment and Performance Management in HR Functions

ASSIGNMENT 4 : Analyse 2 Human Resource (HR) Functions SNEHDEEP KAUR ( 008010463) agi MANAGING THE HUMAN RESOURCE FUNCTION.( HRM 0100) Patti Sheare 9 April, 2024

OVERVIEW Company XYZ is a well-established textile organization based in India, with approximately 600 employees. The company operates in the textile manufacturing sector, and produces a wide range of textile products for both domestic and international markets. XYZ has been in operation for over a decade and has established itself as a reputable player in the industry. XYZ does a lot of things in the textile world. They start with making yarn, then they weave it into fabric, dye it with colors, print designs on it, and finally, they make clothes out of it. This way, they can control everything and make sure that the quality is not compromised. The company initially commenced with just 100 employees of workforce, yet over the span of a time, it turned into 600 employees. Presently, due to intensified market competition, the organization is diligently putting efforts to align with dynamic market demands through innovative strategies and strategic human resources practices, by aiming at attracting highly skilled and potential employees. Apart from skilled textile worker, thay aim to attract potential Production Manager, Textile Designer, Supply Chain Coordinator, Sales Representative, Environmental Health and Safety Officer Regarding unionization, Company XYZ operates in a non-unionized environment. This means that there are no formally recognized labor unions representing the employees interests. Recruitment and performance management are of paramount importance to an organization for success. In this paper, I will do evaluation of the recruitment and performance management functions of HR performed in XYZ company. Through this analysis, I’ll try to analysis what was done well and what was not done well, and at that same time I'll incorporate my recommendations based on my understanding of these 2 functions after studying this course.

RECRUITMENT A) Analyse what is done well Company XYZ recognizes the strategic importance of the recruitment function. They understand that attracting and hiring the right talent is crucial for maintaining operational efficiency and at the same time, they keep on expanding their team, so, they allocate adequate resources and attention to their recruitment processes. Plus, they fosters diversity and also focus on helping their employees grow and get better at their jobs. Recruiters of XYZ company find out what job requirements are, by listening to what the manager says and by looking at job analysis information. This info is really helpful because it tells them what's important for the job and what they should look for in applicants. Recruiters also look at human resource plan. This plan helped them figure out which jobs need to be filled from outside the company and which ones can be filled by promoting people already working there.This way, they make sure the right people are in the right positions, and they also give current employees chances to grow within the company. But their main focus remains on external recruitment because they believe they can find people with skills and knowledge that they might not already have within the company. Using job portals, ads, job fairs, and agencies helped Company XYZ find more candidates. By tapping into these different sources, the company can attract a wider range of people. Company XYZ have used social media to advertise job openings. This means posting about jobs on platforms like Facebook, Twitter, or LinkedIn. Social media helped the company target certain groups of people and catch the attention of candidates. (Unit Notes) By diversifying their approach, XYZ ensured a broad reach and, enhanced the chances of finding suitable candidates for various job roles. Company XYZ have also demonstrated

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proficiency in crafting compelling recruitment advertisements. Their job postings are clear, and concise, and highlight key job responsibilities, qualifications, and benefits. B) Analyse what is not done well While promote-from-within policies and internal recruiting are widespread and help in career growth for current employees, Company XYZ does not effectively implement these policies. They bypass current employees and hire externally for job openings, leading to employee dissatisfaction and turnover. Company XYZ didn’t evaluate recruitment effectiveness through metrics such as Time elapsed before filling positions, time required to get applications, cost-per-hire, and quality of hires. Analyzing these metrics would have helped in assessing the efficiency and impact of recruitment efforts. C) Provide recommendations that would enhance, improve, and/or change the situation.  Company XYZ should establish feedback mechanisms to gather insights from both candidates and hiring managers regarding their recruitment experiences. Candidate feedback surveys can help identify areas for improvement in the recruitment process.  It's crucial for Company XYZ to track recruitment metrics to evaluate the effectiveness of their hiring processes. (Schwind et al, 2019)  Company XYZ should prioritize internal talent development and promotion. This not only boosts employee morale but also enhances retention rates.  Encouraging employees to refer qualified candidates for open positions not only helps in attracting top talent but also promotes a culture of employee engagement and teamwork. (Unit Notes)

 Investing in recruitment technology such as applicant tracking systems (ATS), candidate relationship management (CRM) software, and data analytics tools can streamline the recruitment process and improve efficiency. (Schwind et al, 2019) PERFORMANE MANGEMENT A) Analyse what is done well Company XYZ has a well-defined performance appraisal system aimed at assessing employee performance, providing feedback, and facilitating career development. The performance appraisal process at Company XYZ is systematic and transparent, involving goal setting, mid-year reviews, annual evaluations, and feedback sessions between managers and employees. Company XYZ excels in setting clear performance targets and standards for its employees. Through well-defined job descriptions and performance criteria, employees understand what is expected of them in terms of job performance, behaviors, and skill development. This clarity helps employees focus their efforts on areas that contribute most to their success and the success of the organization. Performance appraisals at Company XYZ serve multiple purposes. They are not just limited to evaluating past performance but also focus on identifying areas for development, setting future goals, and providing feedback for continuous improvement. The company emphasizes regular feedback and follow-up as part of its performance management process. Managers are encouraged to provide ongoing feedback to employees, both formally through scheduled performance reviews and informally through regular check-ins. This continuous feedback loop enables employees to receive timely guidance, recognize their strengths, and address areas for improvement.

The company uses a combination of comparative (e.g., ranking, forced distribution) and noncomparative (e.g., rating scales, performance tests and observations) appraisal methods. (Unit Notes) Company XYZ recognizes the importance of gathering feedback from various sources. Performance appraisals involve input from supervisors, peers, subordinates, and even customers where applicable, providing a well-rounded assessment of an employee's performance. B) Analyse what is not done well Company XYZ does not fully integrate performance management with talent management practices. Although performance data is collected, it is not always effectively used to inform decisions regarding employee development, succession planning, and talent retention. The organization predominantly relies on comparative evaluation methods, such as forced ranking to assess employee performance. This approach can foster unhealthy competition among employees, and lead to morale issues. While managers are responsible for conducting performance evaluations, there is limited training provided to them on conducting fair and unbiased assessments. This lack of training increases the risk of subjective evaluations, favoritism, and biases based on factors such as gender, age, or personal relationships. (Unit Notes). While Company XYZ acknowledges the importance of rater training, there are gaps in effectively mitigating biases among raters. Despite providing training on common biases such as the halo effect and leniency bias C) Provide recommendations that would enhance, improve, and/or change the situation.  Company XYZ should implement Management by Objectives (MBO) as part of its performance management approach. While supervisors should jointly establish performance goals with employees, there should be emphasis on ensuring that goals are mutually agreed upon and objectively measurable. As a result, employees may feel

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connected to their goals, leading to increased motivation and engagement. (Schwind et al, 2019)  Continue gathering feedback from various sources, including supervisors, peers, subordinates, and customers. This multi-source feedback provides a more comprehensive and balanced assessment of employee performance, which helps to identify strengths and areas for improvement more accurately. (Unit Notes)  Offer thorough training to managers on conducting fair and unbiased assessments. This training should cover techniques for effective feedback delivery, recognizing and mitigating biases.  Ensure that performance data collected is effectively utilized to inform decisions regarding employee development. (Schwind et al, 2019)

REFERENCES Schwind, H. F., Uggerslev, K., Wagar, T. H., & Fassina, N. (2019). Canadian Human Resource Management: A Strategic Approach (12th ed.). Toronto, Ontario: McGraw- Hill Education. Sheare, P.(2024). Human Resource Planning.(Powerpoint slides). UMLearn. https://universityofmanitoba.desire2learn.com/d2l/le/content/565971/viewContent/ 3742340/View The University of Manitoba, (UMLearn, Unit 5), Managing Human Resources Function-HRM-0100-E17-Recruitment The University of Manitoba, (UMLearn, Unit 8), Managing Human Resources Function-HRM-0100-E17-Performance mangement

HR FNX ASSIGNMENT 4

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