Strategic Recruitment And Selection Plan For OzStyle4U Store Manager - Hobart

You are required to develop and justify a strategic recruitment and selection process/plan for a specific position. Information about the position and the hiring organisation is provided below,

Through your report you should, therefore, demonstrate that you can:

• Identify and describe the theoretical concepts and processes of strategic recruitment and selection;
• Interpret and analyse research in a critical manner; and
• Justify your rationale for applying the theoretical concepts and processes of HRM practice.

As the HR Manager for OzStyle4U, you have been asked to generate a report document, which will support the effective and equitable employment of a suitable staff person in the role of Store Manager - Hobart. In particular, you are required to develop a strategic recruitment and selection plan to guide OzStyle4U.

The Queensland company – OZStyle4U – requires an effective recruitment and selection process for the employment of its first Store Manager in its Tasmanian ‘flagship’ store scheduled to open in Hobart in 12 weeks’ time. This is a full-time, ongoing position with career development opportunities. External recruitment is necessary, as no internal candidates have been found suitable or available for the position; and it is desirable to have the new manager commence within 9 weeks, if possible. The aim is to allow the new appointee to receive a full induction into the organisation, and to participate in the recruitment of new store staff. The position description is below.

While OzStyle4U has a succession management plan in place, there are no internal candidates suitable for the position and therefore external recruitment is necessary. OzStyle4U’s recruitment is undertaken in-house by the HR Manager; therefore, external recruitment agencies are not used.

In your role as HR Manager for OzStyle4U, you have been requested to provide a report that describes and justifies the process of a strategic recruitment and selection plan for the hiring of the Store Manager – Hobart. 

To complete your report, you will need to draw on theories and concepts presented in the prescribed readings, as well as research literature on recruitment and selection processes.

Pre-Recruitment Strategy

The present report provides an overview on the strategic recruitment and selection plan for guiding the Queensland Company OZStyle4U regarding hiring of Store Manager- Hobart. The study identifies theoretical concepts and processes of recruitment and selection procedure. Strategic recruitment as well as selection begins at the vision and mainly works with the management for building hard working, well- structured and innovative business by integrating appropriate people. The recruitment procedure includes sourcing, interviewing of the future employees and selection process entailing staffing as well as training new employees in their job role (Skålén, Gummerus, von Koskull,  & Magnusson,  2015). Effective recruitment and selection process helps the enterprise to perceive human resources that is needed to sustain competitive advantage over its rivalries. As the OzStyle4U wants in developing expansion procedure, development of strategic recruitment procedure will help to concentrate on filling the vacant place of operational manager located at Hobart. However, well –structured HR plan will aid to reduce employees turnover and create considerable contribution to its financial performance.

Ozstyle4U is one of the biggest designer based retail store chain in Queensland that plans to expand into other region of Australia. Ozstyle4U is innovative and growing enterprise that targets to differentiate itself from their rivalries through extraordinary customer service and high quality fashion wear that creates customer loyalty. With the focus of making operational business procedure, the company has decided to implement suitable employees in role of the operational manager. Ozstyle4U motivates its store managers to be committed to innovation as well as fineness in customer service. The company is passionate about making difference to well- being of workers and enterprise’s future. The management of Ozsryle4U also decided to fill vacant place by developing external recruitment process since they found no workers suitable for the desired post. This store is situated in Hobart that is capital of Tasmania. The target of this company is to permit new appointee to attain full induction into this company and also to participate in recruitment of the new store employee.

The main concept of the pre- recruitment strategy is to concentrate on assessment procedure of all vital factors that this company is required to address before adopting strong recruitment strategy. The main idea of pre- recruitment strategy mainly concentrate on all preliminary factors before structuring interview plans and process (Elving et al., 2013). The pre- recruitment strategy helps to determine vital attributes that are needed by this company before developing strong recruitment strategy. Before making pre- recruitment strategy, it is vital to know organization’s history, mission and company’s direction. A strategy will be considered where its own brand of recruitment can be bolstered. In this circumstances, they might not have to convince individuals to trust the job. It will also facilitate in enabling trust with recruitment framework (Uzair, Majeed & Shakeel, 2017).

Business Strategy for OzStyle4U

As per Kang & Ritzhaupt (2015), strategies are usually developed within the business operations, with a view towards improving business procedure. The company aligns its business strategies with constantly varying business environment.  The human resource management of Ozstyle4U plays crucial role in formulation of business strategy. The adoption of business strategy by HR manager of Ozstyle4U includes- timely supply of qualified laborforce, effectual job analysis, proper selection criteria and procedure and involvement of line managers in recruitment and selection procedure (Nankervis et al., 2016). The action plan to be adopted by Ozstyle4U must be aligned with HR management so that they can gain competitive advantage over its rivalries. The HR manager of this company must formulate and adopt strategies via HR activities sich as – recruiting, selecting, rewarding and training its employees. The business strategy of Ozstyle4U should be focused on long- term objectives instead focusing on internal problems and addressing such problems that impact employees management program in long run (Brewster, 2017). This in turn will help to enhance employee’s motivation and productivity in business.

Table 1: Business strategy for Ozstyle4U

The aspects of human resource within the business is one of the biggest aspects of the organization. The company’s strategic performance assess the procedure that includes the approach implemented by the company to concentrate on HRM practices (Chow, Teo & Chew, 2013). For being competitive in the market, this organization need to concentrate on recruiting skilled employees and developing proper business strategy. If this enterprise finds appropriate employees for filling up vacant place for operational managers, then it can attain huge benefit in improving financial performance. Furthermore, with this view of attaining effective talent philosophy, this enterprise is required to assess five main factors that involve- performance, behaviors, transparency, differentiation and accountability. By using these five factors, this enterprise can assess its talent philosophy within the business. The managers of Ozsryle4U must align their business strategy with HR strategy in order to enhance employees motivation and culture.  In fact, the HR managers of this organization must strategically position training and development in order to promote business target and objectives (Apenko, 2017). Moreover, Ozstyle4U should gauge its market position as well as determine talent, knowledge and skills of employees to be effective (Tracey et al., 2015).

As per Kang & Ritzhaupt (2015), job analysis is crucial for all the human resource activities.  Job analysis refers to the procedure of collecting and assessing information regarding content and individual requirements of jobs. The job requirement matrix focuses on the job position of recruitment strategy. This job requirement matrix concentrates on few parameters that require to be specified in procedure of developing effective recruitment strategy. Some of the crucial determinants that are needed to fulfill in strategic recruitment operations include- duty tasks, time to be spend on duty, competency as well as significance of competency to its financial performance (Davis et al., 2016). Nonetheless, there are few vital factors that contribute to job position recruitment matrix. Some of the vital factors that the Ozstyle4U is required to concentrate on the appropriate requirement matrix include- comfortable with ambiguity, self- leadership and so on. One of the best indicator to success is to be successful in the type of business working environment. The job requirement matrix of Ozstyle4U is given below-

HR Staffing Implications Associated with Business Strategy

Table 2: Job requirement matrix of Ozstyle4U

The operational manager to be recruited in this organization is required to assess all vital activities that cover different types of business operations. The above job condition matrix of Ozstyle4U will stipulate every requirements of the enterprise and define varied characteristics of the managers for analyzing the store performance.

McDermott et al., (2013) cites that EVP relates to the value that an employer provides to their workers in return for their work. EVP mainly encompasses all the things that an employee attains in return for their effort and time invested in their job performance. EVP is important for employer branding and recruitment marketing strategy. Some of the major components of EVP include- compensation, benefits, work environment, career and culture. Developing EVP is a key to success towards attaining best talent. Effective EVP builds as well as reinforces background of a company that involves- culture, vision, work practices, growth opportunity and management style of the company. With appropriate value proposition, workers of an enterprise get motivated to give best performance in their job. Ozstyle4U is required to focus on three vital strategies for improving EVP. These strategies include-compensation savings, higher employment commitment and improvement in employees attractiveness. By developing effectual EVP, Ozstyle4U might be able to develop larger talent pool within its business (Davis et al., 2016). Moreover, the job of recruited operation manager will be to focus on managing effective EVP performance in order to decline compensation premium and attract new workers (Leekha Chhabra & Sharma, 2014).

Table 3: Employees value proposition for Ozstyle4U

Table 4: Source effectiveness analysis specified position

The recruitment communication mainly emphasizes towards the development procedure of appropriate communication channel (Breaugh, 2013). One of the crucial objectives of an enterprise is the cost efficient strategy. The recruitment process is divided into two kinds- external and internal. The HR managers of this specific organization have decided to develop external recruitment procedure for accomplishing the business goals. This external recruitment procedure will help the HR managers of Ozstyle4U to analyze the appropriate employees (Klotz et al., 2013). In the external recruitment procedure, advertisement of job is one of the vital strategy adopted by the HR manager of this company. The advertisement mode is mainly categorized into few segments such as- traditional communication and modern communication process (Bamberger, Meshoulam & Biron, 2014). The company has also decided to utilize both modern as well as traditional advertisement process for recruiting the manager. The management of this company also targets newspapers as the medium of traditional communication (Slavi?, Bjeki? & Berber, 2017). Moreover, the enterprise also targets modern communication mode as well as job advertisement process through employers portal and emails.

According to Townley (2014), selection relates to the process of selecting appropriate candidate based on their capabilities and prerequisite qualifications for filling up the vacancy within the company. There are various methods of selecting candidates within the organization, which include – online screening, interviews, aptitude tests, psychometric tests, presentations and so on. Ozstyle4U should adopt few selection methods for selecting its operational manager such as- selection test, preliminary and final interview method, group discussion and background checking of the candidates.

Table 5:Assessment plan for the specified position

The assessment plan for a particular position in Ozstyle4U will concentrate on the crucial objectives for accessing all the performance indicators. For assessing appropriate assessment plan, overview of this enterprise is to concentrate on vital characteristics, which in turn will guide to integrate proper recruitment procedure. This in turn will help the enterprise to fulfill common enterprise target strategy.

The interview procedure of the company is categorized into various segments that include- selection test, interview, reference and employees background check and the selection decisions. All these main steps will concentrate on effectual interview panel for this company. Furthermore, this specific company will mainly concentrates in the procedure of integrating psychometric testing for selecting the applicants (Pau et al., 2016). The organization will also follows other aspect of selection process for filling its vacant position. This in turn will aid for future establishment as well as business expansion across the globe.

Table 6: Pane interview questions for the specific position

Ozstyle4U will focus on certain criteria for selecting the candidates. In fact, these applicants will be chosen based on their education, knowledge, skills, experience. The enterprise will mainly focus on three attributes such as- testing, collecting information and interviewing applicants (Kusumastuti 2013).

Conclusion

From the above discussion, it can be concluded that Ozstyle4U has decided to adopt effective recruitment strategy in order to select appropriate candidates for this post. Effective recruitment strategy will aid the organization to select appropriate people for this post. This organization will have to focus on overall selection procedure and attain proper understanding about various types of strategic recruitment procedure. Moreover, the company also concentrates on pre- recruitment strategies for making the recruitment procedure effective. Overall, it is predicted that the company might attain benefit from its recruitment and selection process.

References

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Bamberger, P. A., Meshoulam, I., & Biron, M. (2014). Human resource strategy: Formulation, implementation, and impact. Routledge.

Breaugh, J. A. (2013). Employee recruitment. Annual review of psychology, 64, 389-416.

Brewster, C. (2017). The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). Routledge.

Chow, I. H. S., Teo, S. T., & Chew, I. K. (2013). HRM systems and firm performance: The mediation role of strategic orientation. Asia Pacific Journal of Management, 30(1), 53-72.

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