Recruitment Plan for Fred McRae’s Quality Foods Merger

Objectives of the Recruitment Plan

INSTRUCTIONS TO CANDIDATES

· Answer ONE question from Part A and TWO questions from PART B. There are THREE questions in total.

· All questions carry an equal mark of 33.33. Total mark for this exam is 100.

· This is a closed book examination.

· No material, including dictionaries, is allowed in the examination room.

PLEASE DO NOT OPEN THIS PAPER UNTIL INSTRUCTED TO DO SO BY THE SENIOR INVIGILATOR

Fred McRae’s Quality Foods

Fred’s Quality Foods is a leading retailer of fine foods to local restaurants and catering businesses.  The company is very focused on providing the right products to restaurants and caterers.

Fred’s Quality Foods will formally merge in December 2021 with an American company, McRae’s, which is bringing international expertise into the business with the aim of entering the high-quality market and gaining a large share.  The goal of the merger is for the new company to lead the market in the provision of fine products.

A number of HR functions need to be put into practice to facilitate the merger.  Firstly, a job analysis needs to be undertaken with employees being involved. Accurate job descriptions and job specifications will then emerge. These will define what the merged business is looking for in its staff.

Fred McRae’s Quality Foods is looking for its job descriptions to allow for flexibility to encourage innovative job practices that motivate talented workers to be more productive and give the new company an edge in the market.  The new workers will have some control over the work they do.

The new senior executive wants to ensure that the merger works well.  An essential part of a successful merger is ensuring that forecasting demand for products is as accurate as possible as well as putting in place talented staff with the required skills.  Fred McRae’s Quality Foods sales forecast indicates that the new product range will attract additional sales at the quality end of the market.  Higher-skilled staff will need to be found, with new technologies reducing the need for 50% of the lower-skilled staff.  However, the management wishes to retain lower-skilled staff where practical.

Some long-term members of staff are concerned they will lose their jobs.  Many of them will need to be kept on, to continue the lower-end food production activities.  The performance management system has identified some employees who have abilities which could make them eligible for future promotion.

The management advises HR that they should get the planning, recruitment, selection and training right to minimise labour turnover.

You have been hired as the HR director and asked to provide answers to the questions below.

Part A -  Total mark value is 33.33

Based on the case study above, please answer ONE question from this section.

1. Set out a recruitment plan, appropriate to the merger situation.  Give consideration within the plan to the possibility of redundances and the relevant laws that apply.

2. How could a diverse and inclusive working environment benefit the company’s performance?  

Part B – Total Mark value is 66.66

Based on the case study above, please answer TWO questions from this section.

1. What human resource practices can be used to identify the poor performers and identify if there is a training issue within the company?  Explain how these practices can be implemented.  

2. How can the company develop the skills and competencies of its employees so that the company can meet its goal of becoming a market leader?

3. What rewards can be offered to motivate employees? Explain why the rewards could increase employee motivation.  

4. What communication systems can be used to manage employees and provide them with appropriate support during the merger transition period?