Planning for
recruitment
Mariam Abdulla
201201695
BSB 6002, class 002
Content
Cover page
1
Content
2
About our company
3
Job description
4-6
JCM model
7
Recruitment sources
8-9
Selection Methods
10-11
References
12
2
ABOUT OUR COMPANY
Meem Home is a small enterprise, established by its founder Mariam Abdulla in 2008.
its main function is to sell functional furniture accessories that align with house
decoration and furniture in a reasonable and affordable pricing strategy.
We value people needs to create a friendly, cozy home environment, therefore we align
our strategies into providing our customers with the most fashionable designs and
furniture accessories.
Our workplace:
Our main and only branch is in Bahrain located in Bahrain City Centre.
An enthusiastic team:
We believe that success needs hands and brains to be achieved, we train, develop and
maintain our human resources to meet company’s overall objective. We have welltrained staff counted more than 30 employees from salesmen to office staff, which
all of them are trained to understand customer needs and tailor our products and
services to satisfy them. We believe that HR has a significant role in company
success, HR role involves the management of the company’s human resources in
different aspects such as recruiting suitable candidates, training, benefits,
We provide:
We provide our customers with high standard products, we offer our customers with
high quality products that is produced at low costs to make it affordable for all
people. Our intentions go beyond our products, we aim to access every home with
our products.
How we are different:
We realize the fact that there are lots of competitors in our environment offering similar
products such as Home store and Home center, however we consider these threats
created by our competitors and try to overcome it. We believe that we are offering
distinctive products that match people tastes and preferences. Moreover, we
provide our customers the chance to tailor their home design and accessories by
offering specialists that create designs aligned with customer preferences.
3
JOB DESCRIPTION
Job Title
HR Coordinator
Location
Bahrain, City Centre
Type
Full time
Purpose of Position
To perform human resource basic functions and to manage the relationship
between employers and employees, as HR representatives are the connection
between management and employees that aims to reach employee
satisfaction.
Reports to
HR Manager
Responsible for
staff?
No
Main Tasks
1.
2.
3.
4.
5.
6.
7.
8.
9.
Participate in recruitment processes effectively and as per manager request.
Recognize turnover and retention of employees semi-annualy and accuratly.
Recommend improvements of employment policies efficiently.
Conduct researches as per required by management.
Report to HR manager on a weekly basis and in details.
Analyze functional processes regularly and methodically.
Represent the HR department effectively and whenever required.
Inform HR management with any disturbance when it occurs.
Execute filing functions of employees files on a monthly basis or as required
and empirically.
10. Establish good relationship with all staff in a respectful manner.
4
PERSON SPECIFICATION
Qualifications
Essential
- Degree preferably in business or
communication.
Desirable
- Degree in HR.
Justification: A Business or Communication Degree holder will be able to perform HR functions
properly, and will have sufficient knowledge of the basic functions which is essential in order to be
able to carry out tasks assigned to job holder. However, a degree in HR will be an advantage for the
applicant since he will be more in depth understanding of HR functions.
Knowledge /
Experience
Essential
- Knowledge in basic HR functions
such as filing and recruitment
procedures (eg. Interviews and
selection methods).
- Knowledge in reading HR data and
analysis.
- Basic knowledge in mathematical
calculations.
Desirable
- Experience in a similar role.
- Training in the HR field.
- Experience in team work.
Justification: the job holder should have basic knowledge about HR functions to be able to function
effectively in the position. Moreover, it is essential for an applicant to be able to understand and
read HR data and analyze it to create a readable version of these data. In addition, experience in HR
field will be an advantage for the applicant, and having a training period in HR environment will add
to the person’s knowledge and help applicant to accomplish HR tasks. As well as team work
experience will enhance applicant's abilities to accomplish his duties and establish good relationship
with others.
Skills
Essential
- Technological skills( computers
and office machines).
- Sufficient level of communication
and employability skills.
- Comply with procedures.
- Attentive to details.
- Mathematical skills.
- Organizational and interpersonal
skills.
Desirable
Justification:
It is essential for an employee to hold mentioned skills in order to be able to perform his duties and
tasks, a successful organization requires effective skills to maintain its success and improve it.
Abilities/
Essential
Desirable
5
Attributes
- Meet deadlines.
- Oral comprehension.
- Problem solving and identification.
- Work under pressure.
- Positive attitude.
- Willingness to develop and improve.
- Communicate good
relationships with others.
- Perform multitask duties.
Justification:
An applicant that holds mentioned abilities will be able to handle all tasks and duties effectively, in
the fact that a person with multiple and different abilities is able to work in any environment and to
work out different tasks.
Equipment/tools required:
- Computer.
- Phone.
- Printer
- Photocopy
Other requirements: None
6
Job Design: Alignment to Job Characteristics Model
Purpose of JCM: the model aims to predict what makes a job satisfactory for an employee,
motivating employees is an essential element to create satisfaction within company staff and the
model proposes how to motivate employees till satisfaction which is a basic element of achieving
company goals and objectives. (Moritz, n.d)
Application of JCM in the Job selected:
1.) Skill variety: As for HR coordinator it is essential to have different skills in order to be able to
perform his tasks as in task 1, 2, 4, 6, 7 and 10. To perform these tasks the job holder needs to have
analytical skills, research skills, presentation skills, communication skills, statistical skills and
recruitment knowledge.
2.) Task Identity: for a job holder it is essential to specify certain tasks that job holder is responsible
for. HR Coordinator is responsible for employees files preparation and maintenance, then he has to
analyze those files and determine the turnover and retention rates. These tasks are clearly stated
in tasks number 2, 6 and 9.
3.) Task significance: HR coordinator tasks are significant to the company HR functions, this is clear
in the 9 and 2 tasks. Managing staff files is essential for the company since the staff is a resource
for the company and it needs to maintain those resources efficiently and to keep track of their
activity and performance. Moreover, determination of turnover and retention rates helps
management to allocate any increase and to solve any problem that occurs immediately.
4.) Autonomy: as for autonomy, HR coordinator job holder has a very low level of autonomy in
decision making. sort of autonomy appears in task 8 where he is responsible for informing HR
management for any disturbance or violation committed by an employee, the autonomy is the
decision that will be taken by the job holder by evaluating the level of disturbance and taking the
decision to inform the HR manager.
5.) Feedback: giving feedback could be recognized in tasks 3 and 5 where the HR coordinator is
responsible to analyze the HR functional processes and give his feedback to HR management about
its accuracy and reliability, moreover jobholder is responsible to recommend improvements to the
employment policies to make it more effective and accurate and to generate beneficial results out
of it.
7
Recruitment Sources-Working Page
Source considered: Newspapers and Magazines
For
Against
1. Accessibility: newspapers are accessible
by a large amount of people, and since
it is printed this makes it easier to reach
it at any time. (Joseph, n.d).
2. Target: newspapers and magazines are
efficient to reach target applicants,
those who reads newspapers, at a
certain age or interested in a certain
field. (Joseph, n.d).
1. Costly: publishing vacancies
advertisements in newspapers increase
company's expenses, and the cost
depends on the size and number of
publications of the ad.
2. Transmission fall off: due to technological
revolution newspapers and magazines
readers rates are declining overtime,
which mean less audiences. (Suttle, n.d)
Source considered: E-Recruitment (Company’s website)
For
Against
1. Bigger audience: on behalf of
1. High volume of response: E-recruitment is an
technology development people
easy and fast method for applicants, thereby
incorporation with technology increase,
lots of people apply for different jobs which
therefore E-recruitment is the most
makes it difficult to review large amounts of
appropriate method for reaching bigger
resumes. (Whatjobsite, 2011).
range of applicants. (Whatjobsite, 2011)
2. Cost effective: low cost of Erecruitment advertisements makes it an
attractive way for job vacancy
advertisement. (Whatjobsite, 2011).
2. Technical issues: it is possible that a technical
issue may arise, which will affect application
processes. It is possible that information
would be hacked which affect information
security. (Whatjobsite, 2011).
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Source considered: Refferals
For
Against
1. Time value: it actually reduces time
spent on searching for suitable
candidates, since people will
recommend suitable applicants for the
job. (Frost, n.d)
1. Giving favors: recruiting applicants as a
favour for the employee who
recommended him, even if the applicant
is not qualified and suitable for the job.
(HRNinja, n.d)
2. Cost effective: considering that there
are no advertisements in this
recruitment source, company’s
recruitment expenses will be reduced.
(Frost, n.d)
2. Low quality of referrals: due to favourism,
applicants might be at low quality of
performance which might affect company
performance as well. (HRNinja, n.d).
Recommended and Justified Recruitment Source/s:
In the case of our company it is recommended to recruit through E-recruitment, taking into
consideration that it is cost effective and it has the widest coverage of audiences. It is cost effective in
the sense that the costs of recruitment are reduced because of online recruitment (online job
advertisement) and that company’s website already exists, and in addition it covers a wide range of
audience considering people’s high usage of technology. Moreover, E-recruitment is efficient
acknowledging the availability of the KSAO’s in the market and that a suitable candidate could be
found easily through E-recruitment, as a result of KSAO’s availability in the market it is most likely that
company will find the suitable candidate that fulfil company’s needs.
9
Selection Methods-Working Page
Method considered: Structured interviews
For
Against
1. Interaction: it involves lots of
interaction between applicants and
interviewers, which helps the
interviewer to know the applicant very
well and to narrow the yield ratio.
1. Discrimination: there could be some
discrimination according to gender, age or
appearance, which will not be beneficial
for the company as all what matter is the
ability to perform the job and how
qualified the person is.
2. Collection of reliable information:
interviewer will be able to extract
primary information from the applicant
which cannot be extracted in another
method, which minimizes selection
options and gives reliable results upon
the reliable extraction. (Sociology, n.d)
2. Requires pre-planning: the interviewer
has to plan ahead the structure of the
interview, and he needs to prepare his
questions previously which requires
certain knowledge and effort. (Sociology,
n.d)
Method considered: Challenge test
For
Against
1. More knowledge: it gives more
knowledge about the applicant abilities
and skills, and whether it suits the
vacancy or not. (Heibutzki, n.d)
2. Narrowing the selection process: it
helps to cut down the number of
suitable candidates and make it easier
to choose the right candidate as it will
be based on their acheivment.
1. Cost: it will cost the company extra
expenses in the recruitment process.
2. Possible inaccuracy of analysis: it is
possible that the analysis would not be
accurate due to any circumstance which
might cause choosing the wrong
candidate instead of the appropriate one.
(Heibutzki, n.d).
10
Method considered: References
For
Against
1. Information from a third party: it helps
to get more information about the
applicant from another point of view
other than the applicant himself.
2. Protection from future lawsuits: it
protects the company from future
lawsuits if the applicant has any
criminal record or unacceptable
behaviour. (CVTips, n.d)
1. Waste of time and money: it could waste
company time and money without getting
any benefits from it. (CVTips, n.d)
2. Possibility of inaccuracy: it is possible that
the reference gives inaccurate
information about the applicant.
Recommended and Justified Selection method/s:
In the case of our company the most suitable selection methods are structured interviews and skills
test, in the sense that information gained out of them will be valid and reliable to make a decision of
selecting the suitable candidate. Although these selection methods are time, budget and effort
consuming, but their results are very effective in the selection process and narrowing the number of
applicants. Interviews and skills test will prevent selecting poor qualified and skilled candidate. To
add, an interviewer will be able in a well-structured interview to match applicant’s skills with the job
description and narrow the number of candidates that are suitable for the job. On the other hand the
skills test will help the HR management to identify the level of competency the applicant holds in
order to review the ability of the applicant to handle the job tasks.
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References :
CVTips. (n.d.). Advantages and disadvantages of a background check?. Retrieved from
http://www.cvtips.com/interview/advantages-and-disadvantages-of-a-background-check.html
Frost, S. (n.d.). The advantages & disadvantages of using employee referrals. Retrieved from
http://www.ehow.com/info_12065131_advantages-disadvantages-using-employee-referrals.html
HRNinja. (n.d.). The pros and cons of hiring through referrals. Retrieved from
http://www.hrninjablog.com/?p=2402
Heibutzki, R. (n.d.). What are the advantages & disadvantages of achievement tests?. Retrieved from
http://education.seattlepi.com/advantages-disadvantages-achievement-tests-1026.html
Joseph, C. (n.d.). The advantages of recruitment from newspaper want ads. EHow, Retrieved from
http://www.ehow.com/info_7935787_advantages-recruitment-newspaper-want-ads.html
Moritz, B. (n.d.). Motivation at a glance: An ischool collaborative. Retrieved from
https://sites.google.com/site/motivationataglanceischool/job-characteristics-theory
Sociology. (n.d.). Structured interviews. Retrieved from http://www.sociology.org.uk/methsi.pdf
Suttle, R. (n.d.). The disadvantages of newspaper recruiting. Demand Media, Retrieved from
http://work.chron.com/disadvantages-newspaper-recruiting-21538.html
Whatjobsite. (2011, sep 5). Advantages and disadvantages of online recruitment. Retrieved from
http://www.whatjobsite.com/content/recruiter-zone/online-recruitment-basics/advantages-disadvantagesof-online-recruitment/
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