HR ASSIGMENT Group

BITM
By prof HR
Contents
Executive Summary 3
Assignment Brief 4
Sourcing of journal articles 5
Introduction 6
How job satisfaction effect recruitment 7
Concept of selection 7
Employee referral 7
Host community influencing recruitment 7
Influence of top management to recruitment 7
How job satisfaction affects hr planning 8
Analysing organizational objectives 8
Inventory of present human resources 8
Forecasting demand and supply of human resources 8
Estimating manpower gaps 8
Some other factors 9
Creating a proper job description 9
Deciding job specification 9
EMPLOYEE TESTING AND SELECTION 10
Employee Testing and selection procedures 10
The “Big Five” 10
Extraversion 10
Emotional stability/neuroticism 10
Openness to experience 10
Agreeableness 10
Conscientiousness 10
Types of Tests that could be done 10
Tests for analytical abilities 10
Benefits 11
Considerations 11
Some things to look for while hiring 11
Satisfaction in the workplace 13
Does induction and orientation matters to the staff? How it effects to the staffs job satisfaction? 13
INDUCTION 13
ORIENTATION 14
Conclusion 16
References 17
Executive Summary
Assignment Brief
Assignment Brief
This assignment focuses on analysing human resource practices in the context of Maldivian
tourism related businesses. With the aid of human resource management theories, students
are required to analyse, evaluate and understand the difference between practical and theory.
This assignment consists of two tasks.
Task 1: Group Report (100 marks)
Critically evaluate and write an article on how proper human resource planning, recruitment,
employee testing and selection, orientation and learning and development has an impact on
job satisfaction.
You are required to meet the following criteria in general:
Read at least two peer reviewed journal articles (hospitality and tourism context) on the
following topics and write a research report on how job satisfaction is affected by proper
human resource planning, recruitment procedures, employee testing and selection tests
conducted, proper induction and orientation and having a proper learning and development
function in the establishment. You could also examine how each function interacts with each
other
I. Human Resource Planning
II. Recruitment
III. Employee Testing and Selection
IV. Employee induction and orientation
V. Learning and development
VI. Job satisfaction
Sourcing of journal articles
Introduction
How job satisfaction effect recruitment
In human resource management, “recruitment” is the process of finding and hiring the best
and most qualified candidate for a job opening, in a timely and cost-effective manner. It can
also be defined as the “process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization”.

Concept of selection
This is the second process of recruitment, it is the process of choosing the right candidate
which that match job specification and the requirement of the organisation. Selecting the right
candidate is important for 3 reasons: they are performance, costs and legal obligations
(Neeraj 2012). Moreover, choosing a candidate who work to achieve success on the job is
also very important. Organisation is other than selecting right candidate for right job if not it
will affect selected candidate also. Job satisfaction of him/her will be very low because job is
not the right fit for the candidate. Organisation should select the right candidate for the right
job to keep employees satisfied.

Employee referral
It’s a situation where the existing employee of the organisation recommends to select a
candidate for the job without the process.
It might affect negatively or positively to the organisation. Sometimes existing employees
recommends people who are not fit for the job, if they got the job they can’t perform well. It
will definitely affect job satisfaction level. On the other hand existing employees
recommends experienced and qualified staff, in this case its positive, it will increase job
satisfaction level.
Stephen etal (2013) study shown that there some behavioural differences between referred
and non-referred workers.

Host community influencing recruitment

Community where organisation is based tries to influence organisation to give jobs to their
people. In Maldives some resorts faced this problem, because of the high influence from
nearby islands. Such employees are not allowed to pass through recruitment process, some
situations they don't even apply for the job. Most of the time in this situation candidates are
unqualified for a job. This will affect the whole organisation and the job satisfaction of the
employee. Host community influences includes government regulations, laws to regulate
recruitment of employees in private and public enterprise.

Influence of top management to recruitment

Sometimes top management pressure to hire someone they want without looking at
qualifications and skills. In this situation there is other way to Human resource department or
recruitment team, they should select that candidate. It’s totally against organisation objectives
it will also affect job satisfaction of the selected employee.

*Providing wrong information to new employees

In this case employee will not be aware about the organisation and information he got is even
wrong. New employee will choose the wrong path in this situation, his job satisfaction level
will be very low. It creates a bad vibe and district employees from their tasks as a result want
to leave the organisation.

How job satisfaction affects hr planning

Human resource planning is a process which helps to identify current and future human
resources needed to achieve organisational goals.  It also ensures that it has the right number
and kind of people at the right place and at right time, capable of effectively and efficiently 
completing the tasks that help the organization to achieve its overall objectives. There are six
steps in human resource planning of this effect job satisfaction of the employees. Here I will
mention four steps in human resource planning which effect job satisfaction.

Analysing organizational objectives

Analysing organisational objectives need to be achieve in future will gives the idea about the
work to be done in organisation to achieve objectives of the organisation. Without analysing
organisational objective’s, the gap between organisation and their objectives will be huge. In
this situation employees follow wrong direction because they don’t know future works to be
done to achieve objectives of the organisation. It will definitely affect job satisfaction and
demotivate employees to work in organisation. This step is necessary for organisation to keep
employees satisfied about their job and to achieve organisational objectives.

Inventory of present human resources

This step involves identifying the number of employees, their capacity to fulfil their job tasks,
performance and potential with the help of human resource information system. In this
process they identify this information which human resource team can use to fill job
requirements internally. They can transfer their staffs to different departments according to
potential and capabilities of employees which will increase their job satisfaction. Employees
can perform well than their previous post because capabilities meets its requirements. also
monitor performance of the employee which can provide feedback to employees as a result of
this satisfaction level will increase, employees are getting more ideas to fulfil their roles and
responsibilities in organisation.

Forecasting demand and supply of human resources

There should be a proper match in job description and job specification for same job and
profile of the candidate should meet it, otherwise employee can’t perform well. It mostly
occurs when human resource team select employees from wrong source or because of some
influences on them from management and personal side. In this situation his job satisfaction
level will be low and people who work with that employee satisfaction level also will
decrease, wrongly selected employee might find difficulty in completing tasks this will surely
impact to other staffs who are working in that department, slowly it will affect job
satisfaction of the employees involved in that department.

Estimating manpower gaps

In this process we can find out human resource is surplus or deficit. Training and
development programmes should be done to upgrade staff’s skills. Training and development
programmes also effect job satisfaction of the employees. With the help of training
programmes staff’s skills will improve which will improve job satisfaction level, if an
organisation doesn’t run those kind of programme staffs remain at same level or a very
limited level. These programmes are very positive signal from management to staff, because
these programmes help staffs to go forward to next level these all training programmes will
affect job satisfaction of the employees.

Some other factors

Creating a proper job description 
Job description includes roles and responsibilities of the job, if it done incorrectly the selected
candidate won’t have the right quality to fulfil his/her tasks. It effects job satisfaction
because, he finds difficulties while fulfilling job slowly he/she will demotivate, its not right
fit for the employee.

Deciding job specification 

It includes requirements for the job. If this done incorrectly selected employee can’t fulfil
roles and responsibilities or if hr selected wrong candidate for the job, because of different
influences all will effect job satisfaction of the employee. Requirements might be too high or
low for the employee it will definitely affect job satisfaction of employee. Human resource
department is connected with all the department, if HR department is not functioning well it
will affect all the employees who work in the organisation. Human resource department is
connected with job satisfaction of the employees, if they do their tasks well job satisfaction
level will be high.
https://www.cleverism.com/what-is-recruitment/
http://researchleap.com/wp-content/uploads/2017/08/03.-Impact-of-Recruitment-and-
Selection-Strategy-on-Employees%E2%80%99-Performance-A-Study-Of-Three-Selected-
Manufacturing-Companies-In-Nigeria.pdf
http://dl.lib.mrt.ac.lk/handle/123/12666
EMPLOYEE TESTING AND SELECTION
In today’s century there are hundreds of ways for job testing and hiring people. By using AL
or other methods designed in the selection decisions to find the best suited person for the Job.
For example Microsoft looks for people who are smart over anything else for all their jobs,
most of the airlines values character.
https://www.researchgate.net/publication/
263852273_Recruitment_and_Selection_influencing_Job_Satisfaction_-
_A_study_with_reference_to_BSNL_Madurai_SSA
https://journals.aom.org/doi/abs/10.5465/ame.1998.254980

Employee Testing and selection procedures

Employment testing and selection procedures are tests which help a company to choose most
suitable candidate for the job. Some of these test includes Psychological screening and other
and these tests are done according a set of rules that follows the country’s laws and
regulations. The 5 most important things to look up are known as the “Big Five”. They are:

The “Big Five”

Extraversion
The like hood to be friendly, assertive, active, and to experience positive effects, such as
energy and zeal.
Emotional stability/neuroticism
This includes the person’s emotional strength and the ways they cope with pressure when
negative things happen like anxiety insecurity and hostility
Openness to experience
The disposition to be imaginative, nonconforming, unconventional, and autonomous.
Agreeableness
The tendency to be trusting, compliant, caring, and gentle.
Conscientiousness
Is comprised of two related facets: achievement and dependability.

Types of Tests that could be done

Tests for analytical abilities
1. Intelligence Tests
Intelligence tests is used to measure a person’s different abilities such as memory,
vocabulary, way of speaking and other abilities that’s related to IQ
2. Aptitude tests
These testes measure a person’s mental strength such as their reasoning abilities and memory
and how they verbally challenge or take up tasks
3. Tests of motor abilities
These tests measure how they perform manually and reaction time of the person on occasions
4. Tests of physical abilities
These tests measure person’s strengths stamina and other body related things to be healthy

Reasons for pre-employment medical examinations:

–To make sure that the person meets the physical requirements for the job
–To create a record and baseline of the applicant’s health for future insurance or
compensation claims.
–To reduce absenteeism and accidents
–To detect communicable diseases that may be unknown to the applicant.
5. Personality tests
Tests that use projective techniques and trait inventories to measure basic aspects of an
applicant’s personality, such as introversion, stability, and motivation.
These tests are done on the person’s personality to deduce the level of their introversion,
motivation and the stability of the applicant

Cons of personality tests

Difficult to evaluate and use

Cons of personality tests

Tests have been used successfully to predict dysfunctional job behaviors and identify
successful candidates for overseas assignments.
 
https://www.csus.edu/indiv/s/sablynskic/chapter6.htm

Benefits
For business employee testing could reduce the employee turnover due to the job satisfaction.
It is known that employment testing is more effective in predicting employee success then
interview’s according to Daniel kehrer of work.com.
https://journals.aom.org/doi/abs/10.5465/ame.1998.254980

Considerations
Employment testing often open business law suits if the tests shows irregularities, and being
biased towards a particular candidate.

Some things to look up for while hiring

1. Reliability

The consistency of the candidates scores in similar tests

2. Test validity
Accuracy of the tests and seeing weather If the test fulfills the job its designed to fill
 
3. Reference providers’ concerns
● Fear of legal reprisal for defamation
● Not wanting to damage the applicant’s chances
● Helping to get rid an incompetent employees

How to do background checks

▪ Have a signed agreement for the applicants to do background checks
▪ Call the referenced numbers for more statements
▪ Be persistent in obtaining information.
▪ Use references provided by the candidate as a source for other references.
 
4. Substance Abuse Screening
Types of screening:
● Before hiring
● After a work incident
● Presence of obvious behavioral symptoms
● Randomly over a based period
● When promoting

Types of tests
● Urinalysis
● Hair follicle testing
 
Substance Abuse in the Workplace
Issues
▪ Impairment versus presence
▪ Recreational use versus habituation
▪ Intrusiveness of procedures
▪ Accuracy of tests

Satisfaction in the workplace

Job satisfaction is typically conceptualized as a multidimensional construct encompassing
satisfaction with one’s manager, peers, pay, promotional opportunities, job security and
company policy (Churchill, Ford, & Walker, 1979). Personality taxonomies have provided
vital support for the role of dispositions in job satisfaction (see Connolly & Viswesvaran,
2000; Furnham, Petrides, Jackson, & Cotter, 2002; Judge, Heller, & Mount, 2002). In the past
few years there has been a great interest in support, guidance an orientation programs which
is known as induction (Richard M. Ingersoll and Thomas M. Smith).

Does induction and orientation matters to the staff? How it effects to the staffs job
satisfaction?
INDUCTION
Employee induction programs varies between different companies where different companies
follow different ways in training their staffs. The new employee induction program is very
vital since it is known as the final piece of the hiring process. The main reasons why
induction must take place while hiring new employees is that first of all it starts the employee
off with the right information to ensure maximum productivity as quickly as possible.
Moreover it fulfils your legal obligation to train new workers to do their jobs safely and what
to do in the events of emergency. Some of the benefits which the company can gain through
induction training includes the safety that they can gain in the workplace, improve the moral
of employees, increase productivity and also increase the retention rate.

In order to gain these various benefits it is important to have a structured induction training
plan. In a perfect induction program it should consider:

● An introduction to your organisation’s policies and procedures

● Face-to-face introduction to key staff
● Tour of the workplace, pointing out all important facilities
● Safety and Emergency procedures
● Instructions on how to complete day-to-day tasks in a safe manner

(Employee Induction, Employer, Employment, HR Products, HR Resources, HR Services,

HR Support, Recruitment, Recruitment Agency Cairns, SMB, SME)

ORIENTATION

Orientation is a function that allows a new employee to learn about the organization, what the
expectations are in the position, who is responsible and accountable, and in general what they
need to know to become an integral part of the company (Lola Cakes). Orientation is one of
the most important verbal training that has to give all the employees about the company
procedures and policies. But it is sad that most of the companies do not give much attention
for orientation process. A good orientation will take a day to complete it but if it has to be
great it will continue to around 3 months. Some of the necessary processes which is relevant
in orientation process are no matter the size of the company is employee should get a tour
especially those areas which employee is involved. Time should be made to go over the basic
operations of the company and department, such as work hours, punctuality, pay day
schedules, overtime policy, break time policies, parking, telephone and Internet policies,
security regulations and how the telephone system works. In addition, a review of the new
employee job description, the filling out of necessary forms, and a schedule for any additional
needed information.

References

Journal 1: employee achievement orientation and personality as predictor of job satisfaction

facets. (Rachel E. Avery, Luke D. Smillie, Chris R. Fife-Scaw)

https://www.signaturestaff.com.au/blog/importance-of-employee-inductions-to-a-workplace/

https://www.effortlesshr.com/blog/new-hire-employee-orientation-process/

Learning and Development Functions and Job Satisfaction

It is a vital thing for an organization to provide the employees with proper opportunities to
gain knowledge, learn more skills related to their job in order to provide them with job
satisfaction.(Ahmed Khan, A. (2019). As the training and development of the employees and
the satisfaction of the employees are two components that affects the performance of the
employees. According to a study research carried out in Telecom companies in Abbottabad,
Mansehra and Haripur, it was concluded that there is a positive impact on the employee
performance as they were given training and skill developments. In such a competitive
marketplace it is crucial for a business to invest in there employees training in order to gain a
better return in human capital investment as it increases the job satisfaction level of the
employees. one thing the employers should always keep in mind is, employees knows that
they have other opportunities and options available where they can achieve what they want.
so in case if they are not satisfied with their job position iit will lead them to change to
another organization. An effective employer must know how to retain while attract while
attracting the employees. Moreover, the most important task of the employer is to make sure
that each and every employee is met with their expectations with the organization.

(Ahmed Khan, A. (2019). Impact of Training and Development of Employees on Employee

Performance through Job Satisfaction: A Study of Telecom Sector of Pakistan. [online]
Pdfs.semanticscholar.org.Available at:
https://pdfs.semanticscholar.org/08ea/d64e2c68969a21e86f2f08c8032255ab7eff.pdf
[Accessed 16 Oct. 2019].)

Employee Performance
According to Vroom, the performance of the employee depends on the abilities, knowledge
of the employee and personality and the experience of the employee. So delivering good
results and high productivity is up to the employee. Through factors such as absenteeism and
job satisfaction, employees job satisfaction can be measured. The overall image of the
company boosts as a result of employee satisfaction which shows the employees having faith
in in the Management of the company that they take care of the employees.
Performance of employees can be defined as the job performance of the employee at the
place where he/she works and it deals with the completion of the tasks which are assigned to
him/her. The organizations should focus on the ways which improves the employees
performance as the performance of the employee is an important component of the
organization. The performance can be also known as the completion of the particular tasks
against all the known standards such as the accuracy, speed and cost, also the accuracy of the
employees completion of the tasks. This determines good performance of the employees, and
as the level of expectation of the organization for the employees those employees are known
as good performers. (Sultana et al., 2012)

Sultana, A., Irum, S., Ahmed, K., & Mehmood, N. (2012). Impact Of Training On Employee
Performance: A Study Of Telecommunication Sector. Interdisciplinary Journal Of Contemporary
Research In Business, 4(6). [Accessed 16 Oct. 2019].)
Training and development of the employees
Not all the employees who join the organization are up to date or are fully aware regarding
the processes at the moment he/she joins. Learning is a continuous process where everyone
has the chance to learn something new. If an employee is suitable for a particular job, but
being older, and they have served the organization well, but their time and technology being
different might result in problems in performing well. so training and development programs
are required for everyone to carry on their functions efficiently and it helps them improve
their skills.
Conclusion
References
There are no sources in the current document.