EPR20103 : INTRODUCTION TO PUBLIC RELATIONS

ASSIGNMENT 1
CHAPTER /TOPIC: THE ORIGINS OF PUBLIC RELATIONS
INSTRUCTION:
1. Report MUST contain minimum pages of 10.
2. Each student is required to submit an individual written report that consists of
Introduction, Content and Conclusion and Individual Picture
3. Mode: Individual
4. Submission in the form of written report (Hard Copy)
5. Date of Submission: 4 MARCH 2019 (MONDAY) 4PM (DURING CLASS TIME).
6. COVER PAGE: BLUE
* If you have any difficulties in submitting the assignment according to the
date given, please come and discuss with me.
COURSE OUTCOME(S):
CO1: Define what public relations are and explain the jobs in public relations.
CO2: Describe the growth of modern public relations.
LEARNING OUTCOME(S):
LO1: The student will be able to understand the history of public relations
LO2: Student will have knowledge on what are the public relations job scopes in the
industry
INSTRUCTION:
You have to do a written report on HISTORY of public relations.
- Define public relations (summarize it according to your understanding).
- Find out the pioneers in public relations. (Provide at least 3 pioneers)
- What are the stereotypes of public relations?
- Explain the job scopes of public relations practitioners in the industry.
ASSESSMENT:
Report will be evaluated based on the rubric attached

INTRODUCTION OF HUMAN RESOURCES

ASSIGNMENT 1 (GROUP ASSIGNMENT)
INSTRUCTION:
1. Report MUST contain minimum pages of 10 (1000 – 2500 words)

2. Do the assignment on topic AS INTRODUCTION:

 Define selection and recruitment

 Choose an existed company and do research about the method of recruitment and
selection the organization use to hire an employee.
  What are the requirements the organization are looking towards a candidate.
 How do the organization select the right candidate for the particular position.

3. Mode: Individual
4. Submission in the form of written report (Softcopy & Hardcopy)
5. Date of Submission: 8th week
*If you have any difficulties in submitting the assignment according to the date given, please
come and discuss with me.
COURSE OUTCOME(S):
CO1: Define the role Human resources are and explain the jobs
CO2: Describe the growth of an organization through Human resources management
LEARNING OUTCOME(S)
LO1: The student will be able to understand the role of Human resource management
LO2: Student will have knowledge on what are the job scopes in the Organisation

The two key elements of human resource management (HRM), recruitment and selection, are
crucial in determining the make-up of a company's personnel. These procedures are crucial
for finding, luring, and finally recruiting the best candidates that not only have the necessary
abilities and credentials but also share the company's beliefs and objectives. We shall
examine the definitions and importance of recruitment and selection in the context of HRM in
this essay.

The proactive and planned process of finding, luring, and motivating potential applicants to
apply for particular job positions inside an organization is known as recruitment. Identifying
workforce needs, creating attractive job descriptions, advertising openings through numerous
media, and creating a talent pipeline are all part of this multidimensional task. The main
objective of recruitment is to build a pool of eligible applicants who may be taken into
consideration for employment when openings occur. In addition to emphasizing the quantity
of applicants, a successful hiring process also stresses the quality of candidates in terms of
their qualifications, work history, and cultural fit.
As it prepares for the selection process, recruitment is a crucial first step in HRM. When
effectively implemented, it increases the organization's talent pool and makes sure that a
variety of qualified individuals are available for selection. Finding someone who is a good fit
for the position and the company is therefore more likely as a result. Additionally, a
successful recruitment process can improve the employer brand and make the company more
appealing to prospective employees, thereby boosting the organization's competitiveness in
the labor market.

Contrarily, selection is the next stage of HRM and entails reviewing, assessing, and selecting
the best individuals from the pool of applicants gathered during the recruitment process. It is
a methodical and organized way to finding people who not only have the behavioral and
technical skills needed for the position but also demonstrate alignment with the organization's
values and culture. The selection process frequently includes steps like interviewing, skill
evaluations, reference checks, and perhaps even psychological testing.

The importance of selection cannot be emphasized because it has a direct impact on the
effectiveness and productivity of the company. By choosing the best applicant, the workforce
will be prepared to accomplish the aims and objectives of the firm. Additionally, a good
selection process lowers the risks of hiring the incorrect person, including high turnover
costs, low employee morale, and potential reputational loss.

In conclusion, the procedures of recruiting and selection are essential to HRM. Selection
entails finding and choosing the best qualified people to join the business, whereas
recruitment is drawing in potential applicants. These procedures are essential not only for
filling open positions but also for forming the organization's culture and competencies. When
carefully and deliberately carried out, recruiting and selection have a crucial role in an
organization's capacity to develop a high-performing, driven, and culturally compatible
workforce that may propel the latter toward its long-term success.
Building a committed and knowledgeable personnel is a top priority for Everlast, a well-
known manufacturer and retailer of sporting goods, in order to uphold its brand reputation
and satisfy customers. The company's hiring practices are intended to draw candidates who
not only have the necessary talents but also share Everlast's commitment to innovation,
quality, and fitness. We shall examine Everlast's hiring practices and their importance in
determining the composition of the workforce in this essay.

Recruitment Methods at Everlast: Shaping a Resilient Workforce

Online Application, At Everlast, the hiring process normally starts with an online application.
The company's official website acts as the entry point for potential candidates to investigate
the positions that are currently open. Candidates can submit their resumes, offer
comprehensive information about their credentials, and search for employment openings
across a range of functions and locations here.

Interviews,Everlast lays a lot of focus on conducting thorough interviews to evaluate

applicants. The interviewing procedure could involve, Phone interviews, During these
preliminary discussions, it is possible to assess a candidate's credentials and determine
whether they are interested in the position.
Candidates may be invited for in-person interviews at Everlast's offices or manufacturing
sites, depending on the nature of the post. Technical, behavioral, and situational questions
may all be included in these interviews. Multiple interviewers frequently meet with
candidates to gauge compatibility with various team members.

Everlast places a high importance on cultural fit and frequently uses behavioral interviews to
gauge a candidate's alignment with the company's goal and key values. Candidates may be
asked to give instances of when they have shown traits like commitment, tenacity, and
commitment to fitness.

Skills Evaluation,Candidates may go through skill evaluations made specifically for the
demands of the position. Candidates for design positions, for instance, would be required to
provide a portfolio of their work, whereas those for sales and marketing might be assigned
duties pertaining to Everlast's product ranges and current market trends.

Reference checks and background checks, Integrity and professionalism are highly valued at
Everlast. Candidates may go through reference checks and background checks as part of the
hiring process to make sure they are qualified for the position.

Offer and Bargaining,Candidates who make it through the selection process successfully
might get a job offer from Everlast. The HR department works with candidates to resolve pay
scales and other employment-related issues.

Onboarding, Newly hired personnel start their onboarding process as soon as they accept
their job offer. They become acquainted with Everlast's rules, practices, and dedication to
excellence through this process, ensuring a smooth integration into the company.
In conclusion, Everlast's hiring practices serve as an excellent example of a thorough
approach to talent acquisition. Because of the company's focus on technical expertise and
alignment with its fundamental principles, its personnel is kept committed to its purpose of
promoting fitness and offering premium sports gear and apparel. Everlast's dedication to
creating a tough and driven staff is essential to upholding its brand name and supplying items
that motivate athletes and fitness enthusiasts all around the world.

It is important to note that recruiting practices may change over time, so candidates should
confirm the most recent information on Everlast's official careers website or by getting in
touch with the company's HR department directly for the most up-to-date information.

Everlast's Selection Processes: Putting Together a Winning Team

Everlast, a well-known manufacturer of sports gear and apparel, is aware of the critical role
that a skilled and dedicated team plays in attaining its goals of encouraging fitness and
providing high-quality products. The company's hiring procedures are specifically created to
find people who not only have the required talents but also share Everlast's values, culture,
and commitment to excellence. We shall examine Everlast's hiring practices and their
importance in creating a high-performing staff in this essay.

In-Depth Interviews, Everlast focuses a lot of emphasis on interviews as a way to thoroughly

assess applicants. These interrogations could involve:

Everlast places a high importance on cultural fit and frequently conducts behavioral
interviews to see whether a candidate is in line with the company's basic principles.
Candidates may be asked to give instances from their past experiences in which they
displayed traits including commitment, resiliency, and enthusiasm for fitness.
Technical Interviews, Candidates may be subjected to technical interviews or tests to
determine their competency and problem-solving capabilities for occupations that call for
specific technical skills, such as product design or manufacturing.

Panel Interviews. In a panel interview, several interviewers will be interacting with an

applicant at once. This method enables a more thorough evaluation of the candidate's abilities
and fit for the team.

What are the requirements the Everlast are looking towards a candidate.

Depending on the position, Everlast may have different particular requirements for
candidates, but in general, the company looks for people who share its values and mission
and can meet the needs of the position for which they are applying. Everlast often looks for
the following traits and qualifications in candidates:

Everlast is passionate about promoting fitness and a healthy lifestyle. Candidates that
genuinely love exercise and are dedicated to leading a healthy lifestyle may find that their
values connect with those of the firm.

Everlast looks for applicants with the appropriate abilities and qualifications, depending on
the position. Technical positions, for instance, might appreciate specific degrees or
qualifications, but those in sales and marketing might favor prior experience in similar fields.
Relevant Experience,Working knowledge of the sports gear and apparel industry or adjacent
industries might be a big plus. Candidates with a history of achievement in roles comparable
to theirs are frequently preferred.

Everlast focuses a lot of importance on cultural compatibility. Candidates must demonstrate

traits such as devotion to quality, perseverance, teamwork, and alignment with the company's
core values.

Innovation and creativity are essential in a market that is highly competitive. Everlast might
be looking for someone who can contribute original thinking and inventive solutions.

Communication Skills,In many positions at Everlast, especially those that involve direct
contact with customers, effective communication is essential. Candidates with excellent
verbal and written communication abilities are frequently highly valued.

Adaptability,The sports and fitness sector can be active and constantly evolving. Candidates
who can change with the times and rise to new challenges may do better at Everlast.

Professionalism,Everlast appreciates professionalism and demands that all of its employees

uphold these values when dealing with coworkers, clients, and business partners.

Technical Proficiency,Candidates are required to possess the requisite technical skills and
expertise pertinent to their employment for technical positions such as product design or
production.

Collaboration with cross-functional teams is a key component of many jobs at Everlast.

Candidates who can function well in a collaborative setting are frequently selected.
Focus on the client, Given that Everlast caters to a customer base of athletes and fitness
enthusiasts, candidates that recognize and value the needs of the consumer may be in high
demand.

Everlast is renowned for its dedication to creating items of superior quality. Candidates who
share this dedication to excellence and meticulousness may fit in well with the company's
culture.

Candidates should carefully consider the job descriptions and criteria given in Everlast's job
advertisements as the particular requirements for each position may differ. Candidates are
also invited to visit the official Everlast careers website or get in touch with the HR
department for the most recent details on the particular requirements for the positions they are
interested in.

How does Everlast choose the best applicant for a certain position?

At Everlast, choosing the best applicant for a position requires a deliberate and thorough
procedure to make sure the person chosen is in line with the company's culture and values as
well as having the essential skills and qualifications. The following are the main steps and
factors that Everlast takes into account while choosing candidates:

Application evaluation,The process starts with a review of the applications and resumes of
potential candidates. The HR department of Everlast meticulously evaluates each applicant's
credentials, professional background, and compliance with the fundamental job requirements.
Candidates advance to the following phase if their applications satisfy the initial
requirements.
Checking references To learn more about a candidate's prior performance, work ethic, and
professionalism, references are checked. Former employers and coworkers may be able to
offer insightful criticism regarding the candidate's qualifications and character.

Background investigation,Everlast may carry out background checks on applicants who are
being seriously considered for employment in order to uphold the moral character and
professionalism of its staff. This procedure checks the veracity of the data submitted
throughout the application procedure.

Offer and Bargaining,Candidates who make it through the selection process successfully and
satisfy Everlast's requirements might be extended a formal job offer. To provide a win-win
situation, the HR team collaborates with candidates to finalize pay scales and other
employment-related information.