Woolworths induction answer
Recruitment and Selection Functions for An Organization: Woolworths
Woolworths induction answer
Question:
What are the internal and external factors that will be influencing or having an impact on the recruitment and selection procedure for Woolworths?
Answer:
Executive Summary
This report will be dealing with the internal and external factors that will be influencing or having an impact on the recruitment and selection procedure for Woolworths. It is seen that the company in order to expand its business as well as for launching new products, recruitment and selection method is followed. The company follows a good procedure and fair recruitment process for the new candidates.
Introduction
The recruitment and selection process for an organization is one for the most essential tasks for the Human Resources Department. This is because; the HR department is solely responsible for putting the right candidates into the right positions regarding the requirement and necessity for the organization (Clark, 2010). For a successful recruitment and selection process, the HR department for the organization will be keeping in mind both the internal and external factors. These factors have a great impact on the company and influence the functioning of the company to a great extent.
This assignment will be dealing with the recruitment and selection procedure that Woolworths follows along with the internal factors that have an impact on it. Moreover, the external recruitment factors such as social, legal, political and economic factors that have an impact on the selection and recruitment procedures will be discussed vividly.
Background for the company
Woolworths is one for the largest supermarkets for Australia having it’s headquartering in Bella Vista, Australia. The recruitment and selection process of Woolworths is very fair and the process is solely dependent on the merit, experience, and professionalism for the candidates. The company treats all its employees and workers equally and has respect for each for the work delivered by them. The company’s HR department is fully abided by the rules and regulations for the company and follows the Anti-Discrimination law and Equal Employment Opportunity Legislation in the selection and recruitment process. Moreover, according to the Privacy Act, the personal documents that are given by the candidates in this process are also well maintained by the HR department (Woolworthslimited.com.au, 2015).
The requirement for Recruitment and Selection Process in Woolworths
According to Jack Chen (2011), each and every organization needs a strong recruitment and selection process for recruiting the most deserving candidates for the prestigious positions for the company. In Woolworths, the recruitment and selection procedure for the candidates is done on the basis for available jobs or positions within the organization, by examining the availability for candidates for the corresponding position and on the basis for merit and expertise for the candidates. Dessler & Teiche et al. (2004) had an opinion that the HR department is responsible for conducting the recruitment and selection process in order to maintain the regularity in the staff positions and forgetting the best services from them. In order to conduct a successful recruitment and selection process, both internal and external recruitments are conducted that saves time for the organization and also allows fresh ideas to come inside the organization. In addition to this, the recruitment policy is also essential within the organization in order to fill up the human resource gaps within the organization and for better productivity as well as the smooth flow for work.
Internal Factors affecting recruitment and selection Process in Woolworths
In Woolworths, the HR department is efficient and effective enough in conducting recruitment and selection process for the candidates. The internal factors that influences and have an impact on the organization’s recruitment and selection procedures are explained below-
Recruitments policy- Arlot and Celisse (2010) commented on the fact that the recruitment policy within the organization identifies the objectives for Woolworths, the objectives for the organization, policies and preferred sources for recruitment. These factors help in understanding the requirement for the recruitment and influence the recruitment policy for the company. Initially, the recruitment policy provides the framework for the accomplishment for recruitment curriculum. According to Nkhungulu Mulenga and Van Lill (2007), the Woolworths has implemented the recruitment programs for the successful filling up for the vacancies with the best candidates. Woolworths is fair in this process and is bounded by the recruitment policies and rules so as to attract the candidates to attain the recruitment sessions.
Size for the firm- Wheatley (2010) commented on the fact that the size of the firm affects the recruitment and selection procedures for the company. If the company is planning to increase its product line or expand its operations, then the organization will be recruiting more people for more products and services. According to Van den Brink et al. (2006), Woolworths has a good recruitment and selection procedure when it comes across expanding its business and introducing new products into the market. The organization is bounded by the rules and regulations for the recruitment and selection procedure so the company is successful in retaining as well as sustaining the customers. Though the size for Woolworths is huge, still it works hard for expanding its business and products for occupying a prestigious position globally.
Cost- According to Zhao and Liden (2011) cost is an essential part for the organization that affects the recruitment and selection procedure for the company. The selection and recruitment process is a cost-effective process, so before undergoing the process, the organization initially understands the cost for the process as well as the need for the process. Woolworths is a big organization and there is a requirement for the recruitment of new employees for the vacant position as well as when the organization is expanding itself.
Growth and expansion- Ofori and Aryeetey (2011) commented on the fact that the organization is focused on recruitment and selecting new candidates when it is planning for growth and expansion for the organization. The organization in order to have fresh ideas from outside and for having more experienced people, the recruitment process is essential. It is to be noted that Woolworths being a huge supermarket in Australia is expanding itself more and occupying a higher position in the world. As a result, there is a necessity for new and fresh ideas, which is resulting in the recruitment and selection process for the organization. According to Field and Siavelis (2011), the organization has a very strong recruitment process since the organization recruits the best people with merit, experience, and energy in the organization.
Human Resource Planning- human resource planning is essential in the organization since it helps the HR department to understand the gaps present in human power within the organization. According to Cerrito and McLean (2010), the number for employees is Woolworths is rising in a considerable amount since the company is expanding itself as well as launching new products. Being an HR consultant, one can easily understand the requirements for the recruitment policies that will be helping the company in understanding the gaps and filling it correspondingly within the organization.
External Factors affecting the Recruitment and Selection Process in Woolworths
Woolworths is highly focused on maintaining the external factors that have an impact on the recruitment and selection procedures for the company. For a fair recruitment procedure as well as for the satisfaction for the employees and for retaining them, the below-mentioned factors are well explained-
Social Factors- Cordner and Cordner (2011) commented on the fact that social factors have a strong impact on the recruitment and selection procedure in Woolworths. This is because Woolworths being a prestigious company in Australia needs to recruit and select the best candidates for the organization. It is to be remembered that the culture for the company is dependent on the recruitment for the employees and retaining the same. According to Edenborough (2005), the culture needs to be co-operating and friendly for retaining the employees within the organization. The recruitment procedures need to be fair enough and based on the merit and expertise of the employees and the vacancies within the organization. This fair procedure of recruitment and selection will ultimately satisfy the new candidates and they will tend to remain in the company.
Legal Factors- According to Van den Brink et al. (2006), the HR department needs to be abided by the rules, laws, and regulations for the company as well as with that for the Governments. The international laws for employment, labor laws etc. need to be maintained within the organization for better performance and to stay legally safe. Wheatley (2010) had a view regarding the legal factors of the Woolworths is that the organization maintains the privacy for the employees by safeguarding and securing the essential documents within the organization. Moreover, the other legal factors such as Discrimination in employment and Discrimination in wages need to be avoided. Preferably the candidates should be given salary and wages as per the standard rules of the industry.
Political Factors- Jack Chen (2011) commented on the fact that the political factors for the organization are also important to be considered within the organization for a fair recruitment and selection method. The political factors need to be abided by the laws and regulations for the place or country where it is doing the business. For Woolworths, the political laws, rules, and regulations for Australia need to be focused and abided by it. According to Yan et al. (2010), the HR department for Woolworths is efficient in maintaining the labor laws, the employment laws and is also concerned with the national security for the country.
Economic Factors- The economic factor is equally important for the HR department for Woolworths to be concerned with. It plays an important role in the organization and affects the recruitments and selection procedure for the company. Edenborough (2005) commented on the fact that the economic factors include the economic situation for the company as well as the economic condition for the country. The recruitment and selection procedure for Woolworths is required to be considered when the company wants to expand its business or wants to launch new products.
Recommendations
The organization in order to get the best quality human resources performs the recruitment and selection procedures. Woolworths is no exception to it. The organization needs to focus more on the cost for the incentives and appraisals for the existing employees. Moreover, the company also needs to focus on and strengthen the policies for the HR department, so there will be a fair process for recruitment and selection.
Conclusion
This report has explained the impact on both internal and external factors on Woolworths in the recruitment process. The internal factors include the size of the firm, recruitment policy, human resource planning, cost and growth, and expansion. These factors have a great impact and influence the recruitment and selection procedures of the employees that help in the rapid and successful expansion for the organization…
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