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a) Mistakes committed by Human Resources Manager Mr. Saman


Dassanayake throughout the recruitment and selection process.

Human resource manager does not have sufficient related experience in similar capacity. He has
worked in a government institution for three years as an administration manager. Thus could not
have a better applied knowledge on human resource practices overall.
Follow both internal and external recruit methods so could develop and train existing employee
for future HR needs.
The Human Resource Manager did not request any information about candidates from functional
or line mangaer.in this particular incident the Human Resource department should get ideas from
Marketing department and direct line manager about qualification, skills, responsibilities of
future candidate
To attract potential pool of candidates, they merely published the advertisement full page on
weekend newspaper, they did not include much information it. So there was a waste of funding
allocated to it.
In the advertisement they were only saying, Suitable candidate they did not mention any other
information than that. Should carry Job Analysis (JA) to identify which duties, tasks and
responsibilities that particular vacant position holds and which knowledge, skills and attributes
the job holder should be consist of.
There was no information, which is included about job description and job specification. There
should include information about candidates qualification, skills, experience and about
candidates job duty, responsibility, payments and rewards, and career opportunities likewise.
Because of that qualified and suitable candidate may not be encouraged and attracted to become
an applicant for this job.
They do not have applications from candidate who can consider having job fit.
Examples:- only 50% were male candidates
:- 2000 candidates failed their O/L
:- 100 candidates failed their A/L
The human resource manager did not communicate with the line manager (marketing manager
Mr. Dayan Gamage) in selection process.
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They selected candidate without any further screening (interview or a test) It means they have
not followed sufficient selectional process.
Line manager should take the finale decision. Human resource Manager is just a facilitator. But
here Human Resource manager tacked the selection decision.
The selected candidate should firstly repot to the his line manager after a proper induction
program but here in this cause Mr. Nuwan firstly report to Human Recourses Manager and
without any orientation then Mr. Saman Dasanayake then he introduce him to the line manager
Mr. Dayan Gamage. And line manager wasnt informed till that situation about the recruitment.
b) Examine the limitations which you can identify in the advertisement for
marketing executive.
The purpose of advertising an employment vacancy is to attract or recruit the pool of qualified
candidates who are suitable for the job.
In this case the advertisement of Avon has following limitations.
There is not an explanation about the company. They have to mention clearly in the
advertisement, who they are? and what they do?. If an ideal candidate tries to apply for this
position he/she expect to know about the company. In this advertisement we cannot see
sufficient information about the company.
There should be mentioned about the role of the job. It is necessary to point out what this person
is doing. They have to clearly mention key task, duties and responsibilities of the Marketing
Executive post which are included in the Job Description.
There should be paragraph about the Person. This is where the company can screen out
unqualified applicants by being specific about the skills and experience which company is
looking. In this case most of CVs from candidates are not suitable for the position of marketing
executive. Therefore it should be included professional qualifications and experience plus soft
skills, (networking, communication, numeracy, eye for detail etc) a person possesses to perform
the role of marketing executive successfully. (Details of Job Specification)
Salary and other benefits have to be included. Or clause saying it is negotiable.
Asking candidates to apply within 3 days is impractical. Though this is newspaper advertisement
it should ask to apply within 7 day or more.
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If there is an E-mail address and Telephone number it will be easy for candidates as well as the
organization.
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c) Redraft the advertisement for the marketing executive position by
considering the limitations identified in part (b)

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d) Best practices for Avon when it comes to recruitment and selection of
employees for vacant positions.
1. Since Avon is newly started up business, their budget allocation on recruitment and selection
process isnt as much as for well-established organization. And also the cost of choosing wrong
recruit for the job will effect organization further. There for rather than using universal practice
like best practice approach should use unique practice to Avon like best fit approach. Hence
following practices must be best to adopt in selection process.
2. Best practice for Avon should start from Human Resource Planning (HRP) they should assess
accurate human resource need according to organizational corporate goals beforehand.
And make necessary human resource supply and demand forecasts by environment scanning and
by the time of recruitment should keep proper records and before incidents like this case study
happens.
3. Also they should make potential Job Analysis (JA) to identify which duties, tasks and
responsibilities that particular vacant position holds and which knowledge, skills and attributes
the job holder should be consist of.
4. That information should be clearly indicates in job advertisement it is the method they use for
attracting potential pool of candidates. Rather than posting advertisement like in case study
should prepare realistic and information rich and advertisement in order to avoid attracting
bias applicants and wasting resources in sorting them.
5. Avon also can use internal recruitment methods if there is suitable candidate but since it is a new
venture most probably recruitment method would be external recruitment.
6. Therefore each and every application should be thoroughly reviewed. That way they wont
miss any in between line information and also be able to choose best prospect pool of candidates.
7. They could maintain prospect pool of candidates by other applicants in final selected pool of
candidates for future human resource needs.
8. When choosing candidates you can rely on referrals of existing employees. They will suggest
best possible candidates. Rather than selecting from applications personal referral might be better
for newly startup ventures. External referrals wont suggest unsuitable candidates because they
too are responsible for the person they recommend and also they have wider professional
relationships hence they know better candidates.
9. Use more than one productive method to screen the candidates. In this case study we could
see that by only the application human resource department selected candidates.
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10. Also could use unstructured interviews to screen applicants with intrinsic attributes.
11. Hire experienced people rather than looking in to paper qualification would be better to a
new venture like Avon. Especially as in case study marketing executive-customer care is chosen
based on his experience in related field
e) The Role of Human Resources Department of Avon and
recommendations to overcome challenges faced in the case stud
Role of Human Resources
Department
Challengers identified
according to their role
Measures to overcome it
Employee Advocacy: listening to
employees views and concerns
and representing their needs to
safeguard that the interests of the
organizations are aligned with
another.
Grievance of the
marketing manager
with not selecting
suitable candidates for
the vacant position.
Adopt proper grievances
handling process.


Human capital development:
Analyze and develop human
capital.
Havent take necessary
career development
programs and
succession plans to
develop external pool
of candidates for future
HR demand.
Carry proper training and
development programs,
career management
programs and succession
plans also maintain
qualification inventory,
personnel and positional
replacement charts
Functional expert: Executing HR
practices ,managing firms
infrastructure and reengineer HR
practices
Havent reengineer
organizational
practices in-order to
recruit, select and
retain best potential
candidates.
Not sufficient similar
capacity experience.
HR manager is not
Revise organizational HR
practices in to a
productive best fit
approach


Train and develop Human
Resource Manager giving
him proper knowledge on
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conversant about line
managers and HR
managers duties, tasks
and responsibilities
what is his role.
As the last resource if
their no development in
HR managers work, let
Human Resource
Manager voluntary
terminate himself in
future as he wish and
consider the cost of
recruiting new Human
Resource Manager as an
investment.
Strategic Partner: Align HR
strategies and organizational
strategies to achieve the overall
strategic business plan and
objectives simply organizational
vision.
Havent considered
organizational vision
and bottom-line when
recruiting employees.
Make functional level HR
strategies with reference
to cooperate and business
level strategies itself.
Revise them when
necessary.
Leader: Leading the HR
functions collaborative with other
functions like finance and
marketing.
Nor proper
coordination with other
functions.
Not having accurate
communication among
functions
Involve HR department in
formal communication
process of the
organization.

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