Name - Htet Sandi Lwin

Email - htetsan528.hs@gmail.com

Ph no- 09769034027

Term - 2023, Term 7

Module Name - Functional Management

The Scenario
Trend Clothing shop is owned by two partners, Lily and Mary. They recently
change legal status as private limited company with other family members
and friends of them. Currently, they decide to open a new factory for
producing clothes other than cloth shop. Accordingly, they need to appoint
staffs for newly open a clothing factory. It needs to appoint one factory
manager and four operatives for handling machines and maintenance, two
supervisors to monitor in production lines and 30 general workers. According
to this, they have face problem how to choose staff because they have no
experiences in human resource matters. As you are a human resource
manager, you report to shareholders.

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 Question 1- Explain the purpose and scope of HRM in an
organization.
Evaluating Talented Employees

Evaluating Requirements

Understanding the specific roles

needed, such as factory
manager, operatives, supervisors,
and general workers, is critical
for efficient operations.
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Evaluating Talented Employees

Recruitment Strategy

Developing a structured
recruitment plan that aligns with
the company's goals is essential
for attracting the right talent.

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 Fostering Organizational Culture

1.Cultural Integration 2.Employee Training 3.Performance Evaluation

Integrating the Implementing Establishing evaluation

company's values and training programs to metrics to gauge the
mission into the empower the staff on alignment of employees
recruitment process the company's with the organization's
to ensure a cultural fit culture and objectives culture and values.
with the new hires. for a cohesive work
environment.

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 Employee Maintenance and Dismissal

1.Employee Maintenance 2.Dismissal

Implementing strategies to HRM handles the process of

enhance job satisfaction, terminating employees when
promote work-life balance, necessary, ensuring compliance
and address employee with legal requirements and
concerns. maintaining fairness.

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 Employee Benefits Management

1.Wages and Salaries 2.Benefits 3.Workforce Needs

HRM ensures fair and HRM administers and HRM analyzes the
competitive manages employee organization's staffing
compensation for benefits packages, requirements, identifies
employees based on such as health skill gaps, and plans for
job responsibilities, insurance, retirement recruitment, training, and
skills, and market plans, and other development to meet
trends. perks. those needs.

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 Employee Development and Well-Being
1. Learning Opportunities ( Providing necessary development plans for
better interaction with environment )
2. Performance Appraisals (Evaluating staff progress, identifying areas for
improvement, and acknowledging individual growth)
3. Career Advancement (Offering avenues for career progression to motivate
and retain valuable employees)
4. Health and Safety (Ensuring compliance with safety standards and
promoting employee well-being in the workplace)
5. Motivation and Engagement (Implementing strategies to keep employees
motivated and engaged in their roles)
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 Legal Compliance and Risk Management

Regulatory Adherence Conflict Resolution

Ensuring compliance with Establishing frameworks for

labor laws and regulations to addressing conflicts and
mitigate legal risks. grievances within the workplace.

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Question 2 - Discuss the Key elements of HRM to be effective in
an organization.

As a human resource manager,

it's crucial to understand the key
elements of HRM to ensure
organizational effectiveness.

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 HR Planning
1. Forecasting Future Needs (Analyzing and predicting the future workforce
requirements.)

2. Developing Strategies (Aligning human resource capabilities with

organizational goals.)

3. Job Design (Creating roles that maximize employee contribution and

satisfaction.)

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 Job Analysis

Deep Work Insights

Understanding the tasks, skills, and

knowledge required for each
position.

Performance Standards

Setting benchmarks for evaluating

employee performance accurately.

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 Recruitment and Selection
1. Broad Candidate Search (Utilizing various channels and methods to attract
potential talent.)

2. Effective Assessment (Evaluating candidates rigorously to ensure the best

fit for the role.)

3. Emphasizing Diversity (Promoting a fair and inclusive selection process.)

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 Retained Employees
Talent Development

Nurturing employee skills to keep

them engaged and motivated.

Recognition Programs

Implementing systems to
appreciate and retain valuable
employees.

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 HRM Performance

1. Employee Satisfaction

2. Decrease Turnover

3. Cost per Hire

4. Employee Productivity
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 Question 3 - Present how they need to do the recruitment and
selection process to appoint new staffs for Trend Clothing
factory.
Step 1 - Vacancy Arise
1. Identify Company Needs
Understand the specific roles needed for the new factory, including factory manager,
operatives, supervisors, and general workers. Taylor, S. (2019)

2. Evaluate Workforce Gaps

Assess the current workforce to identify the skills and positions required for the
expansion.

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 Step 2 - Job Analysis

Role Investigation Skills Assessment

Examine and document the roles, Analyze the necessary skills and
responsibilities, and required competencies for effective job
qualifications for each position. performance.

Task Overview
Detail the tasks involved in each role to build comprehensive job profiles.

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 Step 3 - Job Description & Job Specification

Job Description Job Specification

Compose detailed job descriptions Create specifications outlining the

outlining responsibilities, qualifications, skills, and
requirements, and reporting experience required for each
structures for each role. position.

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Step 4 - Job Advertisements
Targeted Platforms

Select appropriate job platforms to

reach targeted candidates, ensuring
maximum visibility of the vacancies.

Engaging Content

Create compelling job postings and

advertisements to attract qualified
applicants.

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 Step 5: Application Review and Shortlisting

1. Initial Screening (Review applications and resumes to shortlist

candidates matching the job requirements.)

2. Shortlist Creation (Compile a list of potential candidates based on

their qualifications, experience, and potential fit for the role.)

3. Assessment Criteria (Develop assessment criteria to evaluate

shortlisted candidates effectively.)
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 Step 6: Interview and Selection

1. Conduct Interviews (Plan and conduct structured interviews to

assess candidate suitability and cultural fit.)

2. Assessment Exercises (Implement assessments or exercises to

further evaluate skills and competencies.)

3. Reference Checks (Contact provided references to validate candidate

credentials and experience.)
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 Step 7: Vacancy Filled
Offer & Onboarding

Extend offers to successful

candidates and ensure a seamless
onboarding process for new hires.

Feedback Collection

Solicit feedback from applicants to

enhance future recruitment
initiatives.

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Example Case Scenario
At Trend Clothing Factory, recruitment is a strategic process aimed at
attracting top talent to align roles with the company's vision. By focusing on
hiring individuals who embody excellence and innovation, the factory ensures
a workforce that drives success. Through meticulous selection and
onboarding processes, Trend Clothing Factory cultivates a culture of creativity
and dedication among its employees. This approach not only enhances
productivity but also fosters a collaborative environment where each
individual contributes to the factory's growth and success. Thank you for
joining us at Trend Clothing Factory, where talent meets opportunity for a
brighter future in fashion.

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Question 4 - Analyze the likely impact of internal and external
factors on decision of recruitment and selection process of Trend
Clothing factory.

Internal Factors

Cost
The financial implications of the
recruitment and selection process play a
key role in shaping decision-making. This
includes costs related to advertising,
interviewing, and onboarding.

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Internal Factors

HR Recruitment Policies and

Procedures
The internal policies and procedures set by
the HR department significantly affect how
recruitment and selection are carried out,
ensuring consistency and fairness.

Workforce Planning and Forecasting

Knowing the size and structure of the current workforce is essential for effective
recruitment and selection, aligning staffing needs with organizational goals.
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Internal Factors

Size of the Business

The size of the business plays a pivotal

role in determining the recruitment and
selection process. Smaller businesses
may operate with a more agile and
informal process, while larger
organizations might have structured and
multi-layered procedures.

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 External Factors

Labor Market Conditions Legal and Regulatory Environment

Fluctuations in the labor market, such Laws, regulations, and industry

as employment trends and skill standards dictate the recruitment
shortages, impact the availability and and selection procedures, ensuring
suitability of candidates for compliance and ethical practices in
recruitment. hiring processes.

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External Factors

Unemployment Rate Company Image

The current unemployment rate Having a positive company image is

and the ongoing crisis in Myanmar crucial in attracting qualified
can impact the recruitment and candidates and establishing trust in
selection process like fewer the recruitment process as the scam
qualified human resources for the company are more common to find
company. nowadays.

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Question 5 - Government in every country passed legislation to protect
people at work for employees of a business.
Discuss which employment areas have to discriminate by employers.

Common Discrimination
Employment areas often face discrimination based on age, gender, race, and
disability.

Legal Compliance
Employers must adhere to legislation to ensure fair and equal treatment within
these areas.

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 Employment Areas that Commonly Discriminate

1. Age Discrimination (Assessing employees based on their age is a common

form of discrimination in employment areas.)

2. Gender Discrimination (Unequal treatment based on gender is prevalent

in various employment areas despite legislation.)

3. Racial Discrimination (Employees often face prejudices based on their

race within different employment areas.)

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Age Discrimination in Employment
1.Elderly Employees 2.Youth Employment

Older individuals are Youthful candidates

sometimes might encounter
overlooked for discriminatory
employment practices based on
opportunities due to their age during job
age-related applications.
prejudices.

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 Gender Discrimination in Employment

1. Gender Pay Gap (In various employment areas, there's a persistent

gap in payment between different genders.)

2. Career Advancement (Some genders encounter barriers when

seeking promotions or opportunities for career growth.)

3. Workplace Harassment (In workplaces, certain genders may face

harassment and unequal treatment, leading to discrimination.)
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 Racial Discrimination in Employment

1. Prejudiced Hiring (Some employers may discriminate based on race

during the hiring process.)

2. Unequal Opportunities (Employees could face limited opportunities

for growth due to racial discrimination.)

3. Microaggressions (Racial microaggressions are common in the

workplace, contributing to discrimination.)
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 Conclusion and Recommendations for Employers
Eliminate Bias Implement comprehensive
training to eliminate biases in
employment areas.
Policy Updates Regularly update policies to align
with legislation, promoting fair
and inclusive work environments.
Accountability Establish accountability
measures to ensure
discrimination-free workplaces.
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 REFERENCES
I. HR Magazine https://www.hrmagazine.co.uk/
II. Society for Human Resource Management https://www.shrm.org/
III. Taylor, S. (2019). "Recruitment and Selection: Theory and Practice".
Oxford University Press.
IV. Society for Human Resource Management. (2020). "Effective
Practices for Diversity Recruiting". SHRM Publications.
V. Know Your Rights
https://www.dol.gov/sites/dolgov/files/ofccp/regs/compliance/post
ers/pdf/22-088_EEOC_KnowYourRights.pdf
VI. Recruitment and Selection Process in HRM of Garment Industry
https://www.textileindustry.net/recruitment-and-selection-process-
in-hrm/
VII. 6 RECRUITING TRENDS
https://www.thefashionisto.com/6-recruiting-trends-dominating-fas
hion-industry/ 35