FRAME RIGHT

Frame Right

Table of Contents

Frame Right Scenario3

Personnel VS Human Resource Management3

Suggested Recruitment Approach to be followed5

Atkins Organisational Flexibility5

Recruitment Methods FR should Follow7

E-Recruitment10

Overview of e-Recruitment10

Perceived Advantages of E-Recruitment11

HR Activity13

Five Categories of Management Styles for Employee Relations14

Traditional Approach15

Paternalistic Approach15

Consultative Approach15

Constitutional Approach15

Opportunistic Approach16

Redundancy Issue16

Frame Right

Frame Right Scenario

Frame Right (FR), a company founded in 1970 for the purpose of manufacturing and marketing metal frames for garden hoses. The business has been proven successful, however, overtime the gardening industry including plants, design, and associated products experienced substantial growth, with numerous gardening centers springing up and expanding in both size and number in a short period. Frame Right observed chances of growth and decides to seize this market opportunity, and with downsizing the company turned its business direction to gardening industry. Initially, this business brought company significant revenues, however, because of financial crisis of 2007 the industry experienced a significant slowdown. FR because of its nature as, small-size Company cannot afford to compete in a market with limited opportunities. To ensure the survival of the company, FR decides to revert to its original business that is manufacturing and marketing metal frames for garden hoses. However, it is not an easy task for the company to recruit and train employees, as the company does not have any official department. This report, in the light of the above scenario will explain how the company should align its strategy to recruit skilled employees.

Personnel VS Human Resource Management

The company FR was founded in 1970, and at that time, personnel managers were responsible for overall monitoring of the employees. That is why; company may found it difficult to apply the notion of human resource management (HRM). Thus, demands a discussion regarding differences between the two terms to highlight the importance of human resource management at current knowledge base economy (Adams, Nelson & Todd 1992, pp. 227 - 247).

The term personnel management refers to the planning, organizing, compensation, integration and maintenance of people for the purpose of achieving organisational objectives. On the contrary, HRM deals with the overall performance and management of every employee in the organisation (Davis & Venkatesh 1996, pp. 19 - 45). A true revolution in personnel work was triggered by the Second World War, when the ideas of system approach to management, which became a system of management, resulted in the emergence of a fundamentally advanced technology for human resource management. Personnel management was more time consuming, and the department at that time were more concerned of how to utilize the skills more and more, and keeping the payroll as low as possible (Seddon 1997, pp. 240 - 253).

In this connection, I will recommend HRM to the FR because human resource saves more time, and will consume fewer budgets. When it comes to personnel management, employees only comply the demands of their job description, and will not dedicate their time; however, human resource mangers persuade employees to work passionately for the organisation. HR managers make endeavors to ensure that goals of employees and organisation become same, and employees will ...