1

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. 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. If there is an E-mail address and Telephone number it will be easy for candidates as well as the organization.c) Redraft the advertisement for the marketing executive position by considering the limitations identified in part (b)

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. 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 fielde) The Role of Human Resources Department of Avon and recommendations to overcome challenges faced in the case studRole of Human Resources DepartmentChallengers identified according to their roleMeasures 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 conversant about line managers and HR managers duties, tasks and responsibilities Revise organizational HR practices in to a productive best fit approach

Train and develop Human Resource Manager giving him proper knowledge on 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.