S11422649

Human Resource Management

BBPB2103

Introduction
Better recruitment and selection strategies result in improved organizational outcomes. The more
effectively organizations recruit and select candidates, the more likely they are to hire and retain
satisfied employees.
The objectives of this assignment were to:
-

Identify general practices that organization use to recruit and select employee,
Determine which recruitment and selection practices are most effective, and
Determine how the recruitment and selection practices affect organizational outcomes.

Recruitment is the process of identifying and attracting potential candidates from within and
outside an organization to begin evaluating them for future employment. Once candidates are
identified, an organization can begin the selection process. This includes collecting, measuring
and evaluating information about candidates qualifications for specified positions. Organizations
use these processes to increase the likelihood of hiring individuals who posses the right skills and
abilities to be successful at their job.

Part A
Easa Faheem

Bachelors of Human Resource Management

May 2012

S11422649

Human Resource Management

BBPB2103

Background of the Company

VTV - Villa Television Station
Owned and operated by the Villa Group, VTV is the Maldives' first private satellite television
broadcaster. Launched on 05 September 2008 (in the holy month of Ramadan), the station beams
a single encrypted channel via the Thai-com 5 satellite and offers a range of News and Current
Affairs, Various Social, and entertainment programmes in Dhivehi, the Maldivian national
language.
VTVs main station is sited in Thilafushi, an artificial island approximately seven kilometers
from the capital, Male', located in the North Male Atoll. The company also has a full-fledged
studio in Male' and intends to establish production houses and bureaus in Hulhumale and other
strategic islands' in the near future.
The station is a state-of-the-art facility, featuring an all-digital tapeless workflow for ingest,
post-production, storage and transmission with full station automation and a full-fledged
newsroom computer system.
The Villa Television station emerged from the vision of Qasim Ibrahim, the Chairman of the
Villa Group who also served as the Finance Minister of the Maldives and Governor of Maldives
Monetary Authority (MMA). Project coordination on-site was handled by VTV's Mohamed
Shameem and principal engineering on-site was coordinated by VTV's Abdul Latheef.
The design, consultancy, procurement and turnkey systems integration jobs were all handled by
LSV Singapore (Derrick Ang - Team Head, Bobby Nair - Project Director, Boon Kim Ang Technical Director, David Phillips - Integration Chief, Anthony Choo - Sales & Supply, and
Werner Pauser - Installation Engineer).
Vision
VTV intend to play a key role in the development of the nation's consciousness through content
and services delivered to the Maldivian public.
In a time where political bias is part of mainstream and niche media, VTV is boldly swimming
against the current, endeavoring to maintain the highest possible level of objectivity in its news

Easa Faheem

Bachelors of Human Resource Management

May 2012

S11422649

Human Resource Management

BBPB2103

and current affairs programs. The company strives to maintain the quality of its programs while
ensuring feasibility, striking a delicate balance between quality and profitability.
VTV is highly receptive to creativity and remains ready to usher in new technology. Whilst we
keenly value individuality, we also place an equal emphasis on the collective sentiment. Guided
by these principles, we aim to become most popular local television channel; a vision that is
stated in our motto: VTV - My Local Channel.
Mission
To become a key contributor to the development of the Maldivian society through its services
and television programs promoting good journalism, knowledge, arts and entertainment.
Values
There are five main values that will follow in VTV everyday operation. They are as follows;

Equality and fairness

Honesty and integrity

Creativity and ingenuity

Quality productions

Feasibility

Size of the Organisation

Size of the organization matters every company. Size of the company depends on the nature of
the business. VTV is the broadcasting company; they need a large number of staffs to do
everyday tasks. If the number of staffs is less compare to the ordinary business, then the work
load of each staffs do is excessive.

Easa Faheem

Bachelors of Human Resource Management

May 2012

S11422649

Human Resource Management

BBPB2103

There are over 100 staffs who work in VTV. From them there are 3 foreigners. Around 98% of
the staff is full time staff, rest 2% are part-time staff.
VTVs Organisational Chart

Villa
Villa Group
Group
Chairman
Chairman

IBC
IBC
Chairman
Chairman

VTV's
VTV's CEO
CEO

News
&
News &
Current
Current
Affairs
Affairs Head
Head

Marketing
Marketing
Head
Head

Broadcast
Broadcast
Engineering
Engineering
Head
Head

Creative
Creative
Head
Head

CoCoordinators
ordinators

Staffs
Staffs

Staffs
Staffs

CoCoordinators
ordinators

Staffs
Staffs

Staffs
Staffs

Staffs Benefits
-

Staff Loan Scheme,

Financial Assistance from other business organisations,
Training in-house and out side,
Company health insurance cover.

Easa Faheem

Bachelors of Human Resource Management

May 2012

S11422649

Human Resource Management

BBPB2103

Part B
Recruitment
Erasmus, Van Wyk and Schenk (2000:291) describe recruitment as human resource management
activities aimed at attracting potential job seekers to fill a specific vacant post. Candidates can be
attracted internally or externally through various recruitment methods (Arthur, 1998).
In VTV organization does not recruit much staff due to the financial difficulties. But typically
they select the staff without internally or externally announcing for job vacant. Even though
sometimes they do externally inform public that their will be available vacant. When they recruit
the staff its mainly based on family or close relatives, without looking for their qualification and
experience. In recruiting any staff even they are close relatives the recruitment process will
follows accordingly.
Internal Recruitment
In some instances the filling of vacancies from within the company is accomplished by transfers
or promotions.
However, when promoting an employee, the seniority should not be the sole basis for promotion,
as due regard should be paid to skills and competence (Cloete, 1995:126).
The exploring of internal sources is based on the following techniques or strategies:

Skills inventories: A skill inventory is a database with a list of employees and their
specific skills

Easa Faheem

Bachelors of Human Resource Management

May 2012

S11422649

Human Resource Management

BBPB2103

Job posting: Job posting implies that vacancies are placed on notice boards, e-mails and
the organizations website. Full details of the vacant position are provided and any staff
member, who feels he or she may have the necessary qualifications, may apply.

As mentioned above, VTV does not imply much on internal recruitment. They mainly focused on
the external recruitment.

External Recruitment
External recruitment opens up an opportunity to people who are not member of the organisation
to apply for vacant positions. Beach (1980:216) contends that external sources can be utilised
effectively provided there are proper assessment tools available. There are many different
sources that are use in external recruitment. Some of that are:

Employment agencies
Referrals from current employees
Walk-ins
Former employees
Professional bodies,
Head hunting,
Educational institutions,
Consultants and
Labour unions.

Todays tight labour market is making it more difficult for organisations to find, recruit and select
talented and qualified people. Competition for talent is intensifying, as there are few qualified
applicants available.
As we know VTV is very much depend on technology, and technical skills the organisation need
qualified and experienced applicants. But in Maldives it is very difficult for finding qualified
applicant for television field. Because of that organisation is relying on the referrals of current
employees, trade fares, educational institutions and former employees who are working in the
organisation.
Easa Faheem

Bachelors of Human Resource Management

May 2012

S11422649

Human Resource Management

BBPB2103

Moreover they use media to seek the less qualified and semi skilled jobs like office attendant
receptionist.
Selection
Erasmus et al (2000:311) define selection as a process of trying to determine which individual
will best match particular jobs in the organisational context, taking into account individual
differences, the requirements of the job and organisations internal and external environments.
In VTV the selection process starts from an application received for available vacant. First step
involve in the selection process was collecting the basic information about the candidate via
resumes and application forms. In that they collect the information like education, work history
and work experience.
After collecting all the information then the information, the interviewing panel will see whether
the candidate fulfil all the requirement, if so then they will call for interview.
In VTV first they interview face to face interview with candidate and relevant department head.
After that, the department head get ok for the applicant then, HR department will call him or her
for final interview. That interview will be held in panel.
Evaluation of recruitment and selection Process
Effectiveness of the recruitment and selection process depends on how the company did both the
process. Companies can ensure that they have the talent they need at all times through effective
recruitment and selection techniques. Recruitment is an important part of daily company
business. When an important person leaves the company, company need to have a recruitment
system in place to replace the person as soon as possible.
Always be recruiting
In order to be an effective recruitment and selection company will always be recruiting.
Regardless of whether or not you have positions to fill, your recruiting system should always be
operating. The company should accept resumes at all times, and managers should interview
qualified candidates when possible. If you are always recruiting, then you always have a pool of
candidates to choose from that you have already interviewed and shortlisted.
Easa Faheem

Bachelors of Human Resource Management

May 2012

S11422649

Human Resource Management

BBPB2103

VTV always accept the resumes they got even though there are no clear positions to fill. This
will enhance the recruitment selection process and can effectively do, when it will necessarily.
Use a Team
In most companies the recruitment responsibility ultimately falls to the executive in charge of
human resources. However, the actual process of recruiting should be done by a committee of
people who all have input in the final selection. A team of human resources will have variety of
opinions when it comes to recruiting a candidate. One human resources representative may see
something in a candidate that others may have missed. When use a human resources committee
to recruit, it can give you more well-rounded profile of each candidate.
Company like VTV must have a selection team who is qualified in various fields. That is very
important because it was mainly depend on technological.
Be patient
Avoid settling on a candidate that may not be an ideal fit for the company and the position you
are hiring for. Continue to talk to qualified candidates until you find ones who are qualified
enough to be considered for hiring. Network with placement companies that can help you find
one you need.
Suggestions for improving recruitment and selection

Develop a recruitment plan

Conduct research for areas that employees need
Personalise the recruitment process
Select and train the right people as recruiters
Build strong partnerships
Develop an employee referral program
Improve the selection process
Develop an advertising plan
Develop an internet presence
Employ effective recruitment strategies
The organisation develops a suitable formal written request such as a requisition form or
memo.

Easa Faheem

Bachelors of Human Resource Management

May 2012

S11422649

Human Resource Management

BBPB2103

The organisation uses an employment agency for the recruitment of low skilled,

temporary staff.
The organisation advertises for medium to high skilled vacancy positions in the daily

newspaper.
The organisation advertises all vacant positions internally in the first instance.
The organisation uses structured interviews for all positions classed as medium to high

skilled.
The organisation obtains comfortable lounge-type seating and a coffee table to be used to

conduct interviews in the designated interview room.

The organisation develops and implements an employee orientation program.
The organisation ensures that the orientation program is carried out with new employees
on their first day, where possible or, alternatively, in the first week.

Conclusion
Todays tight labour market is making it more difficult for organizations to find, recruit, and
select talented people. The competition for talent is intensifying, as there are fewer qualified
applicants available. This shortage of applicants makes it all the more important for
organizations to be able to effectively attract, select, and retain quality candidates.
As results from this survey indicate, organizations need to offer more than an attractive wage to
entice qualified candidates. With the number of job opportunities currently available, candidates
can afford to be choosy when searching for their ideal job. They are looking for more than just an
attractive salary; candidates are seeking organizations that can offer them various kinds of
benefits, the potential to advance, and an environment in which they can learn and thrive. If an
organization cannot offer these, job seekers will find one that does. Thus, it is important for
organizations to know exactly what they have to offer potential employees, then highlight their
best features when recruiting candidates.
Once organizations have successfully recruited candidates, they must select the best ones for the
positions under consideration. Organizations use various tools to help them select individuals.
Results from this study indicate that selection tools designed to obtain behavioural and
motivational information about candidates contribute to effective selection systems. For
example, behavioural interviewing is a popular selection activity among organizations with
highly effective selection systems. In the future even more organizations plan to use this and
Easa Faheem

Bachelors of Human Resource Management

May 2012

S11422649

Human Resource Management

BBPB2103

similar tools more extensively to select employees. Organizations realize that having an
effective, legally sound system in place is crucial to helping them select the right people for the
right jobs; to do so, many organizations are planning to increase their use of various tools and
devote more money to the process.
Finally, better recruitment and selection strategies result in improved organizational outcomes.
The more effectively organizations recruit and select candidates, the more likely they are to hire
and retain satisfied employees. In addition, the effectiveness of an organizations selection
system can influence bottom-line business outcomes, such as productivity and financial
performance. Hence, investing in the development of a comprehensive and valid selection
system is money well spent.

Easa Faheem

Bachelors of Human Resource Management

May 2012

S11422649

Human Resource Management

BBPB2103

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Easa Faheem

Bachelors of Human Resource Management

May 2012

S11422649

Human Resource Management

BBPB2103

Erasmus, B. Van Wyk, M. & Schenk, H. 2000. South African human resource
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Easa Faheem

Bachelors of Human Resource Management

May 2012

S11422649

Easa Faheem

Human Resource Management

Bachelors of Human Resource Management

BBPB2103

May 2012