Research Project Assignment: HRM, Recruitment & Selection in UK

Question

Task: In this research project assignment, you are required to write a thesis on the topic “HR Management, Recruitment and Selection in the Public and Private Sectors of UK”.

Answer

1. Introduction
1.1 Brief Introduction
The process of recruitment and selection is considered as an important function encompassed as a division of Human Resource Division in every organization. This is depicted as a very vital characteristic as it influences organizational success both in the private and public sectors. However, the pandemic situation of covid19 has resulted in many operations shut and functioning with fewer employees and workers. This has affected the channel of recruitment and selection in several organizational sectors in the UK hampering the continual supply of qualified candidates. Recruitment and selection depict a core significant notion for a company leading to the evolution of online, telephonic interaction for getting the right abilities and skilled candidates. The recruitment and selection process has slowed down in wake of Covid 19 and has made organization concerned or trying to develop an effective approach for hiring methods.

1.2 Background
The fresh awakening of humanization and humanism in the global parameters resulted in an enlargement of the scope concerning the applicable principles towards human resource management in public and private organizations. The development of individuals, developing competencies, as well as procedure development as a whole organization is vital concerns for human resource management. It asserts being present as a calibre and the nature of the human resource for an organization indicates whether an organization would possess or will be able to gain a competitive edge over the competitors. Considering such reason, the present situation of Covid19 has impacted the phase of the procedure of recruitment and selection about the planned strategies for the recruitment and selection are followed (Carnevale, and Hatak, 2020).

In the recruitment procedure there exist two significant stages being very imperative for an effective and precise recruitment and selection procedure. Initially, in attracting a huge number of applicants and second possessing the capability of Human Resource Divisions in making the finest selections encompassing the total number of applicants. The enhanced attention is purposively paid for the motivational attributes concerning the human personality, especially the requirement of group belonging, self-esteem, as well as self-actualization.

1.3 Rationale
Human resource management is the initial division that marks and measures the success outcomes concerning every realm of an organization. The recruitment and selection procedure helps set the methods and approaches in making out the best candidates ever. The notion of the research is focused on the selection and recruitment in wake of covid19 and the contribution it makes to the public and private organizations in the UK(Haas, et al. 2020).

The practices of HRM principles encompassing both the sector would be displaying the experience of the shift to performance enabled culture among the organization. The study would be deriving the significance and purpose of hiring in the Covid 19 situation in attaining performance-based outcomes aligned to the strategic route of both public and private sector organizations. The Human Resource Management and its function would be utilized in bringing about the change in the matter of job assessment, terms of harmonizing, service, and thorough skill and knowledge framework(Ma, et al. 2018).

1.4 Research Aims
The study aims at knowing the effectiveness of recruitment, and selection procedure in the Covid 19 situation and contributes towards the performance of the organization. The study would also be assessing the importance and objectives that are executed with the help of recruitment and selection practices followed in the organization. The study focuses on concentrating the recruitment and selection approach as a core element in making the goal of a performance-based culture among the public and private organizations in the UK. The study will be supportive in deriving the recruitment and selection process as the most effective and success-based approach in getting the desired candidates.

1.5 Research Objectives
The main objectives of this research paper involve the following factors:

• To assess the role of recruitment and selection in business operations
• To evaluate the efficiency of organizations in conducting recruitment and selection in the current COVID 19 pandemic situations
• To evaluate the different methods of recruitment and selection used by organizations in the current conditions
• To recommend methods by which recruitment and selection processes can be conducted efficiently within organizations.

1.6 Research Questions
The questions based on which the entire research has been conducted are as follows:

• What is the role of recruitment and selection in business operations?
• Are organizations able to conduct recruitment and selection processes efficiently in the current COVID 19 pandemic situations?
• What are the methods of recruitment and selection used by organizations in the current conditions?
• What are the recommended actions by which recruitment and selection processes can be conducted efficiently within organizations?

1.7 Problem Statement and Purpose of Research
The thesis would be investigating the recruitment and selection procedure in the Covid19 situation in the public and private sector in the UK. The process of recruitment and selection needs individuals impacted by pandemic would be discussed and how it affects organisations(Aguinis, et al. 2020). Recruiters should be possessing knowledge concerning the job realm, friendliness integrity, and truthfulness. The purpose of the research is to assess the role of recruitment and selection as well as management in both private and public sector organizations in the Covid19 situation in the UK.

1.8 Outline of the research
The research concerning the HR management, recruitment, and selection procedure in public and private segment in the UK is designated as:

Introduction: This is the first step of the research encompassing a background, aims and objectives of the study, rationale, problem statement, and outlining of the whole research.

Literature Review: This is the most vital portion of the research as it brings out the critical faces, elements, and subjects interlinked to the study. This portion helps in evaluating the necessary and concerned topics associated with the study and importantly the most significant face of the sudsy.

Methodology: This portion helps in functioning the research effectively with research applications like research designs, strategy, etc. in executing the study as desired.

Data Analysis: This depicts the evaluation of the data that is derived with the above-mentioned methodology in deriving the much-needed probable outcomes. Conclusion: This is the final facet of the study resulting in a final step and it also contains limitations, recommendations, and further research concerning the study.

Figure 1.1: Research Outline
(Source: Created by Author)

2. Literature Review
2.1 Chapter Introduction
Effective recruiting functions pointing the right job advertisement in the right place for attracting the desired candidates at the right time. The present situation of dealing with covid19 has been difficult for the organizations in the UK. The Recruitment and Selection delivers a purpose as very broad that consists of several types of operations. Human resources management and the recruitment and selection procedure are considered the most significant assets for any organization.

2.2 Conceptual Framework

Figure 2.1: Conceptual Framework

2.3 Concepts of Recruitment and Selection
Recruitment is defined as a technique aiming to attract individuals possessing good skills and the huge potential of performing in the business. The more recruitment is done, the more focused and effective the procedure becomes (Abbasi, et al. 2020). The selection comes hand in hand following recruitment and constitutes a last stage in the recruiting life cycle. This helps in selecting the preferred candidate through a pool of applicants. It is all about aligning human talent accordingly to the company's goals with strategic recruitment and selection, organization ensures that they are acquiring the right skill set of skills in supporting the business both for current and future. In the current situation, recognizing the talents, leadership, and expertise for making the business grow and outperforming the competitive markets. Every organization is developing its own set of patterns in recruitment and selection as per their procedures and policies like an online preface, less number of direct engagement in a week, etc.

Figure 2.2: Recruitment and Selection Process

Human resources management is a minefield concerning regulation and aimed at supporting the workers with the power of recruiting practices. Summing up recruitment and selection is a practice of screening, shortlisting, sourcing, and picking up the right candidates in stuffing up needed vacant seats in the designated situation (Chungyalpa and Karishma, 2016).

2.4 Theories and Models
2.4.1 Standard Causal Model of HRM
The Standard Causal Model of HRM is known as one of the best HR models designated in an organization. The concerned model depicts following a causal process that initiates with the business strategy and ending with the HR processes, with improved financial performance. The model allows in showing the HR activities being aligned accordingly to the organizational strategy resulting in positive business performance (Cheng, and Hackett, 2021). It involves practices like hiring, training, appraisal, and education resulting in specific results like engagement, and quality output. Considering the model, HR tends to be effective if the strategy complies with the business strategy in line with the best fit theory. The reversed causality shown in the model depicts that several times a powerful financial performance results in further investments within HR practices and positive HR outcomes. Generally, the HR model depicted represents the devised human resource plan and its influence upon the human resources concerning the internal procedure along with financial outcomes for the organization.

Figure 2.3: Standard Causal Model of HRM

2.4.2 Harvard Framework of HRM
The Harvard framework for HRM is an HR prototype comprising of five elements. The model initiates with the stakeholder interest including stakeholders like employee groups, shareholders, management, government, etc. that designate the policies of HRM. In the meantime, situational factors impact such interests that entail workforce features, unions, and every other determinant that is also been listed.

Figure 2.4: Harvard Framework of HRM

The stakeholder interest and Situational determinants impact the policies of HRM that comprise the core HR activities, such as training, recruitment, and reward practices (Gooderham, et al. 2019). When executed finely, the HRM policies result in positive results within the HRM. These may involve the prior depiction of cost-effectiveness, retention, competence as well as commitment. Such a type of positive HRM results generates a long period of consequences within the organizational environment. The Harvard framework of HRM is depicted as an HR model that considers taking a more holistic approach to HR, entailing distinctive phases of outcomes.

2.5 Recruitment and selection processes used in SMEs
Recruitment and selection procedure represents a significant role as to attract, hire and retain the skills and talent for strengthening the functional and managerial in an organization. However, in the covid19 situation, less formalization and institutionalization of HR applications and practices among the small and medium industries generally has led to HR management deficit. The small and medium (SME) industry requires multi-skilled individuals to grow, surviving as well as competing in the targeted market. The recruitment process is not fixed and fluctuates as per nature, resources, and needs in SMEs (Klepi?, 2019). In Quantum Technology Marketing, the employers consider distinctive emphasis upon the specifications for potential applicants, like qualifications (professional), personality (attitude), skills (computer literacy), and attributes (hard-working). Considering the recruitment and selection process in small and medium enterprises (SMEs) and objectives towards the goals is important for SMEs. This is because of enhanced competition in the concerned segment; the SMEs require being precise, being more vigilant as well as careful in acquiring and taking the right individual in the organization.

Concerning the use and application of generic HR features and functions that include employee relations, recruitment, engagement, and training relations a considerable diversity is been identified as an approach such practices have been practised in the telemarketing agency in the UK. The determinants like recruiting through word of mouth recruitment, nature of jobs, or references depict a vital role in the procedure or recruitment and selection in the concerned Small and Medium Industries (SMEs). In the covid19 situation, the phone set up and online interfaces of recruitment and selection has been purposively important. The procedure is initiated can with potential applicants sitting online or phone up in the employment premises concerning an application form or enquiring about the position. The employers then ask some general screening questions, like present position and reasons to apply for the job.

2.6 Recruitment and selection processes used in major organizations
The purpose of the objective of recruitment and selection and the role of human resources concerning any major organization are the same clear. The procedure of picking up specific candidates is based on several rounds like personal interviews, group discussions, testing with a situation, etc. Concerning the mentioned topic the recruitment and selection process would be discussed among the organization of Bentley and AstraZeneca. The Bentley organization follows a thorough interview process intended to impart selecting managers with the help of information required for successfully navigating the hiring procedure and job posting at Bentley (Ryan, and Delany, 2017). The covid19 situation had led to some difficulties in selection approach as sales figure has been decreased in period of a challenging situation. This has led to the recruitment and selection process been minimized within effect to less operation observing the sales trend. But presently there is also a recruitment and selection procedure followed with the online selection procedure currently practised but with a minimal force to be followed. On the contrary, AstraZeneca, a pharmaceutical company is following a quality recruitment and selection procedure. The covid19 situation has led to the rising demand for vacancies and necessary medical equipment in saving the lives of infected individuals. This has demanded of more individuals to be recruited with a proper process of recruitment being followed. A series of procedural steps are followed for recruiting more individuals as required in the present situation based upon the right skill set possessed by an individual. The recruitment and selection procedure in both the organization are distinctive accordingly to the present situation that is been followed. The concerning situation has up to much extent has impacted the recruitment and selection process and its contribution to the concerned organization(Bhosle, 2020).

2.7 Main criteria for recruitment and selection in various organizations
Organizations big or small are required to develop a purposive and efficient recruitment procedure for ensuring the availability of talents, skilled and knowledgeable individuals for attaining an optimized and better performance. There possess considerably and more leverage in recruitment and selection procedures in such companies compared to the different functions. Apart from different and distinctive considerations of organizations, the general criteria of recruitment and selection process are recognized as:

Attracting and Engaging Top Talent
The job of a hiring manager is to found and connecting to the talent that possesses requisite sets of skills concerning the designated role(Agyei, 2016). Nevertheless, managers should engage succinctly in attracting an accurate type of candidate.

Streamlining the Procedure
Organizations aspire of deploying and developing and a seamless procedure of recruitment and selection Streamlining of procedure initiates with pre-screening that involves acquiring needed information of the candidate

Workplace Guidelines
Workplace regulation and guidelines help recruitment and selection of employee referral, regulation concerning promotion and transfers; rehiring eligible employment, and standards eligibility. Guidelines concerned to performance, employee tenure, and application promotion or transfer are important as it avoids confusion and sums up the structure in the procedure towards upward mobility in the present workforce.

2.8 Importance of recruitment and selection
Possessing a good policy of recruitment and selection is very imperative as it assists the organization in making or filling up with correct job description and also ensures consistency in its approach. A suitable job description is revered as an integral portion for an overall recruitment procedure precisely describing the primary and vital activities to be executed followed by the core competencies for a specialized role. An efficient recruitment and selection approach fulfils the need concerning the job as well as ensuring that an organization would continually maintain the commitment in imparting equal chance to the employees(Hinton, et al. 2020). Adhering to the concerned policy would allow the organization in hiring the best and desired candidates. Fewer interactions among employers and employees, lockdown for breaking the contact chain to the virus has hampered the job conditions resulting in impacting the recruitment and selection procedure among organizations. Therefore, the Recruitment and selection process of the right individual conveys supreme importance in the continuation of organizational success. Recruitment and selection should also be imposed in any situation as it helps in getting a candidate who will be perfectly suited to the jobs in such conditions.

2.9 Managing recruitment and selection via online and over-the-phone methods
In the present trend of global and employment opportunities all over the world, it has made the interaction among employers and employees to connect different especially with the online methods. Another approach was the telephone method that is also being followed as in general the telephone conversation provides a rough preview of an employee presenting themselves and employer demonstrating the organization. Seeing the traumatic situation developed globally in the wake of the covid19 pandemic, the due engagement of employees and organizations in the recruitment and selection practices has made it stopped or minimalized. This led to the deliver higher importance to the online methods of interacting in the recruitment and selection methods like video conferencing etc. to hire the right candidates so that organizational operations are not hampered(D'Silva, 2020). The work from home facilities from organizations made the online recruitment and selection fasten up in hiring the suitable candidates. The telephone method is also been accompanied effectively in the hectic situation as it is helping to develop interaction among employer and employees that would be most needed but the presence of body attitudes is very likeable to be missing. This could be covered by an online paradigm of online recruitment and selection for an organization.

2.10 Literature Gap
The study to be developed is within context to recruitment and selection process in an organization in the wake of the covid19 situation. The study has delivered the important facet of recruitment and selection among the private and public segments in the UK and how it is affected in the present critical situation. The importance of the recruitment and selection method within major organizations as well as SMEs is shown but there are different factors also that affect the recruitment and selection policy. The recruitment and selection policy is affected due to several internal or external determinants depending upon the organization that results in not getting an adequate and right placement. The role of HR management has not been thoroughly discussed as required in affecting the foundation of hiring the necessary and desirable candidates. There is also an organizational approach, rules, and regulations that may impact the human resource management in deriving the necessary criteria for picking up suitable candidates. The recruitment and selection method should be discussed with the determinants that affect it and the approach on which the selection of the best candidate is affected.

2.11 Summary
The literature review is discussed accordingly to the HR management, recruitment, and selection method in UK organizational segment in civid9 situation. The study initiated with an introduction filled with the notion of recruitment and selection. There was also a different model discussed following HRM and another vital segment was the recruitment and selection process in SMEs and major organizations in the covid19 situation on which the study was mostly based. The criteria, as well as the importance of recruitment and selection practices, were also discussed followed by online and telephone conversation methods in getting the right employees. At last, there was a literature gap discussed to be developed in the study.

3. Methodology
3.1 Chapter Introduction
To carry out potential research on any interesting topic and to make the subject productive a research methodology is involved. This helps the research to go smoothly and there would be the implementation of strategic methods. The methodology helps the researcher to amplify the study and carry forward the research in an efficient manner. The research methodology consists of research philosophy along with strategy, approach and design. Moreover, there is a detailed discussion of the authentic and selective content. There is no bias and the methods include ethical consideration.

3.2 Research Onion
Research Onion is very effective in completing the research and it illustrates the different phases of research. This also highlights every aspect throughout the whole conducting procedure and it is very important to elaborate every layer in the onion structure. As per the views of Sahay (2016), research onion stands to be a very progressive process and enhances the usefulness of the research. This structure has been designed so that different methods and numerous purposes can be developed and it examines different contexts. This also helps to get a solution. This is a six-layered structure that consists of philosophy, approaches, designs, choices, timeline and techniques.

Figure 3.1: Research onion structure
(Source: Sahay, 2016)

3.3 Research Philosophy
For carrying out the research, it is important to engage in innovative and efficient ways so that the researcher can implement specific research philosophies within a determined context. Research philosophy mainly helps to identify the main content of the research product and it sets a set of beliefs that are mainly concerned with the nature of realistic identification concerning the context of background.

Research philosophies can be divided into different segments like positivism, constructivism and interpretivism. This is the incentive framework for analysing the context and there are many philosophers whose concepts are different. Interpretivism philosophy has been used in this study and it helps to understand the main foundation of analysing the HR management and recruitment on-site during the Covid situation in the UK (Ryan, 2018). There is comparative independence and it encloses the meaning of phenomenon within a broad perspective. Interpretivism also provides information and links with the objectives of the study that reflects the contribution of qualitative research. Hence, interpretivism philosophy is sufficient for proposed research since there is the involvement of human perception as a database.

3.4 Research Approach
The research approach stands to be the tool to measure assumptions that already are considered to be important for having detailed information. The research approach includes two types, namely the deductive approach and the inductive approach. The approach is being addressed based on the nature of the research issue. For the research project, an inductive research approach has been chosen. This helps to focus on the research objectives and questions to meet the expected findings. This is also related to qualitative research. Since this study has been completed with qualitative research, an inductive approach is expected to help in the methodology of the research. The proposed study mainly aims to improve the condition of the recruitment and selection process of HR for a better organizational structure. This can be achieved by appointing right and skilful employee. The inductive approach also describes theories and in this process, observation plays an important role. This approach is ready with perfect support data and generates results (Woiceshyn and Daellenbach, 2018). The inductive approach helps in potentially developing models and appropriate patterns of data analysis.

3.5 Research Design
Research design is very important and it ensures that accurate productivity and strategic decisions are taken. Research designs are developed so that essential procedure for information generation is conducted smoothly. The research design includes three types namely exploratory, explanatory and descriptive. The research has been conducted by using an explanatory research design. As stated by Rahi(2017), the explanatory research design helps identify influencing factors, issues and benefits of HRM and the processes through which they complete the employment and recruitment process. The explanatory research designs provide explanations in every step that is involved in the process. This impacts different actions that are related to the study.

3.6 Data Sources
Primary Sources: Primary Data Sources are first-hand information required for data collection. The process mainly involves first-hand resources like direct interviews and any kind of survey and information collected from there. The researcher can use statistical data and derive information from those data (Akther et al. 2020). This upgrades the quality of the study. Primary data collection is very important since they outline the research very significantly. There is the involvement of human interaction and the data is gathered from human opinions. This information can be gathered in form of interviews also and then it becomes primary qualitative research.

Secondary Sources: Secondary sources lie on different data that are gathered by many researchers and for the same topic. One researcher can constitute the research work even while putting data of other researchers. Secondary sources include data collection with available information from journals, news, pdfs and reports. This study consists of a primary data collection method but a qualitative method where there is the involvement of interviews and human interaction. The approach has been very effective in presenting core and in-depth details regarding the views of respondents.

3.7 Data Collection Methods and Tools
The Data Collection method depends on the methodology approach and this is the fundamental factor that influences research paper to provide essential contents. This also provides the effectiveness of the proposed hypothesis of the content and the environment. The method helps to gain reliability and solidity since this process is necessary for building up a systematic research project (Naqvi, 2019). The process is completed with the appropriate point of view for completing a research project. The data flow mainly helps in justifying the relevance model and different theories. The adaptability with contextual framework helps to gain progressiveness for completing the project. The data collection tools are of two types: primary data collection method and secondary data collection method. The data collection method helps in enhancing the quality of research and effectiveness of the data collection.

3.8 Data Analysis Method
Data Analysis methods involve qualitative, quantitative and discourse analysis methods. They add different advantages to the project. The qualitative data is very helpful in completing the review faster and back up the review with facts and reasons. There is a deep understanding of the consumers' requirements and this helps to build up the business relationship. In this project, the relationship between the Covid pandemic and the unemployment and the reason to employ more employees through new recruitment is the topic and this helps to understand increased awareness of companies in ruling out unemployment. However, small industries are not able to do so but big honchos like AstraZeneca can eradicate unemployment. The interviews from the employees and managers would help to understand the situation more clearly.

The quantitative analysis mainly helps to gather statistical analysis with survey and first-hand raw information. The research analyses the different recruitment and selection models like the Standard Casual model and Harvard Framework of HRM. These all answers are close-ended and helps people to get a proper insight into the topic. However, the study has not used this tool for the topic. Discourse analysis helps in understanding different views of people and interprets the impact of views of respondents. This makes the study authentic and significant with information.

3.9 Sampling Method and Sample Size
The sampling methods are of two types that include probability sample and non-probability sample. The probability sample starts with a complete sampling frame where individuals are involved within data collection and the people eligible are involved (Leonida et al. 2020). The individual gets a chance for being chosen in the research work. This method is very time consuming and expensive. The methods involve Simple random sampling, systematic sampling and stratified sampling.

Non-probability sampling is the process where a researcher cannot start within complete sampling. This is less time consuming and individuals do not get a chance because they are eligible and there is risk and error along with non-generalised data.

This study involves probability sampling so that all the respondent can get the chance to respond and there is no bias.
The sample population is 25 and the sample size is 13 from different organizations. Before starting an approval form would be sent and the interview would be conducted through Google meet.

3.10 Research Limitations
The limitations of the study include many points which are responsible for not completing the project within stipulated and expected quality. The limitations include issues regarding the selection of the sample, selection of research materials and lack of previous researches. Moreover, the rapid changes in the human resource environment have been resultant of the limitations. The weather condition has not been good hence the interview was done in Google meet and the internet was interrupting many times. The budget was not up to the mark and this created problems with the researcher to find few important research papers from archives that needed money. It is very important to note that the proper analysis of methods and proper data for reaching a sufficient conclusion is needed. The limitations are barriers that do not allow the researcher to complete the project and with little biases in the data, the study has become more difficult to complete. First, the business needs to be removed. The study needs to keep all these limitations in control and then the project can be completed.

3.11Ethical Considerations
The data collected about the HRM and the recruitment process in AstraZeneca and other companies in the UK have been very important. The human resource plays an important role in recruiting new employees even during the pandemic. This is very helpful in serving mankind. However, it is very important to maintain the ethical consideration of the topic and regarding all the information that has been gathered. The information must not be manipulated and no business must be there towards employment and recruitment and this ensures that the project is done appropriately. The discussion of the people who have contributed through interviews must be protected and if they do not want their names must not be mentioned. The whole scenario of data collection, data analysis and understanding budget-friendly recruitment must not be tempered. No information can be in favour of any informer. Voluntary responses would be considered and they need to be taken for references.

3.12 Gantt Chart
[Refer to Appendix 1]

4. Data Analysis and Findings
4.1 Chapter Introduction
This chapter focuses on conducting a detailed analysis of the effectiveness of HR operations and the need for an efficient recruitment and selection process. The current issues involving the COVID 19 outbreak has also contributed to serious problems with on-site recruitment processes and thus the ways to deal with the issue has been discussed in the section below. The findings from the interview conducted of 13 selected respondents have been presented in details in the section below.

4.2 Qualitative Interview Analysis
The qualitative analysis involves a total of five questions asked to each of the respondents. Considering as the interviews were conducted online using various applications such as Microsoft Teams or Skype, knowledge regarding demographic factors were already taken into account. However, this demographic data was not stored to maintain the anonymity of findings and prevent the access to personal details of the respondents. Therefore, the questions asked to each respondent involved context-based questions and their evaluations have been presented below.

Q1. What are your views regarding the need for efficient recruitment and selection process within organizations?
Most of the respondents stated that recruitment and selection are highly important as they can contribute to the availability of skilled employees who can contribute to high levels of productivity within their respective brands. The view involved the fact that recruitment and selection processes are conducted based on the skills of selected employees, their level of motivation, confidence and self-esteem. The presence of significant skills and high motivation can lead to increased performances within the brand whereas proper confidence and self-esteem can contribute to positive effects on leadership. Three respondents also stated that proper recruitment and selection takes into account the thought processes of potential employees of the organization. Based on this ideology, people that may lose interest and could move to another company are not selected right from the start. This contributes to positive effects on saving time as well as monetary resources on training processes for employees that may not work within the company for a long period.

One of the respondents, however, presented the view that proper recruitment and selection processes require a significant higher time-frame and recruitment processes cannot be achieved in a day or two. Furthermore, a loss in the workforce may contribute to the need for conducting the recruitment process again and thus leads to negative impacts on the overall brand operations. Therefore, based on this idea there is no effective way for achieving proper recruitment as no matter what form of recruitment and selection is conducted there are going to be continued issues.

Q2. What are your views regarding the development of a recruitment and selection policy and how can these policies contribute to efficient recruitment and selections?
Most of the respondents feel that the development and recruitment policy contributes to efficiency in recruitment processes and allows the selection of skilled employees. Additionally, the recruitment operations are conducted via the use of various legal or ethical guidelines in this method which leads to positive impacts on structured operations as per rules and regulations. This helps to prevent possible legal backlashes and allows organizational operations easily and effectively. About 9 of 13 respondents stated that the development of policies for recruitment contributes to an increase in availability in selection criteria for potential employees of the brand. This leads to a decrease in the time required for hiring processes, contributes to lower costs and helps to strengthen employee engagement processes. Skilled employees are provided with promotions by the HR managers which lead to positive developments in the leadership abilities of the selected candidates which have positive effects on brand operations and performances.

The remaining respondents presented a negative view regarding the development of a recruitment policy. Their views include the fact that even though the development of an HR policy has positive effects on achieving consistency, it cannot be applicable in all situations. Since the implementation of Brexit, UK faces a lower cultural diversity which contributes to similar thought processes and ways of operation for different employees. The use of the HR policy may not be efficient in the selection of people from different backgrounds which may affect operations and performances negatively. The availability of diversity can contribute to differences in mindsets leading to the derivation of a new innovative idea by working upon each other's ideas which cannot be achieved by using a set of rules as per the policies.

Q3. How are the current COVID 19 situations contributing to issues with recruitment and selection within your organization?
All the respondents have stated that the COVID 19 outbreak has contributed to issues such as lockdowns imposed by the government which contributed to a major halt in operations in 2020 as well as in 2021 in some parts of the UK. These issues led to a negative impact on the economic conditions of most organizations and thus affect the ability of organizations to fund recruitment processes. Most respondents included the fact that the issues also led to a lack of ability to implement on-site or walk-in interviews. This affected the Small or Medium-sized companies negatively as simply focusing on the use of the over-the-phone method of recruitment was found to be not very effective in understanding the abilities and skills of interviewees. Furthermore, the lack of financial availability of small companies has also affected their abilities to conduct recruitment from a large pool of candidates and online recruitment processes needed significant finances as well as time to conduct individual assessments of skills. The selection of potential employees from a large group of interviewees could contribute to the selection of the best possible candidates which cannot be achieved in the current situation.

Some of the respondents also stated that it has been a major issue communicating and coordinating with employees in the current situation which has also influenced them to refrain from recruitment processes in the current time. Additionally, some of the respondents also stated that setting up online ICT-based training processes require significantly high costs and thus the brands will not be able to provide training or inductions to the newly recruited candidates thus leading to refraining from the recruitment process entirely to focus on quality operations rather than quantity.

Q4. How are you managing the current issues with recruitment and selection in your organization?
Different respondents are using a variety of methods to deal with the current situation. These methods are highly dependent on the size and scope of the organizations that they work in. Some of the respondents belong to major brands involved in medical service provisions which include the availability of vaccines for COVID 19. These organizations have the required financial values to conduct online video conferencing processes for the interviews and do not have any large-scale vacancies due to continued operations even in the current situation. Additionally, their ability to provide vaccines contributes to easy access to employees and thus newly selected employees can opt for vaccines and start their jobs on-site after the course is complete. However, other major brands that are not involved in the provision of these medical services use over-the-phone or online methods of interviews to select the candidates that fit the job description.

Medium-sized organizations do not have a high amount of financial availability and thus focuses on selections based on a low number of candidates to complete recruitment processes within a low time frame. These organizations also use the over-the-phone method as well as the online video interviews to achieve the recruitment processes based on their recruitment policies. However, small organizations are unable to deal with the issue efficiently due to a lack of financial availability thus preventing them from such large-scale recruitment processes.

Q5. What recommended actions could be taken to deal with these issues or further avoid issues in case of similar issues in the future?
As per the views of most respondents, large-scale organizations can make do with their current process of recruitment which involves using online video conferencing. However, these operations can further be improved by implementing skill tests that can be sent to respondents by mail and requested to be completed and provided within a specific time frame. This can allow to gauge their knowledge as well as assess their confidence and behavioural patterns. On the other hand, small scale organizations can focus solely on skill assessments by providing questions to test skills via mail. Moreover, small-sized organizations may also focus on the use of online video conferencing to conduct interviews. As small organizations usually have low vacancies and low employee requirements, the brand can focus on a slow approach to select and induct candidates. This involves conducting interviews of a lower number of candidates in a day to decrease possible costs. Medium-sized organizations can focus on the same ideology for conducting interviews for the recruitment and selection process but can focus on different rounds of interviews to assess the abilities of candidates while keeping costs low.

4.3 Summary
Based on the assessment above, it can be stated that the recruitment and selection processes conducted by HR managers are highly important to ensure high performances of organizations and improved productivity. It involves the selection of the most suitable candidates for a specific job role and most organizations are interested in developing a proper recruitment and selection policy for operations. Even though large-scale organizations can deal with the current situation efficiently by focusing on the use of online video conferencing to conduct interviews, small-scale companies are not able to recruit candidates at all. The respondents feel that these issues can easily be solved by large scale organizations due to their financial availability while small and medium-sized organizations need to focus on selections using skills tests via mail or online video conferencing from a smaller pool of interested interviewees.

5. Conclusion
5.1 Conclusion
The study concludes that the effectiveness of HR operations and the need for effective recruitment is very important. The study mainly infers that during the pandemic there must be recruitments in the corporate and public sectors in the UK. The current issues of the Covid 19 pandemic had contributed to serious problems and to deal with these issues there is a proper interview of employees and managers of different organizations. The study also concludes that SMEs require multi-talented individuals for surviving in the competitive market. The recruitment process is not fixed and it fluctuates according to need, nature and resources. The Harvard HRM Framework and standard Casual model of HRM have been used that concludes with information regarding stakeholder initiation and business strategy respectively.

5.2 Recommendations
Firstly, large scale companies have financial availability and they can develop technologically. This is expected to help them with new prospects and they can focus more on recruitment. The companies can develop MIS that is a management information system and through this, they can develop the planning system. This would help the companies to make the recruitment process easier. They can also update the system and do the planning of selection and they can get the information managed through this system.

Secondly, in the Covid 19 pandemic situation it is not possible to go through all the applications and select the candidate from there. The big companies can use ATS (application tracking system). This would enable the recruiters to track applicants throughout the entire recruitment process. The ATS can help to identify the majority of qualified applicants and this helps the recruiters to determine which avenues would be more successful and worthy of additional resources.

Thirdly, the small companies can focus solely on skill assessments by providing questions to test skills via mail. They can also recruit through video conference. Owing to low vacancies and low employee requirements, the brand can focus on a slow approach to select and induct candidates. The conduct of fewer interviews and only qualified individuals can lead to low expense of possible costs.

5.3 Linking with Objectives

• To assess the role of recruitment and selection in business operations
  This objective can be linked-to Question 1 and 2 of the data analysis section involving interviews of respondents. It was found the proper recruitment and selection contributes to the increased availability of skilled employees, thus leading to an overall increase in brand performances. Similarly, the availability of policies for this recruitment process has positive impacts on the consistency of recruitment processes as well as the proper management of HR operations within the organizations.
• To evaluate the efficiency of organizations in conducting recruitment and selection in the current COVID 19 pandemic situations
  This objective can be linked to question 3 in the data analysis section and literature review chapter as they provide insights on the effects of the current conditions on brand operations. It was found that the current conditions are leading to major losses in economic values and the implementation of work from home processes. Most large scale organizations are focused on allowing work from home features that are not applicable for other SMEs involved.
• To evaluate the different methods of recruitment and selection used by organizations in the current conditions
  This objective can be linked with question 4 in the data analysis section. The interviews provide a detailed view of the efficiencies for different organizations involved. It was found that large scale organizations were able to manage these operations by conducting online interviews of respondents or focusing on an over-the-phone method of interview. However, these methods do not allow the selection of employees from a large pool due to high financial needs. Therefore, most small scale brands are not even conducting recruitment processes for the time being.
• To recommend methods by which recruitment and selection processes can be conducted efficiently within organizations.

This objective can be linked to question 5 in the data analysis section as well as the recommendations section in this chapter. The personal views of the researcher regarding the ways by which recruitment and selection can be conducted have been presented in details within this section. It was found that organizations regardless of size can implement skills tests that can be sent via e-mail and additional rounds of interviews can be set up as per the resource availability of the brand. Additionally, planning via the use of modern technologies can also be beneficial in dealing with this issue.

5.4 Contribution and Reflection
The contribution of the study has been immense and this has helped in different aspects. Large scale organizations are making their process of recruitment and this involves online video conferencing zoom calls, and different channels. These operations are improved by the HRM and the contribution of the HRM is huge in recruitment. The study also contributes a lot in understanding that the selection process conducted by HR managers is immensely important and they ensure high performances of organizations. The contribution is that it would help future researchers to gain knowledge on the selection procedure and recruitment. The study contributes a lot for the readers since it helps to understand the different frameworks and the concept of employment during a pandemic.

I have been able to understand the need of the study since in this pandemic it is very important to recruit new employees and provide earnings to them. The social disaster and its natural capacity to snatch every penny from citizens have been very shocking and this requires a high range of employment. The companies like AstraZeneca are taking initiative to employ as many people as they can. This is not a problem for them since they are supplying vaccines and they need more human power. I have understood that employment is very important but the companies like small firms are running out of money and they are not capable of keeping more staffs and as a result, they are laying off. My suggestion for this topic would be companies need to assess the capabilities and keep the best people during this pandemic. They need to be provided with training but ICT based training is costly and I feel that every company must fight the issues in their way.

5.5 Future Scope
The future scope of the study is that there are many chances for future researchers to use the research paper for further study and researches. The current study along with previous studies has used few aspects of HRM and the recruitment concept to deliver the project through which the framework sample has been made. Fellow researchers are asked to develop better constructs for theory and using the Harvard framework in a more precise manner. The construct of the study must be strong and topics to present the walk-in interview scopes and recruitment during the pandemic in the companies of the UK must be developed with depth analysis of HRM experiences. This study has provided different opportunities for a future researcher to highlight the importance of recruitment during a social constraint along with the benefits and issues of employment and their detailed analysis.

Reference List
Abbasi, S.G., Tahir, M.S., Abbas, M. and Shabbir, M.S., 2020.Examining the relationship between recruitment & selection practices and business growth: An exploratory study. Journal of Public Affairs, p.e2438.

Aguinis, H., Villamor, I. and Gabriel, K.P., 2020. Understanding employee responses to COVID-19: a behavioural corporate social responsibility perspective. Management Research: Journal of the Iberoamerican Academy of Management.

Agyei, I.T., 2016. Impact of recruitment and selection criteria on organizational performance: Insight from the public basic education sector. International Journal of Management Research and Reviews, 6(3), p.323.

Akther, T., Rony, M.K.K., Anowar, A., Habiba, M.U., Akhi, O.J., Tabassum, E., Nishat, S.H., Riyad, K.I. and Shuha, I.E., 2020. Comparative analysis of the government investments and revenue from different sectors in Bangladesh and its impact on the development of HRM sectors: a 20 years of study. Int J Bus Manage Soc Res, 10(01), pp.553-62..

Bhosle, N.S., 2020. IMPACT OF RECRUITMENT AND SELECTION STRATEGY ON EMPLOYEES PERFORMANCE.Advance and Innovative Research, p.248.

Carnevale, J.B. and Hatak, I., 2020. Employee adjustment and well-being in the era of COVID-19: Implications for human resource management. Journal of Business Research, 116, pp.183-187.

Cheng, M.M. and Hackett, R.D., 2021. A critical review of algorithms in HRM: Definition, theory, and practice. Human Resource Management Review, 31(1), p.100698.

Chungyalpa, W. and Karishma, T., 2016. Best practices and emerging trends in recruitment and selection. Journal of Entrepreneurship & Organization Management, 5(2), pp.1-5.

D'Silva, C., 2020. A Study On Increase in E-Recruitment and Selection Process. International Journal of Research in Engineering, Science and Management, 3(8), pp.205-213.

Gooderham, P.N., Mayrhofer, W. and Brewster, C., 2019.A framework for comparative institutional research on HRM. The International Journal of Human Resource Management, 30(1), pp.5-30.

Haas, M.R., He, S., Sternberg, K., Jordan, J., Deiorio, N.M., Chan, T.M. and Yarris, L.M., 2020. Reimagining residency selection: part 1—a practical guide to recruitment in the post-COVID-19 era. Journal of graduate medical education, 12(5), pp.539-544.

Hinton, D.P., Woods, S.A. and Zibarras, L.D., 2020.RECRUITMENT AND SELECTION. Human Resource Management: Strategic and International Perspectives, p.198.

Klepi?, I., 2019. Correlation of recruitment and selection of human resources and the performance of small and medium enterprises. Našegospodarstvo/Our economy, 65(4), pp.14-26.

Leonida, L., Marra, M., Scicchitano, S., Giangreco, A. and Biagetti, M., 2020.Estimating the wage premium to supervision for middle managers in different contexts: evidence from Germany and the UK. Work, Employment and Society, 34(6), pp.1004-1026.

Ma, Q.K., Mayfield, M. and Mayfield, J., 2018. Keep them on-board! How organizations can develop employee embeddedness to increase employee retention. Development and Learning in Organizations: An International Journal.

Naqvi, R., 2019. Garret Ranking of e-HRM Outcomes in Selected Public Sector Companies. Available at SSRN 3453681.

Rahi, S., 2017. Research design and methods: A systematic review of research paradigms, sampling issues and instruments development. International Journal of Economics & Management Sciences, 6(2), pp.1-5.

Ryan, A.M. and Delany, T., 2017.Attracting job candidates to organizations.In Handbook of employee selection (pp. 165-181).Routledge. Ryan, G., 2018. Introduction to positivism, interpretivism and critical theory. Nurse researcher, 25(4), pp.41-49.

Sahay, A., 2016. Peeling Saunder's research onion. Research Gate, Art, pp.1-5.

Woiceshyn, J. and Daellenbach, U., 2018. Evaluating inductive vs deductive research in management studies: Implications for authors, editors, and reviewers. Qualitative Research in Organizations and Management: An International Journal.

Appendices
Appendix 1: Gantt Chart

Appendix 2: Questionnaire for the Research
Sample Population: 25 respondents (Information requested from these respondents)
Sample Size: 13 respondents (Information provided by these respondents)
Interview: 5 Open Ended Questions

Q1. What are your views regarding the need for efficient recruitment and selection process within organizations?
Q2. What are your views regarding the development of a recruitment and selection policy and how can these policies contribute to efficient recruitment and selections?
Q3. How are the current COVID 19 situations contributing to issues with recruitment and selection within your organization?

Q4. How are you managing the current issues with recruitment and selection in your organization?

Q5. What recommended actions could be taken to deal with these issues or further avoid issues in case of similar issues in the future?