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Human Resource Areas of the Shell Group Companies
Abstract:
This Assignment examines one of the human resource areas i.e.,
recruitment and selection practices of the Shell Group of companies.
We examine how Shell is implementing its concept of fairness and
equity as a fundamental value in the management of its human
resources.
By explain the criteria used for recruiting and selecting process at
Shell, we answer the question. What Shell looks for in candidates?
We look into the Shell’s current Recruitment Process which helps the
reader in understanding the different alternative routes to start a
career in Shell, which may lead to a permanent job. The critical
evaluation brings out the advantages and disadvantages in Shell's
current practices.
Based on our research we recommended two suggestions that can be
incorporated into Shell’s current recruitment and selection practices,
which would enhance their current system, in the competitive world on
head hunting.
ack
About the company:
The Shell Group is a group of energy and petrochemical companies,
operating in more than 140 countries and territories with a total
asset value of $193.83 billion, and employing more than 119,000
people. (Forbes.com Inc, 2005)
"Shell’s activities today span different businesses across the energy
spectrum with exploration and production, oil products (manufacturing,
marketing and distribution), chemicals, gas and power and renewables
(forestry, biomass and solar energy). Supporting these businesses is
‘Shell Services International’, a shared services organization
offering transactional services and in-house consultancy." (Mahieu .C,
2001)
"At the heart of these businesses is the principle that Shell
companies in each country should be independent, operating as part of
the local community. Each is run by people who understand the local
environment. They have the authority and autonomy to make all normal
business decisions."( Shell.ca, 2005)
According to Shell it strives to create a work environment where
diversity is valued, where all its people are selected, developed and
treated fairly on the basis of merit, and where everyone is given the
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
In a competitive economic environment, human resource management has taken more of a strategic, hands-on role in many companies to handle the challenges they face to stay competitive. Companies must find ways to bring in customers and keep good, well-motivated employees on the job. With this in mind, companies that are successful must have sound HRM practices and provide a positive workplace for employees. Looking at the Top 10 Companies to work for, we want to know if HRM practices have an effect on that company being one of the best places to work. We will look at REI, number 9 in the top ten companies to work, to see if Strategic Human Resource Management plays a role in their success.
The intricate link between the different phases in the employment process can be demonstrated by means of a fictional case study. Redington RDS is an oil company that has developed a revolutionary new way of refining oil. As such, a number of new positions have opened up in the company. To address this change, the company will first have to conduct a job analysis for each new position. Information from the job analysis will first be used to help carry out job evaluations and then workforce planning. Next, they will use information from the previous three phases to assist with recruitment, selection and finally the training and develop of new employees. Performance management will be both the last and the first step as information from it will be filtered back to previous phases.
The University of Queensland Recruitment and Selection Manual. (n.d.). Retrieved from The University Of Queensland Australia: http://www.uq.edu.au/shared/resources/personnel/recruitment/RecruitmentandSelectionManual.pdf
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
In today's global business environment, managing diversity in human resources has become a very important and crucial issue. Human resources management has a lot to deal with managing workers/employees from different countries and nationalities. Managing multinational human resources becomes an issue not only in the multinational corporations, having their offices or plants in different countries, but also in the domestic companies, with domestic workforce becoming more and more diverse each day. Creating an HR that has the ability to recruit and select the right people and the ability to effectively socialize and train employees will allow multinational companies to excel in all business aspects.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
As shown in the graph on the left, in the manufacturing area, the portion that humans take is getting lower and lower as time passes. It's because robots and AI are replacing those occupations. This is rather a natural phenomenon in the managers' perspective. Why not use robots which require less payment and work for longer time without any dissatisfaction? The graph 1 on the left explains the statistic. Then, what about the service industry? Can it avoid this stream? Unfortunately, the answer is no.
The following analysis evaluates the challenges faced by Royal Dutch Shell Oil Company involving their monumental proposed investment into their Nigerian operations. When global companies experience extreme criticism such as Shell, they are usually tasked with identifying optimum solutions to reverse the negativity. In addition to assessing the challenges, this analysis provides some potential strategies that can be implemented to resolve the issues within this case.
As an example of experience requirements, the job offers of such companies as David Aplin Group or Chevron can be analyzed. Thus, to the requirements set by David Aplin Group belong: • over 5-year experience in the sector of the Human Resources, including employee relations, recruitment process, salary strategies, corporate administration, and legal compliance; • extensive knowledge of Applicant Tracking Systems, the policy of Human Rights and Employment
Source: CIPD. (2003) HR Survey: Where We Are, Where We’re Heading. Survey Report. Issued: October 2003, Reference: 2872, London: Chartered Institute of Personnel and Development
Human Resource management (HRM) can be defined and simplified in various ways. One definition is that HRM is to “get the right people on the bus, the wrong people off the bus, and the right people in the right seats” (Collins, 2001). The People theory is a theory in HRM that includes Recruitement and selection- two major subjects in the HRM function which concerns people and their way to a job for them.This essay will treat and discuss these two topics, recruitment and selection and their importance to the HRM function.
This paper is about leading people through a management system called Human Resource (HR), that does more than payroll, design training, and avoiding lawsuits. It provides essential components that will ensure that human talent is used effectively and efficiently to accomplish organizational goals. It is a case study of the Rio Tinto company 's Human Resources global approach after a significant downsizing in 2008.
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)
Performance management is defined as the partnership of two individuals reaching for a mutual goal, exceptional performance. They are the employee and the supervisor.