Human Resources Management

Introduction

Out of all Human Resource Management functions, Recruitment and selection seems to be the one who takes the leading role in the HR department. It is the function that impacti directly and critically the performance and activity in the organization through the quality of the employees. The job market is becomeng more and more competitive in terms of qualified persons, suitable skills and diverse knowledge so, the recruitment process should provide the company with those candidates which fit best with the company’s needs and finnaly, to hire the most appropiate person for the company.

„Recriutment starts with the HR departament’intention of developing a viable pool of applicant from which hiring and promotion decisions are made, and it end wih the efiicient receivin of the resumes”

The recruitment process compose a job analysis, meaning the comprehensive analysis of the tasks to be performed, the duties and the skills required for a job, written in the job description and a job specifications which comprises the „requisite education, skills; a list of a job’s human requirements”( Dessler, G., 2005).

After proboting the disponibility of the job, the next step is the Selection of the best candidates. It is the process of choosing individuals who have relevant qualifications to fill vacant positions. In order to perform an effective selection and to recuce costs, companies are outsourcing this process using specialised firms. Interviewing is often carried out by supervisors, departmental managers or by experts and they are the final point of the process. It can vary in time but is the most essential point in which the company meets the candidate and figures out if it is the future employee.

Description of the company

Philip Morris International Inc. (PMI) is an Americant multinational cigarette and tobacco manufacturing company, with products sold in over 180 countries having the best selling product the Marlboro cigarettes.

Starting as a sole London tobacconist, Philip Morris oppende in 1857 a small tobacco shop. The shop and the tradition kept on growing and now the company ownt 7 of the top 15 tobacco brands in the world. The company kept its headquarter in New York City and has over 82000 employees worldwide and has annual revenues of over $80 billion.

In 1997, PMI establishes a local subsidiary and starts the construction of a modern factory in Otopeni. At present, PMI sells 40 products variant and has around 800 employees across Romania.

PMI contributes to the charitable and cultural programs in Romania and works with local nonprofit organisation to support edicational, social and artistic actions. PMI’most important brands in Romania are: Marlboro, Parliament, Virginia Slims, Philip Morris, L&M, IQOS, HEETS.

Philip Morris International is an important investor for Romania through the fact it will open a new factory for the IQOS tobacco heating product, the HEETS tablets. The nvestment worth of 490 million euros is to be completet in 2020, according to the company’s representatives.What Philip Morris did in Romania seems to be a start-up poit for new investment and an example for other firms. 390 new employess and a local turnover of over 500 million euros make from this firm an atractive employer.

How is it done at Philip Morris?

Being a leading international tobacco company with a dynamic evolution since the IQOS reached the Romanian market, Philip Morris has as objective is looking for suitable candidates that can occupy the vacant positions. Moreover, considering the significant investment that was made in Romania, Philip Morris will employee in mass. But in order to do so, the candidates have to go through the recruitment and the selection processes.

There are different modalities that the multinational company use in order to bring more people into the company and occupy specific strategic positions. Through these methods, there are: the „Inkompass program”, online platforms for jobs where there are uploaded different job descriptions, the company’s website and advancing on the career ladder inside the company.

First of all, considering the “Inkompass Program”, it is a 2-cycle paid internship program at Philip Morris which enables the candidates to discover themselves through challenges that they will have to face during the internship and through cultural diversity. In order to be accepted at the internship, the first step is represented by an online application, where the students have to upload their CVs, after which a screening of CVs will be digitally realised. After a candidate passed this step, a numerical test and a situational judgement test have to be completed. The first test, the numerical test, will “assess the ability to manage and analyse data”, while the second one, the situational judgement test, will assess the decision-making abilities on a wide variety of simulated scenario”. After completing the test, if the criteria is meet, the candidate have to participate at a short phone interview, in which the candidate has to respond to some questions, eventually, participating in an on-ground assessment/ assessment centre, representing the final stage of the recruitment process. The final step represents an opportunity for networking, meeting the employees from the companies for the first time, while they are assessing the candidates. This final step is split into 4 parts: 2 team business cases, one individual project and a final interview with 3 employees from the company. The most sought after candidate is a dynamic person, willing to challenge the status quo and to take part of a creative team.