Resume Analysis Submitted to GLOBAL

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Table of Contents

Background information
GLOBAL job requirements
Systematic comparison of candidates
Recommendation and justification
Works Cited

Background information

GLOBAL is an international company that provides services in the sphere of management consulting. GLOBAL operates and works with clients in the Middle East and North Africa (MENA) region. The scope of proposed services includes consultancy in relation to business planning, human resource management, finance, marketing, and other business operations.

Having offices in many countries, GLOBAL is planning to expand the business in Dubai, the United Arab Emirates. As a result, the firm needs to hire an HR Director who also has the proficiency to participate in consulting projects because the HR Director can become responsible for performing the senior consulting role in the future.

The purpose of this report is to present the detailed analysis of resumes submitted in order to take the position of the HR Director in GLOBAL and provide the recommendation regarding the most suitable person to occupy the position of the HR Director with references to the job requirements and the person’s qualifications and experience.

GLOBAL job requirements

The HR Director is expected to perform as a HR Manager and as a Consultant. The major requirements associated with the responsibilities of the HR Director include:

reporting to the Global Vice President, Human Resources, and the Regional Managing Director;
managing human resources;
adherence of the work to the organisational objectives;
employee selection;
development of employee recruitment, retention, and training programmes;
the focus on the employees’ professional development;
the focus on the employee relations and work with employees’ concerns; the focus on the employees’ safety (Ulrich and Brockbank 112).

In addition, the HR Director is expected to develop the effective communication with the employees and community; provide counselling; and focus on performance management and organisation’s development (Collings 12). With references to consulting services, the HR Director is expected to participate in the company’s consulting projects and focus on the principles of the strategic human resource management (Millmore 54).

The person should be able to work in a team as well as to recommend policies and practices, coordinate and lead the work of human resources consultants. The details of the HR Director’s position include

the focus on the idea of cooperation with the firm’s managers;
orientation to cultural diversity and idea of flexibility with references to the international context of the work;
the focus on developing human resource policies and programmes.

The applicant should have such personal characteristics as the extended knowledge regarding the human resource practices, perfect communication skills and analytical skills, and proficiency in consulting. Focusing on the specific education and experience requirements, the applicant is expected to have the Bachelor and Master degrees in HR or Business and have additional certifications (Ulrich and Brockbank 112).

GLOBAL is seeking for a HR Director with the professional experience in the field of HR in no less than 7-10 years and with the 2-3-year experience in HR consulting.

Systematic comparison of candidates

Candidates were compared according to the years of their work experience; professional responsibilities and their correspondence to the GLOBAL HR Director’s responsibilities; education and qualifications; presence of the experience in consulting; leadership skills and experience; and personal characteristics with the focus on the ability to work in a team and individually.

The resume of each applicant was reviewed, analysed, and compared against the GLOBAL HR Director job requirements. As a result, nine candidates were rejected because their education and professional experience were not correlated with the job responsibilities of the HR Director in GLOBAL (Cascio 160).

Howard Sayer was selected as a candidate who is most suitable to take the position of the HR Director in GLOBAL. Therefore, it is important to focus on the details of the candidate selection process in order to justify the made choice.

Edward Brady. The candidate currently occupies the position of the Human Resources Executive. Brady has the appropriate the Bachelor and Master degrees in human resources, certificates in HRM and SHRM. He is experienced in developing effective human resources policies and in working with attendance, turnover, compensation, and safety issues as well as performance measurement and development programmes.

The experience in the field of human resources management, administration, and supervision is significant. However, Brady has no necessary experience in HR consulting, as a result, the candidate will not be able to participate in the consulting projects effectively.

Byenogjin Kim. The candidate is an experienced human resources manager who has the expertise in managing human resources, strategic management, organisational development, and leading HR professionals. The experience in coaching and consulting is about one year.

In spite of the extensive professional experience, the candidate does not address the job requirements regarding the education level because Kim only has the Bachelor degree in English. The lack of proficiency in business and organisation can deprive Kim of working effectively as the HR Director in GLOBAL.

George Bucher. The candidate is a HR manager with the great experience in the sphere of supervising and managing human resources. The aspects that respond to the job requirements are the work in teams; strategic planning; work with the staff; work with compensation, law, and safety issues and policies; development of benefit plans; and coaching.

Bucher has the Master degree and he is a member of human resources associations and societies. However, Bucher cannot be discussed as the appropriate candidate to take the position because of the lack of experience in consultancy and significant working experience in the area of education that can be inappropriate for working in GLOBAL. In addition, Bucher has no experience in working as a leader or director in HR management.

Lauren MacKenzie. The candidate is a human resources manager who is working for ABC Telecom during many years. In spite of the candidate’s significant experience in the field of human resources, expertise in human resources strategies, practices, and planning as well as organisational development.

MacKenzie cannot be discussed as a good candidate for the position because she has no the Master degree, and she lacks the necessary knowledge in consulting and working for different clients because GLOBAL prefers candidates working for different companies in order to speak about the important experience of working in diverse environments.

The candidate needs to demonstrate the broad knowledge in working with different approaches and strategies, and MacKenzie has no necessary proficiency because of education (Cascio 160).

Christine Jones. The candidate is an experienced Human Resources Coordinator who has the necessary expertise in managing human resources, HR planning, recruitment, employee services, development, and training. The candidate’s education meets the job requirements because Jones has Master degree in Labour and Human Resources and Bachelor degree in Science and Business Administration.

Nevertheless, Jones is not suitable for this position of the human resource leader and consultant because of the lack of experience in working for different clients and providing professional HR consultancy.

Grace Halliday. The candidate has the developed communication skills, IT skills, organisational skills, and the experience in the field of operational and human resource management. In spite of the experience in the field of recruitment, operational management, and change management, the candidate has no the Master degree and necessary experience in consulting.

Furthermore, the experience in the field of operational management did not provide the candidate with all the necessary skills related to effective supervision and strategic management.

Aya Konno. The candidate is a professional in the sphere of human resource and project management. Konno has the developed leadership, management, and organisational skills because of obtaining the senior management position. However, Konno has the great working experience only in the healthcare industry, and moreover, Konno has no the degrees in HR or Business as well as the experience in consulting.

Yi Ming Chen. The candidate has the experience of working in the international companies as a HR leader and developing the change and culture programmes and projects. Although Chen has the significant experience in HR management and appropriate education, the candidate has no necessary skills in consulting to perform effectively in GLOBAL projects.

In addition, the experience of the candidate cannot be discussed as contributing to the organisational needs because Chen’s experience covers the narrow field of human resource management.

Eng Liu. The candidate has the appropriate experience in working as a human resource manager for two companies. However, the candidate is rejected because of the lack of the necessary Master degree. The candidate has no experience in the leading the HR professionals, and there is no experience in HR consulting necessary for the position.

From this point, it is impossible to speak about this applicant as the appropriate candidate to take the position of HR leader responsible for developing strategies, policies, and programmes.

Recommendation and justification

Howard Sayer can be discussed as the most suitable person to take the position of the HR Director in GLOBAL after the focus on analysing the job requirements and comparing the candidates’ qualifications and experience. Regarding the educational requirements, Sayer has the Master degree in Business Administration and Science in Human Resources Management and the Ph.D. degree in Urban and Public Administration.

Focusing on the working experience, it is important to state that Sayer has the 8-year experience in working as a HR manager for different companies. Since 2001 to 2008, Sayer was working as a Regional HR Manager and then HR Director for Global Flight Services, Inc. Sayer has the experience in managing human resources in the international company and in managing the workforce diversity while developing HR programmes and policies to regulate the issue.

Focusing on the objective of developing HR strategies, it is possible to state that Sayer has the experience in working as a partner with senior management to develop strategies and promote the organisational change. Discussing the experience in recruitment, employee relations, employee development, performance management, compensation and benefits administration, it is important to note that the candidate has the extensive experience in managing human resources at all levels.

Sayer also has the 3-year experience in consulting with the focus on HR and operations management. Other candidates do not meet this requirement, and Sayer has the most diverse experience in the sphere of consulting, leading HR teams, and proposing effective HR strategies for different clients. Furthermore, the candidate meets the additional requirements regarding the certificate of the Senior Professional in Human Resources (SPHR) and society or association’s membership.

Sayer is characterised by the developed leadership skills necessary to work as the HR Director in the company, to develop strategies, organise the work of employees, propose management training program, resolve legal and compliance issues, and contribute to the organisation’s profitability.

Having the developed leadership skills, knowledge in HR management, business, organisational development, and knowledge in working in diverse decentralised organizations, the candidate will be able to contribute to GLOBAL’s expansion while leading the HR team and performing as a professional consultant in the sphere of HR and business.

In spite of the fact that Sayer works as a lecturer and teacher in the field of Public Administration during the recent six years, the candidate’s experience in the field of HR management, strategic management, and consulting is significant, and Sayer can contribute to the company’s organisational development, work in managing change, and attempts to manage the diverse culture.

From this perspective, Howard Sayer can be discussed as the most suitable candidate for the position of the HR Director in GLOBAL because Sayer meets directly the educational and professional requirements along with having the wide experience and developed leadership skills to contribute to the organisation’s expansion and progress.

Sayer is able not only to manage human resources effectively but also add to the company’s approaches and activities in strategic human resource management consulting.

Works Cited

Cascio, William. “From Business Partner to Driving Business Success: The Next Step in the Evolution of HR Management”. Human Resource Management 2.1 (2005): 159-163. Print.

Collings, Dan. Human Resource Management: a Critical Approach. London: Routledge, 2009. Print.

Millmore, Mike. Strategic Human Resource Management: Contemporary Issues. New York: Pearson Education, 2007. Print.

Ulrich, David, and Wayne Brockbank. The HR Value Proposition. Boston: Harvard Business Press, 2005. Print.

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