Human Resources Management : Human Resource Management

“Human resource management is defined as a strategic and coherent approach to the management of an organisation’s most valued assets-the people working there who individually and collectively contribute to the achievement of its objectives.” (Armstrong, 2009, p.4). Human resource is the employees within the business, Human Resource Management is the management of the employees and to emphasis what they can bring to the business and monitor how the business can improve. “The overall purpose of human resource management is to ensure that the organisation is able to achieve success through people” (Armstrong, 2009, p.8), if the workforce feel valued, the work performance will be of a higher standard, this in tale can then boost the businesses production.

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

Employee recruitment and selection are crucial processes amongst other activities of an organization when it comes to employment and people management. It is a general knowledge that the most important asset of an organization is its “employees” since they offer perspectives, values and attributes to organizational life; which if managed effectively can be of considerable benefits to the organization.

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Searching for, and obtaining, potential job candidates in sufficient numbers and quality, and at the right cost, for the organisation to select the most appropriate people to fill its jobs. Selection is the process of gathering information for the purposes of evaluating and deciding who should be hired, under legal guidelines, for the short and long term interests of the individual and the organisation. Recruitment refers to the process of attracting,

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

Recruitment is a process of attracting the widest pool of talents for a vacancy, and there is a variety of ways to recruit new people.

Recruitment of potential job candidates – which can come from within the business (internally) and from the outside through advertisement (externally)

The recruitment and selection methods used by organizations can make the difference in attracting highly talented employees. Attracting skilled candidates requires employers to use several techniques, including advertising job openings, establishing an employer brand, and actively pursuing desirable candidates. In addition, the company needs to offer potential employees an incentive to work for the company. Attractive compensation and benefits attract highly-skilled candidates. However, monetary rewards are not always the answer. Companies can also appeal to talented candidates by offering employees work-life flexibility and career advancement opportunity.

To work in the Human Resource management field you must maintain and improve the company by planning, implementing, and evaluating employee relations and human resource policies, programs, and practices. It is a challenging and yet rewarding field to work in. However, just like every business field, people who work in the human resource department face many challenges when it comes to discrimination.

The entire hiring process consists of recruitment, selection, induction and follow-up. Recruitment refers to the process of screening, and selecting qualified people for a job at an organization or firm, or for a vacancy in a volunteer-based some components of the recruitment process, mid and large-size organizations and organizations often retain professional recruiters or outsource some of the process to recruitment agencies. External recruitment is the process of attracting and selecting employees from outside the organization. It is a process of stimulating people to apply for vacant positions of an organization. In other word, recruitment is a process of searching for prospective employees. It identifies

The study of human resource management becomes a major topic of the science of management at the beginning of 20th century and keeps attracting researchers’ attention (Merkle, 1980). The new models of human resource management derive from the advance of management theories and the accumulation of practices and experiences. With the development of global economy, the economic situation of each country deeply affects the world and becomes closely connected. In addition, the needs of customers vary and differ from one another. Within organizations, the role, function, and content of human resource management have greatly changed. This change and reform starts from the US. One of the critical reasons that the US organizations lead the world is that they implement successful and effective human resource management, which is a major drawback in Chinese organizations that hinders their development. Therefore, it is imperatively important to understand the differences between human resource management in the US companies and Chinese counterparts. In this way, the article could reach conclusions that help improve the efficiency of Chinese human resource management.

Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organization to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. Once a pool of hopefuls has been distinguished through the enrollment procedure the most fitting competitor or applicants are recognized through a choice procedure including however not constrained to talking, reference checking and testing. The motivation behind the determination procedure is to guarantee that the best individual or individuals are named to the part or parts utilizing powerful, reasonable and impartial appraisal exercises. In order to increase efficiency in attaining and retaining employees as well as to ensure consistency and compliance in the recruitment and selection process, you have to create a

As part of the human resources planning system, the recruitment and selection process helps the organization in determining its future human resources requirements and its ability to meet its objectives in view of the work systems and technology in use.

Recruitment is the process of searching the candidate for employment and stimulating them to apply for job in the organization.

Conceptually (and logically), it is necessary to specify the work to be done and the personal characteristics necessary to do the work (knowledge, skills, abilities, and other characteristics), before one can specify the numbers and types of people needed the do the work . Recruitment and selection strategies for new employees are likely to differ considerably depending on whether a company’s objective in hiring, e.g, new salespeople, is to identify candidates who are able to execute