Recruitment and Selection
In the competitive business environment nowadays, companies need to present themselves as serious players with edges in various aspects, one most important of which is quality of their workforce. The quality of an organization’s workforce ,to some degree, determines how far it can go and this kind of quality depends mostly on an essential element in an organization’s operation, which is human resource management (Martin, J. 2008). Human resource management refers to the management of a company’s working staff, or human resource, including the practices of job analysis,human resource planning,recruitment,selection,human resource development, etc.(Kleynhans, R. 2006). Among all these practices, what is fundamental
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Its selection standard is that who sympathize with its value and are best-fitted to certain jobs. So during the selection, Lenovo adopts a variety of such techniques as personality questionnaire, Ability Test, group discussion, interview to evaluate the applicants’ personality, capability and so on to decide whether an applicant is suitable for a certain job or not. After all these steps, which is in essential the core of selection, those who are thought to be the best-fit will be made candidates for the vacancies while the other applicants will be rejected. To summarize, the aims of recruitment and selection are different in that the former aims to get a pool applicants while the latter to select the most suitable candidates from the recruited applicants.
In addition, recruitment and selection are realized through different procedures. When an organization decides there are job vacancies to be filled according to its strategic objectives, the related department will begin to analyze these vacancies to get some information related to these jobs such as the requirements, the offer and so on. Then the job information need to be transmitted to the public through some channels in order to attract more talents to form a pool for later selection. Some traditional channels are bulletin boards, employee referrals, job fairs. Also there are many innovative ways such as internet
The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.
Contemporary globalization of businesses and growing global market competition has made effective human resource planning as one of the major strategies to forge ahead and remain proactive. It can be said that an organization 's success lies to a great extent to the knowledge, skills, creativity, and dedication of its workforce. Every aspect of an organization needs human capital to drive its activities or operations to achieve individual strategic goals and objectives towards its purpose of existence, growth, and competitive status. Companies can compete at all levels of the marketplace through improved commitment not only through creativity, innovation, and research, but also human resource development (Truong, Heijden, & Rowley, 2010). In this regard, the human resource planning is needed to ensure a systematic analysis of human resource needs so that the right quantity and quality of employees are always available when required. Fundamentally, organizations are looking for the best people that would help drive them to their desired destination of achieving their missions. Therefore, it is important to develop human resource strategies to support organizational strategies, through measures such as forecasting human resource requirements, and effective strategic staffing. Technically, an organization 's mission, goals, and objectives drive its strategy and human resource (HR) and staffing strategy in an interactive manner. The purpose of this
Once an open position is approved for recruitment, Human Resources (HR) will generate job announcements electronically and post the announcements in designated areas within the building. Appropriate external recruitment sources will vary depending on the vacancy and will be determined
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.
The topic I chose to research and discuss is the topic of recruiting and retaining the best employees. I chose this subject because I felt it was important for an employer trying to compete in this very competitive business environment, no matter what the business is, to be able not only hire the best and most qualified employees but retain them and keep them motivated. The ability to distinguish the difference between high performing employees and lower performing employees can be detrimental to a company’s success or failure. In retrospect, this goes back to recruiting and retaining the best employees while avoiding and being able to let go of those of a weaker caliber. Before an organization can thrive in recruitment and retention,
You are an administration assistant at Ashton Consultants. You have been asked to prepare a report (using the correct format) outlining how Alton Towers and Ashton 6th Form College plan recruitment using internal and external sources. You should structure your report as outlined below in task 1.
Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will
The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.
The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.
In almost every situation the hiring body ( public sector organization) must keenly consider its recruitment requirements and come up with a plan through which accurate job information is easily and readily accessible to all concerned parties through a range of media including targeted websites publications, postings, radio, and television. In other terms, the job opportunities should be well advertised (Crouch, 1978).
In today’s world, it is critical that senior management treat their staff as key players in their organization. People are its greatest resource and assets to consolidate and become more competitive much like an investment for better results and to remain profitable. Considering the human factor as one of the most important asset is imperative to obtain and have at all times the most qualified, motivated and competitive personnel in your organization.
Compared with the function of selection process, the recruitment is much more focused on attracting the potential candidates for the vacant by using various kinds of activities, which may contains the attraction elements (Barber, 1998; Searle, 2003). Those attraction elements needs to follow the different needs or expectation of people in order to increase the probability that people will be attracted by organization as well as accepted the job offer (Sake, 2005; Redman & Wilkinson, 2009;Joseph, 2009).
Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in
In the following part, the discussion would cover the practices recognized in literature in regards to recruitment and selection processes as job analysis, recruitment and selection. in respect to this, it would be reasonable to first, thoroughly explain the recruitment and selection procedure which encompasses a number of inter connected and related steps, and there
Recruitment is seeking and attracting qualified candidates for a position in an organization. The process begins with determining that there is a need to be filled within the organization. Once the need has been identified a job analysis should be performed unless it has already been done, such as in the case of filling a vacated position. Once the organization has determined what the ideal candidate should include, candidates need to be sourced. In the past, sourcing potential candidates might have included a classified ad, notices in professional publications and word of mouth. In the current age, most large organizations use job networking services such as Linkedin, Dice, and Monster.com. Another way organizations find qualified candidates is by using temp agencies. The temp is hired as a contractor for a fixed period such as six or twelve months. This can be ideal for the company because they have an extended period to evaluate the candidate’s performance and fit within the company culture. Once the candidate has proven a good fit a job offer may be tendered or if not such a good fit the candidate will can be