Human Resource Management
According
to Murad(2000) Human resource management(HRM) is the method of managing the
people , monitoring the staff activities along with the provision of best
efficient way of working in a friendly and relaxing environment furthermore,
the author states that HRM acts as the coordinator between the staffs and the
strategical Management.
Overview on Recruitment and Selection
Moreover,
Joy et al.(2015) states that recruitment
and selection is comprise of a set of activities to capture the right candidate
who possess the needed abilities and attitudes that are expected by an
organisation. Anosh, Hamad and Batool (2004) characterizes recruitment as the
way toward producing a pool of proficient individuals to apply a work to an
organisation but on the other hand selection is act of choosing at least one or
more people or objects from a group or people representing a set of them that have been selected from a
larger group. Similarly, Opatha (2010) mentions recruitment as the process of
finding and attracting suitably qualified people to apply for job vacancies in
the organization. Walker(2009) supports the above mentioned authors view on
recruitment, stating that recruitment process identifies and attracts the
candidates within or outside the organisation to initiate evaluating for future
development.
Whereas, Gareth(1997) states that selection is an
important element in an organization simply because for an organization to
utilize and enhance the effectiveness of human. Further, the author justifies
that an organization cannot be productive unless there’s an adequate match.
Moreover, the author discusses that human resource management in an organization
cannot be optimized by selecting the resources by any means of methods.
Similarly, Walker(2009) states that selection is initiated only once the
correct Calibri is identified in the recruitment process.
Robertston
and Smith (2001) emphasized that recruitment and selection process support and
also help to guide the test and interviews. In addition the author, comments
that human resource skills contribute to build good skills that is required to
achieve the level of an individual where the individual will become capable of
making correct business decisions and which can be implemented accordingly. Boxall
and Purcel (2003) states that organizations are with a perception that
recruitment capture the interest of the young generation and support the
individuals who are without employment. On the other hand Farnham(2006)
discusses that before decades organization had no proper plan on the Human
Resource Management due to poor knowledge and human resource skills prevailed
during the period.
Recruitment Procedure
According to Armstrong
(2006) is that individuals and their collective skills, abilities and experience, plus their ability to deploy these within
the interests of the organization, are currently recognized as making a
major contribution to the business success and additionally constituting a major source of competitive advantage.
Recruitment
is considered as the main entry point of manpower into an organization and the
resources ought to be lead there onwards in order to keep control, monitor and
identify that the correct individual or individuals are attracted with the
consideration of the impact of their culture and vibes, towards the achievement
of organisational goals (Temtime,2009).A
systematic achievement method in line with Gamage (2014) involves identifying vacancies, job analysis and specifying
the job description, role and responsibilities, verbal description, person
specification and advertising. As against informal method for recruiting.
Selection Procedure
For
Gamage(2014) the selection process involves various methods to access
applicant’s suitability in order to make the correct decision, some of the
process are as follows, process of rejection where at the end of this process
only a small number of applicants will be in hand to fill the vacancy, after
rejecting a number of applicants. Furthermore, the author construes that
selection function tends to be a negative function rather than a positive
function. In addition to the above, the author further, explains the selection
function as the way of getting the right person to the right job, maintain a
good image as a good employer and to keep control and maintain the selection
process as cost effective as possible.
Whereas, Sparrow et al., (2002), stress that the factors of
technology and capital can be earned by
most of the companies any time without any time
restrictions, for a worth, however the task or activity of gathering the
rightly qualified individuals or candidates who possess excellent skills and
create a poll of motivated persons for an organisation. Thus, the act of recruitment and selection
would highly impact on the organizational growth and for recognition as a
leading business, in this dynamic world.
Methods of Recruitment
Moreover,
Sinha and Thaly(2013) noted the number of recruitment approaches for examples,
employee referral, campus recruitment, advertising, in deal with recruitment
agencies, consultants, job sites, job portals, company careers websites, social
media and many more. On the other hand the authors emphasized that most of the
organisations will practice the recruitment process with one or two combination
of the above mentioned methods to deliver the recruitment strategy. However the
author states that in which the recruitment channels should be used will depend
on the open job vacancy, the company’s employer brand and budget for
recruitment accordingly.
Importance of Selection Process
Selection is a
very necessary side to
think about for businesses because of various reasons. Usually the performance of companies relates on to the individuals operational activities, which means that the proper individuals have to be employed to confirm organisational success (Henry & Temtime, 2009). Additionally, hiring a new
person into the organization is an expensive task. Therefore an organisation should focus on other
aspects, apart from the time spent on the process and the investment made with relate to the same,
simply to seek out that the employer has employed the
right person if not the responsibility
should be taken by the organisation. Importantly, the organisation should get the method right the primary round or the initial level. Because, resources are scarce enough as it is. Choosing the proper applicant are often a tough task, however at the
end of the day, the
organization’s reputation , good
name and trust is controlled by the individuals whom the organisation employs (Henry &
Temtime, 2009).
As
per the writings, observations and findings by the authors, Istvan(2010)
according to the author currently there are plenty of techniques for
recruitment and selection process but all the techniques are not accepted by
the experts universally and not recommended in
a large scale. Furthermore, Istvan(2010) argues that
selection ways may be evaluated in many ways that
one potential approach is to check hiring techniques
on the idea of their validity, non-partisanship, scope of usage,
and cost.
Contemporary Challenges of Recruitment and Selection
(Gamage, 2014)
Recruiting and selecting the incorrect candidates who are not capable include an enormous negativity in them and will lead to
high cost that the businesses cannot afford. Thus, the aim
of recruitment and selection that
an organisation conduct at a certain
time interval is to get the qualified and quality staff that are needed to satisfactorily achieve the
strategic objectives of the organization, at stripped cost (Ofori
& Aryeetey, 2011) adhering to the organisational culture and the policies
implemented by the same.
Finding equipped body of workers is an imperative organisational challenge (Deshpande
& Golhar, 1994). Atkinson & Storey(1994),
with the problem centring on recruiting and choosing employees with the proper qualifications to assist achieve goals (Priyanath, 2006). As furthermore argued in Priyanath (2006) this drawback is due
to by the lack of systematic methodology for recruiting and choosing employees.
Selected Organisation and Practice
Amazon
was initially founded by Jeff Bezoz. The enterprise had begun in the garage of Bezos' rented house in Bellevue, Washington. Bezos' parents invested almost $250,000 in the start-up. In July
1995, the organization started out service as an on line book shop.One of the keys to Amazon’s success is its relatively onerous recruitment process, which sees doable recruits go via five two hour interviews. To add to this,
candidates recognize that their application could be torn up at any second if a ‘bar raiser’, an evaluator who
already holds a position at Amazon, decides that the utility is not aligned to corporation culture.
The fundamental job of Amazon’s ‘bar raisers’ is to
make certain that prospective employees suit in
with organisation culture. They also come
from a specific section of the organization than the recruit, which means that they do not sense the stress to appoint anyone just because a position is open. This system has been in vicinity for some time now, this allows Bezos to hold the same corporate culture what they practised two decades ago (Jeffery,2018).
Recommendations to Enhance the Accuracy of Recruitment and Selection
Currently
the recruitment and selection approach is undergoing tremendous changes
improved by technological innovations and changes in strategic outlook.
According to Bersin(2013) The following section examines some of the key trends
impacting recruitment and selection process
Corporate talent network
|
Corporate "talent
networks" are on-line platform for promoting the company brand. Its main objective is to
draw in new talent from a variety
of sources which incorporates job candidates, fans, employees, alumni, partners, suppliers and even
customers. It is highly regarded among the large corporations and
are more and more being adopted by smaller and medium size corporations still. A talent
network is an advertising and promotional hub for the corporate brand. In order to, communicate job openings, career info,
and alternative company information.
The contents are typically tailored and targeted for every specific candidate.
|
Building an end-to-end talent brand
|
More and a lot
of firms nowadays are that specialize
in building end to end talent brand.
A talent brand refers
to how the corporate is being perceived by its current workers, past workers and
prospective employees. Whereas,
it is a technique for communication and showcasing the company’s corporate culture in real
time. Organizations nowadays are developing robust talent brand strategy to
scale back their price per rent and lower turnover rates. A
talent brand is something that is created via the joint efforts of the Sales and
marketing department and the Human Resource Department.
|
Use of applicant tracking software (ATS)
|
One quick rising trend
is speedy adoption of individual pursuit Software (ATS). ATS are software
system designed specifically to fulfil the recruitment wants of a corporation.
This software system is specialized for managing the entire recruitment
process, monitoring ad campaigns, and making an excellent candidate expertise. ATS is
mostly used to post job openings,
screen resumes, and generate interview requests to potential candidates by
e-mail and different options to pass the message to
an individual, individual tracking,
requisition pursuit, automatic resume ranking, customized input forms, pre-screening queries and
response pursuit, and multilingual capabilities.
|
(Bersin,
2013)
Conclusion
Recruitment and Selection process play an important role in the
accomplishment of the common organisational goal. Whereas, it is clear that the
processes should be handled methodically and firmly by the human resource
manager. Thus, an error in the process may lead the organisation to incur
irrelevant extra expenses. As mentioned above the selected organisation has a
unique method of accomplishing the processes. So that every companies can
achieve milestone if it possess a unique method of recruiting and selecting
applicants who fit the organisation requirement and culture with the aid of the
rapidly developing technology in this contemporary business world.
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