2014 Research Paper Empirical Studi

In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future

Bhagria, A. (2010). Roles and Functions of the Human Resource Department; Young HR Manager. Retrieved May 4, 2014, from

Human resource management demonstrated over time to be more than just the paperwork side of an organization, but a difficult position that needed a specific set of skills to provide success for both the organization and its employees. One of the most important roles and first task of the human resource department is handling the recruitment of employees. An organization will not be able to function without employees, but it is key for the HR department to find the person with the particular

The primary function of human resources management is to increase the effectiveness and the contribution of employees, which are in alignment with the organizations goals and objectives. With in human resources management, there are many components or pieces of the puzzle that allow human resources management to exist. Such pieces of the puzzle include, equal employment opportunity, affirmative action, human resources planning, recruitment, selection, development, compensation, benefits, safety, health and benefits. Each of which will be discussed. In human resource management,

According to the Reference of Business (2015), human resource management (HRM), or human resource development, entails planning, implementing, and managing recruitment, as well as selection, training, career, and organizational development initiatives within an organization. As you can see there are multiple functions within the area of human resources. In these function mentioned above can also create different career paths depending on the size of the organization. A smaller company may have an individual covering every function. A larger company may break it down into different specialties. Reference of Business (2015), states the structure of HRM departments differs according to the type and size of the organization that they serve. But many large organizations (including

Byars, Lloyd L., and Leslie W. Rue. Human resource management. 10th ed. New York: McGraw-Hill Higher Education, 2010. Print.

Barrick, A., Sloane, P., Williams, C., Mitchell, C., Connell, B., Wood, W., Hickman, S., &

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.

Brimley and Garfield (2012) proclaim, the expanded role of human resources is the administration of personnel: the skill of leading and managing people. They also assert, human resource administrators typically focus on the following areas: recruitment, salaries, benefits, certification, and retirement. As a result, the human resource team are people experts (Brimley and Garfield, 2012). “Notwithstanding the importance of personnel duties, the role is broadened to include improving the ambiance of the profession,” claim Brimley and Garfield (2012, para. 1, p. 367). Brimley and Garfield also claim, a human

This report identifies and assess factors that affect an organisations approach to both attracting talent and recruitment and selection. It also identifies and explains benefits of attracting and retaining a diverse workforce, describes methods of recruitment and methods of selection.

Review and Discussion Questions Critical Thinking Questions Ethics Question Web Research Incident 5-1: Ontario Electronics Expansion Case Study: Maple Leaf Shoes Ltd.: A Case Study in Recruitment Case Study: Canadian Pacific and International Bank Evaluating Recruitment Function 192 192 194 197 202 207 215 218 221 224 224 225 226 226 227 229 229 230 231 Chapter 6 Selection Chapter Objectives Strategic Significance of the Selection Function Spotlight on Ethics: Selection Practices Must Be Ethical Steps in the Selection of Human Resources Employment Interview Spotlight on HRM: Long-Distance Interviews Evaluating the Selection Summary Terms for Review Self-Assessment Exercise: How Do You Fare as an Interviewee? Review and Discussion Questions Critical Thinking Questions Ethics Question Web Research Incident 6-1: A Selection Decision at Empire Inc. Incident 6-2: National Food Brokers Selection Process Exercise 6-1: How Do You Select Your Friends?

This assignment will be investigating what constitutes “best practice” in recruitment and selection, and explain what strategies should be used to ensure the best qualified and most effective employees are selected. In particular this essay will focus on;

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

One of the most crucial elements of a successful or productive organization is an effective employee selection process. The significance of this process emanates from the fact that how workers carry out their jobs plays a crucial role in determining the level and extent of success of an organization. Due to the significance of an employee selection process, organizations draw candidates for open positions from the labor market. Actually, top-performing or successful organizations draw candidates from approximately 60 percent of the labor market. This trend includes sourcing for passive candidates who would prefer to remain contented with their present job. Moreover, organizations will relatively low or poor performance draws candidates from nearly 40 percent of the labor market and active workforce. An example of a top-performing organization that draws candidates from the labor market is Wal-Mart. The labor market plays a crucial role in employee selection with regards to having a population with the necessary qualifications for working in various organizations.

Two of the utmost crucial activities in the human resources (HR) field are staffing and recruiting. This encompasses recognizing and attracting the right people to fill in positions, extending from key decision-maker and upper management roles to entry-level workers.