Human Resource Management and Selection Process

As Director of Human Resources my goals are to formalize the recruitment and selection process, establish policies regarding compensation, provide job analyses and determine descriptions for new jobs as the need arises. I anticipate that the challenge will be to lead the organization through a cultural shift away from its current recruitment and selection model and to successfully manage organizational change across a global workforce. Currently we are in the middle of a recruitment and selection campaign for two administrative assistants to support the Human Resources unit as we lead organizational change.

The career path I chose was that of human resources the reason I chose this is because I really enjoy helping with their problems while also being able to help the big picture. This is meaningful to me besides the fact with being able to help people with their problems. Depending on the place that you work for you can also make a nice bit of money and be able to travel throughout the country. I personally do not have any experiences in working in this career field but I have helped my mother with working on some aspects of this career. She herself has been in this career for sixteen years. I have asked you a multitude of questions about this field and from her responses, she seemed interested in the different aspects and obstacles that

The structured interview, to select potential employees, should be used by the company to maintain efficiency and staffing quotas. The structured interview is valid, reliable, and would be effective for the selection needs of this company. A great deal of empirical research has examined the perceived fairness of selection interviews. These data indicate that interviews are generally perceived to be fair (Kravitz et al., 1996).

Hiring new employees is never an easy process. Hiring managers can receive hundreds of applications for a single position, and weeding out the majority of those applications can be daunting to say the least. Typically, human resources staff will eliminate certain candidates based on their level of experience. The applicants with the most relevant work experience will likely be called for an interview, while those with the least will probably not move to the next round. Other factors considered in the first round of application review typically include an applicant's educational background and skill set.

Successful candidates for the position of HR Administrative Assistant must exhibit the following competencies (as stated in the job description):

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.

The report discusses different recruitment and selection approaches and analyses which approaches are best against the contemporary world economy background.

Previously to their current recruitment and selection process, Intuit used to put much emphasis on behavioral interviewing. Their past methods were based on the star technique, where the interviewers are set up by the manager. They would assess what job candidates would do in certain scenarios. The overall interview process involved about three rounds of interviews: 1 phone interview and 2 on-site interviews. The on-site interviews would involve the hiring manager plus 10-12 other different people. After assessing this process, the managers found out that Intuit was not hiring the best candidates that they could and the candidates did not have a great experience when moving through the recruitment process. Moreover, they found out that the interview process was way too long and that they were not able to hire the best candidate available in a timely manner, which was essential for meeting future project goals. In order to improve the recruitment and selection process, Intuit looked at other companies for best practices and molded their own processes in that image. After observing how other top companies recruited the best job candidates, Intuit was able to create a new process called “Assessing for Awesome”, which is designed to recruit and select high quality talent in a timely manner.

Selection criteria are set out in the person specification and are generally described as ‘essential’ or ‘preferred’. The ‘essential’ requirements should be kept to a minimum to avoid excluding candidates unnecessarily. All identified competencies must be relevant to the performance of the job and must comply with the Equal Opportunity Policy and the Human Rights Act 1993. Position descriptions and person specifications are important tools in the recruitment and selection process enabling effective matching of potential candidates to the specific requirements of the position. They are helpful in ensuring that selection decisions are valid. They should not be varied significantly once advertising has commenced. 3. Approval Formal approval to create a new position or to fill a vacancy must be obtained from the senior manager – Dean/Group Director or other authorised line manager. A completed Recruitment/Appointment Request form must be used to confirm this in writing to the HRM Division with the relevant position description and person specification attached.

There are two topics I would like to place emphasis in perception. The first topic is Human Resource Management: The effective Methodology of Managing Human Capital. The second topic is The Constraint of Women in Leadership Roles. The demand of a transforming world influences roles in human resource management and women occupying leadership position. Both topics depth with challenges that produce opportunities to structure organizations future. In order to sustain the advancement of the United States economy, organizations need restructure the way its Human Resource administrate. In addition, the two topics utilize the human resource process which filter potential candidates that meet the prerequisites job analysis. If business entities are more involve within the branding process the organization will benefit as a whole. The purpose of the first literature review is to illustrate the importance of face-to-face strategies back into organizations policies which improve the quality of the recruitment, the level of training, and the marginal retention rate decreasing. However, the review will not address why corporations divert jobs international to reduce the operation and financial cost. The purpose of the second literature review demonstrate the conflict women encounter while employed in leadership position. Therefore, it will not put emphasis on the leadership style between women and men.

Example: Japan’s Matsushita Corporation has reaped benefits from HRP. The price of Japanese yen is a strong indicator for

This paper discuss the importance of human resources recruitment in the context of conceptual frameworks based on a brief research of past literatures, found leading organisations (Enterprise Rent-a-Car and British Gas) apply these concepts in the real world to successfully achieve their business objectives. This report concludes that the importance of human resources recruitment process in organisations and recommends HR managers to build up training and retention programs to keep the talented workforce in the organisation, this combination of strategic recruitment process using appropriate recruitment methods and

Selection system A selection system in human resource management is combination of tools and procedures used in choosing a person who is qualified for a certain role, who can successfully bring valuable contributions to an organization (Foot, Hook, & Jenkins, 2016). An effective selection system is fundamentally based on job analysis so that the selection tools utilized in the recruitment process add value to the organization. This selection system provides a framework for recruiting an accountant, and it provides job analysis for the position as well as the selection tools and procedures for the position. • Job title: Accountant This position generally involves providing the day to day support to the accounting function of the company. •

This aim of this study is to demonstrate and evaluate the strategy and HR practices and polices recruitment and selection of employees as well as relations of strategic business plan with SHRM of the company Melissa – Kikizas. This company is one of the biggest pasta companies in the Greek market. Melissa – Kikizas has a distinct Human Resources Management.

In basic idea behind selecting the topic of “Employee Hiring” is to study how employees are hired. Today organizations are coming up with the new techniques of hiring people. Hence to study how the actual process is carried in the organization.