Human Resources Management

Recruitment and selection is the process that organisations use to attract potential employees and then choose the best person for the job.

Recruiting and selection: Hires employees that relate to the corporate culture and makes the process transparent and gives as much information as possible to avoid mismatching.

The key tasks of Job design, through analysis, description and specification, and organization design are instrumental in determining what tasks are to be performed and how they will be managed. Once the “what” is determined, it is time to determine the “who” through human resource management. One of the important functions of Human Resource Management is Recruitment and Selection of the

The recruitment process is multifaceted. Recruitment begins from the time an organization or human resources manager must determine a recruitment plan. A recruitment plan must include the avenues in which recruitment will be pursued. The recruitment process also includes shortlisting any qualified candidates from the responses, and the entire interview process (including multiple rounds of interviews). This aspect of human resources management is all about attracting the best and the brightest of candidates, convincing them that the organization is the best fit for their career aspirations, and capturing or finally hiring the candidate. This process is not only intended to fill a vacant position, but to also help build the strength of the organization overall.

Human Resource Management emphasis on recruitment and selection and highlight the advantages of interviews, general assessment and psychometric testing with the employee selection processes. The recruitment process is internal or external and involves the stages of recruitment policies, advertising, job description, job application process, interviews, assessment, decision making, selection and training.

Selection of employees: The HR manager has to make sure they interview and hire to right employees for any type of business, large or small. “The human resources department must choose which selection strategies it will adopt to screen candidates and find the best person for each job. The human resources director can choose from among standard selection strategies or combine elements of several to create one that works best for her individual business” (Redman, 2016).

| * Employee recruitment, selection, motivation and orientation are the most important things to do as a human resource professional because outcome of the organization will depend on the behavior of the employees. For that organization need to appoint suitable person for each job title. Once we appointed energetic suitable employees organization can

1.3 The implications of developing a strategic approach to HRM for line managers and employees in organizations

Bringing new people into an organisation is an important function, especially now, when the main focus is on people as organisation's main means of achieving competitive advantage There are many different factors that affect an organisations approach to attracting talent and are both internal and external factors. Some examples of internal factors are

As the HRD manager the goal of the organization is to make sure the highest quality candidates there is to offer. The HRD will focus on helping the organization move forward in accomplishing their overall objective. The goals of the HRD Recruitment and Selection Strategies should identify the needs of the organization. Finding the right candidates to hire takes time and money to make sure they are getting the highest qualified candidates. Even though the optimal goal is to hire employees the many goal is to hire candidates that will help move the organization in a direction for success. The overall success of the organization will depend on the candidates that are hired and how they are managed. This paper will focus on the Human Resource Departments Recruitment and Selection Strategies to

Hiring the right person whose values, principles and goals that fit with the culture of the organisation with necessary training will go a long way toward ensuring employee loyalty and retention. Success in selection has always been the highlight of high performance HRM models whereas the cost of flawed decisions can be considerable to both the employer and employee. Knowledge about jobs and their requirements must be collected through a process known as job analysis (Werther et al., 2003, pg 119) in which information about jobs is systematically collected, evaluated and organised by the HRD. Pfeffer and Veiga (1999) highlighted the modus operandi in effective hiring and selection. Such selections usually deal with a large number of applicants and the selection process focus on the attributes and critical skill not only for the job but for the future of the organisation as well. Firm should also focus on using suitable hiring techniques that seeks out outstanding candidates who are not only possess technical expertise, but also highly committed and trainable.

Human resource planning, resource planning, recruitment, and selection are the recruitment and selection process. Your human resources department has the support and knowledge of employment specialists who aid hiring managers with the measures to guarantee your organization leaders are making the right hiring decisions for the company. Sourcing candidates, reviewing and tracking applicants, conducting interviews and selection for employment are pieces of the recruitment and selection process.

Recruitment and selection are two critical functions of human resource management. Taking into consideration both the capacities the recruitment process goes before the selection capacity. These functions form is basically the core fundamental that engulf the human resource management and includes that of talent acquisition and training and development and even rewards for the employees. For a human resource manager, it’s an important aspect of their job description. Recruitment is the first stage all the while which proceeds with selection and closures with the placement of the applicant. But both the processes of recruitment and selection is vital playing an important part to ensure the performance of the workers impact a positive outcome of the organization that they are working for. It is regularly asserted that selection of workers happens not simply to supplant leaving workers or add to a workforce, but instead expects to put set up workers who can perform at an abnormal state and exhibit responsibility. (Ballantyne, 2009)

Today, big name brands are embracing new technologies and adjusting their budgets in some surprising ways. Using mass production, network broadcasting, nationwide transport and chain retailing, marketers are driving consumption among the rapidly increasing population. The emerging trends in marketing have been caused by multiple factors like advent of MNC’s in India, changing industry structure or increasing media penetration to Indian homes. Marketers today acknowledge the value of knowing the customer and retaining customer relationship. This paper explores the changing

• Recruitment & selection- an understanding of the types of skills needed and the types of job that may open in future helps HR manager to plan recruitment and knowledge about the work to be done and qualifications needed helps to select right person- match the right people with the right job.