Introduction Of Human Resource Management

Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.

The HR department ensures there is a sustained quality to relationships. They establish and communicate policies, practices and rules the organization expects both management and employees to follow. After establishing a job description, manager will work closely with HR team to review and learn of the recruiting process. Having the manager work closely with HR ensures that legal obligations and policies are followed throughout the hiring process. HR will also help assist with matching the job description to the salary required for the position.

The purpose of an induction is essentially to introduce a new employee to the organisation, and to help them become effective in their new role as quickly as possible. Inductions often include new starters gaining an understanding of what is expected of them in their role, their responsibilities, and the organisation’s culture, this benefits the employee as they have a greater understanding of their job and have an opportunity to ask any questions. The organisation is benefited also as it allows them to make sure there is no misunderstanding at the very beginning of the employees contract.

Recruitment is the process you go through for hiring a member of staff that you need to cover the skills gap you need. Selection is when you complete certain steps in finding the right candidate for the job and you select the right one. The main reasons why companies recruit is to cover a skills shortage that they require in their business or if someone is leaving to go and work for another organisation, therefore the position needs to be filled. A person being recruited for a vacancy may be need on a temporary or permanent basis depending on how that the employee is needed for. The may be needed full time or part time this all depends on how many hours they will be needed each week.

HR liaise between management and employees to ensure that policies and procedures are applied fairly and consistently and interaction with the HR department is

Further to the recent organisation re-structure forecasting the closure of the HR department, the following report has been created to highlight the importance of the HR activities and the support it offers within the organisation.

Job descriptions are necessary to define the required knowledge, skills, responsibilities, training, experience, certification or licensure, and outline of reporting for a specific job within an organization. Carolyn Youssef (2012), states that “a job description identifies characteristics of the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled” (The Job Analysis section, para.1). A job description has significant impact across the whole range of Human resources management because it provides the employer with job information for posting and advertising a job. In addition, a job description is a good tool for

Job description: a job description is a broad, general, and written statement of the vacant post which describes the duties, responsibility, purposes of the job along with the job title.

Successful Human Resources Management (HRM) plays a main role in ensuring that an business will continue to exist and flourish. As we look through the growth of the HMR we will see that it has evolved into a better place to be in today 's time. The HRM is now looked at having the most successful use of people or employees to attain managerial and personal goals. HMR know utilizes each department that the HRM consists of, which include many activities which train each employee in: equal employment opportunity (EEO) compliance, job analysis, human resource planning, the recruitment, selection, motivation, and orientation of employees, performance evaluation and compensation, the training and development of employees, labor relations, and the safety, health, and wellness of the workforce.

2. There is no need of induction training because the candidate already knows everything about the organisation, the work, the employee, the rules and regulations, etc.

This is a process of identifying the needs for a job, defining the requirements of the position and the job holder by adverting the position and choosing the suitable candidate for the job.

Employees are the backbone of an organisation, thus they need to be selected in the best possible way. For this reason, recruitment and selection processes are very important steps in order to hire the most qualified personnel. On one hand, the recruitment process can be defined as a systematic process that looks for attracting effective job candidates to apply for a job vacancy, and they are not within the organisation. On the other hand, the selection process is the choice of the best candidate from the groups of applicants using some instruments to do that.

Recruitment and selection are the important things to build a good workforce in the working environment of the company. According to the answers.com, recruitment is an Act of seeking prospective new employees or members for an organization. Recruitment is a vital function for an organization to maintain its personnel. Recruitment originally meant reinforcement.

Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected.

The human resource planning process, demands the HR manager to first understand the business requirement. Only if he comprehends the nature and scope of the business, will he be able to employ those who will deliver the required performance. When it comes to engaging the manpower, the manager should have a keen eye for spotting the talent. It ensures that the workforce is competent enough the meet the targets.