Job Description and Selection Criteria, Hrm 210 Managing Human Resources

At worst this may contravene legislation that exists to protect individuals from discrimination. Other prejudices may be generated by particular organisational traditions regarding the ‘type of person’ considered suitable. However, it is important to ensure that the qualities of the successful applicant match what the organisation requires, perhaps in terms of being forward looking, customer focused or market orientated. It is easy to discriminate in the recruitment and selection process through personal responses and reactions to certain types of people. The recruiter 's perception is often influenced by striking characteristics or similarities to themselves. This is called the ‘halo’ effect and can work in either a positive or negative direction (the latter is sometimes called the ‘horns’ effect). The halo effect acts as a filter to any information that contradicts first impressions. For example, someone who attended the same college or university as the recruiter would be at an advantage, while a person not wearing a suit would not be management material. It is often the case that people judge more favourably those individuals with whom they have something in common. Ultimately, you are seeking the best person for the job and any discrimination, intentional or not, may prevent you from achieving that.

Pay for performance systems have further been proven to have two advantages for organizations: attracting more high-quality employees and motivating employees to exert more effort at their jobs. (Gordon, Kaswin) This paper will show the positive benefits of performance pay as

In this assignment I have been required to select a business and research, investigate and observe recruitment and selection functions of that business procedure. I have been also asked to describe their human resources management activities undertaken in the business and how its supports the business, contributes to the

Employees are an organisation’s most important resource therefore, planning for and employing the right people to assist in achieving business goals is one of the main roles of the manager. Estimating human resource needs in terms of numbers, skills and abilities, and how to recruit those people are important issues that are need to be considered.

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

Another potential issue that prevents performance-based compensation from being completely effective is the method of implementation. What performance an employee is being compensated for is just as important as (if not more important than) the fact the he is being compensated for performance. If an employee is being compensated for sales he makes, he may find himself cutting corners or ignoring rules to make sales that he ought not to make. Ho et al use Sears as an example of this phenomenon. In 1992, Sears ended a policy of performance-based compensation that had failed miserably, because auto repair salespeople had performed $15 million dollars of unnecessary services for which Sears was ultimately forced to refund payment, or pay other settlement costs. The issue was that Sears was paying their salespeople based on the number of sales they made, thus giving them a motivation to perform unnecessary services, despite the fact that this would cause the company in incur long-run costs. Thus, performance-based pay is not necessarily a good thing, especially if it is linked to an aspect of performance that may not directly relate to overall company performance.

Pay for performance is a quite rational theory. According to the U.S. Merit System Protection Board (2006), “Pay for Performance refers to a pay strategy where evaluations of individual and/or organizational performance have significant influence on the amount of pay increases or bonuses given to each employee” (p.1). This theory hope to use different salary to motivate and punish the employees according to the evaluation of their working performance. However, in the real world, it is very hard to implement in every organization, particularly in government and nonprofit organizations.

Recruitment is the process of finding and hiring the best-qualified candidate for a position in an organization. Effective recruitment is the foundation for any organization’s success. This process can be a very costly exercise so it is essential for businesses to do it right. Finding the find best possible candidate can be challenging and it is the job of the Human Resource team to recruit talent that will help move an organization forward and make it successful. There are a variety of different recruitment methods available for companies to use depending on their requirements and circumstances. This report will focus on some of the traditional methods of recruitment such as employee referrals and advertising as well as some of the non-traditional methods such as the Applicant Tracking System (ATS), employee leasing and recruitment abroad.

organizational need to add a department which primary task would be to manage all the

In today’s business environment, human resource is considered to be an organizations greatest resource; technology and capital are also needed but cannot be utilized with some form of human resource (Mathis and Jackson, 2010). All organizations want to have competitive advance and be successful, selecting and retaining the talented staff is the best way to achieve this. Best practices in the recruitment and selection process can to the achievement of organizational goals

When a company hires new employees, they need to ensure that the right candidates are hired and this responsibility lies with the human resource management team. The first step is to develop a recruitment plan. A recruitment plan is documented and approved by the organization which maps out a clear strategy for attracting as well as hiring the qualified candidates. It also helps in ensuring an applicant pool consisting of a wide variety of applicants. This plan also outlines the advertising channels that must be used for achieving the target. This plan is generally developed by the manager in responsibility for hiring in the assistance of departmental HR Coordinator. After this, each application received is reviewed to check if the candidate possesses required education, experience, skills or any other qualifications specified for the position.

Human Resource: The knowledge, experience as well as potential of company employees are the major component of success. Therefore, company should devote special focus to the recruitment of employees as well as get involved in the training to create

In today’s business environment, human resource is considered to be an organizations greatest resource; technology and capital are also needed but cannot be utilized with some form of human resource (Mathis and Jackson, 2010). All organizations want to have competitive advance and be successful, selecting and retaining the talented staff is the best way to achieve this. Best practices in the recruitment and selection process can to the achievement of organizational goals (Pilbeam

This essay I will be looking at the essential factors of an organisations effective management and human’s resources. I will be looking at some theories which relate to the key principles which are recruitment and selection, personality and motivation. In this essay I will talk about these key principals in more detail throughout and link them to a business.

The project covers introduction of Recruitment and Selection, Purpose and Importance of Recruitment, Sources of Recruitment, Steps in the Recruitment & Selection Process, and Suggestions to make the Recruitment Process more effective. It also includes the challenges faced by HR in recruitment process and the recent trends in recruitment process.