Literature Review of Training and Development of Marcantile Bank Bangladesh 5 Article

Recruitment can incur a very large cost to an employer, therefore, organizations try to uses the method of recruitment which will have the lowest cost impact to the organization for each candidate.

I will analyzed the information from the recruiting data and will prepare a report with the best recruiting strategy to fill up a job vacancy for a store associate at Tanglewood store. Also I will use the organizational data to determine the best methods for recruiting new staff. And finally I will develop various forms of recruitment messages to encourage individuals to apply for a new job position.

When I first saw the final paper assignment posted, I directly decided that I was going to start reading the chapter that goes over the recruiting interview which winds up to be Chapter 7 in the textbook “Interviewing Principles and Practices”. I chose this chapter because I thought it would be interesting to know how the recruiting process differs from one organization to another or from one country to another, given that I chose to interview people from outside the United States. I also picked this chapter because I realized that recruiting is the most used tool in order to decide whether a prospective employee will be a good fit to a given position in a given organization.

The objective is to address the needs and the concerns of the organization to develop an effective method to recruiting. This method must be beneficial economically, as well as, productive in recruiting the best possible talent needed. A strategy must be developed along with a guide that will be shared by all locations and at all levels. In creating this method, different forms of recruiting will be employed to ensure that the target audience is reached effectively.

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.

In the growing and competing business world today, it solely reflects on the HR manager to practice the best strategies in the recruitment and selection process while recruiting the best among the vast talent that is available. The HR Manager’s decision in selecting the right candidate is essential in the development of an effective workforce leading successful organisations. A successful employment relationship builds excellent talents and a perfect organisation (Salamon 1998:3).

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

Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

The case study shows that the company has a very poor recruitment process. The customer service supervisor was not experienced in the interviewing, and hiring. Had the recruitment been well monitored the customer service supervisor would have been required to follow the guidelines to the latter. Following the guidelines specified for the position the supervisor would have conducted much better interviews and selections.

In order to solve any problem, it is first necessary to formulate a solution to that problem. The Recruitment project is a multi-solution approach to the problem of using technology in the recruiting process. The solution of updating the corporate website will be handled by the Information Technology manager and Intern. The solution of finding the right job boards to advertise and manage employee data on will be handled by a Human Resource manager and Intern. This solution will address the issues of marketing, finance and accounting, management leadership roles and scope, legal issues and concerns,

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

A recruitment represents a complex and hard process for a company, which can occur for various reasons in a business, such as: a new position was found by an employee, who left the old company; retirement and illness also represent a reason why employees leave the business; growth inside the company require a higher number of employees, needing a selection process; attempts to diversify the staff, who has different skills and knowledge; and temporary replacements are required due to illness, maternity of paternity. Recruitment process is very exhaustive and costly. Because of this, the companies have tried to discover how the employees feel about their jobs and relation with the company. (Trotter, 2013)

It also aims to provide recommendations for the improvement of the organization’s recruitment and selection processes basing from the HRM functions. The research intends to have better insights on how the selection interviews techniques and strategies in the recruitment and selection process are thought up, formulated and then implemented by the company. Further, it aims to develop a profound understanding as to how these recruitment and selection processes enable to compete effectively and valuably in this era of globalization and internationalization where competition is extremely intense.

According to the slide given by the lecturer, the main reason why it is important to select the most suitable employee is because of Organizational Performance. Organizational performance always depends in part on the subordinates right skills and attributes, therefore recruiting and hiring employees is costly. The legal implications of incompetent hiring.