Recruiting, Selection, Training, And Development

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

In business, the best assets of a company are the employees. The employees set the tone for the organization. An organization’s success stems from hiring the right people. Human Resource Management (HRM) plays a vital role in the selection of the employees. HRM rely on specific tools to draw top-qualified candidates for certain jobs. HRM may uses different applications for screening, interviews, tests, background checks and reference checks to endure the right employees are chosen.

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.

As previously stated Microsoft’s success regarding career development, and the implementation of human resource strategies rests upon three factors: the ability to recruit and retain quality talent; the ability to ensure that the aforementioned talent receives the tools required to achieve; and the fostering of continual innovation and reinvention.

“Recruitment is a form of business contest and it is fiercely competitive. Just as corporations strategize to develop, manufacture, and market the best product or service, so they must also vie to identify, attract, and hire the most

1.3,NAD, UNIT13, Evaluate different approaches that may be used to ensure the selection of the best individuals for work in health and social care.

HRM compete in the job market to ensure that only the best and talented employees are recruited in order to assist in meeting and exceeding the organisations goals and objectives.

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.

Comparing and contrasting the HRM strategies and practices of Microsoft Corporation with those of three other organizations in the same industry.

Lepak and Snell (2007) built a theory about different employees and its HR strategies. Microsoft has an internalized and relational focus with its employees. Strategic value of employees is high because employees are given high autonomy. In general all employees are highly unique. This is why Microsoft has always wanted to hire young and

Their various HRM practices allow them to attract and retain the best staff and deliver on their service mandate. At a functional level they have implemented HRM practices to align the leadership, skills, induction and socialisation, training, development, rewards and recognition, remuneration, career progression as well as transformation with the strategy of the company.

from the first days of the company, where were the founders (Bill Gates and Paul Allen) the ones that did the first recruitment and selection. Their aim was to find the smart and the best people, that preferentially did not have any experience. The Microsoft is the company that offers job also young people and talented graduates, which will, in companies opinion contribute by bringing in fresh innovation and ideas (we now that one of the major objectives are to generate new product, easily to use).this philosophy is also shown in Microsoft’s ‘n minus 1’ strategy, that means that in the company are employed less people that required, what shows the importance of hiring the right people, then just to fill a position.

The case study of USC luring two top scientists could be a very good example of hiring great people. Along with the development of human resources, the normal recruitment processes are evolved into creative recruitment processes. Organizations change their recruitment strategies in order to get the ideal staff. Looking for talent could be a bid problem for organizations and the recruiters are employed to complete this task. The creative recruiting could help organizations to get the ideal hires. According to the successful courting two of the world’s preeminent neuroscientists of USC, the recruitment strategies and

According to Hussain, Wallace and Cornelius (2006), “recruitment and selection is the process of finding, attracting and hiring or choosing the best-qualified individual from the available applicants to the right job”. The recruitment can be either internal or external, i.e., to either fill a job vacancy from within the existing employees in the company or to hire someone from outside the company. As Microsoft aims at reorganizing the sales team, certain positions are being considered for elimination. Therefore, the HR department of Microsoft would perform job analysis and evaluation in order to see what skills are required for that particular job and then recruit and select the employees. This could also be done by repositioning the existing employees after evaluating their skills and efficiency. Furthermore, the HRM of Microsoft would help the employees to adapt to the changes made to their positions or face elimination in order to “align the workforce with that of the company and to be an excellent contributor to the company” (Edward L. Gubman,

Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”