Recruitment And Selection At PPMS And Bain & Company Case Study

According to Becker (1996), “Research was conducted is just beginning to establish the plausible range of these effects, but early work indicates that reasonable changes in an HR system can affect a firm 's market value by $15,000-$45,000 per employee.” This is a mind-blowing fact since it was from 1996. Now 20 years later think about today’s organizational need for HRM since the globalization of companies when it comes to employee recruitment and selection that could span countries and not just states. I wanted to analyze the function of HR planning, recruitment, selection further because I do believe it is the most important out of all the functions I have covered. I also believe it is the foundation to tying all the other functions together in order for an organization to meet its goals. First, the planning aspect of hiring an employee can be the hardest but most critical. If HR personnel don’t have a solid plan to incorporate a global mindset for the purpose of recruiting and selection, then their efforts will not yield the highest quality personnel. The purpose of these activities is to

The City of Grande Prairie HR Department differs from most organizations in its role of recruitment. Managers are responsible for their own recruitment, interviews and orientation. During the recruitment and selection process, the right type of applicants is far more important than the number of applicants. If hiring managers do not support or understand the importance of diversity or rush the process it can has negative impacts, both short and long term. Often a variety of factors including financial constraints, stiff competition for talent, mandates for efficiency and effectiveness and the decision making structure make service delivery and recruitment challenging. To ensure that a diversity policy and program becomes a part of the organizational culture management will need to be educated and supported in regards to the importance of hiring and effectively managing a diverse team.

Organisations are required to comply with legal requirements pertaining to recruitment and selection and HR professionals should have an in depth knowledge of employment law and an understanding of why these practices need to be observed, not only in mitigating potential risk to the business but also to improve the effectiveness of recruitment processes, enhancing the employer brand. Key areas include:

For organisations to attract diverse employees it requires a corporate structure supportive of varying backgrounds and tendencies, as well as the internal resources and knowledge necessary to effectively identify with a variety of cultures (Boundless, 2011). Human resource management (HR) must keenly consider and understand what motivates and attracts a diverse workplace in order to entice the suitable talent pool.

Between the disparities, the economic areas of supply and demand of occupations globally, international organizations will soon need to compose their staff with a workforce that is highly diverse, and will need to manage thoroughly in order for then to work together. The human resource departments of these organizations will need to implement new recruitment strategies that can effectively match talent with the correct task even if it’s located on the other side of the world.

The problem is creating a recruitment and selection plan to ensure the recruitment of these employees runs smoothly, ties into our company’s mission and vision, complies with the law, and encourages diversity. The purpose of this plan to meet the unique meet of four predetermined positions in our company.

The challenge of attracting and retaining staff remains a concern for organizations. In the last decade, talent management has not been effective and left companies between excess and shortage of staff. Current responses to this challenge can be divided into two broad approaches:

The company’s determination in investing in its human capital has proven beneficial in many ways, such as constant improvements and cordial environments. The Recruitment process of companies should be centralized which means that every decision is made with the consideration of the top level management and should prefer involving the entire department’s decision.

P&G considers Human Resource Management (HRM) at the highest importance by an essential part as one of the 5 essential P&G values. Rather than have a local HRM structure, P&G has a global HRM structure because they operate in different countries around the world. P&G has a human resource strategy such as the philosophy of promoting from within. P&G believes that candidates should be recruited at the

Maintaining and highly effective workforce, challenges organizations to develop a pool of qualified applicants. determine what those qualifications and performance values are. .External recruiting by HR managers look for new talent outside the organization. External HR Managers advertise by every form of media at their disposal to find such talent. External recruitment is costly. External canvasing of several sources of recruiting work best for external HR. Internal Recruiting by HR and management fills positions within the organization. Benefits of Internal recruitment outweigh external based on cost. Workers know the firm’s culture, and may not bring along habits that do not meet organizational goals. Internal advancement leads to higher commitments and engagements.

Diversity affects the HRM function of recruitment. When HRM recruits from a diverse pool of individuals, there are higher chances of selecting individuals with more potential and talent. The viewpoint that an increase in diversity increases performance effectiveness is gaining support because of the talent shortage and an increasingly diverse customer base (McMahon, 2010). Diversity brings forth more options to choose from so HRM does not have to forcefully select a candidate simply because it has to fill a position that is open. HRM can choose a candidate that not only meets the minimal requirements for the job, but can bring more to the company as well.

The focus of recruitment and selection has been how to match the capabilities and inclinations of potential applicants with the requirements and rewards of a given job. It can be said that recruitment and selection represent one of the most important human resource management functions which can serve as the basis for a sustainable competitive advantage over contenders. This implies that the success and even the survival of a company generally depend on the caliber of the workforce. The best prospective employees are normally identified through effective recruitment and selection processes, such as interviewing, testing, and reference checking so that the right candidates are appointed to the right roles by using fair and equitable evaluation activities. The cost of rehiring and retaining employees should signal the importance of hiring the right candidate for the right position in the first attempt (Ullah, 2010). However, it is crucial for organizations to solidify their choices by conducting reference checks since past behavior or performance can be the best indicator of future performance. Conducting reference checks may ensure that an organization finds the most qualified potential employee to match the position and to avoid costs linked with failed probation periods and poor performance. Reference checks or reports can also help an organization to gain greater insights into the potential employee 's knowledge, skills, and abilities from someone who has truly watched the

Diversity should always be taken into account when recruiting, any bias should be removed from the application process and the organization should make certain that recruiting personnel are aware of legislation on discrimination (CIPD, 2012). Recruiting applicants based on incomplete data or assumptions can seriously jeopardize organizational goals and objectives, hiring the wrong applicant can be very costly to the organization especially when these vacancies are for top management positions (Sangeetha, 2010). There are various methods of recruiting – internal applicants, those based on references or recruitment agencies. After the posting of job vacancies and a reasonable amount of applications has been received, the selection process begins.

Recruitment process is a crucial one in every organization. Recruitment is a process that provides the right candidate for the right post. This is because the employees recruited determine how a business will succeed. An organization should be well represented in all units. This prevents deficiency of diversity in any unit hence providing the best output. The best employees come from college graduates who have recently graduated. These graduates will offer a benefit to the organization and can turn the business to an asset. For recruitment of these employees, there has to be an efficient way of recruitment to get these highly sought candidates. Recruitment of employees solves the problem halfway, and the challenge of how to retain employees' remains.

SNS is a Marketing and Public Relations Company committed to delivering industry savvy public relations services to clients globally. Our mission is to provide world leading strategies that will help create and maintain mutually beneficial relationships with individuals and organizations vital to their growth and development. It is therefore essential that the company provides an atmosphere of leadership, expertise and services that enhance the quality and effectiveness of client’s communications projects and programs. As such, an integral part of SNS achieving their goals centers on the company recruiting and employing a highly qualified workforce. It is imperative that the company retains an engaged employee pool that will