Recruitment Of Personnel, Performance Appraisals, And Training And Development

Recruitment is the process by which a business seeks to hire the right person for a vacancy. (BBC Bitesize).

In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future

The method of recruiting has significantly changed over time. Today, there is less reading through stacks of resumes and more interacting with potential employees on a casual and formal basis. The method of job recruiting can include many different channels and practices. These methods can consist of practices such as attending job fairs, promoting from within, online and college recruiting, and referrals. Most recruiting methods are face-to-face interactions between the employer and potential employee. This gives the employers a chance to see the candidate in person, how they present themselves, and what they can bring to their company.

Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)

I am very interested in a career field in Human Resources. For this paper, I interviewed Lillian Mannino who is a Human Resource and Personnel Manager at the UC San Diego Graduate School of Global Policy and Strategy. As a manager, Lillian serves as the link between the graduate school’s management and its employees. She is in charge of overseeing recruitment, employee relations, policy development, payroll, and benefits. Personnel management is a special branch of management that is focus on the concerns of employees at work and their relationship with the organization. Her educational experiences consist of a bachelor degree at UC San Diego in Management Science and a professional Human Resources certificate from UCSD Extension. She has been working in the academic administration for almost ten years and earned her current position as manager through climbing up the ladder. She started off working in this field as a student affairs officer then was promoted to an administrative specialist. Her prior work experience paved a path for her to build up professional experience as well as a solid network within the UCSD administrative system.

The most common recruiting strategy of seeking a candidate from internet websites is a good source because it allows you to see a large group of candidates at one time, and you can tailor your searches to target in on the ideal candidate. Networking, in the sense of just talking to people is also a good source because usually in this process you will come across someone who can put you in touch with the right people to find what you’re looking for; these people come with a referral so it’s not like starting at zero and only knowing them on paper. Lastly, is hiring from within another strong route to get the right person in place, these people are those who have a proven record with the organization. They are easy to verify based off of in house reviews. The difference in the three is with the internets like cold calling, where as networking is a referral and in house

Recruitment agencies: provides employers with details of suitable candidates for a vacancy. They work for a fee and often specialise in particular employment areas.

Such devices as job posting boards, email flashes, intranet posts and fliers to advise existing employees of positions they may contest for. This recruitment may be in the form of creating and shuffling temporary teams to fill up certain tasks or may be permanent changes. Internal recruitment may be primarily level or it could be for promotions in which the promoted employee's former position may not be filled.

Now that the definition of recruitment is clear it time to explore the different strategies that are used in the recruitment process. Kevin Ryan, successful CEO of Guilt Goupe, states, “Recruiting is so important that we intentionally overinvest in it” (Ryan, 2012, p.45). This statement shows how important recruitment is. Being a recent college graduate that landed a job fresh out of college within my field and now seeking work, I can say first hand that the recruitment process is not done in one certain way, but in a variety of ways. One of the most common ways to get recruited is by referral. Referrals take place when current workers of an organization inform their associates about job openings and recommend they apply. In certain instances, when there is an extreme

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

C. Leatherbarrow & J. Fletcher, 2014, Introduction to Human Resource Management, guide to HR in practice, 3rd edition, London, CIPD

Internal sources come from internal company that conducts the recruitment. Recruitment using these sources is relatively quick and inexpensive. Company does not need any advertisement, head hunter or any other form of recruitment that is costly.

This assignment is a portfolio, based on three current topics in Human Resource Management. The common theme of all the media articles I reviewed is the recognition of people as an asset by the organisations to achieve their strategic goals and objectives. It is observed that organisations are directing their efforts to recruit, retain and develop this asset.

To work in the Human Resource management field you must maintain and improve the company by planning, implementing, and evaluating employee relations and human resource policies, programs, and practices. It is a challenging and yet rewarding field to work in. However, just like every business field, people who work in the human resource department face many challenges when it comes to discrimination.

This paper discusses the relative impact of recruitment/selection, training, and development for organizational effectiveness. First, recruitment and selection is discussed. Job analysis is very important in the selection process because it provides a realistic job preview and it identifies relevant traits and abilities needed for the job. Furthermore, predictive validity of several selection methods are discussed from which work samples, GMA, tests, and structured interviews are appeared to be the best predictors of future job performance. Second, the impact of training on organizational effectiveness is discussed. Training design issues are discussed, and it is argued that training can increase organizational effectiveness