Resourcing Essay on Recruitment Practices and Approaches

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

Once Job Analysis is complete, the next step is to define the responsibilities of the candidate to meet the needs of the position. Job description is basically a list of the tasks required of the employee holding the particular position defined in the job analysis. A Complete job description will include level of responsibility and the expected outcome. Once these attributes are defined and documented, finding the ideal candidate will become easier and more precise.

The next step in the recruitment process would be to derive a job description. An initial step to this is to conduct a job analysis. A job analysis is used for collecting and summarizing information according to established guidelines. The information obtained also sets standards and performance expectations for employees assigned to these positions. Several different procedures or sources can be used in this process. Included in these are interviews, observations of the actual job, questionnaires, supervisory input, published literature, and the use of experts.

Where the HR function is large, there would typically be a HR Director within the structure that works with the other top level executives to analyse the organisation in order to determine and plan its staffing needs to achieve the long term goal and strategic aims. It is at this level where other options should be explored to determine the actual need to recruit as there may be other options for the organisation such as job redesign. The area of staffing falls within the HR function where the recruitment and selection of human resources for the organisation is carried out. On selection, Recruitment advisors are involved in developing and administering methods that enable managers to decide lawfully which candidates to select and which to reject for the given jobs.

Thank you for choosing The Weekley Consultation Group for your Human Resources consulting needs. We would like to start by identifying Chern’s short term and long term process and outcome goals. Process goals are goals set by Chern’s for the hiring process. Chern’s short term process goals include satisfying the needs of the staff in an efficient manner. Your long term goal is to improve your ability to attract highly skilled talent despite strong competition. Short term and long term process goals are essential, especially since your business model puts considerable emphasis on customer service and satisfaction. Without process goals to satisfy and attract highly talented employees, Chern’s reputation for customer service would begin

Job analyses are important because they describe the differences and similarities of a job position. They help to create the job description of a position so that a person who wants to apply for that position will know what the “job duties, tasks and responsibilities” (Milkovich, Newman, & Gerhart, 2014) of the job will be and what they will be doing if hired in to that position. Job analysis also give job specifications of the “knowledge, skills and abilities” (Milkovich,

CIPD, 2012 defines resourcing and talent planning as “Ensuring that the organisation is able to identify and attract key people with the capability to create competitive advantage and that it actively manages an appropriate balance of resource to meet changing needs, fulfilling the short and long-term ambitions of the organisation strategy.”

Selection: screening applications; drawing up short lists with relevant colleagues; organising interviews; organising any pre-screening tests (health and/or psychometrics); organising interview rooms; conducting face-to-face and/or telephone interviews with an interview panel; writing employment offer letters/rejection letters; making internal appointments

Having been just promoted it is now one of my new responsibilities to devise a plan to hire my replacement. It is important that I take the steps necessary to conduct a thorough job analysis so that a job description can be constructed as a guide prior to hiring anyone. Having a job description will also “clarify expectations for the prospective employee as well as providing reference points for training and development to take place once an individual is hired for the position” (Chapman,1995-2009,P.1). Even though job analysis may take more time and money, in the long run it is a necessary step to take in the hiring process. When filling positions within a company or organization conducting a job analysis is necessary,

There’s several method of collecting information for a job analysis. Here are some common methods. When choosing a method consideration needs to be taken for time, cost and efforts. According to Raghavendra, eHow Contributor, you first evaluate the worth of the position. Then prepare descriptions for each position. Next prepare job descriptions for each position. Follow it up by reviewing the companies present staffing condition. Collection of information through the process of gathering background information is also critical. Often employees conduct on the job research on the roles of a job. This method is sometimes called the observation method. Through observing an employee you get to see the responsibilities and duties involved in handling particular jobs. Another method is through requesting additional information from managers, supervisors, and subordinates about the role. The interview method is also use full when doing job analysis. This may be conducted for a new hire or when examining a position

Job analysis simplifies recruitment and selection practices, sets standards for performance appraisals and allows appropriate classification or reclassification of positions and their job functions. By comparing the skills possessed by employees with the results of a job analysis it will further assist in workforce planning strategies, and the restructuring or redesigning jobs. An important concept of job analysis is that the analysis is done to determine the description or characteristics of a job not of the person. Job analysis can be used in determining an organizations training needs, compensation, selection procedures, and performance reviews. Job analysis can be used in training methods or assessments by developing training content, assessments tests used to measure the effectiveness of training, methods of training, and finally the types of equipment utilized to assist in training of employees. Through the use of job analysis levels of compensation could developed through the identification of skill levels, the work environment, responsibilities, job factors, and the required minimum level of education (Milkovich, Newman, & Gerhart, 2014). Selection procedures are a major component of job analysis because this function is a major determinant of the correct fit for

2) Preparing a job analysis. This is a method by which pertinent information is obtained about a job. It focusses on tasks, responsibilities, knowledge and skill requirements, which are required for successful job performance and which differentiate one job from all others.

Job analysis may be observed as the hub of virtually all human resource management activities required for the successful functioning of organizations (Gael, 1988a; Mirabile, 1990; Oswald, 2003;

Job analysis is the process of defining the specific job duties, educational requirement, work experience, and skills to fulfill a vacant position; being as specific as possible will only enhance the chances of interviewing and potentially hiring the perfect person for the job (Busi, 2012). As detailed as a job analysis must be, a position can only truly be assessed when it is filled; there are many minute tasks that are not thought of when listing a position with the various ad agencies like monster and careerbuilder.com. This fact makes the interviewing process exponentially important; anyone can tell an interviewer anything but the administration of skills tests will portray the extent of a particular skill.

Job analysis is a fundamental part of the practice of industrial/organizational psychology. Analyzing a job involves the determination of what tasks make up a job, the tasks’ relative importance, and what knowledge, skills, and abilities are necessary to successfully carry out those tasks.  Job analysis results may be utilized for a variety of personnel management purposes but are especially important for selection and promotional decisions.  Job analysis is undertaken prior to selection and