The Difference in Recruitment Policy Between the University in China and Uk

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

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)

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

The recruitment and hiring processes at the two institutions are complex and they revolve around a series of elements, such as the identification of the minimum qualifications, the selection processes, the written examination, the oral boards, the investigation of the character and background, the polygraph examination or the psychological assessment. The table below summarizes the recruitment and hiring methods at the two institutions in a comparative manner.

Each of these objectives requires special attention and accurate planning and execution. It is of utmost importance for every organization to employ a right person on a right position. And recruitment and selection plays a pivotal role during such situations. With shortage of skills and the rapid spread of new technology exerting considerable pressure on how employers perform recruitment and selection activities, it is recommended to conduct a step-by-step strategic analysis of recruitment and selection processes. With reference to the current context, this paper presents an incisive review of previous literature on the recruitment and selection process. This paper is primarily based on an analysis of six pieces of literature conducted by practitioners and researchers in the field of Human Resource management. Various researchers have contributed to the field of HRM, and have offered intensive and profound knowledge on the branches of HRM such as scientific recruitment and selection, Manpower management, Job analysis, Need and purpose of Recruitment, and so

Recruitment is the process of generating a pool of capable people to apply for employment to an organisation.

Recruitment: systematic recruitment cycle and awareness of relevant documentation, for example authority to recruit forms and job requisitions; writing job descriptions using an appropriate model, for example seven-point plan; writing person specifications; writing job advertisements and selecting appropriate media for internal and external advertisement; managing application forms; provide advice to managers on recruitment.

The job analysis is consisting of job description and person specification. Job description requires about the profile of the perfect job candidate and requires about the skills, knowledge, experience and competencies, which are essential. And person specification

1. How important is job analysis to the development of job descriptions and job specifications? Discuss.

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Searching for, and obtaining, potential job candidates in sufficient numbers and quality, and at the right cost, for the organisation to select the most appropriate people to fill its jobs. Selection is the process of gathering information for the purposes of evaluating and deciding who should be hired, under legal guidelines, for the short and long term interests of the individual and the organisation. Recruitment refers to the process of attracting,

Job analysis is a necessary first step for a successful hiring process because to find the perfect candidate, the business must first know what is to be expected of the candidate. A

Job analysis gives an answer to a very complex question, which many organizations find hard to deal with like the precise behavioral requirements for the job to bring out the desired outcome.

The recruitment literature according to Breaugh and Starke (JoM, 2000) had been bombarded by criticisms for the lack of substantiated research materials and unanswered questions. The Handbook of Industrial and Organizational Psychology by Guion 1976, devoted one chapter only about recruitment process despite the numerous studies published during 1976. There were questions circulating in the recruitment literature which failed to address the key factors

* To attract people with multi dimensional skills and people with experiences that suits the organizational strategies and the future

employee and encouraging them to apply for the job, this process is affected by many factors. They