Human Resource management (HRM) can be defined and simplified in various ways. One definition is that HRM is to “get the right people on the bus, the wrong people off the bus, and the right people in the right seats” (Collins, 2001). The People theory is a theory in HRM that includes Recruitement and selection- two major subjects in the HRM function which concerns people and their way to a job for them.This essay will treat and discuss these two topics, recruitment and selection and their importance to the HRM function. Recruitment
Job advertisements is a form of recruitment and can be done through several ways for instance through the internet, newspapers, jobcentres etc. (Foot and Hook, 2008). According to Armstrong, M., (2009).The
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decrease and ultimatetly leading to happier employee, more productive and efficiant employees (KISSmetrics, 2013). The way Google recruit also shows the importance using the correct method of advertisement the technological aspects is necessary to consider due to an increased rate of internet usage and increased people searching for vacancies through the internet and corporate websites creates the possibility to reach a wider range of talents (Internet World Stats, 2013). However, there are still organisation advertising through brochures and leaflets handed out in the city or sent home to their target groups or potential candidates with a quite high success rate. One example is the UK armed forces with a total of approximately 177 000 in the regular forces (ArmedForces, 2012). This shows how different forms of advertisement can contribute to the same thing - attracting a larger pool of potential candidates to the organisation through a quite randomised method to avoid stereotyping.
Lacking the suitable canditate for a vacancy can lead to an increased risk of the person leaving the job at early stages of the employment, which can lead to the organisation suffering and having to go through recruitment process more than needed. Motivation and discipline of the employee might be lacking since the individual might not be content with the vacancy leading to unmotivated and unsatisfied employees and as a result leading decreasing preformance and productivity which
Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.
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.
Internal advertisement is one method to be used, where companies announce/advertise its job vacancies to its existing employees, which may represent promotions. Sainsbury’s usually places internal advertisement to select supervisor and internal staff transaction; they put advertisement at company’s notice board or make announcements at meetings cross stores within the region. It will be easier for company to select suitable candidates because existing employees has more knowledge and cost less for the 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)
This is a quick and easy way to notify the market about the available jobs in the company and attract a large number of candidates. Newspaper ads are also less costly compared to using headhunters for finding the right candidate.
* On-line recruitment is becoming more and more popular way to recruit. There is two ways online to recruit, one is via email. Using email is very much like sending a letter it’s just a quicker approach. The other is by completing online applications and once the application has been completed they will get sent straight to the employer and stored on an online data basis.
Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs).
Recruitment and selection is very important. Organization performance depends on the recruitment and selection process because if quality soldier does not get selected then the standard of British Army will drop and they might not be able to do the job, so they will add extra cost such as extra training, medical and welfare. Once the decision has been taken by the Ministry of defense wants to advertise a job vacancy a decision must be taken as to how the advert will be worded and where it will be placed. The first decision will be dictated by HR policy. If the company decides to keep the advert Internet, then they can use the Army Jobs webpage, soldier’s magazine. The choice of method depends on the type of vacancy; if the Army Officer is in short occupation list then the main point to advertise will be University Canteen, University Job fare.
According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.
People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie & Traynor, 2002). To get into this career field, one must have the required education degree by completing many different courses, and have the experience along with skills and
If internal recruitment is not an option / has been unsuccessful, companies will the need to advertise to a wider audience. An employer will need to decide which method of recruitment is most suitable for the role and organisation. Common recruitment methods include advertising on the company’s own corporate website, using internet based jobsites, recruitment agencies, local or national press, job centre plus or employee referral schemes. The CIPD resourcing and talent planning survey (2013) lists the top 5 methods of recruitment as,
Southwest Airlines has developed the ability to attract top talent while retaining those already working within their company. This human resource function is one that companies are striving to continuously improve. In which many companies try to duplicate Southwest’s approach, but are not as successful as the customer service oriented airlines themselves. The mission of Southwest Airlines is dedication to the highest quality of Customer Service delivered with a sense of warmth, friendliness, individual pride, and Company Spirit. Fulfilling this mission statement begins within the recruiting and selection process. Finding the right people, with the right attitude, can be more challenging as one may think.
Job Advertisement is a key part of any recruitment process, and creating an effective advertisement is crucial for the success of Southwood’s students. Currently Southwood is seeking a French teacher to join their staff. They recently developed a web site through the school’s home page to advertise their open job positions, and to allow electorate applications. Although a web site is a great technology improvement, unfortunately it is not enough to ensure their job positions are fully reaching the right candidates. It is crucial for recruitment processes to improve with technology, and “Eight-three percent of organizations are now using social media as part of their recruitment process” (Blacksmith & Poeppelman. 2014). Instead of posting job position only on the Southwood school home page, it would be beneficial to also post aids on other networking site such as
“Harrison Corporation, a U.S.-based corporation with business units in Europe and South America, has recently decided to create a business unit focusing on expansion into Central America. As a low-cost producer of discount office supply products, the company will continue producing products at the existing facilities, or purchased from existing suppliers. This unit primarily focuses on marketing and delivery of products to two groups of customers: corporate customers, retail, and consumers.