Research proposal on RECRUITMENT AND SELECTION PROCESS OF MOE (Ministry of Education) By Benafsha Musafirzada Supervised By Nisar Khan Sir موسسۀ تحصیلات عالی رڼا RANA Institute of Higher Studies 2014 RECRUITMENT AND SELECTION PROCESS OF MOE (Ministry of Education) INTRODUCTION 1.1 Background of the Study This project is titled as study of Recruitment and Selection Process of MOE. In this project the readers will come to know about the process of Recruitment and Selection procedures of candidates in the organization. 1.1.1 Recruitment: Recruitment refers to the process of finding possible candidates for a job or post that has been announced by the recruiters in an organization. Commonly jobs are …show more content…
2.2 Previous Literatures Odiorne (1984), Effective recruitment and selection, California Management Review 41(2): 79-94. According to Odiorne, (1984) 5one result of effective recruitment and selection is reduced labour turnover and good employee morale. Recruiting ineffectively is costly, since poor recruits may 15 perform badly and/or leave their employment, thus requiring further recruitment. In a cross national study of recruitment practices, suggests that, in reality, recruitment practices involve little or no attempt to validate practices. Personnel managers tend to rely on feedback from line managers and probationary periods and disciplinary procedures to weed out mistakes. Firms with high quit rates live with them and tend to build them into their recruitment practices and they do not analyze the constitution of their labour turnover. Kaplan and Norton, (2004), Issue in recruitment and selection is poor HR planning, Prentice Hall Incorporated, 8th Edition, and Upper Saddle River, New Jersey. 6According to Kaplan and Norton, (2004) a common problem in recruitment and selection is poor HR planning. Rigorous HR planning translates business strategies into specific HRM policies and practices. This is particularly so with recruitment and selection policies and practices. The key goal of HR planning is to get the right number of people with the right skills,
Recruitment and selection is the process that organisations use to attract potential employees and then choose the best person for the job.
Recruitment is the process for attracting candidates for vacant jobs , and it’s done through giving attractive advertisements for the jobs , Also by creating well defined job descriptions for the various jobs , The aim of recruitment is to attracts the right candidate for the various job , It’s the first process in selection process.
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.
In the growing and competing business world today, it solely reflects on the HR manager to practice the best strategies in the recruitment and selection process while recruiting the best among the vast talent that is available. The HR Manager’s decision in selecting the right candidate is essential in the development of an effective workforce leading successful organisations. A successful employment relationship builds excellent talents and a perfect organisation (Salamon 1998:3).
Human resources (man power) is key factor in any business environment and for every organization in order to be successful, they should maintain and manage a vibrant, active and properly trained, motivated and skilled workforce with them. Therefore, recruiting, train, manage and retain a work force is an integral part of the business process cycle for every organization. In order to ensure an effective working recruitment and selection strategy, Clapton needs to concentrate and implement the following:
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.
The recruitment process is multifaceted. Recruitment begins from the time an organization or human resources manager must determine a recruitment plan. A recruitment plan must include the avenues in which recruitment will be pursued. The recruitment process also includes shortlisting any qualified candidates from the responses, and the entire interview process (including multiple rounds of interviews). This aspect of human resources management is all about attracting the best and the brightest of candidates, convincing them that the organization is the best fit for their career aspirations, and capturing or finally hiring the candidate. This process is not only intended to fill a vacant position, but to also help build the strength of the organization overall.
C. Leatherbarrow & J. Fletcher, 2014, Introduction to Human Resource Management, guide to HR in practice, 3rd edition, London, CIPD
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,
Recruitment is a process of attracting the widest pool of talents for a vacancy, and there is a variety of ways to recruit new people.
Theories based on recruitment and selection are sometimes viewed in isolation, however it is linked with the development of personnel administration and the practice of personnel management and further connected to human resource management.
The recruitment process consists of different stages/documents that candidates have to present and go through. It helps to find person with best fitting criteria in order to improve the productivity of whole community.
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.
Recruitment is a process of actively seeking potential candidates for potential employment, whereas, selection refers to the process by which it attempts to identify applicants with the necessary knowledge, skills and other characteristics that will help the company achieve its goals (Raymond A. Noe, 2015, p. 84). The selection process has many generic standards which are sometimes based on reliability, validity, generalisation, utility, and legality.