Critical Review: Literature Review Of Human Resource Management
Literature Review: Nowadays, in every organization personnel planning is one of the vital activities. Human Resource Planning is, an essential element for the success of any organization. There are a number of techniques that need to be followed in order to chose right person for the right job at right time, which will enable the organization to achieve its planned objectives. In Common, recruitment and selection, career planning, training and development, promotions, risk management, performance appraisal are few of the objectives of human resource planning. Each of these objectives needs to be given special attention and accurate planning and execution.
It is necessary for every organization to employ a right person on a right position. And recruitment and selection plays a significant role during such situations.
(1)Edwin Flippo Edwin Flippo defines Recruitment and selection process as "A process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization."
According to flippo, the first activity in recruitment process will be searching for the candidates for the vacant position, then attracting them towards the organization and stimulating them to apply for the job in the organization.
It helps to bring out the potentials and capabilities of applicants for actual or expected vacancies of the organization. Recruitment process acts as a link between the jobs and those who seek the jobs.
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496 Words | 2 Pagesand they will have the process from the beginning to the end for the placement of said candidates. Once that is implemented, the recruiters will begin the process of informing those internally of the positions which are available at the organization. They will use the targeted recruitment method. That will allow the organization to find the talent within the organization first.
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2364 Words | 10 PagesOnce an applicant gained access to this organization they stay over there for a reasonable amount of time, saving companies loads of money that would have been spent on training new employees in the case that an old employee left the organization. Limitations Expensive The recruitment imposes extra cost to the company in the sense that it requires an extra cost for vacancy announcement, arrangement for employment office, etc. Loads of money is spent into hiring a new employee and training him upto a standard that is required for the organization.
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978 Words | 4 PagesIntroduction Job analyses and job descriptions are used by the Human resource consultants and experts as an elementary unit for many functions of human resource department that includes recruiting and employing, evaluating performance and ranges of salary (Levine et al 1988). As according to Brannick et al (2007), job analyses is an important factor in business that ensures the correct hiring of desired individuals for various jobs. Job analyses protect ensures protection of companies against claims (Veres et al1987), and it help businesses to adequately reward their staffs (Smith et al 1990). According to Fleishman & Mumford (1991), accuracy of Job analyses affect many of the HR functions, So, it is essential to make sure that job analyses is performed properly and in detail. A job analysis implies collecting information on the approaches to evaluate performance, worker-oriented behaviors, job-oriented conducts, and workers behaviors during working with materials, machines, and equipment, job environment and worker’s requirements (Harvey, 1991).
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3190 Words | 13 PagesRecruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for jobs, from among whom the right people can be selected. A formal definition states “It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and when their applicants are submitted. The result is the pool of applicants from which new employees are selected”.
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1427 Words | 6 PagesWe often talk about human resource when discussing talent management. Human resource indeed plays a very important role and up to an extend talent management fits under HR agenda. The major reason can be because HR prime role is to attract recruitment, retain, promote and develop the resource in the organization. Many books have been introduced, many research have been conducted to understand the key factor impacting talent in the organization.
Strengths And Weaknesses Of Recruitment Research
858 Words | 4 PagesP2) Explain the Strengths and weaknesses of different approaches to Recruitment and Selection Recruitment and Selection Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. (Ref-Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies. Jossey-Bass, 1999.) External recruitment brings new blood, new face to the organization.
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