There are number of ways that the managers could improve their recruitment and selection process, first of all they need to identify and define the three stages of recruitment and selection in order to understand and improve their process. The three stages of recruitment and selection can be categorised in to: 1. Defining requirements - Preparing job descriptions and specifications. 2. Attracting candidates – Reviewing and evaluating alternative sources of applicants, advertising et cetera 3.
Introduction Recruitment is the process in which a well-educated, skilled, experience and attribute holder is appointed for the vacancy in a time and cost effectively method. In easy words right guy at right place at right time is the basic and fundamental role of recruitment process. In this paper we will come to know about the recruitment process, the leadership and its different kind, the different styles of leadership and the management, team work and it’s benefits, methods of staff motivation, assessment of the work performance and the development needs of the staff. Task 1 A. Produce two documentations, namely a job description and person specification that assisted you in recruitment and selection of the candidate.
The next step is to get as specifying a particular match or proceed to the selection of individual people. This is accomplished through the recruitment process to attract suitable candidates for the posts of an organization. Recruiters are specialized area of human resources, responsible for the identification of such candidates personnel. We can than consider people already working in the company; seek references from employees or colleagues in the industry; advertise in newspapers and agencies are turning to public and private employment. After exploring at least one of the recruitment channels to gather a group of applicants, the human resources department might have to spend weeks or even months in the recruitment process is carried out through several stages.
The team should look at a process without bias which is extremely difficult considering top candidates to be involved in a team will typically be tenured employees of an organization. b. Appoint the Process Team Selecting the team of choice within an organization is the next step after the desired characteristics have been defined. Each process should have a designated Business Process Champion with authority over how the company operates in these processes. c. Understand the current
However, unlike Reed (2013), Lander sought to find out the benefits associated with a decentralized payroll service. Lander’s study was also a general study which was not limited to any specific organization or country but focused on different companies which were picked randomly. Lander (nd) found out that centralized payroll system is more popular amongst businesses with at least 60 percent of global companies being centralized and only 15 percent of global companies being decentralized. Some of the benefits that attribute to the high usage of a centralized payroll service approach by companies include saving on costs and time and reduction of errors in the processing of data related to employees unlike in a decentralized system. Lander (nd) further found out that though a decentralized payroll service is less popular to the centralized payroll approach, the decentralized approach has some benefits that account for its continued use by some companies such as reduced impact of failure, fewer resources required and the consequent low costs incurred, better responsiveness since the management is close to employees and better management of
The recruitment process in a company is going to be analyzed in this assessment. A recruitment process in a company means that the company is growing and to go on with this process they need to hire more people so any aspect in the company can be covered perfectly, and to cover that correctly and being able to find the right person the company needs time and a proper process. If you select the wrong people the company will waste money and time due to the time a company needs to hire people and to train them. In order to avoid that we cannot be in a rush and the company needs to take time. However, it is advisable not to take too much time because of the factors above, a company needs to set an efficient selection process.
Talent acquisition includes the process of Recruitment, but it also includes certain other elements as well: • Talent Acquisition forecasting and planning Talent Acquisition team in any organisation makes sure the business alignment of workforce, examines the employees plans, it also keeps a check on the global considerations • Workforce Alignment It looks at the various workforce segments within the organisation and positions within these segments, and also determines the different skill set, competencies, and experience required for those positions and roles. • Employer Branding TA team is also responsible for all the activities that will help the organisation to showcase, represent and define
Issues associated with exclusion from the workplace also highlight the need for professionalism, fairness and ethical behaviour on the part of those engaged in this activity. Recruitment and selection also has an important role to play in ensuring worker performance and positive organisational outcomes. It is often claimed that selection of workers occurs not just to replace departing employees or add to a workforce but rather aims to put in place workers who can perform at a high level and demonstrate commitment (Ballantyne, 2009). We will elaborate on the sometimes complex linkages between recruitment and selection and performance later in this chapter. To appreciate the specific nature of graduate recruitment and selection, it was essential that we first explored general recruitment and selection literature.
Essentially, there are many strategic choices an organization faces when recruiting and staffing. Some of the strategic choices involved in recruiting entail determining whether to have the following: (a) permanent versus temporary employees, (b) whether to hire internal versus external, (c) in-house versus outsourcing, and (d) determining what methods will be utilized. Moreover, selection raises the following issues of reliability, validity, interviewing, who are we as an organization going to interview, individual versus group, structured versus unstructured, testing/assessment, and reference checking (Mello, 2015). Also, recruiting for international assignments may need to follow the internal methods and employment branding and replacement
While deciding about the recruitment the initial problem faced by the organization is “what suitable strategy that is internal or external to be used in the recruitment process for the organization”. For this, the important thing to consider before deciding whether to recruit internally or externally is the cost effectiveness and productivity of that approach. Moreover the fact that internal recruiting is better and more profitable results than hiring externally by the empirical and theoretical analysis by DeVaro and Morita (2008), the analysis is based on two models that are tournament model (promotion based incentive) by Lazear and Rosen (1981) and the job assignment model (increased performance results better wages). In other words tournament model explains how an employee is motivated by using promotion as an incentive for work, which results in better performance and increase productivity, Gibbs (1996). Whereas job assignment model explains how an organization increase its performance and productivity by giving vacant positions to those employees who are experienced and have better competencies to perform the job, Costrell (2004) and DeVaro