Introduction:
Suitable recruitment strategies are crucial for attracting and recruiting the best talent for the organization. A good recruitment and selection policy provided a guideline for selectors to follow the procedures efficiently in order to appoint the most appropriate staff for the required jobs. The Human Resources Planning development should pay special attention for accurate planning and execution of their aimed objectives for achieving fruitful results. Concerted and due attention should be paid to the recruitment policy because it costs money and time for the people associated with this exercise. Being an essential part of any business activity it pays good dividends when it is followed properly according to the rules and regulation.
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Recruitment pertains to searching, interviewing, selecting and appointing appropriate and eligible staff for the required positions within the organization. Recruitment can be done by the in-house managers of the concerned organization or externally through; recruiting agencies; search consultancies or through advertisement. The use of internet services for recruitment is considered very effective and popular tool (Mitchell and Gamlem, 2012). Once the sources of recruitment have been decided then the process of hiring is undertaken for the required vacancies. This involves receiving applications of the candidates, choosing the most suitable applicants, calling the selected candidates for tests or interviews, selecting candidates according to the established recruitment strategies of the organization, checking the references and background of the selected …show more content…
A most appropriate recruitment and effective selection process ensure the growth and development of any organization. In today’s fast changing world of technological developments it is all the more important that employers adjust their recruitment and hiring policies by conducting step by step strategic analysis of these essential functions. Human Resource Planning is a continuous and systematic system of determining the needs for required personals under changing circumstances and developing effective long-term policies of the organization. HR Planning incorporates the human resource costs which effects and reflects in the corporate budgetary planning. Recruitment and selection is not only concerned with attracting fresh people for jobs but it also involves eliminating the unsuitable candidates and training the successful candidates into productive workforce. HR Planning helps in the development of business strategies. The emphasis on quality of workforce is an essential part of any business strategy. Proper and optimal staffing and organization is the key to its success. Under staffing effects adversely the economies of scale business and profits of the organization whereas over staffing proves a dead load of wasteful expenses, which at times prove difficult to eliminate because of legal restrictions and redundancy expenses. So, it is vital for recruitment process to be conducted in
Event Synopsis/Comments: CBP Recruiters participated in an event; the event was held at the CBP Recruitment Office held at the SFAC on Wednesday, June 21, 2017 from 0800-1600. Supervisory CBP Officer Eric Galarza and Supervisory CBP Officer Sharon Ansick attended the event as recruiters on behalf of the Laredo Field Office along with US Border Patrol Recruiters from the Laredo Sector. CBP Recruiters Ansick and Galarza along with the two USBP recruiters manned the CBP Recruitment Office. Six people, all males to include 5 Veterans, signed the CBP recruitment sign-in sheet. Each potential applicant listened to the OFO recruiters, Galarza and Ansick, give briefings on the employment and application process as well as the duties, benefits, and training.
1.2 Impact of legal, regulatory and ethical considerations to the recruitment and selection process Legal constraints The Kingston University abides by the UK laws in recruiting and selecting new staff. Sex Discrimination Act 1975 (as amended by the Sex Discrimination Act 1986 and the Employment Act 1989) This Act outlaws discrimination on the grounds of sex. Sex discrimination by employers is defined as: • Direct Discrimination: this means treating a man or a woman less favourably on grounds of their sex, or a married person less favourably than a single person.
Director Jeff Sayer is referring to the goal set by the state of Idaho, to accelerate talent pipelines. The talent pipelines is a phrase referring to the method of growing and bettering our community here in idaho, especially by preparing the youth in school for white collar jobs in the future. Doing this creates a wider range of candidates for skilled jobs, helping a company to excel. Month after month, over 5,000 high paying Idaho jobs remain unfilled, numerous Idaho companies have suspended growth and major construction projects are literally on hold, all for one reason. They can’t find enough talent (Sayer).
Describe and justify the criteria, characteristics, and skills used for selection. The method for sorting the most appropriate resumes will be to match their skills and knowledge to the essential and desirable criteria. Firstly, their qualifications, qualities, then previous work experience (Jaimy, 2013). The qualifications are the most important factor as, if applicants do not even know the basics they will have a difficult time working in the organization.
Staff Selection Process The selection process for hiring new staff is critical to the success of an organization. More importantly is the selecting and hiring of the right employees for the right positions. Gatewood and Field (2001), employee selection is the "process of collecting and evaluating information about an individual in order to extend an offer of employment. " Many organizations have a selection process and in actuality, it is a good process; but, they fail to fully implement that process for various reasons.
One unwritten rule that has had a negative impact on me in recruiting is that if your center is making mission, you can do what ever you want. One example I see all the time is people in a successful center can look sloppy and be over weight, and their leadership allows it. This negatively affects me because I take pride in the Army and the uniform; this practice causes me to lose trust and faith in my leadership. In my opinion, it is disrespectful and it makes our organization look bad. We are supposed to have discipline and be fit to fight, no matter what our job is.
INTRODUCTION Human resource management is the strategic approach to the management of an organization 's most valued assets - the people working there who individually and collectively contribute to the achievement of the goals of the business (Armstrong, M., 2006). In other words, human resource management is a to work with employees, and for the employees, to help them solve their problems. Therefore, human resource is a complicate department, as they deal with people who already work there, they also deal with several issues which happen among new employees, such as recruitment, selection and so on. Nowadays, employee retention becomes one of the most significant issue in the organizations, and managers are aiming to find the best employees
Q1. Describe the org structure at Great Wall Golf & Country Club. How does the decision-making control affect Wee’s plan? Answer
HealthPlus aims to employ 60 more members of staff within six weeks and then at least another 350 employees over the coming 12 months. This is a result from its successfully gaining several new contracts. It recruited Lynette Allen as the Recruitment and Selection Specialist to fulfill this task. The productivity of the newly recruited employees cannot fulfill HealthPlus’ needs, though. Supervisors indicate the employees are smart and nice, but cannot fit into HealthPlus’ environment.
One major concern about consid.ering people as assets or resources is that they will be commod.itized. , objectified. and. abused.. Some analysis suggests that human beings are not "commod.ities" or "resources", but are creative and.
THEORETICAL BACKGROUND OF THE STUDY: 3.1 RECRUITMENT & SELECTION Recruitment and selection is one of the most important management functions. The whole process represents a significant investment in both financial and other resources. Recruitment and selection are two of the most important functions of personnel management. Recruitment procedure selection and helps in selecting a right candidate.
Introduction Employees are crucial to any business, and so it is extremely important for an organisation to have a great understanding to the recruitment and selection process. This process is used to make sure the right candidate is chosen for the job. The aim of the research is to create a better understand of the recruitment and selection process and what takes organisation to recruit new employees. The recruitment and selection process has so many different elements to think about, and this essay reflects on how the organisation searches for possible candidates to recruit. Recruitment and selection process is dealt with mostly the human resource (HR) department, although in many organisations it is common for other heads of department to be involved in the process to make sure that technical considerations are assessed during recruitment and selection so that no faults are made.
The research noted that recruitment procedures that provide a large pool of qualified applicants, paired with a
SP18 MGMT3341.02/03 - Human Resource Planning, Staffing, & Selection Team #6 - Heather Fralish, Craig Gil, Emerald Kormah, Jennifer Restivo, Bianca Tolentino Team Exercise: Chapter 2, Case Study (page 44-45) Integrating McDonald’s Business, Human Resource, and Staffing Strategies This week, we were asked to take a closer look into the business of McDonald’s and to discuss the importance of people to the organization. As we all know, all businesses thrive on one main person: their consumers. Without them, no business could be successful! But in order for the consumers to be happy, a business thus begins with another person: their workers.
P2) 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.