Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organisation to achieve its objectives. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. The advantages of internal recruitment are that: 1.
Recruitment and selection is pivotal in this regard in certain important respects. At the most basic level our focus in this book is on people management within the employment relationship. Those charged with recruiting people to posts in work organisations take a crucial ‘gatekeeper’ role; only those people selected for employment can be led, managed and developed. So in the most fundamental sense the decision to employ (or not) underpins the whole area of managing people. 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.
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
How Internal and External Factors Influence Recruitment The Role of Recruitment Recruitment is an important process holding the power to define the future of the company. It can make or break the company’s success building strategy. There is no doubt recruiting the right candidate acts as the building blocks to take the company to the next level of achievements. In achieving a milestone, the role of recruitment cannot be neglected. Factors Influencing Recruitment Realizing the importance of recruitment, it’s essential to understand what factors effects the process.
2. Dissatisfaction- When the qualified employees are recruited from outside the organization, the existing employees may feel dissatisfied with their jobs and leave the organization. 3. Long Process- External recruitment follows a long process. Various activities such as vacancy announcement, application collection, review of application forms, selection process etc.
Recruitment & Selection: It initiates the people to apply for job and choose the right person for the right job. 2. Induction & Orientation: After the entering into the organisation the HR department offers induction and orientation to the new entrants to make them comfortable in an organisation. 3. Training & Development: Based on the Job analysis and training needs assignment the HR department conducts training and development programs to perform the current job effectively and develops the manpower in future oriented also.
Globalization has increased the level of cross border activities. It is expanding rapidly and this makes it important for MNCs to manage its human resource management. HR is responsible to analyze and manage the human resource needs of organization in such a way that it can achieve its strategic goals (Hellriegel, Jackson, Slocum and Staude, 2009).HRM is a planned approach to make people perform effectively. It creates an open, flexible and caring management style so that staff can give their best (Michael C. C. SZE1, 995). HRM has to adapt to local conditions the most as compared to other management functions because it is highly dependent on local labour market.
In a best practice, external recruitment is used for entry-level positions or higher-level positions which cannot be filled with the help of internal recruitment methods (Chang & Madera, 2012, p. 188). This process carries advantages and disadvantages that are directly counter to those of the internal recruiting process. For example, external recruiting fosters new perspectives, new ways of doing things and new ideas. Through external recruiting methods, the company enhances its creativity, validity and innovation. This recruiting method avoids the ripple effect.
The process of recruiting and selecting an individual to fill the vacancy job within the organization, with the right skills and knowledge can be done with two sources external recruiting people from outside the organization and internal recruiting people from inside the company. Internal Sourcing: Within this sources the Organization adoption of the available human resources from the employees inside the Organization, which meet the conditions and requirements of the vacancy job, through different methods like: Promotions: Making promote for the employee according to his knowledge, skills, and performance or to the seniority. Selecting top talent: according to the performance evaluation reports of each employee. Advertisement: An internal ads contain the requirements and the specifications of vacancy job. Career transfer: By making an internal transfer of the employee from department to another or from branch to another and the aim is to balance the number of employees in various departments.
these are all require a high time cost to complete the collection of the information. 3.Selection process may not be effective enough to reveal the best candidate. 4. Advertisement can take a lot of energy from the HRM department to handle all the potential candidates. b) Recommendation of Existing Employees: Advantages: 1.The present employees know both the company and the candidate being recommended.