The purpose of a team is that each individual in the team brings a range of skills, knowledge, attitudes, aptitudes, personalities and priorities to the team. C. Personal achievement - The success of every individual is extricable bound to the success of the whole
Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. Recruitment is a positive function in which publicity is given to the jobs available in the organization and interested candidates are encouraged to submit applications for the purpose of STAFFING. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it. A well-planned and well-managed recruiting effort will result in high quality applicants, whereas, a haphazard and piecemeal efforts will result in mediocre ones.
The effectiveness of recruitment process leads to maximum extent. Recruitment is the process of attracting and selecting capable applicants for the right employment (Kumari, 2012). The importance of diversity should be taken into account at each stage of the recruitment process to ensure the hidden bias is removed and the most integrated applicant is not being blocked from entering and organization. Hence, it is a vital activity and those who involved in the recruitment process have to equip with the appropriate knowledge and skills. In order to increase the efficiency of recruitment, it is recommended that following steps are followed by the organization.
More so, it helps get buy-in by the staff for the need to change. Every employee needs to know what’s wrong with the current processes for them to embrace change. The second stage is to make the changes and deploy as you guide the teams through the adoption of the changes (Levasseur, 2001). At this stage communication, support, and education are vital. It is essential to carry out the training on the new ways of doing things for the employees to adequately understand.
Recruitment 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”.
De-recruitment has similar definitions to firing/transfers, mainly to reduce labor supply. Steps in the recruitment process are as follows: Internal search -> Advertisement of a job vacancy -> Contacting potential job candidates -> initial screening to create a pool of qualified applicants. Methods used includes both internal and external recruitments. Following the recruitment process will be selection. It is the process of assessing candidates and ensures that the most appropriate candidates are hired.
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.
An exhaustive needs analysis examines organizational training needs, task level training needs, and individual training needs states Brown (2002). Corporate needs and training needs are interdependent. Organization analysis involves identifying whether training endorses the strategic direction of company, and whether managers, peers, and employees support training activity. It also checks on the availability of training resources (Noe, 2008). The strategic role of training influences the type of training and how the training is organized in the company.
Profiling Candidates Profiling is the process of finding resumes within the recruitment process. Recruiters, both third party and corporate, need to find qualified candidates for their open job orders, oftentimes with very unique or niche work experience. Sourcing refers to the initial part of recruiting (actually finding the candidates through a variety of methods.) Some recruiters perform the sourcing function
Different types of Needs Assessment and their synchronization with YMCA problem Training needs assessment help the trainer to decide whether training is the right solution for the problems of organization. Sometimes training is not required but still organizations provide regular training to their employees. Training needs assessment eliminate those unnecessary training schedules (Cekada, 2011). Training needs assessment is a continuous process in which the trainer collects the data and analyse information in that data and creates a training plan for the employees. There are three types of training needs assessment i.e.