Contents
Executive summary 5
Introduction 6
A brief overview of the key subject area 6
About the selected company 6
Central Argument of the assignment 7
Strategic approach for recruitment and selection 7
Structure of the report 7
Contextual analysis of the company Warwick Model 8
Outer context 8
Inner context 8
Business Strategy Content 9
HRM context 10
HRM content 10
Company Practice – Recruitment 10
The selection process of MAS Holdings 11
Analysis and critique of company practice 12
Recommendation 13
Conclusion 15
Bibliographies 16
Executive summary
This report has been done for the requirement as an assignment of the 3rd year Human Resource Management module which was conducted. Even though this is an assignment, this is very compatible for today. Because most of the Company’s don’t pay more attention for their HR Department compare with their other Company departments. The truth is everybody doesn’t have time to pay extra attention to HR department of the company.
For evaluate the HR Department, Our group selected MAS Holdings as the company for our assignment. MAS Holdings is one of the leading companies in Apparel Sector. Present moment MAS holding has a very good reputation and a market place. MAS holding is well known Apparel company in Worldwide and manly in Europe and USA.
This report is based on the analysis of MAS Holding HR Department’s Recruitment and selection process.
Introduction
A brief overview of the key subject area
Recruitment and selection is a process carried out by the human resource management division that influences the whole organization. Recruiting competent employees for right vacancies could benefit the organization while on the other hand recruiting ...
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...he role of these aspects in the current organization which is the MAS holdings has used experts and then has studied and implemented certain procedures and practices while determining the significance of the role of recruiting and selecting the right person at the right time to the right place.
Though this organization introduces measures to minimise the errors and drawbacks of this key function, the organization is still suffering from the problem of not getting the right person at the right time to the right place.
The end result of the recruitment process is basically a pool of applicants but not the expected qualifiers. With the increasing knowledge and development of human resource management this problem could be minimised in future but if it takes a long time the organization might need to take more severe steps to overcome this difficulty than present.
Recruitment is an important part of Human Resource Planning. People are an essential resource in a business and therefore need to be used effectively in order to benefit the business.
This paper will highlight the history of the company, followed by HR policies & practices that stand out and implications of HR policies when comparing to other companies. The paper will also explain why the HR policies and practices chosen are important.
This Essay will give you a new way of thinking when it comes to recruitment and selecting future employees and hopefully it will help you in your future researches or using the methods that will introduced in a later stage in this essay.
The growing competitions created by globalization had been pressuring organization to lay more emphasis on recruiting talents in order to gain secure foothold in the market. With the introduction of person-job fit and person-organization fit, it assists both applicants and organization to have a clear image of who is the right person for particular career; at the same time, it acquires the recruitment process to operate efficiently. Here, I will have a further explanation on the topic by employing the definition from Saks and Ashforth (1997) of person-job fit and person-organization fit. In this essay, I will begin with discussing the influences and application of both concepts in recruitment strategy by giving evidences and examples. A conclusion will come up to strengthen the point that there is a linkage between them.
The process may cause morale problems for internal candidates not selected. New employees may require longer adjustment periods and orientation efforts. The recruiting process may take more time and resources. Recruiters often must evaluate more applications. Some more advantages of internal recruiting are the morale’s of a promotee is usually high, the firm can better access the candidate abilities on the basics of prior work performance. Recruiting cost are lower for some jobs, while the process is in motivator for good performances by employees. The process can aid succession planning, future promotions, and career development. Some disadvantages of internal recruiting are “inbreeding” of employees may result in a less diverse workforce, as well as a lack of new ideas. Individuals not promoted may experience morale problems. Employees may engage in “political” in fighting for promotions. A development program often is needed to transfer employees into to supervisory and management jobs. Some managers may resist having employees into their departments. Increasing recruiting effectiveness should be done to make recruiting more effective by resume mining-a software approach to getting the best resumes for a fit from a big
Comparably to recruitment, selection is the HRM process by which institutions focus on identifying candidates who have the required knowledge, abilities, capabilities, and other advantageous competencies that will support the establishment in achieving its goals (Noe et al., 2011). Selection is achieved through six distinct categories, including accessions, promotions, temporary assignments, demotions, training assignments, and reassignments (Myers, 2003).
Human Resource management (HRM) can be defined and simplified in various ways. One definition is that HRM is to “get the right people on the bus, the wrong people off the bus, and the right people in the right seats” (Collins, 2001). The People theory is a theory in HRM that includes Recruitement and selection- two major subjects in the HRM function which concerns people and their way to a job for them.This essay will treat and discuss these two topics, recruitment and selection and their importance to the HRM function.
The criticism of Recruitment and Selection is that the employee if not chosen wisely and correctly then the company might suffer at the end. So they should know to what kind of person they are actually hiring in any organization very carefully.
The purpose of selection is to match people to work. It is the most important element in any organization’s management of people simply because it is not possible to optimize the effectiveness of human resources, by whatever method, if there is a less than adequate match. One o...
All candidates also already know the organisation and its values and structure and the organisation also already knows all the candidates and their talents, strengths and weaknesses along with how well they work.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
Organisations seek to make use of people who will ‘healthy in’ with their organisation’s background; Recruiters participate a significant part in the achievement of an organization (Khandekar and Sharma, 2005). They basically proceed as a filter that when used correctly and only selects the finest candidates. In a frequently shifting business world, companies require to sign up people who are flexible, reliable, familiar, trustworthy and positive, thereby creating groundwork for finest atmosphere for recruitment and selection. To make certain the safest levels of employee’s recruitment, despite of the size or nature of the organisation, it’s key to have a obvious recruitment and selection method in place and is every time functional.
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)
It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.