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Introduction:
As we known, Recruitment and selection decisions are always being major issues for human resource specialists. Much of many human resource practitioners time were spent with the job recruitment and selection decisions. It is often heard that employees are the backbone of the company. Therefore, the role of human resource department has become more and more important during the decade, which can be describe as a strategic partner in business decisions. Some global companies, will put great emphasis on the process of selecting and orienting new recruits for the different field for example executive leadership and front line sales. However, there are a lots of pitfalls that many organization include Lush would fall into when making recruitment and selection.
Context Human resources department has a grave responsibility for their company. The ways get improved for the company
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In some Asia countries, for example China and Japan, the educational qualifications are being major importance when firms defining a ‘good’ employee. Purcell (2002) found that employers tended to use degrees as thresholds for considering applicants in order to make sure candidates’ potential and ability can be achieve minimum level. And also, with the dramatically increase in the number of degree- qualified candidates in every country, not only UK, many employers or firms were increasing the need for a degree as a very basic qualification for a wide range of jobs not only professional field. (Price, A 2007) In the high qualifications requirement jobs such as Doctor, Dentist should still focus on the educational qualifications due to these jobs need a wide range of knowledge to support their work. However, if employers only rely on specific unitary factor, it can be cause time consuming and affects employers seeking for a right
The Human Resources Department (HRD) is the unit responsible for providing the leadership to develop and refine key operational plans to promote the incr...
Analysis of key Recruitment Documents The two main recruitment documents at Sainsbury's are the job description and the person specification. A job description lists the main tasks required in a job. Sainsbury's have job descriptions for every job they have from the caretaker to the managing director. The job description describes two types of information: it describes the tasks of the job and it describes the behaviour necessary to actually do these tasks satisfactorily.
In conclusion, Human Resources department plays a significant role in the organization providing a wide range of valuable services to employees in various functional areas such as recruiting and training people, developing public relations, performance appraisals, maintaining workplace atmosphere, employee relations, benefits administration and much more. More than likely, HR essentially contributes to organization’s strategies and objectives through promotion of leadership activities, building friendly workplace environment and ensuring an efficient management of talented employees overall. As a strategic asset of a company, HR improves the human capital utilization and establishes the competitive workforce based on business and market demand.
The Human Resources department is dedicated to hire and build an excellent team with a great teamwork and leadership. As one of the most important strategies of the business is the innovation of their products, it is needed people who can add value to the company through its diversity, innovation and entrepreneurial spirit, in a competitive and fun environment.
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.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
The main aim of each organization is to keep performing well every year. High performance can be only reached by choosing the right person in the right place at the same time. However, the person need many things to perform well. So, the human resource department will be there to ensure all the needed of the staff to keep them satisfied and performing well. The human resource department has to offer motivation, training, good work environment, and all needed equipments and machines of work to all people who they recruiting in order to valued and rewarded them for their work and achievement which they provide to the organization, and supporting them to develop the organization and increasing their competence and skills.
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.
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
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.
In the research of Bernthal, P. (n.d), the author used five main recruitment strategies to identify the potential candidates, which are further classified into different techniques. An advertisement was the first strategy adopted by the author, in which he found 90% organizations using internet to identify candidates while the average effectiveness was 2.59 .
Human resource department is the core to determine a success of a corporation. A success of a corporation come from the contribution by the employees anticipate, adapt and respond to the management change. HR department that can well handle human interact problem such as culture change, morale, and relationship between employees will ultimately enhance potential success for the corporation. Last by not least, corporation goals can be easily achieve by keeping a proper communication that involving all employees.
The purpose of this research is to investigate on factors which affecting human resources’ effectiveness. This study also examine the relationship that cause the effectiveness of HR. the researcher has chosen to use the cross-sectional studies as the research design to gather data and information to conduct the research. The researcher also use questionnaire as their primary data source as a research method to gather information. Questionnaire is chosen as a tool due to their accuracy and result cost validity.
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)
Strategic Human Resource Management should be utilized to hire and promote good managers. Using an integrative approach to HRM, Strategy formulation should be integrated and align with the company’s goals. Managers should be selected using criteria as seen in the text Strategic Human Resource Management. Job analysis and design refers to the way that managers should be selected based on the needs of the position and leadership of the team they will be in charge of. Managers generally need a broad range of experience. Manager recruitment and selection should “be highly strategic, KPAs may not be sharply defined and involves implicit understanding of the roles, team management skills are key. Sources of recruitment are national newspaper ads, retained search firms, emphasis on process, selective job