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recruitment and selection

i) To the researcher The importance of this study were to (i)identify general practices that organizations use to recruit and select employees; (ii)determine which recruitment and selection practices are most effective; and (iii)determine how the recruitment and selection practices affect organizational outcomes. Recruitment is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment. Once candidates are identified, an organization can begin the selection process. This includes collecting, measuring, and evaluating information about candidates’ qualifications for specified positions. Organizations use these processes to increase the likelihood of hiring individuals who possess the right skills and abilities to be successful at their jobs. i) To the employer The employer has a job to be done and a role to be filled, and is prepared to offer the best person rewards and benefits in return for that person’s contribution. Managers are trained, prepared and briefed, and paperwork designed to make the process simple. The processed used to find and employ that person need to be effective, efficient and suitably economic of time and money. The recruitment and selection process enables investment decisions to be made systematically following structured assessments of the candidates’ ability, suitability for employment and the potential for development in the context of the job and employer. The process creates the opportunity for the formation of development plans based on a rigorous assessment. The skills learnt to carry out this assessment can be transferred to other human resource management functions such as appraisal, performance management and reward allocation. They will also have the chance to gain an increased understanding of how different sections work, and make a different contribution to the organization. ii) To the employee The employee has experience, skills and potential to offer in return for the agreed salary, other rewards and a future. As far as the applicants are concerned, what amounts to success will be determined by a range of possible outcomes, some of which will be unique to each individual. The successful employee or candidate usually comes out of the process having achieved the desired outcome with high levels of self-esteem and confidence. His or her sense of self-efficacy will been strong, and he or she will be looking forward to the future. Success in the process will have provided some external benchmarks that confirm and strengthen the individual’s assessment of his or her abilities, and often that person is given positive feedback by the selector. It is definitely looks at recruitment and selection from the applicants’ points of view, and explores what an employer can reasonably do to reduce any negative consequences. It is also possible to build in some simple steps to maximize the chances of the appointment being of long-term benefit.

linguaggio inglese
numero di parole 6899 (ca. 19 pagine)
qualità del contenuto N/A
livello di linguaggio N/A
prezzo gratis
bibliografia 25

1. Introduction 1
2. Research Question 3
3. Importance of Study 4
4. Literature Review
4.1. Background Information 6
4.2. Key Point 1: Recruitment Strategies 7
4.3. Key Point 2: Selection Techniques 8
4.4. Key Point 3: Competencies Processes 10
4.5. Summary of Literature Review 11
5. Analysis
5.1. Key Point 1: Recruitment Strategies 12
5.2. Key Point 2: Selection Techniques 13
5.3. Key Point 3: Competencies Processes 14
5.4. Summary of Analysis 14
6. Conclusion & Recommendation
6.1. Conclusion 15
6.2. Recommendation 16
7. References & Bibliography 17
8. Appendices 20

Anteprima della tesi: recruitment and selection

HRM341Managing Human Resources 1. INTRODUCTION In this modern day, working is one of the certain needs for living. Imagine if someone is not working, they cannot eat, pay the bills, and pay their child school tuition, and other payments or expenses. For working, there are some steps that have to pass before working in some place. The steps are called RECRUITMENT and SELECTION. Recruitment and selection are the important things to build a good workforce in the working environment of the company. According to Tyson & York (1996), recruitment is an act of seeking prospective new employees or members for an organisation. Recruitment is a vital function for an organization to maintain its personnel. Recruitment originally meant reinforcement. While, selection is a preference from among choices, it is the act of choosing between or among a variety of options or alternatives. Selection is the process by which various factors or mechanisms determine and modify the reproductive ability of a genotype within a specific population. Based on the source, they conclude that selection is a process in which members of a population perform at different rates, due to either natural ...

... recommendations on this assessment are the organisation develops a suitable formal written request such as requisition form or memo. When conduct an interviews, the organisation obtains comfortable lounge-type seating and a coffee table to be used in the designated interview room. In addition, the organisation have to develops and implements an employee orientation program and it must to ensure that the orientation program is carried out with new employees on their first day, where possible or, alternatively, in the first week.
Tesi presente nelle categorie


Studi Economici
Risorse umane


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