Effective Recruitment in an Organization

Importance of Recruitment and Selection Process Recruitment and selection form a core part of the central activities underlying human resource management: namely, the acquisition, development and reward of workers (Edward, 2012). It frequently forms an important part of the work of human resource managers – or designated specialists within work organizations (Edward, 2012). However, and importantly, recruitment and selection decisions are often for good reason taken by non-specialists, by the line managers (Mullins, 1999). There is an important fact in which all managers are responsible in this, and where human resource departments rules, it may be that HR managers play more of a supporting advisory role to those people who will supervise or in other ways work with the new employee (Grobler, 2006). Recruitment and selection is a crucial area. While it has always had the capacity to form a key part of the process of managing and leading people as a routine part of organizational lif

Effectiveness of Employee Retention Retention of employees is an important element of human resources management. Except there is a thoughtful and serious determination from the management towards this path, the competitors in the industry are likely to fascinate the talent already developed in the organization over a period. Careful strategies for creating and applying employee retention strategies are a skill and should be given top importance by the management. The greatest challenge in today’s commercial world is to stay up to speed in a time of technological growth. Fundamental changes are taking place in the workforce and the workplace that promise to drastically alter the way businesses relate to their employees. As we hurled at an increasing pace in every field, employee retention becomes a concern for all companies at the present strong job market. There are many employment opportunities for talented professionals. It was identified that, higher the skills of the employees

Employee Job Satisfaction Introduction When it comes to managing their staff, one of the most challenging area for today's managers is job satisfaction. Many studies have shown that job satisfaction has a disproportionately high impact on employee motivation, with motivation having an impact on productivity and, as a result, on corporate performance. Definition And Importance Of Job Satisfaction Hoppock defined job satisfaction is defined as any set of psychological, physiological, and environmental factors that lead a person to honestly state, "I am content with my job." (Hoppock, 1935). Although numerous external factors influence job satisfaction, it remains an internal issue that has to do with how the person feels, according to this perspective. That is, job satisfaction refers to a combination of factors that contribute to a sense of fulfillment. Vroom in his definition of Job satisfaction is concerned with the employee's function in the workplace. Thus, h

  Selection Criteria Rodger’s 7 Point Plan   According to Rodger’s (1952), seven-point plan, the company seek to come up with a human resource team that is unique, dynamic, appropriate, and relevant to the work environment of the company Figure 1. Rodger’s 7 Point Plan The company will use a cultural awareness strategy that involves looking into the capability of a potential employee to adapt to new cultures (Reuvid 2006, p. 14) The strategy often helps Lion Nathan in coming up with an appropriate workforce to perfume numerous international duties in countries that have an extremely different culture from that of the employee (Reuvid 2006, p. 14).   Person Specification   Physical Make-up  is  very important for the effective performance of the career such as an Appearance, Fitness, health, manner, and voice of tone Attainments is the deal with candidate education and past employment which covers qualification, and type and period of work experience required Ge

  Principles of Recruitment and Selection Recruitment and selection form a key part of human resource management: namely, the acquisition, development, and reward of workers (Edward Nartey, 2012). (Mullins, 2009) indicated that to be a high performing organization, human resource management must be able to assist the organization to place the right person in the right job. The human resource management practices include recruitment, selection, placement, evaluation, training and development, compensation and benefits, and retention of the employees of an organization. The success of the organization is dependent to a major extent upon whether the selection of human resources has been made in an appropriate manner (Kapur, 2015). In the appropriate selection of human resources, it is vital to make sure that they can carry out their job duties following the job requirements (Kheller, 2017). The human resources of the organization need to be well-equipped in the implementation of manag

  Selection   It is the process of selecting people who have the required qualifications to fulfill vacant in an organization. Selection is bigger than just   picking the best candidate. It is a win-win situation between what the applicant can effort and what wants to do and what the organization needs.   “Selection is the process in which candidates for employment are divided into two classes – those who are to be offered employment and those who are not.” (Yodder, 1970)   Why employee Selection is important? Although the organizations attract many candidates by using internal and external sourcing methods the most challenging task is to select the ideal candidate for the vacancy. Throughout the selection process it is vital to remember that if the organization does not select the right candidate, it will impact significantly to achieve its competitive edge. The fundamentals of Testing and Selecting Workforces is (Reliability, Validity)   Reliability It