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Identify the approaches to human resource management
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THE HUMAN RESOURCE MANAGEMENT PROCESS
RECRUITMENT
Recruitment is the process of locating and attracting qualified applicants for jobs open in the organization.Organization may use different means to locate qualified applicants from an internal search within the organization,or from the external job market.Internal recruitment methods include job posting via staff notices,newsletters and bulletin boards.While blogs,webcasts,or social networking through media such as Facebook and Twitter reach out to internal applicants,these can also be external recruitment tools.
SELECTION
Selection is a process of choosing the right person for the job from a group of applicants.Choosing the right person for the job is critical to the organization,for appointing the wrong person for the job can be costly for the organization and demotivating for the employee concerned. Selection techniques for assessing job applicants include : 1. Interviews
Per Yoder-Weiss, the process of staff selection is getting the most qualified person for the position that fits into the organization; someone with similar values and skill set to do the job. Hiring the right person is critical for success one of the pitfalls in staff selection is selecting the wrong person and be expensive and affect the team negatively. Allowing staff to take part in the selection process not only helps with selecting someone who will fit in but also show that their opinion is valued. (p.
The utilization of both recruitment processes is used in some organization together to maximize their reach in acquiring the best applicants on the market. Additionally, they can be used together in a way where an employee of the organization can refer family members or other qualified applicants from the outside. Also, the recruitment process can be a lot of work so, organization hires companies specialized in recruitment to do the work, for example, LinkedIn.
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
Selected people choosen for a specific requirement. “Typical charactoristics of this culture are in the job description or the procedure. Managers define what they expect in clear, detailed job descriptions. They select people for a job I’f they meet specific requirements.” Business study guide
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.
Unfortunately, the development of screening tools in the selection process is not valued enough in many companies. The main goal is the selection process is to hire the best candidate that fits the job duty and or culture of the company. It is extremely important companies make the right use of selection tolls and develop them effectively.
Recruitment is a serious issue for an organization and one that ought to be afforded a considerable amount of planning in order to successfully achieve desired outcomes. Recruitment is a costly process for an organization and poorly executed recruitment can result in selecting candidates that are not appropriate for the organization. A poorly executed recruitment can also reflect negatively on the organization’s reputation, which can cost the organization solid future candidates. Due to the cost both in time and in resources, a recruitment process deserves a solid training program that covers a variety of issues. Thought should be given to the topics to be covered in a training program, aids or materials recruiters will need, practical skills to be covered in the training, the person most appropriate to conduct the training, and any additional needs to be considered to ensure the training is most effective in achieving the goal of developing strong recruiting skills.
Apart firm this, there are however good and bad statements to be made on selection interviews. Depending on the attitudes and relationships between the interviewee and the interviewer, there can be good and bad turnouts that could effect M&S. The process of selection interviewing Almost every employer includes a face-to-face interview as part of the selection process. The initial selection interview might be delegated to a recruitment agency or a local job center, but most employers would be more reluctant to take on new employees without having met them in person. The interview, however, continues to be the most popular and frequently used method of selection, even though it is thought that research studies have found interviews to be poor predictors of future performance in a job. This is referred to as low validity.
The word recruitment is described as the procedure of choosing the workers and then registering them for satisfying the openings in the business. The procedure is employed to distinguish the possible citizens who are appropriate for carrying out a definite job. The procedure endeavors to discover the most excellent individuals for the job. Conversely, selection is a procedure of choosing the individuals by scrutinizing them on diverse standards. Selection is referred to as the preliminary phase or footstep of employment since for hiring the novel workers ' selection is executed first. In addition, no set criterion for the procedure of selection exists. The workers are chosen consistent with the nature of work in addition to because of their skills and proficiencies. Recruitment is carried out in money-spinning way and inside a restricted time phase. For several institutes, it is the key and main action that is executed since the selection of workers is of much significance. Clearly, the employee recruitment and selection takes part in an immense role in preserving the company’s position. Erroneous selection and recruitment influences the overall position and worth of the company. Therefore, Recruitment and selection are the procedures that are linked to any company’s human resource department.
A firm seeking to fill a vacancy has recruited a suitable pool of applicants. What characteristics should its selection process possess to ensure that the most suitable applicant is offered the job?
The personnel Management and Human Resource management are same processes. Human Resource Management known as personal management, it is formal system for the management of the workers organization. History of Personnel Management group of people becomes an organization when they cooperate with each other to achieve same goals. But people have individual motivations, which often differ, from the corporate goals. An effective organization is one which succeeds in getting people to accept that cooperating to achieve organizational goals also helps them to achieve their own goals provided they are adequately rewarded through extrinsic and intrinsic rewards. This is achieved primarily through leadership and motivation. Employers therefore increasingly
1. Recruitment refers to the process of finding right people for the right job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through online, newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job center, through campus graduate recruitment programs, etc. Headhunting is a frequently used name when referring to third party recruiters, but there are significant differences.
First and foremost, I would like to express my deepest gratitude to Ms. Suzanne Haeringer, Referent Teacher, for her presence and support from my application in summer 2015 to the end of the internship. It has been reassuring and significant to always receive strong advices and quick answers. I could not have hoped for a better Referent Teacher.
The formulation of human resources strategy and policies specialists should act as advisors to and educators of top management. It is important that all of general management, and most especially top management, are human resources literate. But being a general manager usually means being literate about a lot of stuff and an expert on rather little, and unless the CEO or the division (or business unit or regional) chief has a human resources background, she is unlikely to be a working force expert. Some of human resources management is pretty straightforward common sense. Take, for instance, the design and redesign of performance appraisal systems. Given the number of different goals that performance appraisal serves, it is common sense how to achieve an appropriate balance. It 's even harder to anticipate all the feedback effects that a change in performance appraisal practices will bring.
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)