Essays on Recruitment and Selection of Employees Assignment

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The paper "Recruitment and Selection of Employees" is a good example of a business assignment. It is clear from the study that recruitment and selection of employees by human resource in an organization is done primarily done to chose the best-qualified person, attain individuals who are committed and will add value to the organization. Other factors include persons who will ensure effectiveness, quality and timely service and product delivery while the objectives of the firm they intend to work for achieve its mission and objectives. The use of good selection and recruitment strategies leads to retaining employees, satisfying employees, avoid the use of discriminative practices that may cost the company through lawsuits, reduce costs produced by turnovers, obtaining qualified and productive personnel and improved productivity thus increased profitability. Introduction Recruitment and selection of employees by human resource in an organization is done primarily done to choose the best-qualified person, attain individuals who are committed and will add value to the organization, persons who will ensure effectiveness, quality and timely service and product delivery while the objectives of the firm they intend to work for achieving its mission and objectives (Brannick, & Levine, 2002).

To achieve this, recruiting personnel have embarked on the usage of selection criteria and recruiting strategies that assist to attract, develop and retain employees in an organization (Marelli, 2010). The use of good selection and recruitment strategies leads to retaining employees, satisfying employees, avoid the use of discriminative practices that may cost the company through lawsuits, reduce costs produced by turnovers, obtaining qualified and productive personnel and improved productivity thus increased profitability (Philips, 2003). This study shall highlight the benefits and limitations associated with different recruiting and selection practices and methods, the use of effective job analysis techniques and how the human resource can reduce high turnovers of employees to reduce the high costs of recruitment and selection processes.

References

Brannick, M. & Levine, E. 2002. Job analysis: methods, research, and applications for human resource management in the new millennium. Sydney: Sage Publications.

Catano, V. 2009. Recruitment and Selection in Canada. London: Cengage Learning.

Kandola, P. 2000. Job Analysis: A Manager's Guide. Sydney: Printed Books.

Marelli, A. 2010. Managing for Engagement -- Communication, Connection, and Courage. New York: DIANE Publishing, 2010

Mathis, R. & Jackson, J. 2008. Human resource management. London: Cengage Learning.

Philips, J.J. 2003. Managing employee retention: a strategic accountability approach. Berlin: Butterworth-Heinemann.

Rothwell, W.J. 2009. The Manager's Guide to Maximizing Employee Potential: Quick and Easy Strategies to Develop Talent Every Day. New York: AMACOM Div American Mgmt Assn.

Smart, B. & Alexander, G. 2008. Topgrading for Sales: World-Class Methods to Interview, Hire, and Coach Top Sales Representatives. Chicago: Prentice Hall Publishers.

Tesone, D. & Pizam, A. 2009. Principles of Management for the Hospitality Industry. London: Butterworth-Heinemann

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