Essays on Assessment 2 Assignment

Download full paperFile format: .doc, available for editing

RECRUITMENT AND SELECTION OF EMPLOYEESExecutive SummaryIt 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 effective, 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 use of discriminative practices that may cost the company through law suits, reduce costs produced by turnovers, obtaining qualified and productive personnel and improved productivity thus increased profitability.

IntroductionRecruitment 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, persons who will ensure effective, quality and timely service and product delivery while the objectives of the firm they intend to work for achieve its mission and objectives (Brannick, & Levine, 2002).

To achieve this, recruiting personnel have embarked on usage of selection criteria and recruiting strategies which assists 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 use of discriminative practices that may cost the company through law suits, 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, use of effective job analysis techniques and how the human resource can reduce high turnovers of employees to reduce high costs of recruitment and selection processes. Identification and Justification of Appropriate Recruitment MethodsEffective recruitment strategies and methods can only be effective if human resource management understands why there is an employee turnover in the first place.

More often than not, strategies should focus on the needs of the jobseeker and at the same time ensures that the goals of the organization are taken into account (Philips, 2003). Among reasons that employees may quit or leave a job is because of a) dissatisfaction of the work they do, b) poor relationship with the person in charge or the supervisor, c) lack of teamwork or good relationships with co-workers, d) availability of better paying jobs elsewhere, e) employees feeling the present job is not challenging, rewarding enough or it does not make them feel as if they are making a difference be it in their personal or professional lives, f) the feeling of mistrust, lack of respect in the working environment and g) inability to balance personal life and work itself (Philips, 2003).

Moreover, effective recruitment strategies should consider skills and knowledge needed, type of employees, who potential employees are, and the best way to reach them. Among recruitment methods that are popularly used by human resource management are either through internal sourcing, external sourcing and e-recruiting. During internal sourcing, human resource management posts the vacancies in internal memos, office bulletin boards or through word of mouth (Rothwell, 2009). This method is relatively cheap, can be used to ask high performing employees to refer people they know who would produce results and can be used to motivate employees due to promotion from within.

Other internal sources can be through friends, families and from friendly companies that surplus of employees. External sourcing entails posting vacancies on the press, the media, using employment/recruitment agencies, college recruitment and by job fairs. It is more expensive than using internal sourcing and recruiting and selection processes consumes more time. Before posting a vacancy during external sourcing it is important to evaluate whether the vacancy status, salary and title will remain the same, what job attributes should be added or subtracted, current recruitment policies in the firm, and if the firm will benefit by making new recruitment.

Download full paperFile format: .doc, available for editing
Contact Us