Essays on Human Resources Planning, Recruitment & Selection Essay

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The paper "Human Resources Planning, Recruitment & Selection" is a great example of a management essay.   To be said that a candidate has qualified to be an employee of any organisation, it not only proves how qualified they are in terms of education but also the candidate has portrayed various skills that the company can utilize in their business. In this topic, the paper is going to concentrate more on the recruitment and selection strategies that are used and with this, the report is going to identify key principles that are incorporated in both strategies while outlining the theories and legal procedures behind them and the reason behind the recruitment and selection decisions.

As the paper concludes, it will mention on any recommendation that the human resource of any organisation should take into consideration when undertaking these processes to ensure that free and fair strategies have been adopted to ensure that the right candidates qualify for the position. Part A-Recruitment strategy Method for recruitment According to Wikipedia, recruitment is termed as the way in which people are attracted towards a similar job hence lead to more activities such as screening, interviewing and selecting qualified people.

Recruitment is basically meant to increase the pool of employees in a certain organisation (Arthur, Day, McNelly and Edens 2003, p. 153). In the recruitment process, there are several stages that are followed in order to determine the best person suited for the job. Searching for candidates who can be potentials to be recruited can be done through networking or placing advertisements in the newspaper or in the internet. With the growing use of technology, companies have found it effective to advertise their vacant positions through the internet.

There are various methods used for recruiting among them the paper is going to take a look at four major methods that current organisations are using (Arthur, Woehr and Maldegen 2000, p. 813). The first one is where the human resource of a company is given the responsibility to carry out the whole process of recruiting and the main role of deciding who is to take up the position is left in the hands of the managers.

References

Arthur, W., Jr., Day, E. A., McNelly, T. L., & Edens, P. S. 2003. A meta-analysis of the criterion-related validity of assessment center dimensions. Personnel Psychology, vol 56, p. 125-153.

Arthur., Jr., Woehr, D., & Maldegen, R. 2000. Convergent and discriminant validity of assessment center dimensions: A conceptual and empirical reexamination of the assessment center construct-related validity paradox.

Avery, D. R., & McKay, P. F. 2006. Target practice: An organizational impression management approach to attracting minority and female job applicants. Personnel Psychology, vol. 59, p. 157-187.

Axelrod, E. L., Handfield-Jones, H., & Welsh, T. A. 2001. War for talent, Part 2. The McKinsey Quarterly, vol 2, p. 9-12.

Barney, J. B., & Wright, P. M. 1998. On becoming a strategic partner: The role of human resources in gaining competitive advantage. Human Resource Management, vol 37,p. 31-46.

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Daly, A.J., Barker, M.C. & McCarthy, P. 2002. ‘The role of communication in recruitment and

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Handbook of Human Resource Management in Government, Jossey-Bass, California.

Jones, J. W., & Dage, K. D., 2003. Technology trends in staffing and assessment: A practice note. International Journal of Selection and Assessment, vol. 11, p. 247-252.

Journal of Management, vol 26, p. 813-835.

Schmidt, F.L., & Hunter, J.E. 1998. The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin,vol. 124,no.2, p. 262–274.

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Wilk, S.L., & Cappelli, P. 2003. Understanding the determinants of employer. Use of selection methods. Personnel Psychology, vol. 56, p. 103-124.

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