The paper 'The Human Resource Management of BMW Group " is a good example of a management case study. Human resource management has long been regarded as a poor cousin as compared to more profit giving departments such as operations, production/manufacturing, etc. But with recent times, the need and role of HR are increasingly coming under focus as companies try to attract, employ, and retain the best possible talent for their companies. Human resources people are being recognized as the most important chain in the whole organization who are responsible for getting the actual employees for the company.
If the recruitment and selection policy of an organization is not up to the mark, it can have a detrimental effect on the whole organization. Thus recruitment and selection are considered the key strategic domains in human resource management. The traditional recruitment and selection procedures are now being questioned and are unable to cope with the fast-changing internal and external environment of organizations. Gone are the days when companies gave advertisements in newspapers and selected some people for interviews based on the applications received.
Today’ s recruiters actively search for people who meet their specific needs by looking around at many different sources. In addition, there is a greater demand for transparency and the use of a scientific basis in selection procedures. In most of the HR surveys and studies conducted so far, only when formal tests were administered and structured interviews were held, then the selection and recruitments were considered good enough. (Becker & Huselid, 1998; Wright, Gardner, Moynihan, Park, Gerhart, & Delery, 2001; Wright, Gardner, Moynihan, & Allen, 2005) The recruitment process is now quite complex and can be both internal or external and it involves many different steps such as recruitment policies, advertising, job description, the job application process, interviews, assessment, decision making, legislation selection and training (Korsten 2003, Jones et al, 2006) The new methods of recruitment now also include online recruiting.
The introduction of the internet and websites have helped organizations to reduce costs significantly by posting vacancies online on their own sites or by using third party job boards.
Allen, D., Van Scotter, J., & Otondo, R. (2004). Recruitment communication media: Impact on pre hire outcomes. Personnel Psychology, 57, 143-171.
Becker B.E., & Huselid M.A. (1998). High performance work systems and firm
performance: A synthesis of research and managerial implications. In G.R.Ferris (Ed.), Research in personnel and human resource management (pp. 53-101). Greenwich, CT: JAI Press.
Cable, D.M., & Graham, M.E. (2000). The determinants of job seekers' reputation perceptions. Journal of Organizational Behavior, 21, 929-947.
Cable, D.M., & Turban, D.B. (2001). Establishing the dimensions, sources and value of job seekers’ employer knowledge during recruitment. In G.R. Ferris (Ed.) Research in Personnel and Human Resources Management (pp. 115-163). New York, NY: Elsevier Science.
Carlson, K.D., Connerly, M.L. & Mecham, R.L. (2002). Recruitment evaluation: The case for assessing the quality of applicants attracted. Personnel Psychology, 55, 461-490.
Chapman, D.S., Uggerslev, K.L., Carroll,S.A., Piasentin, K.A. & Jones, D.A. (2005) applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90, 928-944.
Collins, C.J., & Stevens, C.K. (2002). The relationship between early recruitment related activities and the application decisions of new labor-market entrants: A brand equity approach to recruitment. Journal of Applied Psychology, 87, 1121-1133.
Dineen, B. R., Ash, S. R., & Noe, R. A. (2002). A Web of applicant attraction: Person organization fit in the context of Web-based recruitment. Journal of Applied Psychology, 87, 723-734.
Dineen, B. R., Ling, J., Ash, S. R., & DelVecchio, D. (2007). Aesthetic properties and message customization: Navigating the dark side of Web recruitment. Journal of Applied Psychology, 92, 356-372.
Equal Opportunities: Legislation and Good Practice, 2004
Jones, D. A., Shultz, J. W., & Chapman, D. S. (2006). Recruiting through job
advertisements: The effects of cognitive elaboration on decision making. International Journal of Selection and Assessment, 14, 167-179.
Korsten A.D. (2003) Developing a training plan to ensure employees keep up with the dynamics of facility management Journal of Facilities Management, Volume 1, Number 4, pp. 365-379(15)
Shipton, H,. Fay, D., West, M., Patterson, M., Birdi, K.(2005) Managing People to Promote Innovation Creativity and Innovation Management, Volume 14, Number 2, pp. 118-128(11)
Terpstra D.E. (1994) HRM: A Key to Competitiveness Management Decision, Volume 32, Number 9, pp. 10-14(5)
Turban, D.B. (2001). Organizational attractiveness as an employer on college
campuses: An examination of the applicant population. Journal of Vocational Behavior, 58, 293-312.
Wright, P.M., Gardner, T.M., Moynihan, L.M., & Allen, M.R. (2005). The relationship between HR practices and firm performance: Examining causal order Personnel Psychology, 58, 409-446.
Wright, P.M., Gardner, T.M., Moynihan, L.M., Park, H., Gerhart, B., & Delery, J. (2001). Measurement error in research on human resources and firm
performance: Additional data and suggestions for future research. Personnel Psychology, 54, 875-902.