Essays on Employee Recruitment Assignment

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The paper 'Employee Recruitment' is a great example of a Management Assignment. In any organization, the most important asset they own is its human resources. The employees of an organization are an important contribution to its success or failure. If the people employed by an organization are not creative or do not add any value to the organization’ s goals, then that organization has high chances of failure. For an organization to meet its goals and be successful, it should hire the right people who possess the right skills, qualifications, and experience to facilitate its success. Getting the right human resources starts with the recruitment and selection process.

Since the employees of an organization are integral to its success or failure, it is important to get it right from the start so that the organization may have the right people in the right place at the right time (Lanz, 1998). To achieve this, a company should be serious in the recruitment and selection process. This is because; an ineffective recruitment and selection process can have undesirable consequences, for instance, organizational failure, low productivity, and high turnover rates.

To guard against this, management should ensure its recruitment and selection decisions will serve the effective functioning of the organization both in the short term and in the long term. To this end, this essay will evaluate the traditional method of selection of the classic trio of the application form, interview, and reference to select human resources and the effectiveness, or lack thereof, of this process to meet the challenges that organizations face today. Recruitment and Selection Definition Newell and Shackleton (2000, p. 113) refer to recruitment as “ the process of attracting people who might make a contribution to the particular organization” .

Similarly, Bratton & Gold (2003) defined recruitment as a “ process of generating a pool of capable people to apply for employment to an organization’ ’ . Additionally, Beardwell, Holden, and Claydon (2003, p. 192) points out that the process of recruitment has two essential purposes. For one, recruitment should concentrate on attracting and also holding the interest of suitable applicants for a certain job. Secondly, it should form a positive image of the organization in the eyes of its publics. From these definitions, the main aim of recruitment comes out clearly, which is to identify and attract future employees.

In the course of this stage, it is the employer who must encourage the best candidates to apply for a position in the company. Selection is the process of selecting the most qualified candidates for a given job in a firm who have the desired mix of education, skills, and experience (Mathis, 1991, p. 209). Here, the employer decides which applicant is the most appropriate for the position. This is done from an assessment of the applicants’ strengths and weaknesses (Boxall and Purcell, 2003, p. 141).

The selection process is a diversified one and may either be short or long depending on the organization’ s human resource management practices and policies.

References

Anderson,N. & Cunningham-Snell,N. (2000). ‘Personnel selection’ In N. Chmiel (Ed.) Introduction to work and organizational psychology: A European perspective. Oxford: Blackwell.

Armstrong, M. (2006) A Handbook of personnel management practice. 4. edition. London: Kogan Page.

Beardwell, I., Holden, L. and Claydon, T. (2003), Human resource management: A contemporary approach, London: Pearson

Boxall, P. and Purcell, J. (2003) Strategy and human resource management. Palgrave Macmillan.

Bratton, J. and Gold, J. (2003) Human Resource Management: Theory and Practice. London: Palgrave, 3rd Ed.

Breaugh, J. A. and Starke, M. (2000) Research on employee recruitment: So many studies, so many remaining questions. Journal of Management, 26(3): 405-434.

Cook, M. (1993). Personnel selection and productivity (2nd ed.). Chichester:Wiley.

Cook, M. (1996) Personnel Selection and Productivity. 2. Edition. New York: John Wiley & Sons.

Lantz, A. (1998). Heavy users of email. International Journal of Human–Computer Interaction,

10, 361–379.

Fisher, C. D.; Schoenfeldt, L. F.; Shaw, B. J. (1999) Human Resource Management. 4. edition. Boston, New York: Houghton Mifflin Company.

Newell, S. & Shackleton, V. (2000). Recruitment and selection. In S.Bach & K. Sisson (Eds.)

Personnel management: a comprehensive guide to theory and practice (3rd ed.). (pp.111 136).Oxford: Blackwell Publishers.

Price, A. (2000) Principles of Human Resource Management: An Action-Learning Approach, Blackwell, Oxford

Bibliography

Bernardin, John H. (2003); Human Resource Management: An experiential approach; McGraw Hill

Branine, M., (2008), ‘Graduate recruitment and selection in the UK: A study of the recent changes in methods and expectations’ in Career Development International, 13:6, pp.497-513

Cook, M. and Cripps, B. (2005), Psychological Assessment in the Workplace: AManager’s Guide, John Wiley & Sons.

Cook, M., (2009), Personnel Selection: Adding Value Through People, (5th edition), Chichester: Wiley-Blackwell

Taylor, S., (2010), People Resourcing, (5th edition), London: CIPD

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