Recruitment Selection and Appraisal Process - Case Study Example

Recruitment, selection and appraisal process. Introduction: The process of recruitment, selection and appraisal, are very vital to every organization in today’s world .the strategic planning, setting up of aims and then consequently goals for your company, are vital areas to consider too. But these processes of Recruitment, Selection ad appraisal are the most vital. In simple words, during the process of recruitment, the recruiter (HR manager) needs to keep a cautious eye on a lot of issues, in the selection process he needs to be vigilant about the personality the appraisal is an important process too, because of the fact the whoso ever is selected, needs to be kept motivated enough to stay with the company and be loyal to it. In theory, however, it has been made quite attainable. There are certain steps that have been defined as specific reference to Recruitment, Selection and appraisal processes of a particular organization. Organizing the recruitment function: This is the initiating step towards the achievement of the task of recruitment; this concept differs from larger organizations to smaller ones. Specifically if we tend to deal with large organizations, these organizations need to make their first decision, which is if they would wish to conduct the whole of their recruiting process from one central recruitment office or decentralize the process by recruiting to the firms various Offices . There exist convinced advantages attached to the centralized recruitment function. These are: initially because of centralization, it makes the task easier for all to apply the organizations strategic priorities organization wide, It lessens replication which means it tends to help us steer clear of the scenario of having more than a few recruitment offices than one, also it makes it a whole lot convenient to distribute the Cost incurred in on New Technologies if any being applied to make the recruitment department and process more efficient. These can be internet based recruitments or some pre screening solutions. , it helps produce synergy; it also assists in comprehending if the recruitment process is good or bad. Looking onto a different picture if the organizations divisions are autonomous, or the recruitment needs vary, it would be wise decisions to de centralize the process.1 Measuring Recruiting Effectiveness: It has been noted by HR research Analysts that sometimes even small organizations, decide to spend thousand’s of Dollars upon the process of recruiting employees each year. But the other fact remains, is that only a handful of organizations actually take the time and effort to asses the effectiveness of all their recruitment processes. The question as to what will e more cost effective for the company to advertise through the print media or the visual media? Is very vital the evaluation of the outcomes of their recruitments efforts need to be analyzed and thus forecasted by the organization the other vital question is how many successful applicants was the company actually able to generate by using each of the recruitment sources decided? The basic issue of the organization is that any organization would seek to attract better qualified professionals not just any applicants.2 The Recruiting yield pyramid: There are a lot of organizations who are using the recruiting yield Pyramid methodology to actually be able to calculate the total number of applicants they will have to generate, in order to be able to hire the specific required number of new employees. This recruiting Pyramid, actually is a chronological reckoning method , in which the associations between recruitment leads to invitees , invitees and interviews, interviews and offers mad , offers made and offers accepted .3 Selection Process: This yet again is a very crucial stage, after recruitment process of selecting, the most suitable for the job. There are numerous varying methodologies that organizations are applying in order to ensure the best and in fact the Right selection. One of them is the famous: The Big Five Model : It has been tradition , that industrial Psychologists have more than often laid emphasis on the Big Five Personality Dimensions , and also how they apply in actual to personnel testing : it entails , extraversion , emotional stability /neuroticism , agreeableness , conscientiousness , and openness to experience . This model is usually used by managers to asses the capabilities and efficiencies of the personnel being recruited. Because there is no denying that researchers have proven that both extrinsic and intrinsic factors within a specific personality defines Career success and the organizational success in the long run. But it is also advised that the personality tests, if being used by organizations, they should be used with caution as if the organization wants to be aware of their anomalous behaviour.4 Appraisals: Appraisals are usually done by organizations to either formulate tactics to cure deficiency and add force to Strengths. In simpler words these are done in order to ensure that the employee’s performance and interest in the job are kept a high. As, these elements promote motivation and loyalty of employees towards organizations. Main Argument: Personnel Specification for the post In relation to the case study presented Herein: The personnel specification is often just a part of the job description, but in some cases it is a separate document on the whole. Within this personnel specification of the job, the specific traits which the candidate is supposed to possess are mentioned below: Personnel Specification: The candidate applying for the proposed vacancy should be an extrovert by personality , should posses excellent communication skills , should be able to liaison with trade unions an leaders , a sound knowledge of the employment law , policies and regulations is also a must . Should be able to handle, appraisals, recruitment and selection for current and potential employees. Should also posses excellent computer skills with proficiency in Ms. Office 2000 and Enterprise edition .If the candidate is specifically experienced in a similar context with a similar job background will be given preference.5 Critical Analysis in view of the theory presented: The personnel specification is almost the rule scale which determines what exactly would be required off an individual, with reference to his / her personality traits. Specification helps the organizations, look up that individual who would love the job, and put all zeal into it, which would in turn profit the organization long run. As described in the Introduction of this paper, there are different modes that different organizations adopt, in order to recruit Select and perform appraisals at various levels. There is no specific rule to success. This means no one organization administration can say that they are able to find a perfect match for the job through any process. Though, it is possible that you can easily make the best possible decision in these terms. The Big Five Model is a good scale to weigh the personality for traits certain, that are specific but yet general in nature required. Theory suggests, that all of the three processes should be done in detail, and with a critical eye, it should be understood that all these processes can actually keep the organizations trend either towards success or failure. There are certainly advantages and disadvantages, to using these theory based formulas. Advantages being that these aid the administration to specifically design jobs, and set employee traits. On the other hand it might be possible that these wouldn’t work. This means that in some cases, the administration would just have to come up with one of their own techniques to recruit, select and perform appraisal. For example: a small tuck shop, which needs to recruit a helper to the salesman. The owner would just ant to know from the candidate if he would be willing to place things on the aisles, take the trash out and keep the store clean. And the Person might just get the job by proving to posses those qualities. So, here we wouldn’t see any job specifications being designed, job descriptions being handed out, or any other specific personality assessment test being carried out. On the other hand, like the job and organization we are faced with in this case study, the expertise level of the job might require all of the proper processing before actually hiring anybody. It would not be wrong to say that , the size of the organization , the responsibility span of the job also determines what sort of procedure either more or less time consuming would be adopted by the organizations to successfully complete the process . It is true that only and only if the employer is satisfied that the employee who has been recruited is the closest that they could get as a perfect match for the job. And the employee is satisfied and happy with his administration, work contract and policy, will the organization be able to achieve success in the long run. there is also no denying of the fact that all individuals recruited need some sort of an investment by the employer , that can be in terms of training or helping the employee cope up in the best manner with the job . 6 “Conclusion “ It is a fact that there are detailed processes and procedures that facilitate and help organizations successfully perform the functions of recruitment, selection and Appraisal But these vary, from one organization type to the other. A mix of researched theory and the experience of the manager helps organization‘s come up with the best possible routes to recruit, select and perform appraisals. “Bibliography” 1. 2005, Gary Dessler, Human Resource Management, Prentice hall.( page 152 – 172 ) 2. Recruitment Manual for hiring academic officers, http://www.columbia.edu/cu/vpaa/eoaa/docs/recruit.htmlt. 3. By, Robert L Mathis, John Harold Jackson, Thomson South-western, 2004 &2006. Human Resource Management. ( chapter 7 – recruiting ) 4. Keith Sisson, Stephen Bach, Blackwell Publishing 2000, Personnel Management: A comprehensive guide to theory and practise.( Pages 53 – 99 reviewed ) 5. By Stephen Bach , Published 2005 , Blackwell Publishing Managing Human Resources Personnel Management in Transition ( Pages 119 ) 6. By Robert L. Mathis, John Harold Jackson Published 1976 West Pub. Co. Personnel: Contemporary Perspectives and Applications ( pages 65 – 70 ) Read More