Essays on Effective Recruitment and Selection Practices Report

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The paper "Effective Recruitment and Selection Practices" is a wonderful example of a report on human resources. The success story of any organization is based upon a powerful workforce at any particular time. It is therefore a critical aspect to hire a very competent employee so as to achieve the company goals and objectives as well as keep up with the ever-growing industry competition. Company selection strategies need to be reviewed and redefined as often as possible to ensure that the shortlisting of candidates is done in a highly professional manner and in the most unbiased way.

Acquisition of better selection strategies will a stepping stone to the realization of the company’ s short-term and long – term goal through the establishment of a more enabling team. Maximum expertise must be practiced in selecting managers for the vacant posts since managerial positions are the backbone of the company and more so the Human Resource Manager. Chances cannot be given to incompetence as a result of ignorance and negligence of under-qualified employees. In as much as the company will spend much time and resources in the search for the most appropriate persons for the posts, the benefits will be remarkable and long-lasting.

In addition to this, the company will have adopted an efficient culture of employee recruitment every time new employees are needed. Resourcing of employees should by all means increase the breadth of experience of the organization and heighten the competitive advantage of the industry over others in the same line of production. It is therefore imperative for the selector team to apply the best practice to find a person who meets the above qualifications.

Basing qualification on education achievement is not an adequate approach to the development of a powerful workforce and it may only lead to feeble results. Selection should be all-rounded basing it on other factors in addition to academic qualifications. Personal talent is a useful consideration in apportioning the positions. This not only creates a competitive advantage but also spares the company resources of internal operations training. A blanket machine department manager with a closer interest in operations involved in the department may help the company realize better outcomes.

It is however paramount for him to possess adequate knowledge regarding machine operations for example certifications in mechanical engineering are a compulsory requirement.

References

Gatewood, R, & Field, H. 2001. Human Resource Selection 5th ed. Fort Worth, TX: Dryden Press.

Price, J. 2007. Cognitive Schemas ,Defence Mechanisms and Post-traumatic Stress Symptomology .Psychology and Psychotheraphy: Theory , Research and practice , 80:343-353.doi :10.1348/147608306x144178

Barrick, M, & Zimmerman, R. 2005. ”Reducing Voluntary Turnover Through Selection” Journal of Applied Psychology 80, no.1 (159-166)

Alan, N., Robert, C, & Bill, M. 2009. Effective Recruitement and Selection Practices. London: Mc pherson’s printing group. p.190-194

Sheryl, A., Amy, S,& Paul ,H ., 2005. Staff recruitment, retention, & training strategies for community human services organizations. Sydney: Brookes Publishing Company. 386 pages

Tapomoy, D. 2006. Strategic Approach to Human Resource Management. Newyork :Atlantic Publishers & Dist, - 412 pages

Raj, K. 2010. Human Resource Management: Strategic Analysis Text and Cases. London: K. International Pvt Ltd. 488 pages

Marilyn, J. 2007. Public Sector Employment in the Twenty-First Century. Sydney: ANU E Press. 331 pages

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