The paper "Factors Affecting Selection and Recruitment - Elektronika" is a great example of a management case study. Quality of job description, as well as person specification, is very necessary for both human resource manager and the candidate. Job description assists both clients as well as candidates to get the appropriate employee for the advertised job as well as the organization. It also helps the candidate to be attentive to the relevant duties as well as the skills needed for the place. The appropriate job description can also assist the human resource manager in performance reviews and sets a clear connection between workers and business results.
The job title is carefully chosen, as well as the identification that describes the location of the job in the firm’ s structure. The identification also shows reporting and the candidates roles. It also indicates the level of reporting as well as salary range. On the other hand, a job description should be improved by indicating the environment of the position. This should include; working condition, fringe benefits, remuneration, travel requirements as well as any other unusual features of the work.
It is also good to describe the organizational culture since it greatly impacts on the employees (Hanlon, pg 150). A person specification is an image that entails talent, knowledge as well as experience that is needed to perform a task. Person specification has been used to draw up the advert and in short-listing as well as interview procedure for the post. Personal qualities under the person specification should be improved by including the interpersonal skills, presentation as well as personality characteristics. This assists in the selection and recruitment process of candidates and ensures that the appropriate candidate is selected for the job as Ashworth & Saxton (pg 3-25) explains. Task 3 Factors affecting selection and recruitment Internal factors Size of the organization The size of an organization affects the recruitment process since large firms’ recruits more candidates than small firms.
This is because large firms find recruitment less difficult than undersized organizations (Camisó n et all 2004). Image of the organization An organization with a good picture can draw possible as well as competent candidates to a large extent. The name of an organization is enhanced by good public relation and rendering public services. External factors Demographic factors This is the study of the human populace in terms of age, sex, occupation, religion, composition, and ethnicity.
These factors always have a reflective influence on recruitment procedure (Gerber et all, pg 243-254). The social and political environment The recruitment policy of an organization is influenced by the forces of social and political environment. For example, the transformation of government can directly impact the recruitment policy of a firm since rules and regulations changes. Use of web 2.0 technology and social networking in recruitment Benefits Use of web 2.0 technologies and social network leads to cost-effective recruitments of high-calibre staff.
The human resource manager can gain a lot of information concerning the candidate which can assist in making decisions on whom to employ (Marsden et all, pg 467-502). Challenges The web 2.0 technology and social networking have obtained the image of negatively upsetting staff productivity which most of the companies are afraid of. Use of web 2.0 technology and social networking exposes the privacy of the applicant since the information can be accessed by many individuals (Hoogen, pg 18).
Since Electronika is a small organization that has existed for only eight years, the use of web 2.0 technologies and social networking would successfully work for this organization. This is because the organization needs high qualified personnel for it to succeed and use of technology and social networks can lead to this.