Management Function
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- Date Submitted: 03/01/2015 04:01 PM
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Introduction
There are a number of factors that contribute to the success of an organization. It is not only the quality of the physical resources or the technology that counts, but the people and their skills also make the difference. The quality of an organization’s human resources affects its ability to adapt to changes, which determines its competiveness. De defines competiveness as an organization’s ability to maintain and gain market share in its industry. When it comes to this issue there are many things to address. One of which, is creating a process to recruit and select the best assets for your company.
Recruitment
Human resource management is strategic when the human resource practices are planned and implemented towards achieving the organizations goals (Noe et al. 2011). Recruitment is the process by which the organization chooses the right employee from the pool of available skilled candidates by means of interviews or written tests. One can argue that recruitment plays a major role in strategic human resource management as it is during this process that the caliber and qualities of potential employees are assessed. Recruitment refers to any practice or activity carried out by your organization with the primary purpose of identifying and attracting potential employees. They can be sourced from internal or external sources, direct applicants, referrals, advertisements, public or private employment agencies, or universities ( De Cieri et al 2012).
It is important to implement an effective recruitment strategy to attract highly-skilled candidates. According to Boxall and Purcell (2013), recruiting candidates with inappropriate skills may prevent or stall organizational growth. Recruitment strategy differs from selection practices in the way that selection practices involve looking at a candidate’s strengths and weaknesses, while recruitment strategy attempts to attract highly-skilled candidates by promoting the organization as a...
There are a number of factors that contribute to the success of an organization. It is not only the quality of the physical resources or the technology that counts, but the people and their skills also make the difference. The quality of an organization’s human resources affects its ability to adapt to changes, which determines its competiveness. De defines competiveness as an organization’s ability to maintain and gain market share in its industry. When it comes to this issue there are many things to address. One of which, is creating a process to recruit and select the best assets for your company.
Recruitment
Human resource management is strategic when the human resource practices are planned and implemented towards achieving the organizations goals (Noe et al. 2011). Recruitment is the process by which the organization chooses the right employee from the pool of available skilled candidates by means of interviews or written tests. One can argue that recruitment plays a major role in strategic human resource management as it is during this process that the caliber and qualities of potential employees are assessed. Recruitment refers to any practice or activity carried out by your organization with the primary purpose of identifying and attracting potential employees. They can be sourced from internal or external sources, direct applicants, referrals, advertisements, public or private employment agencies, or universities ( De Cieri et al 2012).
It is important to implement an effective recruitment strategy to attract highly-skilled candidates. According to Boxall and Purcell (2013), recruiting candidates with inappropriate skills may prevent or stall organizational growth. Recruitment strategy differs from selection practices in the way that selection practices involve looking at a candidate’s strengths and weaknesses, while recruitment strategy attempts to attract highly-skilled candidates by promoting the organization as a...