Guide on How to Write University Essays, Courseworks, Assignments and Dissertations

Recruitment as the most important aspect of Human Resource Management

Home
Articles Library
Medicine, Psychology and Sociology Articles
Business Articles
Economics Articles
Industry Lifecycle
Marketing Mix
McKinsey 7S Framework
Product Life Cycle
Ansoff Analysis
BCG Growth-Share Matrix
Value Chain
Porter's Generic Strategies
Scenario Planning
PEST analysis
SWOT Analysis
Porter's 5 Forces analysis
Sitemap
Comments about this web site
Favorite Links
How to write an Essay
How to Write the Coursework or Report
How to write the Marketing or Marketing Communications Campaign
How to write the Dissertation
Where to start?
How to choose an area of research
How to define Issue or Argument
How to define Issue or Argument
How and where to review the literature
Research Methods
Dissertation Structure
Some tips to survive your dissertation: some predictable crisis
Important tips to succeed the dissertation
Databases of Academic Journals and Publications; Market Data
Essay Sites
Student Tricks
Exam Preparation Tips
Company-Based Reports
BALANCED SCORECARD
Critical Success Factors
Competitor Analysis
Review

Human Resource Management theories focus on methods of recruitment and selection and highlight the advantages of interviews, general assessment and psychometric testing as employee selection processes. The recruitment process could be internal or external or could also be online and involves the stages of recruitment policies, advertising, job description, job application process, interviews, assessment, decision making, legislation selection and training (Korsten 2003, Jones et al, 2006). Examples of recruitment policies within healthcare sector and business or industrial sectors could provide insights on how recruitment policies are set and managerial objectives are defined.

 

Successful recruitment methods include a thorough analysis of the job and the labor market conditions and interviews as well as psychometric tests to determine the potentialities of applicants. Small and medium sized enterprises (SMEs) also focus on interviews and assessment with emphasis on job analysis, emotional intelligence in new or inexperienced applicants and corporate social responsibility (CSR). Other techniques of selection that have been described include various types of interviews, in tray exercise, role play, group activity, etc.

 

Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in management decision making and the recruitment process could itself be improved by following management theories. The recruitment process could be improved in sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal interviews, etc. Recommendations for specific and differentiated selection systems for different professions and specializations have been given. A new national selection system for psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector.

 

Recruitment is however not just a simple selection process and requires management decision making and extensive planning to employ the most suitable manpower. Competition among business organisations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organisation (Terpstra, 1994). This would mean that the management would specifically look for potential candidates capable of team work as being a team player would be crucial in any junior management position. Human Management resource approaches within any business organisation are focused on meeting corporate objectives and realization of strategic plans through training of personnel to ultimately improve company performance and profits (Korsten, 2003). The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen.  Despite a well drawn plan on recruitment and selection and involvement of qualified management team, recruitment processes followed by companies can face significant obstacles in implementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their in house management skills to apply generic theories within specific organizational contexts.

 

Bibliography

 

Jones, David A.; Shultz, Jonas W.; Chapman, Derek S. (2006) Recruiting Through Job Advertisements: The Effects of Cognitive Elaboration on Decision Making International Journal of Selection and Assessment, Volume 14, Number 2, pp. 167-179(13)

 

Korsten A.D. (2003) Developing a training plan to ensure employees keep up with the dynamics of facility management Journal of Facilities Management, Volume 1, Number 4, pp. 365-379(15)

 

Papers For You (2006) “P/HR/254. HRM: methods of recruitment and selection", Available from http://www.coursework4you.co.uk/sprthrm18.htm [22/06/2006]

 

Papers For You (2006) "E/HR/21. Using relevant frameworks and theories critically evaluate the recruitment and selection appraisal processes used by an organisation with which you are familiar contribute. How does it contribute to the performance of the organisation?", Available from http://www.coursework4you.co.uk/sprthrm18.htm [21/06/2006]

 

Shipton, Helen; Fay, Doris; West, Michael; Patterson, Malcolm; Birdi, Kamal (2005) Managing People to Promote Innovation Creativity and Innovation Management, Volume 14, Number 2, pp. 118-128(11)

 

Terpstra D.E. (1994) HRM: A Key to Competitiveness Management Decision, Volume 32, Number 9, pp. 10-14(5)

S/B/268. Dissertation. Cultural background as a motivation factor in international organisations

C/HR/187. Hilton Hotel: Recruitment Process (Report and Presentation)

S/HR/148. Competency framework and performance assessment

C/HR/170. Recruitment and selection methods

C/B/656. Developing or recruiting competent international managers for overseas assignment is said to be essential for organisational performance. Discuss the competences an international manager should posses and compare and contrast the benefits of recruiting or developing these management competences.

S/HR/141. Whenever possible, managers should hire people with an external locus of control. Discuss

S/HR/140. Dissertation. Recruitment and selection in Fire Service

S/HR/134. Employee recruitment in Oxford Brookes Business School: appointing a new Dean

C/HR/144. To what extent can equal opportunities legislation improve the recruitment process within an organisation?

C/HR/128. Student Recruitment Process

E/HR/87. It could be said that the core management activity of recruitment staff is becoming a potential "minefield" for today's managers. Why should this be? What can managers do to avoid the growing number of pitfalls in the recruitment process?

E/HR/86. What is the relationship between human resource planning, resourcing strategy and recruitment in organizations?

S/HR/99. How might an organisation use planning to gain a more creative workforce?

C/HR/121. Recruiting and Selection Plan for Hotel

P/HR/336. Ethical aspects of recruiting participants for psychological studies

P/HR/333. Problems of graduate recruitment and social skills

S/HR/81. Human Resources Policies

P/HR/320. Informal and systematic approaches to employee selection

S/HR/124. Theory and practice of employee recruitment

P/HR/313. Graduate selection and recruitment plan

P/HR/287. Employee recruitment and selection: theory and plan of action

P/HR/275. Issues of graduates recruitment

P/HR/254. HRM: methods of recruitment and selection

C/HR/98. Management in Health and Social Welfare

P/HR/240. Online recruitment

P/HR/233. Theories and methods of graduate recruitment in SME

P/HR/228. Assessment techniques in recruiting store manager

S/HR/69. IT COULD BE SAID THAT THE CORE MANAGEMENT ACTIVITY OF RECRUITING STAFF IS BECOMING A POTENTIAL MINEFIELD FOR TODAYS MANAGERS

P/HR/163. Staff recruitment as a key management task

P/HR/143. Recommendations for selection and recruitment in UK health sector

E/HR/21. Using relevant frameworks and theories critically evaluate the recruitment and selection appraisal processes used by an organisation with which you are familiar contribute. How does it contribute to the performance of the organisation?

E/HR/18. Recruiting and selecting employees: theoretical background

S/HR/54. The Program That Is To Recruit, Select and Retain employees

E/HR/10. Recruitment and Selection of Employees

S/HR/48. Discuss Recruitment, Selection and Induction Plans of the case of All That Jazz's Commerce Operations in Britain in summer of 2005

P/HR/121. The process of staff recruitment: stages and objectives

S/HR/45. 'There is considerable variation in the effectiveness of recruitment and selection techniques and the most widely used methods are not necessarily the most accurate and valid.' Discuss barriers to effective recruitment and selection and explore how organizations seek to overcome them.

S/HR/41. Recruitment, selection and development of employees in a Recruitment Company People plc

C/HR/25. Recruitment Process: Achieving the Perfect Fit between Individual and Organisation

C/HR/21. Why do companies recruiting graduates stress the importance of them being team players?

P/HR/70. Describe and discuss the various stages in the process of Recruitment, as well as the main responsibilities of Human Resources Management in this regard.

Enter supporting content here