The purpose of this report is to provide a simple description of how is human resource management used to identify the most suitable person for a current job position and to evaluate how different methods used during this process contribute to the final assessment of the person in hand. But before that a clear definition what exactly is human resource management should be given. Armstrong(2003) defines human resource management as a strategic and coherent approach to the management of an organization’s most valued assets which is the people working there who individually and collectively contribute to the achievement of success. In other words, the aim of human resource management is to satisfy and achieve its objectives effectively by selecting, placing, orienting, evaluating and retaining the right people for the right job at the right time. (Scribd) Human resource management is an essential issue to all business because once they fail to manage its employees effectively, for example, allocating a wrong people for the job position, they will waste their investment for training their employee and time or even worse, deteriorating their business due to the poor performance of its workforce. As mentioned before, the very first stage of the human resource management is about selection process and recruitment. According to Armstrong (2003), the overall aim of this stage is to obtain at minimum cost the quantity and quality of employees required to satisfy the human resource needs of the organization. In this era of globalization, it is a big issue to identify a suitable person with required skills, competence from a massive labor market for the business to obtain a well and performance in order to counter its large numbers of competitors. In this report, it will be emphasized on the selection process and recruitment, in particular the techniques that were used in the selection process. It will discuss how the business using these common techniques such as job description, testing, interviews in order to find a right person for the job based on a wide range of sources from newspaper, academic journal, book and webpage. -Application form
To commence with, in order to find a right person for a right job in a massive labor market, the most typically selection process is that recruiters begin with a review of the biographic data which is represented in the application forms. It is also known as a pre-selection process which helps the recruiters to sift the most suitable candidates to the short list which is used for subsequent actions such as testing and interview According to Harris (2000), a fair and objective selection process should first list all the job-related requirements for the job based on job analysis by the recruiters and weight those job requirement according to their importance. The recruiters would then use a well-established and standard application form which means that using one application form for all type of jobs rather than using CVs to screen the applicants. They should help and advice all candidates to describe how they meet the job requirements with relevant examples on the application form. The applicants will provide their demographic details such as age, sex, family etc. but also their “knowledge”, “skills” and “experience” in their application form and the recruiters would sift the suitable applicants based on the their essential skills, experience according to the importance for short-listing. Besides, due to the increasing numbers of application, in the recent years, many global companies started to use online application form as their first step to screen their applicants because it is the most effective and efficient way to pick up the potential job seekers they needed. -Test
Human resource management (HRM) looks at how to use business personnel successfully and it relates to events unite with the management work and staffs. One main area of human resource management is human...
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