Hrm. Recruitment and Selection Report
Human Resource Management.
Recruitment and selection report.
February 2008
1770 Words
Human Resources Management.
Human Resources Management (HRM) is described by Michael Armstrong in A Handbook of Human Resource Management Practice as “strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business” . One of the main parts of HRM is the process of recruitment and selection, which is vital for success of every organization.
I strongly agree with the sentence, that having an objective and organized recruitment and selection policy is a key to organizational success. Below I will try to prove my point.
Recruitment.
Recruitment and selection are parts of HR Planning process. Recruitment is a process of finding, sourcing and attracting people for a job or vacancy within an organization.
Having a successful recruitment and selection program within the company is a fundamental issue for the functioning of an organization. Poorly designed recruitment process as well as wrong selection decisions may have bad influence on company’s effectiveness and be very expensive , for example: overall cost of leaving, such as payroll, induction, training or time and fees spent on recruitment and selection. CIPD researches from 2001 shows the estimated cost per leaver among UK’s companies, which are to be around 4000 pounds and 6000 pounds for professionals workers and managers .
Recruitment and selection process should be:
1) Effective- generating right people for right place.
2) Efficient- timely and resource effective.
3) Fair- by dealing equitably with all candidates.
It is also very important, that the managers are getting involved into the recruitment process and selection decisions making, as it then they seems to be more likely to committed and take all the responsibilities for training and performance.
Recruitment and selection report.
February 2008
1770 Words
Human Resources Management.
Human Resources Management (HRM) is described by Michael Armstrong in A Handbook of Human Resource Management Practice as “strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business” . One of the main parts of HRM is the process of recruitment and selection, which is vital for success of every organization.
I strongly agree with the sentence, that having an objective and organized recruitment and selection policy is a key to organizational success. Below I will try to prove my point.
Recruitment.
Recruitment and selection are parts of HR Planning process. Recruitment is a process of finding, sourcing and attracting people for a job or vacancy within an organization.
Having a successful recruitment and selection program within the company is a fundamental issue for the functioning of an organization. Poorly designed recruitment process as well as wrong selection decisions may have bad influence on company’s effectiveness and be very expensive , for example: overall cost of leaving, such as payroll, induction, training or time and fees spent on recruitment and selection. CIPD researches from 2001 shows the estimated cost per leaver among UK’s companies, which are to be around 4000 pounds and 6000 pounds for professionals workers and managers .
Recruitment and selection process should be:
1) Effective- generating right people for right place.
2) Efficient- timely and resource effective.
3) Fair- by dealing equitably with all candidates.
It is also very important, that the managers are getting involved into the recruitment process and selection decisions making, as it then they seems to be more likely to committed and take all the responsibilities for training and performance.
References: 2. Pilbeam S., Corbridge M., People resourcing, HRM in practice, 2002 3. Armstrong, M