Employing the right individual has the potential to, in the long run save the organisation money by reducing turnover. This highlights the importance of recruitment and selection of sales people. Various techniques should be employed to best avoid selecting the wrong individuals for the job. Effective recruitment processes are vital in attracting and retaining high quality staff (Marterel2005).
This statement supports the argument that recruitment and selection is the main activity within human resources. Recruitment and selection are a set of activities and processes that are used to select qualified individuals for open vacancies within an organisation. Recruitment is the process of attracting individuals for vacant posts; the selection process measures these individuals and finds the best candidates to fulfil the job description. It is essential for organisations keep up with the changing business environment and amongst other factors organisations depend on their workforce to effectively respond to these changes, therefore there is a great need to employ highly skilled individuals.
There are different methods that an organisation can employ when recruiting and selecting applicants; internally and externally. Internal recruitment offers vacancies to existing employees, the job post are distributed through staff notice boards and company newsletters. This method is cost effective as it avoids using agencies having to pay consultant fees also the training and induction is eliminated. The employees already have knowledge of how the organisation operates making them easy to work with and their chance for a career development gives them an incentive to work harder as they feel appreciated. However, the limitations of this method are the lack of new skills or experience brought into the organisation which could differentiate from competitors, therefore the external method maybe more beneficial. The external process recruits applicants outside the organisation through agencies, national newspapers, specialist magazines and the internet, all of which increases the popularity of the organisation within the job market thus expands the level of eligible applicants. On the other hand external recruitment is ultimately expensive and is time consuming.
The selection process follows and the most common method is interviewing as shown in the graph below:
There are three main types of interviews; individual interview, this is where the recruit and the employer meet face to face and the rapport between both are developed, giving the employer a better understanding into what the recruit has to offer. Interviewing panels, this is where other members of the HR recruiting team gather to interview the recruiter. This process tends to be preferred over the individual interview as it reduces the chance of biased decisions. Selection boards are the final interview type, which involves a large interviewing panel due to the increased number of parties that are interested in the selection decision.�
HRM is the systematic planning and control of a network of fundamental organizational processes affecting and involving all organization members (French, 1994).
Human resource managers must actively develop training and assist line managers in the performance appraisal process. Managers must effectively review employee performance to provide feedback to employees and address performance issues. Performance appraisals should be unbiased and focused on substantive performance issues. Managers should make sure employees understand what is expected of them and the requirements of their job (Armstrong 2006). This relates back to the importance of the recruitment and selection process being vital in making sure employee performance levels remain consistent, and that the staff remains motivated.
An appropriately functioning HRM system is an advantage that creates value and involves the...