The Process and Mistakes of Recruitment in Russia
The present paper describes a proposed research study that will examine the problem of recruitment as an instrument for selection of the professional personnel. The study will be primarily concerned with methods of recruiting, types of recruiting and basic mistakes in primary interview. It is anticipated that the results of this study will be applicable to most Russian companies conscious of the problem; and therefore the recommendations of the study will be generic for the process of recruiting. The proposal includes four sections: introduction to the study (1), review of the literature(2), methodology (3), report on the results anticipated and summary (4).
I. INTRODUCTION The first part of the proposal introduces the background of the study, states the problem, indicates the professional significance, determines the scope of the research and presents the definitions of the key terms.
Background of the study It is now widely understood that in every industry, no matter what product or service it provides, the human factor is a basic element of efficiency. In Russia recruitment is very young area of business. It has appeared only in the beginning 90х years of the last century. Moreover, 17 years were required, that this area has passed from the category serving in the category defining, on the same level with strategic and financial management. But to research and the analysis of recruitment, that are a base to the harmonious and effective work of the company, domestic works (in comparison from the USA and by the Europe) are very few devoted.
Problem statement The purpose of this study is to describe and analyze the process of recruitment in Russia.
This brings our study to the next aims:
To consider and collect together theoretical positions of recruiting.
To consider formal and informal methods of recruiting.
To consider the basic technologies of recruiting in Russia.
To consider the basic
I. INTRODUCTION The first part of the proposal introduces the background of the study, states the problem, indicates the professional significance, determines the scope of the research and presents the definitions of the key terms.
Background of the study It is now widely understood that in every industry, no matter what product or service it provides, the human factor is a basic element of efficiency. In Russia recruitment is very young area of business. It has appeared only in the beginning 90х years of the last century. Moreover, 17 years were required, that this area has passed from the category serving in the category defining, on the same level with strategic and financial management. But to research and the analysis of recruitment, that are a base to the harmonious and effective work of the company, domestic works (in comparison from the USA and by the Europe) are very few devoted.
Problem statement The purpose of this study is to describe and analyze the process of recruitment in Russia.
This brings our study to the next aims:
To consider and collect together theoretical positions of recruiting.
To consider formal and informal methods of recruiting.
To consider the basic technologies of recruiting in Russia.
To consider the basic
References: 1) Upravlenie personalom / Т.Y. Bazarova, B.L. Eremina. М. YUNITI, 1998 2) Mark Parkinson. Psychology and busines . М.:HIPPO, 2003 3) Rekruting i naim personala. S.А.Kartashov, Y.O. Odegov, М.: «Ekzamen», 2002.