Administrative Officer - Establishment
MULUNGUSHI UNIVERSITY
INSTITUTE OF DISTANCE EDUCATION
PROGRAMME: BACHELOR IN HUMAN RESOURCE MANAGEMENT
SCHOOL: SOCIAL SCIENCES
COURSE: HUMAN RESOURCE MANAGEMENT
COURSE CODE: SHR 212
STUDENT’S NAME: LEANER S. MUDENDA
STUDENT’S NO.: 045309004
LECTURER’S NAME: MR. LINUS CHISANGA
ASSIGNMENT QUESTION 2: Critically examine the employee recruitment plan, focusing on the challenges for the formulation and implementation of procedures to achieve high levels of reliability and validity
DUE DATE: 31ST JANUARY, 2011
Using appropriate techniques the suitable candidates are thus, able to be recruited and selected during their career development (Crawford 2004). It has been argued that in order for the firm to build and sustain the competitive advantage, proper staffing is critical (Wright & Snell 1991, Boxall 1996). Recruitment and selection is a major HRM function as it encompasses all organisational practices and decisions. Recent technological advances, globalisation, social trends and changes within organisations have brought new challenges for recruitment and selection (Rowley & Benson 2002). To effectively face the new challenges recruitment and selection needs to be integrated with business strategies (Lam & White 1998). Recruitment and selection strategies flow ultimately from the organisation’s mission and strategic objectives (i.e., the strategies and processes of recruitment and selection must be compatible with business strategies) (Nankervis, Compton & Baird 2002). Social scientists argue that through the integration with business strategies, recruitment and selection help achieve strategic goals and enhance organisational performance (Becker & Gerhart 1996, Youndt, et al. 1996, Lewis 2003).
Budhwar (2000), Lam and White (1998), and Shen (2005) suggest that HRM strategic integration should be examined both in strategy formulation and strategy implementation phases of a business. Strategy formulation
INSTITUTE OF DISTANCE EDUCATION
PROGRAMME: BACHELOR IN HUMAN RESOURCE MANAGEMENT
SCHOOL: SOCIAL SCIENCES
COURSE: HUMAN RESOURCE MANAGEMENT
COURSE CODE: SHR 212
STUDENT’S NAME: LEANER S. MUDENDA
STUDENT’S NO.: 045309004
LECTURER’S NAME: MR. LINUS CHISANGA
ASSIGNMENT QUESTION 2: Critically examine the employee recruitment plan, focusing on the challenges for the formulation and implementation of procedures to achieve high levels of reliability and validity
DUE DATE: 31ST JANUARY, 2011
Using appropriate techniques the suitable candidates are thus, able to be recruited and selected during their career development (Crawford 2004). It has been argued that in order for the firm to build and sustain the competitive advantage, proper staffing is critical (Wright & Snell 1991, Boxall 1996). Recruitment and selection is a major HRM function as it encompasses all organisational practices and decisions. Recent technological advances, globalisation, social trends and changes within organisations have brought new challenges for recruitment and selection (Rowley & Benson 2002). To effectively face the new challenges recruitment and selection needs to be integrated with business strategies (Lam & White 1998). Recruitment and selection strategies flow ultimately from the organisation’s mission and strategic objectives (i.e., the strategies and processes of recruitment and selection must be compatible with business strategies) (Nankervis, Compton & Baird 2002). Social scientists argue that through the integration with business strategies, recruitment and selection help achieve strategic goals and enhance organisational performance (Becker & Gerhart 1996, Youndt, et al. 1996, Lewis 2003).
Budhwar (2000), Lam and White (1998), and Shen (2005) suggest that HRM strategic integration should be examined both in strategy formulation and strategy implementation phases of a business. Strategy formulation