Thesis on Selection Process

Topics: Job description, Recruitment, Human resource management Pages: 40 (11408 words) Published: August 21, 2011
Table of Contents
Chapter # 1
Multi-level Staffing: Linking Individual Staffing to Organizational Effectiveness 10 Theories11
Multi-level Theory11
Multi-Level Staffing Models12
Practical Recommendations and Implications for Organizational Effectiveness14 Theory Relevant to Structured Interviews17
Chapter # 2
Literature Review19
Recruitment 19
Recruitment and Selection Process23
1.0 Scope25
1.1 Purpose of the Procedure25
2.0 Recruitment and Selection Framework25
3.0 Recruitment and Selection Provisions26
3.1 Review the Job and the Need for It26
3.2 Design Selection Process27
3.2.1 Panel Composition27
3.2.2 Selection Tests27
3.2.3 Interview Questions27
3.3. Advertising28
3.3.1 Advertising the vacancy28
Recruiting a Candidate Pool29
Running a Recruitment Campaign30
3.4. Applications32
3.5. Short listing32
3.6. Interview33
Structured Interviews33
Unstructured Interviews33
3.6.1. Arrangements for interviews34
Making the decision35
3.7. Selection38
3.7.1 Decision to Appoint38
3.8. Offers38
3.9 Other Requirements38
3.9 Monitoring Recruitment And Selection38
Role of Recruiter39
A Recruiter’s Perspective41
Chapter # 343
The Significance of the Study:43
Theoretical Framework44
Chapter # 445
Research Questions45
Key Terms of the Study Defined45
The Methodology45
Sampling Technique and Sample45
Data Analysis and Interpretation46
Missing values46
Descriptive Analysis47
Frequency Tables of all Questions Regarding variables50 Regression51
Hypothesis # 151
Hypothesis # 253
Hypothesis # 355
Scattered Diagram
Phi and Cramer Values66
References 74


Impact of Recruitment Sources, Interview, Recruiter on Recruitment and Selection Process

The study examines the relationship between the dependent variable which is “Recruitment and Selection Process” and independent variables which are “Recruitment Sources”, “Interview” and “Recruiter” by analyzing the data. The study examines hypothesis that are used to explain the impact of Recruitment Sources, Interview and Recruiter on Recruitment and Selection Process Regression has prove the relationship between the these variables. For these study hundred samples has been used for the confirmation of results. I have use questionnaire for the data collection. I have use longitudinal research design.

Chapter # 1

Multi-level Staffing: Linking Individual Staffing to Organizational Effectiveness:

The reviews of recruitment and selection practices both identified a need for research showing business unit value/organizational impact. This is interesting given the most basic staffing assumption, one described in nearly every textbook written on the subject, is that recruiting and hiring better employees contributes to organizational effectiveness. If it does not, then why invest in staffing? However, there is actually little direct, empirical evidence testing this assumption (e.g., Ployhart, 2004; Saks, 2005; Taylor & Collins, 2000). Utility analysis may be helpful to estimate these effects, but they are only estimates that are limited to monetary outcomes and are frequently discounted by managers (Schneider, Smith, & Sipe, 2000). Practitioners and HR managers often have to go well beyond...
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