HR assignment management help on: Recruitment & Selection approaches in organization
Q??What recruitment and selection approach should be adopted in order to achieve the ‘best practice’ of Human Resource Management within an organisation? Discussing the close links between this function and human resource planning, work analysis, job design, and human resource development (using examples).
Solution:
It is very clear that the Internal Recruitment can be considered as the favourite basis of individuals in the developed and constant companies. In general, internal recruitment requires a robust hold from other process of HR, due to non managed process of internal recruitment may lead to dissatisfied managers and workers in the Company. It is very clear that the constant performance management and succession planning are required to make sure the achievement of internal recruitment. The internal type of recruitment may provide the opportunity to alter the position of job to anyone in the Company, but the effective process of internal recruitment requires a robust assistance from other process to offer managers and leaders with the extra information to operate with. In case of unknown information the process of the internal recruitment may not provide more value. To achieve the best practice of Human Resource Management, for the recruitment the organization should adopt Internal Recruitment and for the selection the organization should adopt …..
It is very clear that the Internal Recruitment may construct the robust reliability with the Company as the workers have the opportunity to alter their location after some point of time. Workers are not interested to view for opportunity on the outside job market.
The Internal recruitment is cheaper for the Company and may store the expenses associated with the induction and training of new workers. It is very clear that, if the individual knows the Company then the probability of the failures is not an important concern for the Company. The Internal kind of recruitment may create large issues when the individuals arrive from one section. In general, managers have the accountability to save their interests in the Company as they are accountable for the flat and smooth operation. The Internal source of recruitment is quicker and cheaper to recruit. The main benefit of the internal recruitment is that the people are already recognized with the business of the Company and how it conducts. On the other side, the internal source of recruitment offers opportunity for the promotion within the business. Other advantage of the internal recruitment is business already recognizes the weakness and strengths of the individuals.
In general, analysis of the job comprises determination of the knowledge, attributes and skills that are needed for executing the particular function. It has been noticed that the job analysis considered as vital to selection and recruitment because job analysis is the basis of the high process of the quality and when finished well searches not only the knowledge and skills needed to execute the function but the attributes also that may be implemented to analyze the cultural fit throughout the organization. The analysis of the job helps for identification of the basic criteria of selection and updates the description of the position and ultimately helps in attraction of the suitable candidate. On the other side, the analysis of poor job is probably to impact the excellence of results and how the left process of the selection is executed. Without proper analysis of the job, interviewers might form incorrect beliefs about the requirements of the position and recruit the individual which is not suitable for the function. The internal candidate for the job must be recognized for the Company and the function of the HRM must offer the recruiting manager with information in regard to background information. The process of the internal recruitment has to be changed by the strict rules and policies of HR and non clear guidelines for the procedure may bring tension within the Company as the excellent workers may be easily stolen between different managers and units. This kind of issue may look pretty easy to resolve, but reality may bring complex conflicts and issues between the team of the management and may impact the organization performance hardly. Various types of internal recruitment methods are there such as Transfers, promotions, Retrenched and Retired Worker and relatives of disabled and deceased employees. 
Transfers
The workers are relocated from one sector to other sector as per their experience and efficiency.
Promotions
Other method of the internal recruitment is Promotion where workers are promoted from one sector to another with greater accountability based upon the efficiency.
Other methods include demotion and up gradation of current workers in accordance to their efficiency.
. Others are Upgrading and Demotion of present employees according to their performance.
Internal Recruitment Pros and Cons
The Internal Recruitment needs strong management from the HRM Function, which can lead to the conflicts and the HRM Function has to have a position to be able to act as a strong facilitator in the conflict resolution.
The Internal Recruitment does not bring new skills and competencies to the organization and organization with an intensive usage of the internal recruitment can suffer from the fresh blood.
Advantages |
Disadvantages | |
| Internal Recruitment | Cheaper and quicker to recruit | Limits the number of potential applicants |
| People already familiar with the business and how it operates | No new ideas can be introduced from outside the business | |
| Provides opportunities for promotion with in the business – can be motivating | May cause resentment amongst candidates not appointed | |
| Business already knows the strengths and weaknesses of candidates | Creates another vacancy which needs to be filled |
Internal Sources Of Recruitment
- TRANSFERS
The employees are transferred from one department to another according to their efficiency and experience.
2. PROMOTIONS
The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and
experience.
3. Others are Upgrading and Demotion of present employees according to their performance.
4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organisations as the people are already aware of the organizational culture and the policies and procedures.
5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.
Selection Methods
Once the applicant pool has been narrowed and candidates have been assessed, it’s time to make a selection decision. Remember to think long-term. Is the applicant qualified for the present job as well as future positions? Look for a candidate with solid experience and new ideas and a fresh perspective. Weigh his or her willingness to learn. Also, no matter the industry, market conditions inevitably will change; select someone who not only can adapt, but also can flourish under those conditions. Don’t discount candidates who are making career changes. For example, someone with five years of corporate-sector experience can bring a strategic view to a nonprofit organization, while someone from a nonprofit who has made the most with limited resources can bring a fresh approach to a corporation. Be sure to consider other needs such as diversity, and to follow the guidelines of the Equal Employment Opportunity Commission.
The selection methods or tools that are chosen by the
recruiting manager and the HR department should be the most
valid and cost-effective taking into account the level and type
of vacancy and the capabilities that is to be measured. Online
solutions will be considered.
It is vitally important to remember that all documentation throughout the selection process is submitted in confidence. All parties involved in the recruitment process must respect candidates right to privacy and confidentiality. Discussions regarding individual candidates must not be engaged in by members of the interview board or staff involved in the management or administration of the process, outside the process. The names of candidates who have applied for a position(s) should never be disclosed to any party who is not involved in that process
8.2) Psychometric and aptitude tests (SHL) could be used as part
of the recruitment and selection process. They are
administered by a fully qualified SHL administrator (in-house or
externally sourced from our recruitment partners) to ensure
that the procedures and administration are fully standardised
for all candidates. The selected test will be relevant to the role
being recruited to and this will be determined by the HR
department in-conjunction with the recruiting manager.
8.3) The Standards Board also uses other methods and tools which
are determined by the recruiting manager and the HR
department. These will be work based exercises that are
relevant to the vacancy and will have a standardised marking
system, usually a scale of one to five; one being poor and five
being excellent. In some cases a model answer will be used to
benchmark against if appropriate.
Human Resource Development
The Internal Recruitment is one of the basic HR Processes required by the employees and managers. For the employees, the Internal Recruitment process can offer more career opportunities inside the organization and for the managers can offer a delivery of skilled and oriented employees for their vacancies.
In case, the Internal Recruitment Process is well managed by the HRM Function, it can offer many opportunities for both sides of the clients of the process and can improve the overall satisfaction with the services provided by HRM Function.
The Internal Recruitment Process also brings a huge workload to the HRM Function as all the candidates for the positions have to be managed and communicated with clear and strict Roles and Responsibilities in the Internal Recruitment Process.
Internal Recruitment Process
The implementation of the Internal Recruitment Process is easy and can be seen as a quick win. The most important part of the process is to define clearly the conditions for the Internal Recruitment.
Many employees can change themselves into tourists inside the organization and they can benefit from unclearly set rules for the Internal Recruitment Process.
The HRM Function has to define the following rules. The rules must be adjusted to the needs of the organization, but the following criteria has to be considered:
Human resource planning refers to the process by which organizations determine their current and future requirements of human resources in terms of number of people as well as the kind of people needed, and determine the ways and means of meeting these requirements. It is a process which enables the organization to have the right people at right time and right place. It involves determining the manpower requirements of the organization in light of its operations, plans and strategies and organization structure.
Determine the nature of actions such as recruitment, and training to be taken to meet the total manpower requirement. These actions also cover changes in policies and practices of conditions of employment to attract and retain the right number of employees in the company.
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