HR management assignment essay on: Recruitment and selection approach

HR management assignment essay on: Recruitment and selection approach

Q?? Write about the approach of Recruitment and selection ??Solution:

Introduction

This essay gives an overview about which recruitment and selection approach should be adopted in order to achieve the best practice of Human Resource Management within the organization. It is advisable for the organization to adopt internal method of recruitment which can be considered as the basis of individuals in developed and constant companies. The internal type of recruitment may provide the opportunity to alter the position of job to anyone in the Company. 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. This essay indicates the close links between the internal recruitment and the human resource planning, work analysis, job design and human resource development. On the other side, the internal source of recruitment offers opportunity for the promotion within the business. The advantages of the internal recruitment for Companies comprise minimization in cost of the recruitment, arriving the broader applicant’s pool, minimization in cycle of the recruitment, technology that may be implemented to scan the resumes and match up with the basic criteria of the selection. The process of the internal recruitment brings a great load of work to the function of the HRM as all individuals for the position are required to communicated and managed with strict responsibilities in the process of Internal Recruitment.The opportunity of the promotion due to internal recruitment helps in managing of the human resources within the organization. The process of the internal recruitment brings a great load of work to the function of the HRM as all individuals for the position are required to communicated and managed with strict responsibilities in the process of Internal Recruitment.Internal Recruitment

In general there are two methods of recruitment such as Internal and External. But out of these two, internal recruitment approach is beneficial for the organization because it is less expensive as compared to the external source of recruitment. Internal method of recruitment may construct the robust reliability with the Company as the workers have the opportunity to alter their location after some point of time. Various methods are there in the internal source of recruitment such as transfers, promotions, Retrenched and Retired Workers and Relatives of Disabled and Deceased Employees. It is very clear that the external source of the recruitment brings new individuals to the Company that may be a great advantage for the Company. The External source of the recruitment permits the Company to explain accurate needs and the Company may select the individual that suit the Company best. The external source of the recruitment helps Companies in various situations like finding out of quicker solutions when the market of the job is filled with potential candidates (Sparrow &Cooper, 1998). But on the other side, the external source of the recruitment is costly and takes more energy from the function of the HRM to handle all the candidates of the job in the process of the selection. It can be said that the internal source of recruitment helps in managing human resources of the organization effectively (Tyson & Ward, 2004).

It is very clear that the Internal Recruitment can be considered as the favourite foundation for the 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 (Walker,  & Smither, 1999).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 (Kraiger, Kurt & Ford, 1985).

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 (McGregor, 1960). 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 (Nutt, 2004).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 (Michael, 2007). 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 (Sparrow,  &Cooper, 1998).

Retrenched and Retired Workers

Retrenched and Retired Workers might be hired again in the situation of the deficiency of the skilled personnel and increase in the work load. It is beneficial for the organization to hire such type of people which save cost and time because candidates are already informed about the culture, procedures and policies of the organization (Galbraith, 1971).

Relatives of Disabled and Deceased Employees

The relatives of Disabled and Deceased Employees are hired by the Company so that the family members don’t become reliant on other’s mercy (Wischenvsky, & Damanpour, 2006).

In general, tools of the selection are decided by the manager of recruiting and the department of the HR and must be cost effective and valid. In general, the tools of the selection take into consideration the kind and level of vacancy and the abilities which are to be computed. In general, all parties comprised in the process of the recruitment should respect the right of the candidate to confidentiality and privacy. The candidates who have registered for any position, the Company must not disclose their names to the party who is involved in the process. It is very clear that everything has positive and negative effects. The Internal process of the recruitment requires robust administration from the function of the HRM that can generate conflicts and the Function of the HRM has to perform as the robust facilitator in the quarrel resolution.  The Internal source of recruitment cannot bring competencies and new skills to the Company with the intensive use of internal recruitment (Nutt, 2004).

Human Resource Development

 It is very clear that the internal source of recruitment can be considered as the basic process of the HR needed by the managers and the Employees. Internal recruitment helps in development of the human resource by offering numerous opportunities of the career to the employees inside the Company and for managers provide oriented and skilled employees for the vacancies. The Internal process of the recruitment is coordinated by the function of the HRM and offers numerous opportunities on both sides of the process of the client and may enhance the entire satisfaction with services offered by the function of the HRM. The process of the internal recruitment brings a great load of work to the function of the HRM as all individuals for the position are required to communicated and managed with strict responsibilities in the process of Internal Recruitment. Various employees may alter themselves into the tourists within the Company and they may advantage from the unclear rules for the process of the Internal Recruitment. (Tyson & Ward, 2004).

 HR Planning

 In general, HR planning considered as the process through which companies may find out the existing and the future needs of the human resources and the type of individuals required and find out the paths required to meet the requirements. In simple words, HR planning is considered as the process which makes the Company to have the accurate individual at the accurate place and time. This process helps in finding out the needs of the manpower for the organization in terms of plans, organization structure and operations. There is relationship between Internal Recruitment and HR planning because HR planning helps the HR manager to make sure that the staff in the Company is the right staff to complete the jobs. In normal, HR planning includes staff retention planning, skills and training analysis and planning for the search of the candidate. The successful methods of the recruitment comprise the detailed evaluation of the labor market, job conditions, psychometric tests and interviews to find out applicants potentiality. The small and medium size enterprise concentrates on evaluation, interviews with stress on analysis of the job, emotional intelligence in non experienced individuals and CSR (Fong & Kleiner, 2004).

There is one example which shows how the internal recruitment helps the Yes Bank to fill the vacancies from the existing workers. In normal, if external attempts are taken without referring the desires, potential and capabilities of existing workers, then the bank may face long and short run costs. In the short period, morale of the employees may de-generate and in the period of long run, if the banks neglect the in house talent then it may complex for the bank to fascinate innovative candidates available with the help of other channels. The advantages of the internal recruitment for Companies comprise minimization in cost of the recruitment, arriving the broader applicant’s pool, minimization in cycle of the recruitment, technology that may be implemented to scan the resumes and match up with the basic criteria of the selection. Minimization in the paperwork related with the process of the recruitment and offering a positive image of the corporate brand. The process of the Internal recruitment may offer higher flexibility for the individuals and thus matching the habits of the job- seeking for contemporary labor market. Organizations hiring globally may combine technology of the Internet with other technology like video technology to create it simpler and cost effective when hiring in various countries (Brutus & London, 1999).

Work Analysis

The policy of the Internal Recruitment is closely associated with the policy of professional development and the Company’s perspective on the hiring of the employee. In general, Companies refer to keep their workers long in the organization with high cost of training and recruiting.  This shows that the internal source of recruitment plays a major role in the organization. It is significant for the top management to design the recruitment policy in such a way that the best people would be recruited in the Organization. Internal recruitment offers higher opportunity to workers to make their career in the long run. The internal recruitment helps in minimizing the risk of choosing non appropriate candidate (Sparrow &Cooper, 1998).The Internal recruitment helps in saving of the cost and hiring of the employees from inside helps in achieving of better result throughout the organization. There are various reasons for recruiting the people within the Company such as the recruitment ability is recognized so it is simple to analyze capability for the higher level. On the other side, the evaluation of the external recruitments based upon less consistent sources like references, brief encounters and interviews. Promotions within the organization make commitment and motivation to the Company. The ambitious and skilled workers are likely to involve in the activities of the development, if workers think that these kinds of actions will generate promotion. For managing the human resources in the organization it is advisable to adopt internal source of recruitment because it is cheaper as compared to advertise in other interviewing and media outsiders (Brutus & London, 1999).Conclusion

This report has been designed to select the best method of the recruitment and selection for managing the human resources in the organization. In general there are two methods of the recruitment such as Internal and External. It is advisable for the organization to select Internal Method of recruitment for managing the human resources in the organization. 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. In this essay one example has been given on the YES Bank how the bank has filled the vacancies with the help of existing employees. The close link between internal recruitment and HR planning, work analysis, job design and human resource development has been described. At last, retrenched and retired workers may be hired to fill the deficiency of the skilled personnel ad work load. Promotions within the organization make commitment and motivation to the Company. There is relationship between Internal Recruitment and HR planning because HR planning helps the HR manager to make sure that the staff in the Company is the right staff to complete the jobs.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.

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