Tools and Strategic for Recruiting and Selecting the Right Personnel in the Public Sector



Abstract

More companies have adopted strategic HRM practices than are still using traditional HRM practices. Recruitment methods are more sophisticated and comprehensive. Scientific selection methods such as psychometric test, competency based interviews and assessment centers have now been more widely adopted. Training is provided to employees to address change of product, advanced technology, and organizational change, Hr department also uses information technology to deliver their services in public sector. This can be done if the Human Resource professionals work both with management and employees. Human resources management can amend this and become a bridge in establishing what the management wants from employees. Human resource strategic management is a continual process. It is a continuous development process. HRM strategic management requires that the management be prepared always do deal with any situation that comes up. In this paper, we try to focus on the tools and Strategic for Recruiting and Selecting the Right Personnel in the Public Sector.

Tools and Strategic for Recruiting and Selecting the Right Personnel in the Public Sector

Introduction

Employees should be treated as an important part of the organization and champions of their work, which results in, very positive outcomes including the improvement of organizational performance. Through many empirical researches, it is found that HRM practices are highly effective on the performance of the organization. Suitable skills, which are polished to its maximum, are required to attain a variety of goals of a company.

HRM functions shape the employees skills according to the need of the firm which helps in the achievement of organizational performance. From this association, we can say that HRM functions does not only include attracting and hiring employees but to provide them a better competitive environment in which they are assured that their problems will be heard, and they have equal opportunities. The top most goal of HRM is to meet the business and management, rather than providing the reimbursement to employees. Another objective is to link the policies to the business goals and objectives. HRM finds ways to add value to the business. HRM helps the business to gain commitment of employees.

Background

Selecting the qualified and skilled candidate is the main motto of the organization whether public or private. Internet recruiting also extends to more interactive recruitment tools, creating an avenue to build relationships (potentially long-term) between job seekers who are really efficient, but did not get any chance. Some of the key features of e- recruitment include the ability for organizations to initiate background checks, undertake interviews, create customized e-mail notification of recruiters for passive and active candidates, and provide multiple language support, psychometric testing, interactive application forms and other assessment tools. The use of such web-based interactive screening tools is currently only utilized by approximately one-third of organizations, however sophisticated internet recruitment tools are gaining popularity with companies in an attempt to reduce the size of applicant pools efficiently.

Aim and objective of the study

Providing Tools and Strategic for Recruiting ...