EMPLOYEE RESOURCING

Employee Resourcing

Employee Resourcing

Introduction

An organization is a unit composed of two or more persons, who works with relative constancy in order to achieve a goal or a set of common goals. The way these people work and interact with each other, largely determine the success of the organization.

In this sense, the importance that the way staff is chosen is obvious. Low-skilled people will cause large losses to businesses both by errors in the various procedures, such as lost time. Similarly, people with suitable non-conflicts occur, disrupting the harmony that should exist between individuals, which inevitably affect the overall job performance.

Therefore, there must be a rigorous and effective way to assemble the best possible contingent to the success of the organization. The recruitment and selection, widely discussed in this paper, is the best way to achieve this goal.

The psychologist, who manages the knowledge about individuals and their ways of relating to others, and themselves, provides a valuable shade in this task. Since the organizational world, both public and private has been aware of it; this field opens a real alternative for this professional development. This is the main reason why we have chosen the topic for research and analysis.

Basic Components of the Recruitment

Recruitment is a process that varies according to the organization. It consists of a set of techniques and procedures designed to attract qualified candidates potentially able to occupy positions within the organization. To achieve its mission, the recruitment must attract enough candidates to supply adequately the selection process. Furthermore, is to perform research activities and involvement in the sources capable of providing the company a sufficient number of people to achieve objectives.

Recruitment requires rigorous planning consists of a sequence of three phases:

Internal investigation into the needs

External market research

Recruitment methods for applying

In other words, these phases are distinguished: those that the company requires, what the market can offer human resources and recruiting techniques. Thus, a general outline of a recruitment process would involve:

Human Resource Planning

Receipt of applications specific staff

Identify the vacancies required

Obtain information from job analysis

Confronting the information management

Check the job requirements

Apply the appropriate method of recruitment

Get the best candidates for the selection process

Once you have a qualified group of applicants obtained by recruiting, it begins the selection process. This phase involves a series of steps that add complexity to the decision to hire and consume some time. These specific steps are used to decide which applicants should be hired. The process begins at the time a person applies for employment and ends when there is the decision to hire an applicant.

This activity runs the risk of being judged as essentially a bureaucratic process. In many personnel departments are integrated recruitment and selection functions in a single function that can be called recruitment and is often the essential reason for the existence of them (Avery 2006, 157-187).

Actions to Be Made Before Initiating Recruitment Activities

According to the points made above, we ...