HRM

HRM

HRM

Introduction

In every organization, recruitment and selection of qualified management candidates is crucial to efficient and strategic management. As Lester L. Tobias (1990) notes, “To achieve excellence, organizations must start with excellent people…It is easier and more cost-effective to approach excellence through better selection than through any other method” (p. 23). The process of figuring out in advance what kinds of people and skills will be needed in the future is one of the major strategic steps an organization can take to successfully recruit management executives, and it should actually take place prior to the need for recruitment for any particular position (Pynes, 1997).

Regardless of whether a recruitment plan has been put in place as part of a strategic plan, when the time comes to fill an executive position, as Ram Charan (2000) discusses, the search committee or board of directors will need to approach the search strategically by examining three areas. They should look at the organization's needs and set priorities for those needs, they should determine if there is an insider who is qualified for the position or if it will be necessary to look outside the organization, and they should evaluate the candidate as a total person, not just in terms of education and experience but in terms of personality and temperament as well.

ASDA

Asda is a British supermarket chain which retails food, clothing, toys and general merchandise. They also have a mobile telephone network, called Asda Mobile. Asda became a subsidiary of the American retail giant Wal-Mart, the world's largest retailer, in 1999, and is the second largest chain in the UK after Tesco, having overtaken Sainsbury's in 2003. Asda's marketing promotions have usually been based solely on price, with Asda promoting itself under the slogan Britain's Lowest Priced Supermarket, 12 Years Running. As a wholly owned division of Wal-Mart, Asda is not required to declare quarterly or half-yearly earnings. It submits full accounts to Companies House each October.

Strategic Recruitment

Strategic recruiting is the process of identifying, and attempting to attract, applicants in the external labor market who possess the characteristics or aptitudes that will enable the organization to achieve its strategic objectives. Recruiting typically results from needs identified in the employment planning process, and is presumed to be driven by the need to fulfill immediate operational objectives. Strategic recruiting, on the other hand, derives from systematic assessment of the organization's mission and strategic objectives, and is undertaken to facilitate long-term organizational success.

Rynes and Barber (1990) have suggested that organizations facing a current or anticipated labor shortage could employ strategic recruiting as a means of attracting applicants, or could address the shortage through other strategies that do not involve applicant attraction. Olian and Rynes (1984) have indicated how organizational strategy might affect recruitment practices. Bretz and Judge (1994) have suggested that an organization's strategic objectives drive the choice of human resource systems that are implemented, and in doing so reveal to job applicants important contextual information that would otherwise be ...