HUMAN RESOURCE ISSUES FOR BUSINESS

Human Resource issues for business

Human Resource issues for business

1)Devise a suitable recruitment, selection and testing system for potential employees in this category.

For newcomers entering a new organization, the experience of organizational entry consists of changes, contrasts, surprises, and high levels of uncertainty . Thus, it is not surprising that a number of studies have found that newcomer work adjustment is in large part related to the acquisition of accurate and complete information, and that inaccurate and incomplete information can result in undesirable consequences for individuals and organizations.

The process of organizational socialization and 'sense making' has been described as a process in which newcomers seek-out information in their attempt to learn their role requirements or to 'learn the ropes'. Inaccurate information at entry has been found to result in unmet expectations and 'reality shock' during the encounter pbase of socialization . (Breaugh, Mann, 2004, 261 -267)

Recruitment source information and job survival

Research on the effectiveness of recruitment sources has found that applicants recruited by informal sources of recruitment (i.e. employee referrals, rehires, and walk-ins) have greater job survival rates than applicants recruited by formal sources of recruitment (i.e. newspaper advertisements and employment agencies). The results of a meta-analysis found that the survival rate of referrals was considerably better than that of employment agencies and newspaper advertisements. (Breaugh, Mann, 2004, 261 -267)

Organization information and adjustment

A second major source of job and organization information is the organization and its representatives. Several studies have found that the information provided by organizations can influence newcomers' adjustment. Vandenberg and Scarpello (1990) found that greater accuracy in the way the organization portrayed the job was related to a greater match between newcomers' needs and rewards provided by the organization.

Gomersall and Myers (1966), for example, designed a day-long orientation session to reduce the anxieties of new employees. (Breaugh, Mann, 2004, 261 -267)

A model of the psychological effects of recruitment source and

Organization information on joh survival

The main objective of the present study was to examine the theoretical and psychological processes for the relationship between recruitment source and organization information on job survival. As indicated in the previous section, the theoretical framework for investigating these relationships is based on the realism and met expectations hypotheses of the RJP literature. (Breaugh, Mann, 2004, 261 -267)

Figure 1 presents a model of the linkages relating information accuracy from both the organization and recruitment source to job survival. This model is based on the conceptual framework developed by Wanous on the psychological effects of RJPs, as well as some of the hypothesized linkages developed and tested by others. The model begins with the hypothesized direct paths of recruitment source and organization information on four process variables from Wanous" (1992) model: organizational commitment, met expectations, role clarity, and ability to cope.

In the model presented in Figure 1, the direct negative effect of job satisfaction on intention to quit, and intention to quit on job survival is based on the met expectations hypothesis. (Breaugh, Mann, 2004, 261 -267)

Third, met expectations are ...