RECRUITMENT AND SELECTION IN ORGANIZATIONS

Recruitment and Selection in Organizations

Abstract

The world's economy is changing rapidly in our days and growth in professional and services jobs have made it very important for organisations to recruit and keep talented, professional, skilled employees. Thus, attention to the Human Resource Management is becoming more important. It is only in recent times that a HR department has become a more firmly established presence in small to mid-sized companies, but for many starting executives, the concept and need for HR are still new.

Table of Contents

Abstract2

Chapter 1: Introduction5

Background of the Study5

Problem of the Study5

Purpose of the Study5

Objectives of the Study6

Rationale and Significance of the Study7

Chapter 2: Literature Review9

Recruitment9

Job Analysis10

Selection12

Retention13

What is HRM?14

HRM Today17

Barriers to Effective HRM Performance17

Effective HRM18

Chapter 3: Research methodology29

Research Design29

Procedure29

Chapter 4: Results and Discussion33

Results33

Discussion34

Chapter 5: Conclusion and Recommendation39

Conclusion39

Recommendations40

References43

Chapter 1: Introduction

Background of the Study

Recruitment and selection is an integral part of human resource management and more specifically as part of the human resource planning process. As future graduates we wanted to get a better understanding of what awaits us in terms of securing future employment. Recruitment and selection is widely researched and discussed by HRM academics, therefore there was a great wealth of materials available.

Problem of the Study

It is usually top management who determines how critical human resource management will be in an organisation. So, if top management decides to minimize the importance of employees to the organisation's success, so will line managers. In turn, as a consequence will be minimally effective HR management.

Purpose of the Study

Noe Hollenbeck Gerhart Wright (2003 324-487) agree with above statement and says that top managers may have a low priority and short term view of HRM issues while being more concerned with other issues such as power and control. This situation may lead to HRMs low power and status at the senior executive level. Also, there are some top executives who think that HR specialist is really a Recruiter and that all they need is for this Recruiter to find them several engineers or programmers and everything will be OK. But they never thought about what will be conditions for employees after hiring.

Some people distinguish a difference between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including: career development, training, organization development, etc. There is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?" (Breaugh, 2003 612-619)

Objectives of the Study

The objectives for this paper were as follows:

To distinguish between theory and practice;

To provide an overview for present students of current recruitment and selection processes;

To share the firsthand top tips we received while conducting our research;

To get the widest possible understanding of the recruitment and selection process, through researching a variety of different industries.

The structure of our paper is fairly straight forward. The paper begins with a review of the ...