...combination of selection tools with the highest overall validity. Based upon the findings of this paper, to improve my firm’s HR practice I recommend to (1) plan the recruitment and selection process and form a strategy, (2) combine various selection tools, (3) keep accurate records and (4) avoid all forms of discrimination. The Focus of this Paper In my firm, decision makers neither understand the strategic significance of recruitment and selection nor use any academic findings and best practices to overcome stuffing challenges. Despite the facts that (i) recruiting is of utmost importance not only for achieving competitive advantage over our competitors, but also for the long-term survival of the company (Taylor and Collins, 2000) and that (ii) academic research shows that firms using effective staffing practices have higher level of profitability and profit growth (Terpstra and Rozell, 1993), my firm has no clear picture about the entire organizational recruitment process and it unsystematically applies staffing...
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...While Taylor and Collins (2000, cited by Orlitzky 2008) stressed that recruitment plays a fundamental role in HRM, Roberts (2005) argued selection to be the most critical process and emphasised the need to choose the right people in order to achieve a competitive advantage, as ‘you can’t make a silk purse of a sow’s ear’ (p.19). Breaugh and Starke (2000) supported this view in saying that recruitment is the lesser of the two processes. In fact, Taylor (2008) argued that the two processes are dependent on each other and ‘recruitment provides the candidate for the selector to judge’ (Watson 1994, cited by Marchington and Wilkinson...
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...that three variables including ad information, ad appropriateness and ad truthfulness have significant differences for specific job ads and general job ads, while application pursuing process is generally the same for both specific and general job ads. Key words: Specific recruitment ads, general recruitment ads, application pursuing process. INTRODUCTION Marketing is a communication of something which is specifically directed to some one. The target audience of any marketing activity can be its customers, competitors, employees or even potential employees, these communications can be in a direct form like marketing of a new or existing product by a company or it can be in an indirect form such as recruitment advertisements (Ryan et al., 2000). As the major aim of marketers is to analyze consumer motivations, their needs, wants and demands and then provide range of products to satisfy those needs wants and demands. Similarly, human...
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...Strategic Integration of Recruitment Practices and Its Impact on Performance in Indian Enterprises Ashok Chanda, Trapti Bansal & Rupal Chanda Abstract Recruitment and selection is a foundation of human resource management (HRM) practices and its integration to business is critical to achieve organisational strategic goals. However, little research has to date examined strategic integration in this specific human resource (HR) practice, and, therefore, little is known about the level and application of recruitment and selection strategic integration a situation that warrants greater investment due to the economic growth in India in a corresponding expansion of Indian enterprises. Consequently, this study investigates the level at which recruitment and selection practices integrate with business strategies and the relative effects of different levels of such strategic integration on organisational performance in 259 Indian enterprises. The results show the majority of Indian enterprises had a high level of recruitment and selection strategic integration in business strategy formulation and implementation. Moreover, the level of recruitment and selection strategic integration was positively related to growth in market share, profits and sales, employees’ satisfaction, employees’ productivity, and negatively related to employees’ turnover. The implications for HRM practitioners and further research are discussed. Introduction Recruitment and selection is the process of attracting...
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...|Module Code | | | |Assignment Sequence | |2 | | | |C | |O | |M | |P | |3 ...
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...Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee and to further develop and motivate them so that they continue to provide value to the organization. However, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. For this reason, I chose to research and address this topic. In the near future I plan working my way through different management positions in the organization I establish myself with and ultimately reach corporate level. When this comes to fruition, I will need to know my employees, how to retain the most productive ones, and how to keep them satisfied. With this in mind, the topics covered in this report will look at the differences between retention and turnover, why employees stay, reasons why they leave, and what can be done to save them. Employees leave organizations for all sorts of reasons. Some find a different job, some go back to school, and some follow a spouse who has been transferred out of town. Others retire, get angry about something and quit on impulse, or never intended to...
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...Journal of Applied Psychology 2005, Vol. 90, No. 5, 928 –944 Copyright 2005 by the American Psychological Association 0021-9010/05/$12.00 DOI: 10.1037/0021-9010.90.5.928 Applicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of the Correlates of Recruiting Outcomes Derek S. Chapman, Krista L. Uggerslev, Sarah A. Carroll, Kelly A. Piasentin, and David A. Jones University of Calgary Attracting high-performing applicants is a critical component of personnel selection and overall organizational success. In this study, the authors meta-analyzed 667 coefficients from 71 studies examining relationships between various predictors with job– organization attraction, job pursuit intentions, acceptance intentions, and job choice. The moderating effects of applicant gender, race, and applicant versus nonapplicant status were also examined. Results showed that applicant attraction outcomes were predicted by job– organization characteristics, recruiter behaviors, perceptions of the recruiting process, perceived fit, and hiring expectancies, but not recruiter demographics or perceived alternatives. Path analyses showed that applicant attitudes and intentions mediated the predictor–job choice relationships. The authors discuss the implications of these findings for recruiting theory, research, and practice. Keywords: recruiting, job choice, applicant reactions, person– organization fit, meta-analysis a quantitative review of this literature has not been...
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...PART II Fundamentals of Human Resource Management [12:34 14/4/2009 5298-Wilkinson-Ch09.tex] Job No: 5298 Wilkinson: The SAGE Handbook of Human Resource Management Page: 133 133–154 [12:34 14/4/2009 5298-Wilkinson-Ch09.tex] Job No: 5298 Wilkinson: The SAGE Handbook of Human Resource Management Page: 134 133–154 9 Recruitment and Selection Filip Lievens and Derek Chapman RECRUITMENT AND SELECTION Few people question that recruitment and selection are key strategic domains in HRM. At the same time, recruitment and selection also have an image problem. First, recruitment and selection are often viewed as ‘old’ ingrained HRM domains. It seems like the traditional recruitment and selection procedures have been around for decades, which is at odds with the ever changing internal and external environment of organizations. Hence, practitioners often wonder whether there are any new research-based ways for recruiting and selecting personnel. Another image problem for recruitment and selection is that a false dichotomy is often created between so-called macro HR (examining HR systems more broadly) and micro HR (examining individual differences). It is further sometimes argued that organizations should value macro approaches and write off micro approaches as not being relevant to the business world. We posit that these image problems and debates only serve to distract and fracture the field and hide the fact that excellent HR research and practice needs...
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...The Effect of E-recruitment On the Recruitment Process: Evidence from Case Studies of Three Danish MNCs Anna B. Holm, Aarhus University, Denmark annah@asb.dk Abstract. The aim of this research is to determine whether the introduction of e-recruitment has an impact on the process and underlying tasks, subtasks and activities of recruitment. Three large organizations with wellestablished e-recruitment practices were included in the study. The case studies were conducted in Denmark in 2008-2009 using qualitative research methods. The findings indicate that e-recruitment had a noticeable effect on the overall recruitment process in the studied organizations. The investigation revealed changes in the sequence, divisibility and repetitiveness of a number of tasks and subtasks. The new process design supported by information and communications technologies was identified and is presented in the paper. This process allowed recruiters in the study to perform recruitment tasks more efficiently. However, practitioners should be aware of the increasing demands of the quality of online communication with applicants, and with it the electronic communication skills of recruitment professionals. Keywords: recruitment, e-recruitment, web-based recruitment, online recruitment, staffing, e-HRM 1 Introduction The first decade of the twenty-first century saw rapid growth in the use of online recruitment [25] and the transformation of electronic recruitment into one of...
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...Revisão de Literatura Gestão Operacional de Recursos Humanos Mestrado em Gestão de Recursos Humanos Professora Carolina Machado Cecília Rita Cosme Vilar Correia, nº 22276 Recrutamento e Seleção Declaração de originalidade Declaro que o presente trabalho é da minha autoria e não foi utilizado previamente noutro curso ou unidade curricular, desta ou de outra instituição de ensino. As referências de outros autores (excertos, ideias, pensamentos,…) encontram-se devidamente indicados no texto e na listagem das referências bibliográficas. ___________________________________________ (Assinatura do autor) 1 Cecília Correia Recrutamento e Seleção RESUMO A Gestão de Recursos Humanos (GRH) é, atualmente, um assunto muito popular entre as empresas e, também, entre os académicos. Cada vez mais se defende que as práticas de RH são essenciais para as organizações e que a força de trabalho deve ser talentosa, sendo esta um “meio” crucial para atingir o sucesso organizacional. Muitos são também os estudos que vêm justificar esta urgente necessidade de se diferenciar, no contexto organizacional, através das pessoas. De facto, o presente trabalho terá início neste ponto: nas razões que levaram as empresas a atribuir tamanha importância à GRH. Cada uma das práticas de GRH adotadas por uma organização mostra-se, de acordo com os principais académicos do tema, de extrema importância. Apesar de a presente revisão de literatura focar-se-á, apenas, nas práticas de Recrutamento e Seleção e quais...
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...employed for data gathering. The results have strong support for the long run benefits, for Mobilink, of adopting e-recruitment strategy. Keywords: E-Recruitment, Mobilink, Employees, Informal Networks 1. Introduction Recruitment is the basis for an organization to create and then continually recreate itself. It involves the workforce of an organization who are directly involved in the ecology of organizations. When individuals arrive, grow, develop and departure, it shows the success or failure of a recruiter who recruited them. Recruitments are particular activities carried out by organization with the main objective of finding the real objectives of organization by finding the competent workforce for the organization (Breaugh& Starke, 2000). E-recruitment is...
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...INTERNSHIP REPORT On Recruitment and Selection Process On First Security Islamic Bank LTD (FSIB) Prepared by: Md. ID : Program : BBA Major : HRM Prepared for Business Studies A Report Submitted to the Department of Business Administration,UITS,in partial fulfillment of the Requirements for the Degree of Bachelor of Business Administration (BBA). Date of Submission: 23.11.2015 Acknowledgements This report is based on my internship work with the first Security Islamic Bank Senanibash Cantonment Branch, Dhaka. for the period of 3 months with effect from 09 June 2015 to 28nd September 2015. Regarding the outcome of this internship, I would like to express my special gratitude, profound thankfulness, deep appreciation and indebtedness to my respectable teacher as well as supervisor Mr.Md.Hossen Miazee, Head of Internship and Placement, Department of Business Studies, UITS,for his constant supervision, moral support, valuable instructions and helpful advice during the whole period of my research work. I am grateful to my organizational supervisor Md.jahangir Alom Senior Principal officer, First Security Islamic Bank Senanibash Cantonment...
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...Journal of Diversity Management – Second Quarter 2010 Volume 5, Number 2 Impact Of Job Analysis On Job Performance: Analysis Of A Hypothesized Model Rehman Safdar, Pakistan Electronic Media Regulatory Authority (PEMRA), Pakistan Ajmal Waheed, Quaid-e-Azam University, Pakistan Khattak Hamid Rafiq, National University of Modern Languages, Pakistan ABSTRACT Researchers have developed a relationship between HRM practices and organizational performance, but the relationship between HRM practice like job analysis – employee Job performance remains unexplored. This paper, based on a study of employees of Pakistan Public sector regulatory authorities of telecommunication, oil and gas, power, media, security exchange, banking sector and organizations being regulated by these authorities is an attempt to develop and test a hypothesized model linking HR importance of job analysis with employee job performance. Survey results of 568 employees indicated that practice of job analysis was strongly related to employee job performance. The findings suggest that an organisation-wide policy of job analysis is an important source of competitive advantage in its own right, and requires due attention of HR professionals. The study extends the findings of the HR–employee job performance research pursued in Western countries to a non-Western context. Keywords: Human resource management; HR practices in regulatory authorities; HR-performance linkage; Job analysis; Job performance; Job satisfaction;...
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...SHRM Foundation’S EFFEctivE PRacticE GuidElinES SERiES Retaining A Guide to AnAlyzinG And MAnAGinG eMployee turnover Talent SHRM Foundation’S EFFEctivE PRacticE GuidElinES SERiES REtaininG talent A GuiDe to AnAlyzinG AnD MAnAGinG eMPloyee tuRnoveR by David G. Allen, Ph.D., SPHR i REtaininG talent This publication is designed to provide accurate and authoritative information regarding the subject matter covered. Neither the publisher nor the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required, the services of a competent, licensed professional should be sought. Any federal and state laws discussed in this book are subject to frequent revision and interpretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encouraged to seek legal counsel regarding specific policies and practices in their organizations. This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM©). The interpretations, conclusions and recommendations in this book are those of the author and do not necessarily represent those of the SHRM Foundation. ©2008 SHRM Foundation. All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system or transmitted in whole or in part, in any form or by any means, electronic, mechanical...
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