...According to David A De Cenzo The recruitment needs are of three types which are as follow: (a) First one is Planned Needs: These are the needs that arise from the changes in the organization and retirement policy creating vacancy for new jobs. (b).Second one is Anticipated Needs: These are those movements in personal which an organization can predict by studying trends both in external as well as internal environment. (c) Last one is Unexpected Needs: These needs arise due to various reasons like deaths, resignations, accidents, illness, relocation etc. Taylor, P. (1998). Seven staff selection myths This article outlines seven commonly held misconceptions about recruitment and selection practices. Areas discussed include the validity...
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...demand for communication services but is currently facing an increasing shortage of skills supply. Moreover, due to shortages of skilled workers, high turnover rates, and rapid business growth in the service sectors, it has been noted that recruiting, selecting, and placing applicants are among the top three priorities of human resource professionals (Bureau of National Affairs, 2000; Straus, Miles, and Levesque, 2001 cf. Bauer et al., 2004). Since the motor vehicle industry in Bangladesh is faced with these three challenges, recruitment and selection comprises an important human resource practice in this industry. Further, in this industry, human resources comprise both the raw material and the “technology” (Communication) and are therefore of prime importance. |1.1 Origin of the report: | This report titled “Recruitment and Selection Procedure of Safat Motors Limited” is a curriculum requirement for Master of Business Administration (MBA)...
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...INTRODUCTION The main objective of this paper is to explore the scope and usage of social media and social networking sites in recruitment and selection process. It primarily intends to provide an insight into good practices and usage of social networking services in HRM . In addition to this, it aims to identify if social networks can help in cost reduction of an organisation’s HRM activities . .“The Internet has drastically changed the face of recruitment. Employers must now actively market themselves by instituting a well-implemented e-recruitment program to find better quality candidates and improve hiring decisions, all in less time and at a lower cost.” (Smith and Rupp 2004) social networking service (also social networking site, SNS or social media) have revolutionized communication methods, both privately and increasingly, at work. Communication through social media involves the use of an online platform or website (a social networking site) that enables people to communicate, usually for a social purpose, through a variety of services, most of which are web-based and offer opportunities for people to interact over the internet, e.g. via e-mail and ‘instant messaging’ (a form of real-time, direct text-based communication between two or more people using personal computers or other devices). Kaplan and Haenlein (2010) define social media as “a group of Internet-based applications that build on the ideological and technological foundations of Web 2.0*, and that allow...
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...of the relevant paper in the first instance or email copyright@brunel.ac.uk with details of your request. The Impact of Saudi Culture on Recruitment and Selection Practices in the Privet Sector in Saudi Arabia By Rajeh T. Albugamy Submitted to BBS Doctoral Symposium Brunel University 4th & 5th March, 2010 -2- Abstract The ultimate goal of recruitment and selection is to hire or get the right people for the right positions, i.e. qualifications; skills and merit are the criteria that should determine who would occupy the job rather than nepotism, favouritism or any other cultural elements (Alghailani, 2005). In Saudi Arabia like the other Arab countries , wasta for example, an Arabic term which means using connections for personal gains, is deeply rooted in the culture and having a big influence on people’s life and business among that obtaining a job depending on the strength of wasta (Hutchings and Weir, 2006). Employees in Saudi Arabia with strong family and tribal connections are often got promoted to higher positions (Mellahi, 2006). According to Al-Awaji (1971), the Saudi social-value system is based on three major subsystems: (1) Religion which is Islam for all Saudis, (2) Family and kinship, (3) Traditions. This research aims to explore the impact of the Saudi cultural factors on the recruitment and selection practices in the privet sector in Saudi Arabia...
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...and of their operations. Recruitment is the process of generating a pool of capable candidates applying to an organisation for employment (Gold, 2007). Applicants with experience and qualifications most closely related to job specifications may eventually be selected. Organisations become concerned when the cost of a mistake in recruitment is high. According to Armstrong (2006) the aim is to obtain, at a minimum cost, the number of suitable and qualified candidates to satisfy the needs of the organisation. The organisation attracts candidates by means of identifying, evaluating and using the most appropriate sources of applicants. El-Kot and Leat’s (2008) observation is that recruitment begins with advertising existing vacancies As already mentioned, this can be done internally or externally. In this instance the researcher was interested in external sources and processes as organisations in the Province are currently experiencing an undersupply of suitable candidates. Company policies related to the employment of relatives may influence its recruitment efforts. Currently more and more companies implement anti-nepotism policies that prevent the employment of close relatives, especially relevant to placement of candidates in the same departments or work groups (McMillan, 2006). Recruitment and selection is the process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications (Walker, 2009).Thus recruitment is the process of identifying...
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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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...| Resourcing and talent planning | Level | 3 | Credit value | 6 | Unit code | 09005 | Unit review date | Sep-11 | Qualifications link | Certificate in Human Resource Practice | Aim | To develop the learners’ understanding of the principles and practice of resourcing and talent planning | Unit abstract Organisational success depends on having the right skill mix. This unit provides an introduction to resourcing and talent planning process. Studying this unit will enable learners to understand the factors which impact on an organisation’s resourcing and talent planning policy. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, short listing, conducting face to face or telephone interviews and contributing to job offer and rejection letters. They will also learn about the key legislation pertaining to recruitment and selection. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders. This unit is suitable for persons who: * are working in human resources...
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...Resource Practice Aim To develop the learners’ understanding of the principles and practice of resourcing and talent planning Unit abstract Organisational success depends on having the right skill mix. This unit provides an introduction to resourcing and talent planning process. Studying this unit will enable learners to understand the factors which impact on an organisation’s resourcing and talent planning policy. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, short listing, conducting face to face or telephone interviews and contributing to job offer and rejection letters. They will also learn about the key legislation pertaining to recruitment and selection. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders. This unit is suitable for persons who: • are working in human resources who wish to further develop (or refresh) their current knowledge, skills and capabilities in resourcing and talent planning • have a responsibility for recruitment and selection...
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...of employees banking sectors in Pakistan so many difficulties in the last few years. About Only 8% of the population in our country uses the banks. In this competitive environment organizations are continuously improving their employees’ performance by improving their human resources practices. Researcher and scholars proved that HRM practices are necessary for organizations success. The objective of this research is to analyze the Effects of Human Resources Management Practices on Employee Performance.in this research three HRM practices consumption, selection, and recruitment is studied. Literature review Selection Once you have identified the technical skills and job attributes you are seeking in a new employee, you should consider the most effective way to identify and assess these in candidates.Selection is the process of picking up individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. Selection in HRM is very sensitive issue because it is directly related with the progress for all organizations. Recruitment refers to select right people, at right time in right place. Recruitment is another important practice in HRM....
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...OVERVIEW ON THE THEORY OF RECRUITMENT PROCESS AND THE USE OF SELECTION TOOLS November 2015 PETER HORVATH CASS BUSINESS SCHOOL – MEMBASTUDENT NUMBER: 150000247 | Table of Contents Executive Summary 3 The Focus of this Paper 3 Recruitment Process 3 Selection Tools 6 Recommendations for My Firm 7 References 8 Executive Summary Human capital is a potential source of firms’ competitive advantage. To capitalize on this, firms must understand the structure and the different aspects of the recruitment process and selection, and put in place a recruitment strategy, which sets out objectives, specifies recruitment activities, and takes into consideration intervening variables to accomplish the desired recruitment outcomes. In this process, firms are strongly advised to apply an individually tailored 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...
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... | |Recruitment And Selection | Jeff Gold CHAPTER OVERVIEW This chapter begins by providing an overview of the critical processes of recruitment and selection. It emphasizes the importance of the psychological contract in achieving positive HR outcomes and the significance of issues of power. It then goes on to consider various legal issues, forms of discrimination and recent requirements on data protection and human rights. The role of recruitment in managing diversity is considered. Recruitment is seen as an attraction process subject to variations in labour market conditions and variation of interests. The importance of a strategic view is considered to align performance requirement with roles specified in terms of skills and attitudes – often expressed as competences. e-Recruitment is also considered. Coverage of various selection methods is provided, based on a consideration of reliablity and validity issues. Chapter objectives After studying this chapter, you should be able to: □ Understand the place of recruitment and selection as a stage in the formation of the employment relationship. □ Understand the key legal requirements relating to recruitment and selection □ Explain the nature of attraction in recruitment □ Explain the effectiveness of the selection interview □ Understand the value of psychometric...
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... | Purpose and aim of unit Organisational success depends on having the right skill mix. This unit provides an introduction to the resourcing and talent planning process. Studying this unit will enable learners to understand the factors that impact on an organisation’s resourcing and talent planning activities. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, shortlisting, conducting face–to-face or telephone interviews and contributing to job offer and rejection letters. Key legislation pertaining to recruitment and selection will be covered. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders. This unit is suitable for persons who: • are aspiring to, or embarking...
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...Services Ltd Course: Certificate in Human Resources Practice 2013-14 College: Central Sussex College Word Count: Terms of Reference This report has been compiled for the Certificate in Human Resources Practice 2013-14. To be submitted by September 5th. The aim: To investigate specific aspects regarding recruitment practice. 1. Objectives: Identify and assess four factors that affect an organisation’s approach to both attracting talent and recruitment and selection 1.2, 1.3 Identify and explain three organisational benefits of attracting and retaining a diverse workforce 1.1 Describe three methods of recruitment and three methods of selection and identify when it is appropriate to use them 2.1, 2.2 2. Introduction To identify, explain and analyse recruitment practice within FirstCol Services Ltd. 3. Methodology Information for this report was gathered in the following ways: Consultation with fellow HR Professionals, both during networking events and during CIPD Certificate in Human Resources Practice Level 3 lessons. Analysis of practice at my own organisation. This included conversations with fellow HR professionals as well as Managing Director of the company. Research into different techniques used at other organisations. 4. Findings 4.1 Organisational Factors The factors that affect an organisation’s approach to both attracting talent and recruitment selection are: Their wage structure The role...
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...assignment will look at a Human Resource Management problem of recruitment and retention process in Primary Care. The writer will look at the current recruitment process, which has recently been less than conducive to attracting the right applicant to the ever changing, varied and often stressful roles within the Primary Care setting. Recent events have resulted in high workload and stress levels for existing colleagues and staff due to the lack of retention of newly recruited staff who have been unable to cope with the ever increasing demands on clinical and administration/reception staff and leave. Staff are recruited to post, but then do not stay very long, this is having an immense impact on the remaining staff as they have used time to train the new recruit and then have to take over again the workload the new recruit would be doing when they leave. The essay will define what Human Resource Management is and how recruitment and retention can be improved to meet the needs of the ever changing Health Care system. A vacancy is a valuable opportunity to look at the needs of a practice and how the present workforce meets those needs. It is an ideal opportunity to integrate a new individual to enhance the workforce and gain a more effective team to lead and manage. It has been clear from recent experiences that recruitment is an issue at the practice as the last four recruits have only stayed within the practice for an average of 4 months before leaving for numerous reasons...
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...HRM 590 WEEK 5 ASSIGNMENT 2 RECRUITING SELECTION To purchase this visit following link: http://www.activitymode.com/product/hrm-590-week-5-assignment-2-recruiting-selection/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 590 WEEK 5 ASSIGNMENT 2 RECRUITING SELECTION HRM 590 Week 5 Assignment 2 Recruiting Selection Written Assignment #2: Recruiting/Selection – Due Week 5 Purpose: Now that you have a job created, you need to find someone to fill that job. The purpose of this assignment is to outline a recruitment plan to find a candidate to fill your new job opening. Once you’ve identified your recruitment pool, you then need to determine how you will select the best candidate. Then, after your candidate has been on the job for a year, she needs a performance evaluation. Category Criteria Points Recruitment Plan Write a job ad for your job opening. Provide a recruitment plan that includes where you plan to recruit and why, along with how long you plan to recruit and why. You must thoroughly explain your decisions for this recruitment plan. 25 Selection Method Describe the selection method(s) you would use to hire the best candidate. You must thoroughly explain your decisions for this selection method. 25 Performance Evaluation Now you’ve hired a candidate, Cathy. She has been working for you for a year now. Based on the information provided (Performance Results Data document found in Doc Sharing), write her performance evaluation. You must be sure to substantiate...
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