Recruitment and Selection in HRM

  Clearly identified job responsibilities and duties are not just essential but important ingredient in order to lure employee contributions. Employees, the essential resource for any organization and their effort, motivation and contribution is connected to how and the way they perceive their job. (Ilgen & Hollenbeck, 1991) defines a job as a set of task elements grouped under a specific job title is designated to be performed by a specific individual. At the heart of every HRM activity is the need for accurate job information. However, in recent years the fundamental uses of a job analysis have become blurred. According to (Palmer & Valet, 2001) and (Schneider & Konz, 1989) job analysis is focused on the collection of work-related information for the specific job as it has existed in the past or currently does exist. Furthermore, (Oswald, 2003) and (Siddique, 2004) states that a job analysis “can be viewed as the hub of virtually all human resource management a...

  Introduction to HRM Management is defined as the art and science of coordinating activities within an organization through a process of decision-making in areas such human resources, finances, and others. The core of very business function solely relies on an organization’s greatest assets, its workforce, its human resource, thus, its human resource has the significant responsibility for the success and failure of an organization (Waal, 2007) . According to (Hellriegel , et al., 2009) , Human Resource Management (HRM) “is the process of analyzing and managing an organization’s human resource needs to ensure satisfaction of its strategic objectives.” Further to that, (Dessler, 2007) states that the policies and procedures associated in HRM that are involved in conducting the human resource aspects of a management position includes recruitment, selection, screening, training and lastly appraising. Research over the years have analyzed the relationship between HRM practices and ...