Introduction
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
Research over the years have analyzed
the relationship between HRM practices and organization performance, financial
performance, progressive HRM practices that affect employee motivation and
skill
The scope of HRM falls into three
aspects. Firstly, the personnel aspect concerned with the planning,
recruitment, selection, and other aspects with relation to the workforce of the
organization. Secondly, the welfare aspect which focuses on the working conditions
of the people in the organization. Lastly, the industrial aspect which relates
to the union management relationship, disciplinary actions etc.
By having strong and successful HRM
procedures and policies, the importance it would have to the organization would
be good human resource practices which would help to attract the bets and right
fit for the workforce of the organization. The main importance it would have
towards the employees of the organization would be by creating the right
climate for employees to work in, creating various financial and non-financial
incentives to induce work motivation and many more.
Introduction to Recruitment and
Selection
An integral part of an organization’s
Human Resource Management and planning process lies within the recruitment and selection
process. It is the most important operation in HRM, designed to get the best out
of an employee’s strength, talents, and skills to meet the strategic goals of
an organization. The workforce or in other words the people of the organization
are vital as they offer unique perspectives and values to an organization and
by creating processes and policies to help manage these effectively would be a
great asset and benefit to the organization
According to
The following Figure 1 indicates the
relationship between HRM strategies, and the organization and it further highlights
the centrality of recruitment and selection in the HRM framework.
References
Byars, L. & Rue, L., 2006. .Human Resource
Management. 8th ed. New York: McGraw-Hill.
Dessler, G.,
2007. Human Resource Management. 11th ed. s.l.:Pearson.
Ekwoaba, J.,
Ikeije, U. & Ufoma, N., 2015. THE IMPACT OF RECRUITMENT AND SELECTION
CRITERIA ON ORGANIZATIONAL PERFORMANCE. Global Journal of Human Resource
Management, 3(2), pp. 22-33.
Hellriegel ,
D., Jackson, S., Slocum, J. & Staude, G., 2009. Management. 3rd
ed. s.l.:Oxford University Press.
Huselid, M.
A., 1995. The impact of human resource management practices on turnover,
productivity, and corporate financial performance. Academy of Management
Journal, Volume 38, pp. 635-672.
Kusu, R.
& Balaji, S., 2020. A study on recruitment and selection. Malaya
Journal of Matematik, S(2), pp. 783-784.
Waal, A. A.
D., 2007. The characteristics of a high performance organization. Business
Strategy Series, 8(3), pp. 179-185.
Zottoli, M.
& Wanous, J., 2000. Recruitment source research: Current status and
future directions. Human Resource Management Review, 10(4), pp.
353-382.
According to Armstrong handbook of HRM , In modern businesses competency headings created from role analysis are used as the foundation for person requirements and the skills necessary for roles are determined by the competences mentioned in the specification served as a framework for recruiting, selection, and competency-based interviews.
ReplyDeleteAgreed. Further, Storey (1995) states that HRM "is a pproach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques.”
DeleteGood Beginning Onita, In other hand Recruitment is nothing but the process of searching the candidates for employment and then stimulating them for jobs in the organization. It is the activity that links the employees and the job seekers. It is also defined as the process of finding and attracting capable applicants for employment(Neeraj Kumari 2012)
ReplyDeleteAgreed. According to Devi & Banu (2014), “Recruitment is the process of searching the candidates for employment and stimulating them to
Deleteapply for jobs in the organization”.
Great Introduction Onita. Further, the history of hiring and selecting it has been established that the US Army's method for selecting people during the First World War was specific (Bratton, & Gold, 2017). A test of intelligence (IQ) was created with the intention of ranking people according to the amount of intellect they possessed and later, many companies and organizations used this tactic to quality of the job may grow with the organization of precisely matched individuals (Magnuson,2002). However, on the other hand, if not structured in a proactive & efficient manner, recruiting & selection capacity may become an expensive and unproductive process decreasing in a systematic fashion (Simona, 2007), products or services may drop, and customers can be sent somewhere else (Sreidhar, 2005).
ReplyDeleteAgreed Romeda. Agreed that improper recruitment and selection policies can cause the stated outcomes. However, it is important to note that recruitment is the centerpiece of a strategic HRM and thus, getting this process right increases the likelihood of growing a successful company according to Taylor & Collins (2000).
DeleteVery Interesting. I would like to share some insight on how the Talent Assessment is been done in the Age of AI. As the saying goes, “the future is already here, it just not evenly distributed” (Gibson, 2003). This is true for the use of novel data sources and methods in the recruitment space. For example, while we may feel squeamish about recruiters using social media to snoop or research candidates (it depends on what side of the process you're on), it is a practice that has already become deeply embedded into the hiring process. It is estimated that 84% of firms use social media sites for recruitment; 44% use candidate social media profiles to screen candidates; and 36% have disqualified candidates on the basis of information found (Society for Human Resource Management, 2017). To place these figures in context, the use of social media evaluations in hiring decisions is more prevalent than traditional methods such as psychometric inventories (20%), and as popular as aptitude tests (42%; Davison, Bing, Kluemper, & Roth, 2016; Rogelberg, 2006).
ReplyDeleteAgreed Vidura. Using social media platforms for the recruitment and selection process can help target the right candidate, and make the application process simple (Archana et al. 2017)
DeleteVery Interesting Onita, in addition, according to Dessler (2008) the policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising comprises of HRM and also Scott, et al., (2009) have defined Human Resource Management as that branch of management which is responsible on a staff basis for concentrating on those aspects of operations which are primarily concerned with the relationship of management to employees and employees to employees and with the development of the individual and the group.
ReplyDeleteAgreed Chathuri. Furthermore, as stated by Becker & Gerhart (1996) a well supported HR function is vital and provides the context for a better performance in the broader spectrum of the organization.
DeleteGood Introduction Onita, Recruitment and selection processes are one of the most important way in a company being repeated periodically. Recruiting and selecting the right workers is very important to organizations progress (Emma & Denisa, 2017).
ReplyDeleteAccording to Devi & Banu (2014), some of the main goals of the recruitment process are to find the best talents from the advertised vacancies , manage the recruitment sources, run the internal recruitment process and many more.
DeleteAgreed. Research in strategic HRM focuses on systems of HR practices that collectively have an impact on performance-related outcomes at the organizational level (Delery, 1998; Wright & Boswell, 2002; Wright & Snell, 1991). Utilizing a variety of HR techniques helps to establish, preserve, and motivate the human capital pool, which is likely to increase the system's overall effectiveness (Delery, 1998; Jiang, Lepak, Han, et al., 2012; Lepak et al., 2006).
ReplyDeleteAgreed. Moreover, effectiveness and efficiency of employees are dependent on how the HR system is organized and managed in organizations (Osibanjo & Adeniji, 2012)
DeleteAgreed with the content, a careful and methodical approach is used in the selection and recruitment of the individuals within the organizations. The workers must retain a thorough understanding of the tactics and methods that must be used for selection and recruitment. The importance of selection and recruitment is punctuated by laws, good practices, a variety of sources for selection and selection methods, as well as skills and capabilities for canvassing and evaluating implicit workers(Gomathy, 2022).
ReplyDeleteAgreed. As stated by Devi & Banu (2014), "It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force."
DeleteInteresting introduction Onita, further, to add to the content, according to Kapoor (2021), The processes of recruitment and selection are regarded as indispensable in leading to effective growth and progression of the organization. In order to implement various types of organizational tasks and activities in an appropriate manner, it is vital to make sure the right candidates are selected for the right positions at the right time. Furthermore, the candidates need to possess the essential knowledge, competencies, and abilities. According to Byers and Rue (2006), recruitment is the process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen. Recruitment is one of the Key Result Areas (KRAs) of Human Resource Management which basically means matching Human Resources to the Strategic and Operational needs of the organization ensuring optimum utilization of those Human resources.
ReplyDeleteAgreed. Moreover, recruitment should be viewed as a strategic opportunity instead of mere replacement. It should be considered as a part of an overall career management strategy which is driven by the business strategy ( Holbeche, 2004).
DeleteAgreed Onita, in addition to the content, according to (Hamza, 2021), a thorough recruiting and selection procedure can ensure an organization's productivity and consistency of performance as well as help further shape employee behavior and attitude.
ReplyDeleteAgreed. Establishing strong procedures can ensure the right individual is selected for the job, establish and maintain good image and maintain a cost-effective process (Gamage, 2014).
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ReplyDeleteGood Introduction Onita, Recruitment is the process of locating potential employees and encouraging them to apply for positions inside the firm (Biswas2012). According to Stoner, Freeman, and Gilbert (2000), the goal of recruitment is to offer a large enough pool of candidates to allow managers to select the people they require. According to Nzuve (1997), recruitment is the identification and development of required personnel sources so that a sufficient number of individuals are always accessible for employment in the organization. The goal of recruitment is to seek out or investigate, analyze, induce, and get a commitment from prospective employees in order to fill positions required for the successful operation and organization.) It is defined as the process by Raghavi and Gopinathan (2013).
ReplyDeleteAgreed Christeena. Furthermore, this process forms a major part of an organizations overall resourcing strategies which identifies and secures the people needed for an organization to survive and succeed ( Elwood & James, 1996).
DeleteAgreeing with the shared content Onita. According to the research, both internal and external sources should be used for recruiting and selection. The findings also showed a strong correlation between recruitment and selection methods and organizational success, Also, the outcome of the study further showed that there was no significant link between recruitment and selection practices and the employment of competent staff. The selection of candidates is mostly influenced by political and socioeconomic factors, To ensure that the best and most deserving workers are hired, the study also advised that formal guidelines and procedures on the recruitment and selection processes be properly followed (Nanor et al., 2022).
ReplyDeleteGreat introduction. Recruitment and selection are very important functions in HRM. In an organization you can select the most suitable person from the proper recruitment and selection process. Recruitment attracts so many people and selection eliminates many people. Further selection is more important because when you select the right person the overall performance of the. organization increases (Kapur, 2018).
ReplyDeleteAgreed Sarasi. Nzuve (1997) states that the development of sources of the required personnel should be sufficient number of candidates will be available for employment in the organization.
Deletehi Onita, Recruitment and selection in any organisation is a serious business as the success of any organisation or efficiency in service delivery depends on the quality of its workforce who was recruited into the organisation through recruitment and selection exercises (Ezeali and Esiagu, 2010).
ReplyDeleteAgreed. Moreover, Djabatey (2012) stated that the development of people, their skills, competencies and the process development of the organization are the core of human resource management, thus giving increased attention to the people aspect of organizational wealth.
DeleteAgreed with your content and I would like to add that recruitment and selection is major part of the central activities which are under human resource management, mainly the acquisition, development and the reward of the workers (Maurya, 2016).
ReplyDeleteAgreed and therefore, it is reasonable to state that its important that conscious efforts need to be put into human resource planning (Biles & Holmberg (1980).
DeleteAgreed to the content Onita. Recruitment is one of the major activities of HRM which determines the future of organization and it is nothing but the matching the right person in the right job profile.
ReplyDeleteAgreed uday. According to Armstrong (2006), "people and their collective skills, abilities and experience, coupled with their ability to deploy these in the interests of the employing organization, are now recognized as making a significant contribution to organizational success and also constituting a significant source of competitive advantage."
DeleteGreat Content...While HR is involved in many other areas, including data administration, statutory compliance, employee engagement, and employee development, one of their main areas of focus is finding, selecting, and onboarding qualified employees for the company.
ReplyDeleteRecruitment can be defined as the finding process of the perfect candidate for the job post, within a given time frame, in a cost-beneficial manner (Leisink & Steijn, 2008). It is also defined as the attraction of suitable employees for a job vacancy in an organization (Catano, 2009)
Agreed. Gamage (2014) states that recruitment and selections are crucial elements in HRM and the quality of the human resources the organization heavily depends on would be the effectiveness of recruitment and selection.
DeleteGreat Introduction Onita. Furthermore, The primary responsibility of the HR department is recruitment, and the hiring process is the first step in creating a competitive edge and recruiting advantage for the association. Finding and snagging a qualified or suitable individual to fill the open position is the process of recruitment (Anwar & Abdullah, 2021).
ReplyDeleteThank you for the comment. Further to that recruitment is the entry point of manpower into an organization and the organization must follow from there in order to make sure that they have attracted the right candidate for their organizational culture in order to achieve their strategic goals (Henry & Temtime, 2009)
DeleteGreat Introduction Onita, I agreed the content and to add further more according to Armstrong, Human resource management is concerned with all aspects of how people are employed and managed in organizations. It covers the activities of strategic HRM, human capital management, know ledge management, corporate social responsibility, organization development, resourcing , learning and development, performance and reward management, employee relations, employee well-being and the provision of employee services(Armstrong, 2014).
ReplyDeleteGood content Onita .furthermore ,Recruitment and selection is an important operation in HRM design to maximize employee strength is order to meet the employers strategic goals and objective (Emma & Denisa, 2017) .Also, recruitment is the procedures for generating a pool from claiming fit individuals to apply to work with an organization whiles Selection is the transformation by which particular instruments would utilize to look over a pool of applicants suitableness for the work bringing(Bratton & Gold, 2012)
ReplyDeleteAgreed. Therefore, since it is a relatively expensive and time consuming process to hire someone, it is crucial to have a good policy or procedure for the recruitment and selection process (Ekwoaba et al. 2015).
DeleteA good article on one of the most important aspects when it comes to success of an organization. The process of selecting the best candidate for a position involves analyzing and interviewing applicants for that post. Hiring qualified individuals who are capable of performing the job successfully is the process of selection (Prabhu, 2020).
ReplyDeleteAgreed Nirosha. However, it is important to understand that finding suitable, skilled and competent individuals for job opportunities can be a challenging task (Atkinson & Storey, 1994).
DeleteI agree with you. Recruitment and selection comprise a central part of a company’s overall resourcing strategies, which secures human resources needed for an organization to survive in medium-term (Elwood & James, 1996). Moreover, there is an optimistic and significant rapport between recruitment and selection and the performance of a firm. Sang (2005) also found a positive correlation between recruitment and selection and business performance. Ichniowski and Shaw (1999), Katou and Budhwar (2006) and Wright et al. (2005) also dignified similar optimistic results between recruitment and selection and performance in Canada, in Finland, New Zealand, and Canada.
ReplyDeleteAgreed. According to Ekowoaba et. al (2015) "One of the most significant developments in the field of organizations in recent times is the increasing importance given to human resource. People are vital to organizations as they offer perspectives, values and attributes to organizational life; and when managed effectively, these human traits can be of considerable benefits to the organization."
DeleteGreat article Onita, Technology has impacted on recruitment is no different. The evolution of the recruitment process has changed the way recruiters and hiring managers do their jobs (Monteiro, 2022).
ReplyDelete