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International Hrm

Introduction:

An organisation has two key resources, people and money. Human beings are the lifeblood of any enterprise. They are the company's most vital asset. (Plumbley, 1976). Recruitment and Selection comprise the important HR functions of the organization and should be thought of as a matching process. Selection commences as soon as the applicant responds to an advertisement or makes an unsolicited enquiry. One way to look at the selection process is to view it as a series of obstacles that applicants must clear in order to obtain the job. Each successive obstacle eliminates some applicants from contention. For example, applicant skills can be evaluated through application forms, interviews, tests, and reference checks, letters of recommendation or reference, and physical examinations. To judge the effectiveness of any selection technique two statistical concepts have been of particular importance, Reliability and Validity (Denerley R.A. and Plumbley P.R. (1968). In here analysis is done briefly on one of these two key factors i.e. selection methods.

This report focuses on explaining the process and steps of human resource planning, and analyzing the strength and weakness in each step. This includes the recruitment and selection on the new employees, and further develops on retention of original staffs, rewards on the staffs, and the training and development for the staffs.

Selection Policy and Practices in Organisation

The Selection process within most organizations is the foundation of competitive advantage through people. There is a need to create selection processes that will quickly and accurately identify the best potential performers at all levels within an organization, so increasing productivity and innovation hence selection Policies and Selection tools will include:
Policies and Selection tools Advantages
Pre-selection questionnaires Short listing candidate and saving time and money for the employer. Information...