Unit 13 D1 Recruitment And Selection
Unit 2 Focus Paper:
Karl Gibson
GM546-01N
Recruitment and Selection
December 22, 2014
Professor
Dr. Vincent Pellettiere
Introduction The recruitment process is an integral part of human resource management (HRM). It isn’t achieved without proper strategic planning. Recruitment is defined as a process that affords the organization with a pool of competent job candidates from which to choose (Florea, 2014). Before companies recruit, they must implement proper staffing plans and forecasting to determine how many people they will need. The basis of the forecast will be the annual budget of the organization and the short- to long-term plans of the organization, for example, the possibility of expansion. In addition …show more content…
In an intimidating economy, many businesses cut back benefits, which makes it much more difficult to attract the best candidates. HR departments often have to find creative strategies to make a job or job listing more appealing (Ranade, 2010).
Alternative Actions In order to overcome issues such as hiring manager conflicts, compensation issues, job incentives and employee retention. Managers and leaders have to think global today; they have to understand different cultural backgrounds. This is a fantastic opportunity for Human Resources. The global HR policies drive processes in different countries, but the processes produce comparable results (Rosenfeld, 2008). Employees relocate from country to country, the future of Human Resources is bright, and globalization cannot be stopped because nations collaborate. New technologies will bring other revolutions to offices. It is the role of the strategic Human Resources department to develop innovative ideas to retain employees, capture the best talent and initiate collaborative compensation packages through various recruitment tactics.
Summary and …show more content…
The costs would exceed the recruitment budget quickly. The strategic recruitment is expensive. The top management closely monitors it. It can be monitored as the top managers can recognize the importance of the job positions for the organization. They can lose the commitment, when all job positions are strategic.
References
Bechet, T. P. (2000). Developing Staffing Strategies That Work: Implementing Pragmatic, Nontraditional Approaches. Public Personnel Management, 29(4), 465.
Ferris, G. R., Schellenberg, D. A., & Zammuto, R. F. (1984). Human Resource Management Strategies in Declining Industries. Human Resource Management, 23(4), 381-394.
Florea, N. V. (2014). Implementing A Model Of Strategic Communication To Obtain Organiztional Performance. Revista Academiei Fortelor Terestre, 19(3), 256-266.
Martocchio, J. (2013). Strategic Compensation.A Human Resource Management Approach 7th Ed. Upper Saddle River, New Jersey: Pearson Education.
Ranade, S. (2010). Reframe Jobs, Reap Rewards. People & Strategy, 33(2), 32-40.
Rosenfeld, R. B. (2008). "All about people: Why leaders need to know the human side of innovation". Leadership In Action, 27(6),
Karl Gibson
GM546-01N
Recruitment and Selection
December 22, 2014
Professor
Dr. Vincent Pellettiere
Introduction The recruitment process is an integral part of human resource management (HRM). It isn’t achieved without proper strategic planning. Recruitment is defined as a process that affords the organization with a pool of competent job candidates from which to choose (Florea, 2014). Before companies recruit, they must implement proper staffing plans and forecasting to determine how many people they will need. The basis of the forecast will be the annual budget of the organization and the short- to long-term plans of the organization, for example, the possibility of expansion. In addition …show more content…
In an intimidating economy, many businesses cut back benefits, which makes it much more difficult to attract the best candidates. HR departments often have to find creative strategies to make a job or job listing more appealing (Ranade, 2010).
Alternative Actions In order to overcome issues such as hiring manager conflicts, compensation issues, job incentives and employee retention. Managers and leaders have to think global today; they have to understand different cultural backgrounds. This is a fantastic opportunity for Human Resources. The global HR policies drive processes in different countries, but the processes produce comparable results (Rosenfeld, 2008). Employees relocate from country to country, the future of Human Resources is bright, and globalization cannot be stopped because nations collaborate. New technologies will bring other revolutions to offices. It is the role of the strategic Human Resources department to develop innovative ideas to retain employees, capture the best talent and initiate collaborative compensation packages through various recruitment tactics.
Summary and …show more content…
The costs would exceed the recruitment budget quickly. The strategic recruitment is expensive. The top management closely monitors it. It can be monitored as the top managers can recognize the importance of the job positions for the organization. They can lose the commitment, when all job positions are strategic.
References
Bechet, T. P. (2000). Developing Staffing Strategies That Work: Implementing Pragmatic, Nontraditional Approaches. Public Personnel Management, 29(4), 465.
Ferris, G. R., Schellenberg, D. A., & Zammuto, R. F. (1984). Human Resource Management Strategies in Declining Industries. Human Resource Management, 23(4), 381-394.
Florea, N. V. (2014). Implementing A Model Of Strategic Communication To Obtain Organiztional Performance. Revista Academiei Fortelor Terestre, 19(3), 256-266.
Martocchio, J. (2013). Strategic Compensation.A Human Resource Management Approach 7th Ed. Upper Saddle River, New Jersey: Pearson Education.
Ranade, S. (2010). Reframe Jobs, Reap Rewards. People & Strategy, 33(2), 32-40.
Rosenfeld, R. B. (2008). "All about people: Why leaders need to know the human side of innovation". Leadership In Action, 27(6),