The theory of human resource management focuses on recruitment and selection methods, and highlights the advantages of interviews, general assessments and psychological testing as an employee selection process. The recruitment process can be internal or external, or online, involving recruitment policies, advertising, job descriptions, job application processes, interviews, assessments, decision making, legislative selection and training at all stages (Korsten 2003, Jones et al., 2006). ).
Examples of recruitment policies in the health care sector and in the corporate or industrial sector can provide insights on how to set recruitment policies and determine administrative goals. Successful recruitment methods include thorough analysis of work and labor market conditions, interviews and psychological tests to determine the applicant's potential. Small and medium-sized enterprises (SMEs) also focus on interviews and assessments, with a focus on job analysis, emotional intelligence and corporate social responsibility (CSR) for novice or inexperienced applicants. Other selection techniques that have been described include various types of interviews, tray exercises, role playing, group activities, and the like.
Recruitment is at the heart of almost any management process, and failure to hiring can create difficulties for any company, including adversely affecting its profitability and the inadequacy of employees or skills. Insufficient recruitment can lead to workforce deficiencies, or problems in management decisions, and the hiring process itself can be improved by following management theory. The recruitment process can be improved through the Rogers 7-point program, the Munro-Frasers five-fold scoring system, psychological testing, and personal interviews. Suggestions were made for specific and differentiated selection systems for different professions and professions. The UK health department has proposed a new psychiatrist, anesthesiologist and dentist selection system.
However, hiring is more than just a simple selection process that requires management decisions and extensive planning to hire the most appropriate people. Competition among business organizations to recruit the best potential is more innovative, and management decision-making and selectors aim to recruit only the best candidates for corporate culture, ethics and climate (Terpstra, 1994). This means that management will look specifically for potential candidates who can work in teams, as team members are critical in any junior management position.
The human resource management approach within any business organization focuses on improving the company's performance and profits by training people to achieve corporate goals and achieve strategic planning (Korsten, 2003). The recruitment process does not always end with the application and selection of the right people, but involves maintaining and retaining the chosen employees. After careful recruitment and selection and the participation of qualified management teams, the company's recruitment process may face significant obstacles in the implementation process. Human resource management theory can provide insights into the best ways to recruit, although companies must use their internal management skills to apply general theory in a specific organizational environment.
Bibliography
Jones, David A. Schultz, Jonas W.; Chapman, Derek S. (2006) Recruitment Advertising: Cognitive Explaining Impact on Decision Making International Journal of Selection and Evaluation, Vol. 14, No. 2, Pages 167-179 (13)
Korsten AD (2003) developed a training program to ensure that employees keep up with the dynamics of facility management, Facility Management Journal, Vol. 1, No. 4, p. 365-379(15)
Paper (2006) "P / HR / 254. Human Resource Management: Recruitment and Selection Methods", available at http://www.coursework4you.co.uk/sprthrm18.htm (22/06/2006)
Paper (2006) "E / HR / 21. Use relevant frameworks and theories to critically evaluate the recruitment and selection assessment process used by organizations you are familiar with." How does it contribute to the performance of the organization? Available at http://www.coursework4you.co.uk/sprthrm18.htm (June 21, 2006)
Heaton, Hillen; Fay, Doris; West, Michael; Patterson, Malcolm; Birdi, Kamal (2005) Managers Promoting Innovation, Innovation and Innovation Management, Vol. 14, No. 2, pp. 118-128 (11)
Terpstra DE (1994) HRM: Key to Competitive Management Decisions, Vol. 32, No. 9, p. 7. 10-14(5)
Orignal From: Recruitment is the most important aspect of human resource management
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