Assignment Human Resource Management (HRM)
Added on 2020-03-16
8 Pages2167 Words72 Views
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Running head: HRM0Human ResourceManagement
HRM1IntroductionAny practice or action taken by a corporation with the main objective of recognisingand attracting prospective candidates for a particular job is known as recruitment.Recruitment is one of the central roles of the human resource department in an organisation;it is divided into various steps including attracting, choosing and employing the appropriatecandidates. Selection is one of the critical parts of recruitment in which the human resourcedepartment decide which candidate will or will not be employed in the company. Theeffectiveness of a recruitment procedure is based on the turnover of employees in acorporation. The human resource department can implement various strategies whichinfluence the function and system which affects employees’ behaviour, attitude, andperformance. This essay will focus on the recruitment and selection procedure ofcorporations and their role in attracting and retention of employees. Further, the essay willevaluate different human resource management theories from the perspective of variouscompanies to understand their effectiveness.
HRM2Role of Recruitment and Selection in Attracting and Retaining of EmployeesThe human resource department is responsible for attracting and recruiting thepotential candidates who are appropriate according to the corporation’s requirements.According to Rehman (2012), the recruitment procedure is directly related to the growth ofan enterprise because employees play a significant role in corporations’ development. Theemployees’ turnover ratio of a business determines the success or failure of their recruitmentprocedure. The recruitment procedure is influenced by several factors including, vacancycharacteristics, candidate characteristics, sources of recruitment, recruiter trait & behaviourand job choice. The human resource department has to implement a positive and cooperativeworking environment for the attraction and retention of employees. As per Wallace et al.(2014), effective recruitment and selection process is necessary for an enterprise for filling upthe position with the appropriate candidate. There are specific skills which are required toperform particular tasks, and human resource department must select a right candidate withproper skills in the right post.According to Ahmad & Schroeder (2002), the human resource department is requiredto analyse the characteristics of a vacancy for effective recruitment and selection procedure.Vacancy characterise include the qualification, skills, physical requirements, salary,incentives and working condition of a specific job. The HRM can adopt compensationstrategy to attract talented candidates; the company can lead the market by paying relativelyhigher salary packages to their employees. This approach assists HRM into attracting talentedemployees because candidates prefer better salary packages, this strategy also aids inretention of employees as well. The image of an organisation plays a vital role in theattraction of employees. For example, Google provides various employment benefits and apositive working environment for their employees. Therefore, they receive more than threemillion job applications yearly (D’Onfro 2015). The vacancy characteristics provide whetherthe recruitment need to be internal or external. In internal recruitment, the candidates areselected from already employed workers, and in external recruitment, outside candidatesapply for a job.Recruitment sources primarily divided into two types, internal and external source andthe HRM select a suitable option based on the requirement of the particular job. Compton
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