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HRM3004S HRM Assignment | Recruitment and Selection

   

Added on  2020-05-28

31 Pages7732 Words47 Views
Leadership ManagementData Science and Big DataHigher EducationPhilosophy
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Running head: A REVIEW ON RECRUITMENT AND SELECTIONA review of Human Resource Management on Recruitment and Selection: Study based onOCBC Bank SingaporeStudent’s name: Name of the University:Author’s note:
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1A REVIEW ON RECRUITMENT AND SELECTIONTable of Contents Literature Review............................................................................................................................31. Introduction..................................................................................................................................31.1 Human resource management and HR planning.......................................................................31.2 Factors governing recruitment and selection.............................................................................41.3 Concept of recruitment and selection within an organisation...................................................51.4 Theoretical understanding of human resources management....................................................61.5 Types of recruitments within organisations...............................................................................91.6 Stages of selection that are taken by HR managers.................................................................121.7 Ethics in recruitment and selection within an organisation.....................................................151.8 Importance of recruitment and selection for organisations.....................................................161.9 Gap in literature.......................................................................................................................171.10 Summary................................................................................................................................18Research Methodology..................................................................................................................191. Introduction................................................................................................................................191.1 Research philosophy................................................................................................................191.2 Research approach...................................................................................................................201.3 Research design.......................................................................................................................201.4 Data collection process............................................................................................................211.5 Sampling technique.................................................................................................................221.6 Data analysis technique...........................................................................................................231.7 Ethical considerations..............................................................................................................241.8 Reliability and validity testing.................................................................................................24
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2A REVIEW ON RECRUITMENT AND SELECTION1.9 Research timeline.....................................................................................................................251.10 Summary................................................................................................................................25Reference List................................................................................................................................27
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3A REVIEW ON RECRUITMENT AND SELECTIONLiterature Review 1. IntroductionIn the literature review section, scholarly papers have been reviewed including currentknowledge and substantiate findings. In this section, secondary sources of information withoriginal and experimental works are reviewed about recruitment and selection process. Humanresource management is widely accepted factor for employees’ high performances and thismanagement system must follow the organisational ethos. Recruitment and selection process ofthe organisation is a wheel for organisational development as it helps the organisation by puttingtalent within it. Ideal human capital of an organisation depends on recruitment and selectionprocess. Critics’ viewpoints and arguments are presented in this literature review section. Gap inliterature is given in the literature review section so that gap of the critics’ concept can beclarified. 1.1 Human resource management and HR planning Human resource management is a function within a firm mainly concentrated onselecting, managing and directing the employees to work. According to Brewster and Hegewisch(2017), HR management is dealt with various issues in the organisation related to performance ofthe employees, compensation, organisational development and benefits of the employees andemployee motivation. HR department within organisations play strategic role to manage thepeople and recruit new employees to maintain productivity and culture. In recruitment process,HR department discusses with the Board of Directors in finding the measurable impact of staffprogramming and resourcing. On the other side, human resource planning is the method of
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4A REVIEW ON RECRUITMENT AND SELECTIONidentifying the current and future employee resources needs of an organisation to grab theorganisational goals (Beardwell and Thompson 2014). The strategic plan of the organisationmust align with the human resource management system. In developed countries, most of theemployees are ageing and in developing economies, demand for the knowledgeable workers leadto successful HR planning within the organisation. HR planning starts with the recruitment andselection and this planning is the cornerstone of ensuring the human resource requirements. Inrecent time, positive psychology is needed in the workplace to cope up with work environmentand HR department finds it hard to find suitable employees (Shen et al. 2016). Similarly, theemployees are finding it difficult to get rid of the fear of redundancies. 1.2 Factors governing recruitment and selection External Factors: The situation in labour market has a predominant role in determining the selection andrecruitment sources of an organisation. When the employment is high within the organisation,the organisation enjoys good flows of qualified applicants. On the other side, when theorganisations are in tight labour market with low employment, the organisations have toadvertise heavily to recruit the employees in local employment agencies. As pointed out byChelladurai and Kerwin (2017), labour market situation in most of the local areas are significantfor recruiting supervisory, non-managerial and line-managers posts. In addition, when theorganisations want to recruit the higher posts, they advertise on the external agencies to attractthe experienced talents. External factors of selection and recruitment are associated with the legaland political consideration as some of the countries have reservation system for minorities groupin employment. India, South Africa and other Asian and African countries have this kind of
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5A REVIEW ON RECRUITMENT AND SELECTIONreservation quota for the employees. This decision is political matter and organisations have tofollow this while recruiting and HR department has to deal legal factors like with thecompensation, safety of the employees and health condition and retirement benefits of theemployees (Brewster et al. 2016). Internal Factors: Recruitment policy within the organisation is important as some of the organisationsfollow the internal recruitment and some follow external recruitment process. The employeesneed to know about the company as it must fit with organisational culture. In developedcountries, it is commonly seen that employees like to work on ‘part-time’ and ‘full-time’ basis.Employees’ tendency to work on shift and timing are important factors to justify the hiringsystem. Multinational companies follow some distinctive recruitment and selection processcalled polycentric, geocentric, regiocentric and ethnocentric. As commented by Reiche et al.(2016), in polycentric approach, the candidates are recruited in the multinationals from hostcountries in the operation of subsidiaries companies, whereas, in geocentric approach, themultinational companies recruit the employees from irrespective of the nationalities.Ethnocentric approach is another process of recruiting the candidates in international businessbased skill required and candidates’ willingness to work in mix culture (Sparrow et al. 2016).Organisation also follows the cost of recruiting factor in selection and recruitment process. Largeorganisations take technological help in recruitment and cost of software is high. The solution ofreducing the cost of recruitment is proactive personnel practices.
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6A REVIEW ON RECRUITMENT AND SELECTION1.3 Concept of recruitment and selection within an organisationAs stated by Greiner (2015), employee recruitment is the practice carried on by a firm forthe purpose of attracting and identifying potential employees. Most of the large organisationshave recruitment plans to allure employees that can capable of fulfilling organisation’sobjectives. Employees’ recruitment is not only for the fulfilling the vacancies, but recruitmentand selection process is done to add value in organisational culture. According to Nolan andGaravan (2016), recruitment is the method of searching the candidates for the vacant post andstimulate the candidates to apply for the job, whereas, selection engages the series of stagesthrough which the applicants are screened for selecting the suitable employees for the posts.Recruitment and selection process within an organisation is explained as activities to obtain theemployees in legal way for the sufficient use qualified candidates so that organisation and peoplecan select each other in long and short-term interest (Shen et al. 2016). On the contrary,recruitment and selection is a method of attracting a pool of high quality candidates to obtainfrom the best. Most of the multinational companies devote resources to make high qualityselection process to grab the candidates. In most of the countries, Information Technologies areused in the recruitment and selection process rather than traditional method. There are severalstages of selection of employee to judge their efficiency of the vacant post. As opined byChelladurai and Kerwin (2017), recruitment and selection process is the source for competitiveadvantage of an organisation to attract high knowledgeable employees. In a business process,human resource management creates a system to support job placement recruitment, selection,induction, performance appraisal, training and development, employees’ benefits analysis andhealth, safety and security. Recruitment policy of an organisation depends on mainly ethics of
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7A REVIEW ON RECRUITMENT AND SELECTIONthe management and its relative importance on the selection phase. Baum (2016) argued that themore efficiently recruitment stage is done the less significant the selection becomes.1.4 Theoretical understanding of human resources management HR Planning and analysis model:HR planning process within the organisations defines the accomplishment of HR withinthe time-frame. HR planning also suggests the need of the human resources within theorganisation (Shen et al. 2016). Current state of the organisation in terms of human resources isjudged that can meet the business goal. The factors considering the current state are associatedwith number of human resources, required competencies and resources need. The organisationhas its mission and vision, competency-based management allows the human resource tointegrate the resource planning with corporate planning. The HR department does the calculationto measure the current capacity of the organisation and the desired capacity to meet theorganisation’s objectives. As stated by Storey (2016), strategic business plan in this stage isassociated with staffing and hiring new resources. These strategies programmes are evaluatedand monitored ensure the organisation in directing towards the right path. On the other side, HRplanning is an ongoing process to best fit for identifying the workforce shortage and spares(Ekwoaba et al. 2015). Three factors of HR planning are comprised with forecasting of labourdemand, balancing project labour and evaluating the present employees within the organisation.
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