Evaluating HRM's Role in Recruitment and Retention

The role of Human Resources (HR) in modern organizations is pivotal for steering the vision and mission forward. Effective HR strategies ensure that qualified candidates are recruited, developed, and retained within an organization. This assignment delves into how strategic recruitment, retention, and motivation practices impact organizational success. Students will investigate various facets of HR functions including performance management, organizational development, and legal compliance in employment opportunities. The analysis is supported by references from recent studies highlighting changes in psychological contracts and the importance of fairness perceptions during personnel selection processes.

Running Head: IMPACT OF THE SELECTION AND RECRUITMENT PROCESSES
The Impact of the Selection and Recruitment Processes on an Organization
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Introduction
Recruitment can be defined as being as a set of processes and activities that can legally be
used in obtaining enough numbers of qualified individuals at the right time and at the right place
so that the individuals as well as the organizations can each select or choose their own long and
short-term interests. Recruitment is one of the most important functions of human resource
management that ought to be given utmost attention by all the organizations across the world.
This is attributed to the fact that the recruitment and selection processes are actually some of the
activities that have a significant and critical impact of the general organization of each and every
organization across the globe (Cascio, 2018). While it has generally been comprehended as well
as accepted that the poor recruitment and selection processes have continued to affect the
performance of most organizations and even limited their abilities to achieve goals. It is quite
unfortunate that most of the organizations across the world are taking a long time to not only
identify but also implement new and effective strategies of hiring. This is partly attributed to the
fact that there are some of the laws that have inhibited changes while in other circumstances,
managerial inertia has been blamed as being the major inhibiting factor.
The Impact of the recruitment process on general operations of an organization
The recruitment and selection processes could have a significant impact on the financial
operations of any given organization and these could either be on a negative or positive aspect.
This could ultimately result in affecting an organization’s reputation both externally as well as
internally (Tippins et al, 2017). It is a common fact that each and every employer wishes to have
great employees around them due to the fact that not only do they have the potential of easily
hitting targets but they are also capable of adding value and significantly contributing to the

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overall performance of their organizations and inspiring their fellow employees. This thus
implies that employment or recruitment of new employees in the organization should not just be
simply about what such an organization is at currently but rather, it should be about where such
an organization plans to be. It is therefore the responsibility of the Human Resource Department
in the organization to ensure that both the recruitment and selection processes in their respective
organizations integrate the vital and relevant policies that can ensure the safe delivery of the
above policies.
Building a Central Workforce
The Human Resource Department in each and every organization should therefore note
that the recruitment and selection processes should not just be about the selection of the most
suitable candidates but rather, it should be about the selection of the most suitable and reliable
candidates. Selection and recruitment should rather be about the building or development of a
central workforce that is quite effective. This is also attributed to the fact that these processes
will also have a significant impact on the candidates being selected not only in the decision
making processes of accepting the job offers but also in their subsequent commitment of the
individual towards the company or organization that has recruited them in the achievement of the
organization’s objectives and goals (Nieves & Quintana, 2018). Since time immemorial, the
recruitment and selection processes have had different theories and models whose relevance in
bringing about effectiveness that will aid the organization to reach the goals it prefers in the
recruitment of the best candidates in the jobs that they are most suited to. It is prudent for the HR
department in each and every organization to note that ineffective recruitment as well as
selection of employee processes can have a negative impact on the overall operations of their
respective organizations. It is therefore prudent for the department to ensure that the regulations

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which guide the recruitment and selection processes in their respective departments are fully
given consideration (Lussier, & Hendon, 2018).
How ineffective recruitment and selection Processes Affects organizations
It is important for organizations to ensure that they not only employ but also ensure that
they have the best and reliable pool of highly qualified candidates from which they can easily fill
any upcoming positions as and when needed. The success of any organization is highly depended
on its ability to both avquire and retains employees who are highly talented and who are focused
towards ensuring that the organizations set goals and objectives are achieved. Due to the fact that
the contemporary job market has become highly competitive while there is growth in the
diversity of the available skills, there is need for recruiters to actually become more selective in
the choices of recruitment (Perrett et al, 2017). This is quite true since poor decisions in the
recruitment process can result in the production of long-term impacts which include among
others high development and training costs leading to high turnover rates and poor performance
of the affected organizations. This ultimately results in low staff morale and failure by such
organizations to achieve its set goals thus ultimately leading to loss of share markets and
competitive advantages (Bolino et al, 2017).
Out of the Comfort Zone
Traditionally, it was quite apparent that some of the public service firms had little worries
regarding the significance of their market shares as well as an increase in competition since they
normally operated in environments that are monopolistic in nature. However, in the most recent
times, new public sector management has forced most of the organizations across the world to
pay utmost attentions to their service delivery since there is an increased consumer demands for

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more value for their money. The consumers are now no longer comfortable with being contented
with goods and services that are of low quality as well as untrained workforce that are tasked
with the responsibility of providing them (Bauer et al, 2017). Owing to the fact most
contemporary societies have now become more litigious and critical, it is prudent to ensure that
the HR department of all organizations seek for the most appropriate avenues that will be used in
not only enhancing their outputs put also in provision of the required satisfaction that is required
by their customers. It is thus prudent for the organizational management to put in mind the
provision of high quality services and goods to the clients normally starts with the recruitment
process. This implies that effective recruitment processes will quite ultimately result in positive
results while negative recruitment processes will result in negative or poor results for the affected
organizations (Bolino et al, 2017).
The Importance of the Recruitment and the Selection process for an organization
The recruitment and selection process is quite important for each and every organization
because it provides them with an opportunity of getting a pool of “potentially qualified job
candidates” from which the human resource department can easily make viable selections to fill
any emerging vacancies. To ensure this is achieved successfully, it is important for the human
resource department to ensure that proper or effective employments as well as forecasting
processes are adopted. It is always prudent for the HR department to formulate plans that will
ensure that any future job vacancies or openings in their respective organizations are filled
accordingly (Salgado et al, 2017). That apart, the HR department of the organization should also
ensure that proper mechanisms are put in place to not only attract but also retain required
organizational talents from potential employees. This implies that there is need for organizations

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to develop good policies that will ensure the recruitment and retention of good employees to
their organizations.
The recruitment and selection process should ensure that the job requirements for the
different jobs positions available in the organization are effectively identified and also ensure
that the responsibilities that are attached to such job positions are clearly defined. The
recruitment process should thus aim at ensuring that prospective groups of candidates are
attracted and identified form both the external as well as the internal sources (Panaccio et al,
2017). It is thus the responsibility of the HR department to ensure that only eligible candidates
are selected for the vacant positions in the organization. The likelihood of an organization can
highly be increased through ensuring that people with the right skills and abilities are selected for
the jobs.
Conclusion
Based on the above information, it is quite apparent the Human Resource Department is a
key resource for the organization that can ensure that only the right or potential candidates join
the organization to help steer its vision and mission forward. It is therefore important for the HR
department to ensure that effective strategies are put in place to not only attract but also recruit
and even retain quality and well trained human resource personnel. The human resource
department of an organization should thus strive the best in ensuring that the best people are
brought and retained into the organization. This is attributed to the fact that the HR department is
integrated with numerous functions such as safety, performance management, organizational
development, employee motivation as well as recruitment and selection, administration and
training, and even organizational development. Organizations across the world should thus use

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the process of recruitment and selection in order to help them find the best individuals for any
job vacancies that emerge in their organizations.

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References
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