Recruitment, Orientation, and Performance Appraisal in Human Resource Management

HUMAN RESOURCE MANAGEMENT

Table of Contents
1.0 Introduction................................................................................................................................3
2.0 Job Description vs. Job Specification........................................................................................4
3.0 Recruitment Methods.................................................................................................................5
4.0 Interview Questions...................................................................................................................6
5.0 Significance of Orientation and its Process...............................................................................8
6.0 Training Methods.....................................................................................................................10
7.0 Performance Appraisal Methods.............................................................................................12
8.0 Conclusion...............................................................................................................................14
References......................................................................................................................................15

1.0 Introduction
Recruitment is considered to be one of the most crucial and success-critical aspects of human
resource management (Kurtz and William, 2017). The task of recruitment and the process
involved therein consists of consideration of several facts that are may be viewed to be both
external and internal to the business and its operations (Brewster and Hegewisch, 2017). The
instant report deals with the various aspects of the recruitment process in the organizational
context.
At the very beginning of the study, the report provides a brief overview of the job description
and job specification followed by the different methods of recruitment. While doing so, the
researcher provides the examples for the scenario. In the subsequent part of the study, the report
shows some example questions (both general and specific) that may be asked in an interview. In
this context, three specific scenarios have been assumed and specific technical, questions have
been developed accordingly. In the next part of the report, the researcher talks about the different
training methods post recruitment. In addition, the report also delves into the types of
performance apprise methods and finally wraps up the discussion by way of ending note.

2.0 Job Description vs. Job Specification
Job Description (JD) refers to the document that specifies the essential requirements of a job
whereas Job Specification (JS) defines the least qualification required for a job (Kurtz and
William, 2017). JD lists down job title, roles, responsibilities, duties, tasks (Brewster and
Hegewisch, 2017). On the other hand, JS specifies the prospective employees’ educational
qualification, experience, skills, and abilities. Preparation of JS is based on JD. Sometimes, JD is
considered to be a description of the jobs, whereas, the JS may be conceived to be the description
of job holders (Brewster and Hegewisch, 2017).
Example: JD for the post of Accounts Manager will consist of the roles and responsibilities of
the person in the company. The person should be responsible for the maintenance of books of
accounts and finalize the same. The person will also do the bank reconciliation. The person will
coordinate with external auditor during the audit. On the other hand, JS for the post will contain
that the person should at least be a Chartered Accountant having 5 years post qualification
experience. Also, working knowledge of SAP is desirable.