Critical Analysis of HRM: Recruitment and Selection in Organizations

This report critically analyzes the role of recruitment and selection within human resource management, emphasizing its significance in employee and organizational development. It examines the core activities of HRM, including acquisition, development, and reward of workers, as well as the importance of strategic planning and staffing decisions. The report delves into the best practices of HRM, exploring internal factors and the impact of effective recruitment on a company's success. It also explores the selection process, highlighting its role in attracting and retaining qualified candidates, and emphasizes how organizations are increasingly recognizing the importance of effectively managing human resources in a global context. The report underscores the need for proper recruitment and selection exercises to ensure a skilled workforce, ultimately contributing to an organization's competitive advantage and long-term success. The report also discusses the need for proper planning regarding the future job and need of employees where organization carry out some of the basic function in various aspect.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
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Introduction
Employees form a vital part of any business, so there is a need for managing the human
resource aspect. Employees are considered to be an important part of the organization.
Performance and loyalty for a job stand out to be an important aspect for any situation. All these
aspects can be easily boosted by the help of successful H.R. management (Nolan and Garavan
2016). The human resource comes up with various roles with the organization. They are
completely responsible for the formulation of different strategies which emphasizes on
recruitment and training. It merely focuses on retaining employee for analyzing employee and
overseeing projects which promote productivity on organization-wide. Majority of the human
resource department aims in having control over different business operation (Garavan,
McCarthy and Carbery 2019). This makes the H.R. department as the main component for
organization success in achieving the desired objectives. Human resource department completely
affects the organization that is they manage the employee for the various purpose that is the
recruitment which analyzes the hired employee. The recruitment process requires the
involvement of a task for looking at a resume, attending the job fair (Wang et al. 2017). In
addition, this focus on carrying out different kind of interview. The main responsibility of
recruiters is to merely ensure that organization hires workers and skills which the firm need for
its success.
In the coming pages of the report, an overview has been provided regarding recruitment
and selection form, which forms an important aspect of activities. The report focus on role of
recruitment in the development of employee and organization. The next section deals with best
practices of H.R.M. and internal factors in managing human resource.

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Role of recruitment in the development of employee and organization
Human resource manager considered a vital aspect of the success of the organization.
This merely focuses on production and thriving the overall workforce. It merely requires view
regarding human assets and no kind of cost to the organization. A talent workforce will
ultimately much more value to the organization (Nakamura et al. 2019). H.R.M. team main
suggestion about the management team behind the strategic management of people with respect
to the business process. It merely includes proper recruitment and employee hiring, along with
specific skills in order to meet the organization current and upcoming goals. This merely focuses
on coordination of employee benefits and suggesting the employees come up training and
development strategies (Randel, Zatzick and Pearce 2017). In a similar way, H.R. professionals
are consultant in isolated business functions. They merely advise the manager on any kind of
issue in relation to the employee and how it can help in achieving the goals of the organization.
The decision behind staffing in business can easily have a dramatic effect on work
quality within the organization. It merely focuses on retention rates and the level of customer
service. Both production and goals are at high risk (Korte and Mercurio 2017). There is a need
for appropriate staffing decision which stand out as one of a vital task for small business owners.
The main notion behind adding staff within the organization is all about getting the right people
who help in meeting the desired goals. By having clear goals, an individual can easily plan and
implement certain changes which help in bringing much closer to the goal. One of the major
function of a successful manager is all about mapping future (Anderson 2017). In addition, this
focus on supporting the ideal as per the management guide. Proper planning helps in ensuring
that there is appropriate staff as per the need. Along with having a staff to meet the growing
demand of the customer, an individual need to have the right people in the most suitable position.

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Business runs in a smooth and effective way if an individual lookup for some specific
qualities in the employees during process recruitment. Staff development is very much helpful
in keeping up the retention rates very much high, which merely helps in hiring (Garavan et
al.2018). H.R.M. team focus on developing a competitive advantage which focuses on building
the capacity of the organization so it can offer some unique set of goods or services. Human
resource needs proper strategic planning which will help in addressing the need of the employer
but also requires continuous shifting in a competitive job market. Employee benefits packages
need to be continuous with the cost of the employer (Kobayashi et al. 2018). Selection is the
method of choice making with respect to choice regarding the most suitable applicant from the
pool for filling up the job vacancy. Selection is the most suitable method with specific
availability of job. Selection requires the use of one or more method which help in assessing the
suitability of the applicant so that the correct decision can be made (Hosie and Pforr 2016). It
can be also considered as the process for rejection which rejects applicants number and selecting
the only few applicants in order to fill up the vacancy.
One of the vital development in the domain of organization recently is the growing
importance of human resource. Employees are important to organization as they provide value
and attributes to organizational life (Mahmood et al. 2018). If these are managed in an effective
way, then these can bring then these human traits can bring advantage to Firm. Recruitment can
be stated as the method of identification and attracting customers from within and outside the
firm in the organization (Martini et al. 2017). It merely begins for a complete evaluation of the
upcoming employment. The main purpose of recruitment is to provide a list of talented and
qualified candidates. Overall human resource quality with the organization that merely based on
the applicants quality. It is due to the fact that organization can easily selecting employees from

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those which are attracted (Nawaz and Pangil 2016). Constructed recruitment as each and every
manpower with the organization and path of organization need to follow for attracting the right
individual. They are to be attracted for culture and vibes so that overall objective and strategic
can be achieved.
Both recruitment and selection stand out to be important aspect for HRM for any kind of
business firm. These terms which highlight different process need for attracting and choosing the
right candidate for employment (Murphy and Garavan 2016). Human Resource Quality which
the firm has merely based on effectiveness of the given kind of function. Recruitment and
selection of the wrong candidates who are not capable enough, result in a loss to the business. It
is merely needed for satisfying the strategic objective of the organization at a low cost (Cho and
McLean 2017). In other words, the recruitment process is all about finding and attracting the
qualified people who come up with proper abilities and attitudes. Recruitment can be stated as
the method of generating tool of applicants required for job vacancies in organization.
Recruitment is the pool of competent individuals to be applied for proper employment with the
firm (Dyachenko, Bondarenko and Pustovit 2017). Evidence has highlighted that most of the
large organization are more likely in comparison to smaller one focus on implementing a
sophisticated process of recruitment.
The main focus of selection function is all about getting the right person for job. It aims
in establishing and maintaining the good image of a good employer. It merely aims for
maintaining the selection process to be a bit cost-effective. Selection is a vital aspect which takes
into account as a result of a number of reasons (Goldstein et al. 2017). The business performance
is completely related to the working of the people which focus on the point of hiring the right
people. It needs to be hired so that it can ensure the overall success of the organization. This

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stands out to be an expensive method for hiring some new people into the firm (Ployhart,
Schmitt and Tippins 2017). So, the organization does not put only time and money in order to
find the right individual who is not perfect for the job. It is very much important for the
organization for getting the success in just first round due to scarce of resources (Holm and
Haahr 2018). Selection of the right applicant stand out to be a difficult task, the reputation of the
organization is represented by its employees.
Organizations are looking for proper recruitment and selection criteria for employees, as
a topic of research for last 60 years. Overall effectiveness has been analyzed by complete
examination of rate of turnover (Brown et al. 2019). Both the issue that is job survival and job
performance along with problem in organization, highlighted by different personnel’s. The point
should be noted that recruitment in any firm stand out to be a serious business that is for
organization success. This can be achieved only through proper recruitment and selection
exercises (Lepistö and Ihantola 2018). As both recruitment and selection require the involvement
of getting the best applicant for the job. This can be emphasized where recruitment procedure
gives a pool for influences over the quality of work. It is generally paired with strong and valid
selection which have a huge effect on the vital thing for a suitable plan (Rudolph, Toomey and
Baltes 2017). This can follow some recommended codes of practices for ensuring justice and fair
treatment of different applicants.
Various organization around the globe are considering the importance of managing the
human resources in effective way (Nolan and Garavan 2016). S.H.R.M. is all about proper
integration and adaptation. Both recruitment and selection stand out to be at the best business
perceives different human resource (Mügge, 2016). This is merely needed for sustaining
competitive advantage over much of the competitors. The whole process of recruitment requires

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a range of steps like sourcing, interviewing and advertising. There is need for proper selection
process which focus on both staffing and training of employees as per job role. For an
organization to have a competitive advantage at each and every step of recruitment and selection,
there is a requirement for time and consideration (Herschberg, Benschop and van den Brink
2018). All the decision made in the recruitment and selection tend to vary at each and every step
of the organization in near future. Any bad decision in selection process will bring huge cost to
the company in the upcoming days (Rudolph, Toomey and Baltes 2017). So, this is considered as
the collection of H.R.M. practices stand out to be universal, best in any of the situation.
Implementation of given practices ultimately leads to much better organizational performance
(Gardner 2018). Proper analysis of recruitment regarding strength and weakness and
identification of candidates are major step involved in planning and attracting candidates. There
is need for proper planning regarding the future job and need of employees where organization
carry out some of the basic function in various aspect. Recruitment program stand out to be
effective as it will bring much greater number of applicants. With huge number of application,
recruiters can be provided with effective number of choices.
Both recruitment and selection with an organization stand out to be serious business as it
merely highlights its success (Slavić, Bjekić and Berber 2017). In addition, this focus on
efficiency in delivery process which depends on workforce quality who are recruited into the
organization (Marie Ryan and Derous 2016). It is very much important for managers to have
objectives, policies and practices needed for carrying out selection process. These are merely
responsible for manager to have idea regarding basic understanding regarding objectives,
practices and policies involved in selection process. Those who are completely responsible for
the process of decision-making, require proper base for decision (Slavić, Bjekić and Berber

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2017). Organization around the globe come with policies and practices which highlight some of
the important forces for shaping the behavior and attitude of employee. The study merely
highlights in proper design and institute recruitment and quality selection criteria. It stand out to
be more type of labor which is very much hard. With every passing year, the organization
recruitment is changing the design and recruitment selection (Kavitha, Hussain and BIST 2018).
The point should be noted that these should not be compromised.
Practice models of H.R.M.
M.N.C.s are booming at a rapid rate and there is no escape from adapting the cultural
changes. Diversity in culture and its overall impact on different policies of human resource has
become a vital topic of discussion (Blount, Butler and Gay 2017). Various countries come up
with different management and leadership style. In addition, this focus on hierarchical structure
and control system (Slavić, Bjekić and Berber 2017). A success H.R.M. strategy aims to
complete the vision and goals. This merely focus on the necessary factors which are perfect for
organization. In order to enhance recruitment and attention, to reduce employee issue most of
manager focus on monitoring internal and external environment (Paillé, 2019). Quality in a
person or society with an organization can come into picture begins from the concern which is
related in various subjects like scholar. Culture difference tends to impact different kind of H.R.
practices. This ultimately led to in effective communication, confusion with H.R.,
communication and other employees.
The main reason behind the success of the organization is all about having a culture
which is held strongly with shared beliefs and supported by proper strategies and structure.
When an organization comes up with strong culture, then three things come into picture. Firstly

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employee have a complete idea regarding the top management (Roman and Al 2019). They
merely makes response for the proper one. Employee known have an idea that require rewarded
completing the values of the organization. H.R. play an important role in perpetuating with
strong culture, starting with recruitment and selection of right applicant. It merely will share with
organization beliefs and thriving the overall culture (Waxin et al. 2018). H.R. merely develops
certain orientation, performance management and training program which outline and
reinforcing the core value of organization. It merely ensures that there is right rewards and
recognition for the employees.
Culture of organization merely highlights the suitable way for behaving within the
company. Culture comprises of some shared beliefs and related values created by leaders after
which is communication. This merely focus on shaping the perception of employee, behavior
and understanding (Nolan and Garavan 2016). Organization culture comes up with various
things which the enterprise carry out the thing. Both industries and situation tend to vary to large
extent. It is not about the size which fits all the template of culture which meets all the need of
the organization (Slavić, Bjekić and Berber 2017). Strong culture is known to be common
dominator in most of the successful organization. All of it comes up with consensus with
regarding the cultural priorities and values which focus not on individual but on firm and its
target (Garavan, McCarthy and Carbery 2019). Leader in most of the successful firm live their
culture on every day and went for communicating with the cultural identities for employees
along with prospective of new hiring. They are very much clear idea about the values, and how
the given values are defined with their organization.
Mergers and acquisitions are merely fraught with different issues related to culture. The
point should be noted that even organization culture has worked for developing dysfunctional

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culture after the successful merging (Wang et al. 2017). As per some research, mergers of
organization fail as a result of cultural issues. Blending and complete redefining of culture and
reconciling of difference in between them. It merely builds up some common platform for the
upcoming days (Slavić, Bjekić and Berber 2017). In the last few years, an increase in the rate of
merger and acquisition has completely changed the way in which business is done. If the
organization culture is enhancing the performance, then culture will provide a good advantage.
All the beliefs and values are required to be given firmly (Nakamura et al. 2019). The point
should be noted that shared culture can come up with benefits like good trust and cooperation. In
addition, this will ultimately lead to few disagreements and much better decision-making. Here,
culture provide a control with a good sense of identifying within the firm. It merely share
common understanding among the employees and vital thing related to this.
Leader in organization play a key role in sustaining and shaping its culture. If anyhow the
executives themselves are not fitted with the organization, then they will fail in their job. Culture
of organization have a major role in overall benefit of the company. H.R. leaders and other team
members need to foster high-performance culture of the company (Randel, Zatzick and Pearce
2017). H.R. leaders are completely responsible for analyzing culture management is the prime
attention of the company. Strategic planning may be extended beyond some of the business
goals. It merely focuses on people who are considered as one of the valuable asset. For most of
the H.R. professionals they will have an effect on culture, they need to have a complete idea of
the culture which is general (Korte and Mercurio 2017). Organizational culture can be affected in
a number of ways which is inclusive of behavior, communication style and internal distribution
of message and lastly corporate celebration. Organization can either have a mixture of subculture
along with dominant nature of culture. Subculture is seen among groups or individual who have

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ritual and tradition not shared by any section of the organization (Slavić, Bjekić and Berber
2017). It can underscore the core values of the organization and subculture can result in various
kind of problems.
Culture of organization is expected to grow over the period of the time. It is merely
shaped by leadership in various organization and perceived values and actions. It merely
contribute to the earlier success of the organization (Anderson 2017). Culture of the company is
merely managed by culture awareness for organization leaders and different H.R. professionals.
Proper management of culture completely takes culture focus effort in order to sustain different
elements of culture which support the effectiveness of the organization. It is organization
custom, rituals, behaviour norms, symbol and most general way for doing the things in right way
(Garavan et al. .2018). The present organizational culture is usually as a result of different
factors which worked for the firm. Founders aim to have a huge impact on organization early
culture. It merely focuses on certain kind of behaviour norms which are found to be consistent
with the organization (Slavić, Bjekić and Berber 2017). In some organization, conflict resolution
and nosily for censuses. The point should be noted that culture stands out to be as one of the
important factors which starts with a process known value blueprinting. This merely requires a
candidate conversation with leaders from the different organization (Kobayashi et al. 2018). As
soon as culture is framed, an organization can frame to establish values; it comes a direct link to
the leadership. This particular value takes into that desired culture is alive and culture.
H.R. come up with special role which ensures that organization culture continues and
thrive. A company carries out good job in accessing culture as it can go for establishing certain
H.R. programs and strategies (Hosie and Pforr 2016). It merely support and strengthen some of
its core values and related values. This can align organization which have core beliefs which can

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motivate and unite most of the people. H.R. professionals come up with various tool needed for
its overall development and sustainability of high-performance culture of the firm (Slavić, Bjekić
and Berber 2017). It merely includes certain number of hiring practices and effects. The biggest
issue for H.R. is analyzing how the tools can be used for allocating resources (Mahmood et al.
2018). H.R. plays a central role which helps the company on culture for hiring. H.R. comes up
with the opportunity for selecting people who can fit into the way the organization works.
Selection Policy: This tends to vary from one country to another. Some of the countries
tend to follow extensive selection while others have short selection process. But in most of the
cases, a screening method is completely followed by session with professionals who highlights
about various culture, work and living in other countries (Martini et al. 2017). Employees find it
very much difficult in adopting language, food habits and dresses.
Effects of competition on recruitment: The extent of competition within the industry
tends to affect the ability of the organization (Slavić, Bjekić and Berber 2017). Most of the
industry giants focus on finding the candidate. There is no need for spending the money on
advertisement as each recruitment. The candidate will visit organization website for having their
own record (Nawaz and Pangil 2016). Human resource department need to emphasize on
development some recruitment materials for the job fair. H.R. needs to come up with programs
and certain incentive structure for retaining some of the key employees.
Labor Supply: It merely drives the value of compensation which business will offer in
order to attract different employees. When the employment rate is very much high, and many of
the candidates exist for job opportunities (Murphy and Garavan 2016). The overall value
compensation provided is very much less when the shortage of candidate exist. It merely ensures
that wages remain much more competitive for attracting and retaining some of the key staff