Recruitment as the most important aspect of human resource management

Human Resource Management theories focus on recruitment and selection methods and highlight the advantages of interviews, general evaluation and psychometric tests as employee selection processes. The recruitment process can be internal or external or it can also be online and involves the stages of recruitment policies, advertising, job description, job application process, interviews, evaluation, decision making, legislation selection and training ( Korsten 2003, Jones et al, 2006).

Examples of recruitment policies within the healthcare sector and business or industrial sectors could provide insight into how recruitment policies are set and management objectives are defined. Successful recruitment methods include a thorough analysis of the position and labor market conditions and interviews, as well as psychometric tests to determine the potential of the candidates. Small and Medium Enterprises (SMEs) also focus on interviewing and evaluation with an emphasis on job analysis, emotional intelligence in new or inexperienced applicants, and corporate social responsibility (CSR). Other selection techniques that have been described include various types of interviews, tray exercise, role playing, group activity, etc.

Recruitment is almost central to any management process and failure to recruit can create difficulties for any business, including an adverse effect on its profitability and inadequate staffing or skill levels. Improper recruitment can lead to labor shortages or problems in management decision making and the recruitment process itself could be improved by following management theories. The hiring process could be improved in sophistication with Rodgers’ seven-point plan, Munro-Fraser five-fold rating system, psychological testing, personal interviews, etc. Recommendations have been given for specific and differentiated selection systems for different professions and specializations. A new national recruitment system for psychiatrists, anesthetists and dental surgeons within the UK healthcare sector has been proposed.

However, recruitment is not just a simple selection process and requires managerial decision making and extensive planning to employ the most suitable manpower. Competition among business organizations to recruit the best potential has increased focus on innovation and managerial decision-making, with recruiters aiming to recruit only the best candidates who follow the company’s specific corporate culture, ethics, and climate. organization (Terpstra, 1994). This would mean that management would specifically look for potential candidates capable of teamwork, as being a team player would be crucial in any junior management position.

Management human resources approaches within any business organization focus on meeting corporate objectives and realizing strategic plans through staff training to ultimately improve company performance and profits ( Korsten, 2003). However, the recruitment process does not end with the application and selection of the right people, rather it involves keeping and retaining the chosen employees. Despite a well-designed recruitment and selection plan and the involvement of a qualified management team, the recruitment processes followed by companies may face significant obstacles in implementation. HRM theories can provide insight into the best approaches to recruiting, although companies will need to use their internal management skills to apply generic theories within specific organizational contexts.

Bibliography

Jones, David A.; Shultz, Jonas W.; Chapman, Derek S. (2006) Recruitment through job advertisements: The effects of cognitive elaboration on decision making International Journal of Selection and Assessment, Volume 14, Number 2, pp. 167-179(13)

Korsten AD (2003) Developing a training plan to ensure employees keep up with the dynamics of facilities management Journal of Facilities Management, Volume 1, Number 4, pp. 365-379(15)

Papers For You (2006) “P/HR/254. HRM: recruitment and selection methods”, Available at http://www.coursework4you.co.uk/sprthrm18.htm [22/06/2006]

Papers For You (2006) “E/HR/21. Using relevant frameworks and theories, critically assess the recruitment and selection evaluation processes used by an organization with which you are familiar. How does it contribute to organizational performance?”, Available at http://www.coursework4you.co.uk/sprthrm18.htm [21/06/2006]

Shipton, Ellen; Fay, Doris; West, Michael; Patterson, Malcolm; Birdi, Kamal (2005) Managing People to Promote Innovation, Creativity and Innovation Management, Volume 14, Number 2, pp. 118-128(11)

Terpstra DE (1994) HRM: A Key to Competitiveness Management Decision, Volume 32, Number 9, pp. 10-14(5)