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 hiring process can be internal or external or it can also be online and involves the stages of hiring policies, advertising, job description, job application process, interviews, evaluation, decision making, selection of legislation and training ( Korsten 2003, Jones et al, 2006).
Examples of recruitment policies within the health sector and the business or industrial sectors could provide insights into how recruitment policies are set and management objectives defined. Successful hiring methods include a thorough analysis of the position and labor market conditions and interviews, as well as psychometric tests to determine the potentialities of the candidates. Small and medium-sized businesses (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 play, 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 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 enhanced in sophistication with Rodgers’ seven-point plan, Munro-Fraser’s 5-fold ranking system, psychological tests, personal interviews, etc. Recommendations have been given for specific and differentiated selection systems for different professions and specializations. A new national selection system for psychiatrists, anesthesiologists and dental surgeons within the UK health sector has been proposed.
However, recruitment is not just a simple selection process and requires management decision making and extensive planning to employ the most suitable workforce. Competition among business organizations to recruit the best potential has increased the 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 managerial position.
Human resource management approaches within any business organization focus on meeting corporate objectives and realizing strategic plans through staff training to ultimately improve business performance and profits ( Korsten, 2003). However, the recruitment process does not end with the application and selection of the right people, but rather involves maintaining and retaining the chosen employees. Despite a well-designed plan on recruitment and selection and the involvement of a qualified management team, the recruitment processes followed by companies can face significant obstacles in implementation. HRM theories can provide insights 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 Ads: 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 appraise the recruitment and selection assessment 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, pgs. 10-14(5)