Hrm-Recruitment and Selection Process

Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.

This report will provide an overview of the shift in Human Resource Management from collective to individualised approaches to Employee Relations and will also explain the concept of the psychological contract and consider its importance for contemporary Employee Relations practice. “The terms ‘human resource management’ (HRM) AND ‘human resources’ (HR) have largely replaced the ‘personnel management ‘as a description of the processes involved in managing people in organisation’s” (Armstrong, 2009, p.4).

My current position requires a daily assigned tasks and answering incoming calls from HR personnel. The incoming calls require first priority with scheduling candidates for interviews that must be completed. I prioritize completion of the calls based upon their hire dates. The assigned task of background checks is completed based upon the candidates hire dates.

There are obviously many different factors that affect an organistions approach to talent planning. External factors such as the economic environment can have a massive effect in how an organisation resources and retains talent. For example, in times of high unemployment it is far easier to attract high levels of talent, as there are many unemployed suitable candidates in the job market. Similarly it is easier to retain staff as they are less likely to leave due tot the difficulty of finding new suitable employment. Political factors such as changes to minimum wage may also have an effect on talent planning, it may be that an increase in minimum wage will

The agency today has a comprehensive recruitment process. Like any other career plan, to begin the process of becoming an agent of the FBI, you first have to contain a college degree. Contrary to the assumption that a major in criminal justice is needed to apply for a position in the agency, the FBI hires individuals with various degrees. This helps the agency have diverse teams and members for numerous field objectives. Once an individual is ready to apply, the first step is to go to the FBI’s website and create a profile for themselves. You provide personal information, a well-organized resume, and answer several questions that allow the individual to reassure they are qualified to even submit an application, and lastly submit important documents

“Recruitment is a form of business contest and it is fiercely competitive. Just as corporations strategize to develop, manufacture, and market the best product or service, so they must also vie to identify, attract, and hire the most

Locate the website of a company that employs people in your area. Based on the information displayed on the website, what can you tell about how the company recruits and selects employees? How does the information you located on the website relate to the information presented in this week’s reading assignment and lesson materials? Where else could you look to locate more information about the recruiting and selection process for this company?

As Director of Human Resources my goals are to formalize the recruitment and selection process, establish policies regarding compensation, provide job analyses and determine descriptions for new jobs as the need arises. I anticipate that the challenge will be to lead the organization through a cultural shift away from its current recruitment and selection model and to successfully manage organizational change across a global workforce. Currently we are in the middle of a recruitment and selection campaign for two administrative assistants to support the Human Resources unit as we lead organizational change.

Organisations are required to comply with legal requirements pertaining to recruitment and selection and HR professionals should have an in depth knowledge of employment law and an understanding of why these practices need to be observed, not only in mitigating potential risk to the business but also to improve the effectiveness of recruitment processes, enhancing the employer brand. Key areas include:

The purpose of this Assignment is to assess the roles that structure, management, and leadership play in administrative performance. In industry it is vital to cooperatively communicate what tasks are being accomplished and what competencies and objectives are being used in addition to the goals that are being worked on to complete for the company. Furthermore, collaborating to leadership and documenting actions provides experience in organizing, planning, leading and controlling the company offering personal wisdom and sense of achievement

Workers in healthcare systems are putting their patients well-being before their own, on a daily basis, yet not much is being done for the workers. An effective recruitment and selection process is the key to keeping employee retention rates high. In an environment where lives are at the stake of others, healthcare staffing can’t be unstable. It’s almost as if there is a revolving door, employees are constantly leaving yet, the number of patients needs are increasing dramatically. So now, hospitals need to focus on the efficiency and effectiveness of their hiring processes.

Successful candidates for the position of HR Administrative Assistant must exhibit the following competencies (as stated in the job description):

BODY: evaluating the recruitment functions It is critical to asses the effectiveness of a recruiters efforts. The evaluation process

The term “organization fit” describes when people are compatible with the organization they work for. Hence, they provide the organization with what it needs and vice versa. However, there are many cases where new hired staff does not fit in with the culture of the organizations. Although they may possess all the requirements needed for the position, they may not be compatible with the population they serve. Not only does this cost the organization money, but it has negative impact to the work environment and productivity. In order to minimize hiring the wrong individual organizations can follow different approaches.

Managing the human resources is an important task and in latest years has become the top priority for the organisations world over. The pressures of competition and global skill shortages have made staff recruitment very important. This assignment is about attracting and retaining key for an IT start up business. Selection and recruitment is assumed that the writer has successfully gained a position as a human Resource Manager.