Note: Sample below may appear distorted but all corresponding word document files contain proper formattingExcerpt from Research Paper:
The recruiter must understand why people take jobs with organizations "(Human Resources Management - Recruiting / Staffing ). In other words, the recruiter as well as the placement officer must have a certain degree of psychological expertise in order to make correct decisions about employee selections.
Coupled with this is a growing awareness and ethos in the arena of human resources as well as in the business world in general of the importance of the individual in the company. As one critic puts it, " More than ever before, organizations are of the belief that their people are a significant differentiator -- that they are the business" (Human Resources Management - Recruiting / Staffing ).
The recruitment philosophy in a business or organization can also involve many aspects and offer numerous possibilities and choices. For example, the policy decision about recruiting internally or externally. This refers to the decision whether to hire from outside the organization or promote vacant positions from within the organization (Sims, 2002, p. 111). Many organizations prefer to recruit 'proven talent' from within the organization who are well acquainted with the running of the organization or business. Another aspect that is related to the 'philosophy' of recruitment is the question of "…hiring for long-term careers or merely filling vacancies" (Sims, 2002, p, 111). In other words, should the emphasis be on filling necessary vacancies as quickly and effectively as possible to ensure the running of the company or should be more long-term view be adopted? A long-term may be more costly and time- consuming but more care would be taken to ensure that the best individuals were recruited for the job.
There are also ethical and more wide-ranging issues that should be considered in the recruitment and placement process; for example, the issue of diversity in the workplace. As Sims states;
Some organizations are still at the EEO/affirmative action stage of mere compliance with the law, whereas others have graduated to valuing diversity as a central principle of organizational life. Their recruiting practices, both internal and external, actively encourage participation by all… ( Sims, 2002, p. 111)
In essence, the selection and recruitment of staff as well as their correct placement is a central function of the human resources manager or officer in any organization. "Selection and placement procedures provide the essence of an organization -- its human resources" (Sims, 2002, p. 139). There has been a growing realization in companies and organizations that their success is largely dependent on a well selected and motivated workforce. Furthermore, recruitment is linked to overall human resources planning and job analysis. This "… goes hand in hand with the selection process & #8230; by which organizations evaluate the suitability of candidates for various jobs" (Sims, 2002, p. 108).
The discussion in this paper covers only some of the central aspect that can be included under the topic of recruitments and placement. What the paper has attempted to show is the complexity and the variety of situations and aspects that can be related to the recruitment and placement process. What also becomes clear from the literature on this topic is that there is no single or normative method or view of recruitment. There are many variables and factors to consider, such as the particular needs of the company or organization at various times.
However, a number of central and common points are evident in the literature. The first is the role of the recruitment and placement officer or officers; which is to fill posts effectively with the appropriate candidates who will advance the needs and requirements of the company or organization. The second is the attitude or philosophy of the company or organization, which will determine the methods and processes used in the recruitment and placement.
Drucker, P.F. (1992) the new society of organizations. Harvard Business Review
(September -- October), pp. 95 -- 104.
Clarke, H.W., & Layman, M. (2004). Recruitment: Tools, Tips and Practical
Application. Corrections Today, 66, 80+. Retrieved March 10, 2010, from Questia database: http://www.questia.com/PM.qst?a=o&d=5006792613
Effective recruitment and selection. Retrieved from http://openlearn.open.ac.uk/mod/resource/view.php?id=365979&direct=1
Human Resources Management - Recruiting / Staffing. Retrieved from http://www.themanager.org/Knowledgebase/HR/Recruiting.htm
Lingham (2009) human resource management .Retrieved from http://en.allexperts.com/q/Human-Resources-2866/2009/11/human-resource-management-9.htm
Recruitment Process. Retrieved from http://recruitment.naukrihub.com/recruitment-process.html
Recruitment process Deakin University. Retrieved from http://www.deakin.edu.au/hr/employment/selection.php
Sims, R.R. (2002). Organizational Success through Effective Human Resources Management. Westport, CT: Quorum Books.[continue]
"Recruitment And Placement Are Essential" (2010, March 12) Retrieved October 22, 2016, from http://www.paperdue.com/essay/recruitment-and-placement-are-essential-515
"Recruitment And Placement Are Essential" 12 March 2010. Web.22 October. 2016. <http://www.paperdue.com/essay/recruitment-and-placement-are-essential-515>
"Recruitment And Placement Are Essential", 12 March 2010, Accessed.22 October. 2016, http://www.paperdue.com/essay/recruitment-and-placement-are-essential-515
Recruiting and Recruitment Specialists Human resource management helps to contribute to the development of an organization through the provision of insight as to what resources are available to an organization, as well as what resources are necessary and required for the continued success of said organization. Human resource management helps an organization attain success through the recruitment, training, and retention of valuable and qualified employees. Recruitment specialists are often consulted in
Nigeria Orphanage Non-Governmental Organization Placement: Examination of the Experience of Students In NGO Placement The objective of this work is to examine the experience of students on the NGO placement in Nigeria. The NGO at focus is that of St. Joseph Orphanage and Women Development Center. The writer of this work was provided with an excellent opportunity to exam the organization chart and policy of the non-governmental and non-profit organization. In addition,
international business expansion process. International recruitment and selection brings a number of challenges for business organizations. They not only face difficulties in hiring the desired skillful staff from the host country, but may also have to deal with severe financial and cultural diversity issues. Through this research study, an effort has been made to highlight the major challenges and issues which make the international recruitment and selection process more complex
Maritime Labor Convention Many seafarers ply across waters distant miles away from their homes. The categories of people in the maritime transport include the seafarers and ship owners. These people are often from different nationalities as ships operate under different flags, from their origin to other countries. The seafarers often face difficult conditions of working from their occupational risks. The fact that they work far from homes exposes them to challenges
Discrimination and Affirmative Action Title I of the Americans with Disabilities Act (ADA) enforced by the U.S. Equal Employment Opportunity Commission (EEOC) prohibits private and state and local government employers with 15 or more employees from discriminating against individuals on the basis of disability. Title I of the ADA also generally requires covered employers to make reasonable accommodations -- changes in the workplace or in the way things are usually done
All of these factors then contribute to the complexity of hiring senior international positions, and underscore the HR issues that are going to cause difficulties in the hiring process. De Beers' recruiting process is going to have to focus on those professionals in critical skill gap positions that are accustomed to being in an industry that has complex ethical trade-offs that need to be made, yet has the necessary initiative
Human Resources Management Practices in the Global Environment & Human Resources Information Systems (HRIS) The objective of this study is the examine Human Resources Information Systems (HRIS) as it relates to Human Resources Management practices in the Global Environment. Toward this end, this work in writing will examine the literature in this area of study. Globalization, in the work of Husain (2010), is reported as symbolizing "the structural making of the world