¶ … Human Resources Plan The process of globalization has determined companies to develop innovative strategies in their attempt to create competitive advantage. Human resources represent the most important resource that companies can use in order to improve their position on the market. Therefore, numerous companies focus on improving the aspects that influence the activity of their employees. This refers to improving the recruitment and selection process, to updating the organization of personnel's activity, and to adapting the motivational strategy to the requirements of employees. These are the most important factors regarding human resources that can influence companies' activity.

The deficiencies of the company's human resources system start with the recruitment and selection process. If this process is not well organized and in accordance with the objectives of the company in case, then it is expected that the HR department will not be able to recruit the best candidates for each position. In other words, the potential efficiency of the company's activity is reduced from the beginning. Therefore, it is important that companies thoroughly analyze their objectives in order to establish their human resources necessities.

The organization of personnel's activity is another factor that companies must take into consideration when developing their human resources strategy (Bohlander & Snell, 2010). This is because numerous employees have reported that they are not sure of what their tasks at work are, or that their superiors force them to perform different tasks that are not included in their job description. This means that companies should intensify controls in order to identify and correct such situations.

The motivational strategy is a very important factor that influences the performance of employees and of the company's activity. This is because properly motivated employees work better in comparison with employees that are not sufficiently motivated. Therefore, companies should focus on developing motivational strategies that are in accordance with the needs and requirements of people based on scientific studies.

The following pages focus on answering to the question regarding the recruitment and selection process. The sections of the paper are organized so that the objective of the paper is to identify the factors that determine the efficiency of the recruitment and selection process of a company in Singapore. In order to reveal the theoretical foundation of the issues discussed in the paper, the Literature Review section provides important information.

Another interesting fact that this paper tries to emphasize is represented by the importance of the recruitment and selection process. Basically, the success of each company relies on its human resources. If the company is unable to hire qualified employees, its efficiency could be reduced. Therefore, it is important to develop a recruitment strategy oriented towards reaching the company's objectives. The paper also makes several recommendations that can be used by a company in Singapore that wants to improve its recruitment and selection process.

Literature Review

The vast literature in the field of human resources provides a great variety of resources that can be used as a secondary research in this case. The numerous books, articles, and websites that can be easily accessed allow interested individuals to develop an opinion on this subject. These resources refer to the theory of human resources management, but also to the practice that can be found in companies worldwide.

The Recruitment and Selection Practices Survey Report focuses on identifying these practices in certain companies and to prove the fact that effective recruitment and selection of candidates ensures the retention of satisfied employees. The study has revealed some interesting facts. Therefore, the researchers involved in this study have reported that companies tend to fill positions with external candidates more often than internal ones. It seems that companies understand better the importance of the recruitment and selection process, because they allocate larger resources to this process. In addition to this, most of the studied companies are interested in modifying their approach to this process (Rioux & Bernthal, 2010).

The most important recruitment channels that these companies use are represented by the Internet, newspapers, trade publications and magazines, employment agencies, college recruiting, professional organizations, and others. The candidates are selected based on behavior interviews, training and experience evaluations, and ability tests. The study has also identified the most important barriers to effective recruitment and selection. These are represented by finding and competing for qualified applicants.

In order to identify certain aspects regarding human resources management in Singapore, it is important to analyze the business environment in this region. This activity is intended to help establish certain factors of influence on HRM in Singapore. This can be achieved by addressing numerous articles on the subject.

These articles refer to a series of studies...

These studies have revealed the fact that the Singapore employment landscape has become more dynamic as a result of international pressure. This fact can also be attributed to technological advancements and the increasing competition in the business field.
The study also reveals the most important challenges that companies in Singapore have regarding their employees. The most important problem seems to be represented by employee turnover. In addition to this, most of these companies have problems regarding the training of their employees. The importance of this study relies on the fact that employee turnover is considered to have a significant impact on organizational performance (SHRI, 2010).

The study has identified the reasons that determine most employees in Singapore to change their job. These factors are represented by the uncertainty of career progress, reduced career opportunities, achievement not being recognized, reduced learning opportunities and challenges, and the relationship with their superiors. The strategies that these companies intend to develop in order to address employee turnover are based on improving employee communication and involvement, increasing learning and development opportunities, and increasing salaries.

The Recruitment and Selection Process

The Necessity of the Recruitment Process

In accordance with the opinion of most specialists in the field, in order to ensure their success companies must find solutions to the following problems: identifying the educational background and the skills required by certain positions and selecting the best candidates for these positions, identifying and attracting competitive candidates by using the most adequate methods and recruitment sources, and complying with the regulations regarding the workforce in each country.

Therefore, the recruitment of human resources refers to confirming the necessity of hiring personnel, to making certain modifications when personnel is hired, and to the actions taken in order to identify potential candidates. From this point-of-view, recruitment needs can be strategic, because they respond to the demands of the company's activity, or they can be determined by personnel structure modifications.

The recruitment of human resources represents the process of searching, identifying, and attracting potential candidates, from which the most suitable candidates must be selected, based on their professional characteristics. This is also a managerial process of maintaining and developing the most adequate internal and external sources necessary for ensuring competitive personnel in order to reach organizational objectives (Werner et al., 2011).

Factors of Influence

The recruitment policies and managerial practices in the field of human resources are influenced by a series of constraints and internal and external factors. Some of these factors are represented by the conditions and modifications on the country's workforce landscape. This is because they have a great influence on the recruitment process.

In the case of Singapore, several studies have revealed the modifications that characterize the workforce. It seems that employees in this region are harder to satisfy by potential employers. In other words, companies have great difficulties into attracting competitive candidates for their positions. This is because companies are not in the position of satisfying the demands of potential candidates, because their strategies have not been oriented towards these demands. This situation can be attributed to the fact that companies in Singapore did not focus on identifying these needs of their employees and on satisfying them.

Therefore, it is recommended that companies in Singapore increase their interest in identifying the factors that influence the activity of their employees, and the demands they would like their employers to satisfy. This strategy could have important effects. This is because employees would feel that the company takes interest in them, in identifying and satisfying these needs. This is expected to determine them to improve their performance. Companies should increase the resources allocated to this activity. In addition to this, such activities should be included in companies' strategy (Lawler & Boudreau, 2009).

There are also other factors that influence the recruitment and selection process. Such factors are represented by the capacity of training and development systems of human resources, but also educational models with great influence on this process. The reputation of the organization that is hiring personnel is very important for candidates.

The preferences of potential candidates for certain business fields, organizations or jobs, certain advantages, can be influenced by factors like skills, professional experience, and the influence of other people. In addition to this, the recruitment and selection process for companies in Singapore is influenced by factors like organizational objectives that reflect the strategy regarding human resources…