Managing Recruitment and Selection
Being able to successfully manage the recruitment and staffing of an entire Human Resources (HR) department is the foundation of a successful enterprise. For example, Reese and French cite the work of Bratton and Gold in saying, "Recruitment is the process of generating a pool of capable people to apply for employment to an organisation. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements" (2010). This quote aptly highlights the extreme importance of being able to successfully woo and establish a team of competent people who are equally invested in doing an exemplary job with a given company. Thus, the HR department needs to understand the nuances and strategies that go into the process of successfully winning over the right people and keeping them at a particular company.
Background
This paper scrutinizes the importance of HR managers attaining a more detailed understanding and managing the recruitment and staffing process and how they can better achieve those goals. This is a crucial as HR managers are the ones who play a vital role in the shaping and molding of a given company. This paper is going to cover the history of recruitment and staffing, the potential value that good recruitment and staffing can bestow on a particular company, and common mistakes that HR managers generally make when it comes to thoughtful recruitment and staffing. Thus, the title of this paper is "Managing Recruitment and Selection" because this is such a delicate process, that the verb "managing" really does encapsulate all that this process entails.
Findings
3.1
What the assignment is asking me to do.
This assignment is asking me to examine the nuances and importance of the staffing and recruitment process so that I can demonstrate my knowledge and the accumulated knowledge that I've acquired via research. In demonstrating and discussing this acquired knowledge and information I'll be able to deconstruct the management and recruitment process, demonstrating a deeper comprehension of it.
3.2
What I know about the subject already.
Recruitment is a word most often used to describe the general process of finding appropriate people to fill available jobs. "Recruitment consists of strategies intended to identify sources of talent to meet organizational needs, and then to attract the right numbers and types of people for the right jobs at the right time and in the right places" (Rothwell & Kazanas, 2003). Thus, as Rothwell and Kazanas demonstrate, recruitment is an extremely active process that involves concerted efforts to truly draw in people with relevant skills sets and healthy attitudes in order to make a given company or business the best it can be. "Selection is the process of searching for and then identifying the appropriate match between the individual, the job, the work group, and organization" (Rothwell & Kazanas, 2003, p.333). Thus, Rothwell and Kazanas aptly demonstrate how recruitment and selection, while not identical processes are closely related (2003, p.333). An HR manager truly needs to have a strong and nuanced awareness of this fact.
This process is quite so crucial because it directly impacts the type of individuals who end up hired; the ones who eventually get the job. These are the people whose attitudes, work ethics, values and visions can help to shape a given institution: "their attitudes and interpersonal skills will influences what organizational development efforts need to be made in order to improve work-group relations… Their individual desires and expectations can influence appropriate compensation needed to reward, retain and motivate them" (Rothwell & Kazanas, 2003, p.334). These remarks clearly highlight how wise recruitment and staffing can truly shape the look and strength of a particular company or business.
3.3
What I think my focus might be?
The focus of this paper is to truly examine which strategies...
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