The Recruitment, Selection, and Training Methods - Essay Example

Literature review 2 Recruitment and selection Recruitment and selection are two of those processes that help organizations to select such a candidate that fits organizational culture (Bowen, Ledford, and Nathan, 1991). By providing the organization with an individual that fits organizational culture, the organization can improve its overall performance and efficiency (Roberts, 2005). Both the terms are different but somehow connected which Bratton and Gold defined in their definition of recruitment and selection. Recruitment is a process to gather potential and talented candidates to apply at organization for employment. On the other hand, selection is a process where the managers select the best available person or applicant from the pool to work for the organization. The difference between both the processes has been outlined by Mondy and Noe (1993). According to them, recruitment is a process that aims to attract individuals from time to time that have appropriate qualification. Through recruitment, the firm tends to encourage individuals to apply for job. On the other hand, selection is a process that is used by organizations as a tool to measure the performance of an individual. This helps the organization to select the best available applicant in the talent pool that applied for the job. By measuring the potential and actual performance of employees, this process makes the most crucial contribution to the organization for the present and the future (Beardwell, Holden, and Claydon, 2003). 2.2. FACTORS THAT INFLUENCE RECRUITMENT AND SELECTION The recruitment and selection function of the organization can be influenced with a mix of internal and external factors. Internal factors are those that can be controlled by the organization whereas, external factors are those that cannot be controlled by the organization. Each of the external and internal factors would be highlighted in the following paragraph. 2.2.1. Internal Factors Internal factors are those factors that can be controlled by the organization. Some of the internal factors that can influence the recruitment and selection process are as follows: Recruitment Policy Recruitment policy plays an integral role in the recruitment and selection process as it specifies the objective of recruitment and can directly influence the program. Furthermore, the recruitment policy can be influenced by organizational objectives, policies of competitors and sources of recruitment (Aswathappa, 2005). Size of the Firm The size of the firm is also an important internal factor that influences the recruitment and selection process. This factor can extensively influence the recruitment and selection process as when the organization plans to increase its operations; the organization will eventually enhance the recruitment and selection of potential employees to work for the organization so that it can enhance its performance and productivity (Bartlett, 2001). Costs Associated With the Process The costs associated with the recruitment process are incurred by the employer due to which the organization tends to seek such sources that will provide the organization with suitable and talented applicants at lower costs (Gitman and McDaniel, 2009). Growth and Expansion Growth and expansion decisions are crucial for an organization as based on these decisions, the organization tends to recruit and select the most favorable applicant from the talent pool (Gitman and McDaniel, 2009). Need of the Organization An organization can enhance its recruitment and selection of personnel based on its need. As recruitment and selection is not just a tool to fill vacancies available in organization, the organization takes great caution so that the need of potential employee can be effectively met (Gitman and McDaniel, 2009). 2.2.2. External Factors External forces are the ones that cannot be controlled by the organization and can indirectly influence the recruitment and selection process. Some of the major external factors that can influence the program are as follows: Supply and Demand Supply and demand is the major factor that can influence the process. As the recruitment and selection process highly relies upon the supply of applicants to fill in the position available at the organization, it can influence the organization to meet its demands. For example, an organization requires professional to meet its demand but due to limited supply the organization will have to find another medium to fulfill its demand i.e. recruitment (Jacobs & Park, 2009). Organization Image Organizational image is an external factor and plays a major role in attracting potential employees. Organizational image is based on the operations of the company and can positively or negatively influence the recruitment practices of the organization. Organizations with superior image have an edge over others in the market as these organizations can easily attract and retain employees than others in the industry (Tai, 2006). Political, Social and Legal Environment Government regulations are out of organization’s capabilities and can influence the recruitment and selection practices of organization. The political instability of a country can also pose threats to organization in terms of recruitment and selection. With certain regulations and intervention by government, organizations are forced to provide equal employment opportunity to every citizen of the country (Gibson, 2004). Unemployment Rate Employment in country is also an external factor that could negatively influence the organization regarding recruitment and selection. Competitors It has been observed that organizations that are similar in nature often tend to seek the best available talent for their organization. This acquiring of talent can influence the recruitment and selection practices of organization as competitors are also trying to convince the applicants to join their organization rather than any other in the industry (Werner & DeSimone, 2011). 2.3. STRATEGIES FOR RECRUITING AND SELECTING EMPLOYEES In order to recruit an individual to work for the organization, certain strategies are used by organization. Some of the recruitment strategies used by organization are as follows: Advertisement The most frequent strategy used by organization in order to recruit talented individual is advertisement. By doing so, the organization is able to attract wider and talented pool of applicants looking for job. The advertisement sources that are most frequently used are internet, local newspaper, trade publication and magazines, national newspapers and TV (Bernthal, n.d). Agencies and Services Employment agencies are the most frequently used for recruitment of talented individuals. Since these agencies provide the organization with variety of talented individuals, these are used for managerial recruitment. On the other hand, government employment services and temporary help agencies also play a crucial role in non-management recruitment (Rioux and Bernthal, 1999). School/College/Community For an organization to recruit fresh and creative minds, colleges and communities are the best source. It has been indicated that most of the managerial recruitment is conducted through colleges and job-fairs. This allows the organization to attract the most qualified and talented individual to work for the organization (Bernthal, n.d). Internal Resources In order to minimize the risk, organization often tends to recruit from internal resources. Internal job posting and employee referrals are the mostly used recruitment strategy in an organization for managerial position (Bernthal, n.d). (Bernthal, n.d) 2.4. STEPS OF RECRUITMENT AND SELECTION For an organization to recruit and select employees to meet its desired objectives, the organization should follow these certain steps. These steps would allow the organization to ensure consistency and compliance in recruitment and selection process. The steps that should be followed are mentioned below with detailed explanation. Identify vacancy and evaluate need The initial step in recruitment and selection process is to identify the vacancy available in the organization and with proper evaluation of need; the organization would be able to hire the right person for the right role and team. In order to fill the vacancy, the organization should evaluate the core skills required for the job and those that may be required in near future (Cooper, Robertson, & Tinline, 2003). Develop position description Development of position description could also be referred as job description and is the most important factor for successful recruitment process. A well developed position description identifies the general information regarding the position available and the pay information to attract the most of the applicant. After the general information is identified, the organization summarizes the position’s essential functions and its role in the department and organization. Being provided with such information, the duties and responsibilities of the job are then provided (Aguinis and Kraiger, 2009). This will provide the applicant with clear understanding regarding the job and its role and the expectation of organization for performing them. The second last step in developing position description is the minimum requirement for the job. This indicates the minimum qualification required by applicant to be able to perform the tasks and duties accordingly. After the minimum qualifications are established, the organization can entail the preferred qualification for applicants. This can help the organization to limit the pool of applicants. These qualifications include prior experience or advance degree (Cooper, Robertson, & Tinline, 2003). Develop recruitment plan A recruitment plan is a document that is approved by the organization. This plan aims to find such a strategy that could attract and hire the best available candidate in the applicant pool. In addition, this plan also ensures that underrepresented groups are also included in the applicant pool (Aguinis and Kraiger, 2009). This plan also includes the channel of advertisement that must be used in order to achieve the goals of the organization. Since recruitment and selection are handled by HR department, this plan is developed by the hiring manager with the help of others in HR department (Cooper, Robertson, & Tinline, 2003). Select search committee To provide the organization with the best available talent in the applicant pool, a committee is formed so that potential personal biasness could be reduced. The aim of this committee is to search for the right candidate for the right job. Furthermore, this committee is responsible for the encouragement of underrepresented groups and minorities to be provided with equal opportunities as other applicants (Cooper, Robertson, & Tinline, 2003). Having knowledge and understanding regarding the laws related to Affirmative action and EEO, this committee acts to ensure that none of the potential employee is under looked (Aguinis and Kraiger, 2009). Post position and implement recruitment plan Once the position description is in action, the position is posted through advertisement channels to ensure that the organization could attract the most of the applicants searching for jobs. By doing so, the organization is provided with the widest and talented applicant pool. Since, these positions are posted on social media and networking sites, this allows the organization to attract diversity along with other minority groups (Cooper, Robertson, & Tinline, 2003). Review application and develop short list Once the people get to know that an organization is hiring, the interested candidates will surely apply for the position. With the committee in action, each applicant would be considered for the job opening. The aim of the committee in reviewing the candidate would be to ensure that each applicant should be assessed based on their qualification without any biasness in committee (Cooper, Robertson, & Tinline, 2003). After the short-list is developed, the committee would confirm for the approval from the head to call the short-listed applicants for interview (Aguinis and Kraiger, 2009). Conduct interview Once the applicants are short-listed, the organization calls the selected applicants for interview. Interview is the most crucial and important step in the selection process as it allows both the organization and applicant to learn more about one another. With the help of interview, the organization is able to evaluate the skills and abilities of the applicant (Cooper, Robertson, & Tinline, 2003). In order to select the right person for the right job, the committee is provided with different interview styles that can help the committee members in evaluation process. The interview styles that can be used by committee members include panel interview, phone interview and virtual interview (Aguinis and Kraiger, 2009). Once the interview is conducted, the committee members select only those applicants that meet the requirement of the job mentioned in the job description (Cooper, Robertson, & Tinline, 2003). Select hire Once the interview is conducted, it is the responsibility of the committee to select the best candidate for the position based on the level of qualification. In addition, the committee ensures that the selected candidate would carry out the mission of the organization effectively (Aguinis and Kraiger, 2009). Finalize the process Upon the completion of the recruitment and selection process, the selected candidate is provided with the offer regarding the job. In order to attract and retain the employees, they are provided with equitable salary so that the employee can enhance their work efficiency and performance over time (Cooper, Robertson, & Tinline, 2003). Before offering the job to the selected candidate, it is important that the candidate should be provided with the information again regarding the duties and responsibilities of the position. This would help the organization to get the best out of the selected candidate overtime (Aguinis and Kraiger, 2009). 2.5. TRAINING Training is a process that organizations have relied upon to provide employees with an opportunity to enhance their skills, knowledge and abilities to perform the task in more efficient and effective manner in organization (Wills, 1994; Palo and Padhi, 2003; Robert and John, 2004). On the other hand, Bushart and Fretwell (1994) consider the formal training programs as an effective way through which an organization tends to transfer the skills and abilities to group of people at the same time. By doing so, the organization would be able to transfer the goals and values to the employees which would eventually help the employees to enhance their performance and productivity over time. According to Stewart (1996) and Robert and John (2004), training can help an organization to enhance the skills of employees at all levels. This would provide the employees with an opportunity to develop their skills and knowledge to become manager so that they could manage change in organization provided with any business environment. On the other hand, training is considered as an effective process that helps in creating or developing managerial skills in organization (Rosti and Shipper, 1998). Training is a process that aims to enhance and change the skills, knowledge and attitude in organization. 2.6. IMPORTANCE OF TRAINING With the passage of time, training has gained a lot of exposure and popularity in corporate world. Training is considered as one of the most important factors for the business world as it aims to enhance the efficiency and the effectiveness of employees along with the organization. According to Stone (2002), training provides the organization with an opportunity to achieve its goals with the help of workforce. This indicates the importance of training in the corporate atmosphere. Along with the increase in performance and efficiency of the organization, training also helps the employees to enhance their capabilities and skills to motivate and satisfy them regarding their job and performance. With training, the organization and employees both bear fruitful results. According to Helliriegel, Slocum, and Woodman (2001), training helps an individual working in an organization to enhance their productivity and performance which eventually helps the organization to meet its desired goals and objectives. With the use of training and development, the organization reduces the turnover rate, accidents, errors and absenteeism rate which eventually allows the organization to retain the staff and efficient use of human resource management. Similarly, a researcher indicated that training and development helps the employees to increase their performance which eventually leads to increase in performance of the organization (Khan and Khan, 2011). The importance of training can be indicated by the ongoing and increasing publications of different training related article and reviews in different scholarly journals (Tannenbaum & Yukl 1992; Salas & Cannon-Bowers 2001). It was presented that training provide the organization with benefits which eventually lead to make contribution for human-beings and performance in organization. It was also indicated that training leads to improvement in job performance along with other positive changes such as acquisition of new skills and knowledge, that would eventually help the organization to attain the desired goals and objectives (Hill & Lent 2006, Satterfield & Hughes 2007). 2.7. FACTORS THAT LEAD TO TRAINING OF EMPLOYEES Employees being the most crucial and important asset for any organization, they are provided with training based on certain factors. Some of the factors that lead to the training and development of employees are as follows; Motivation and Leadership Development According to a research, leadership development was ranked the most important factor for organization to provide the employees with training programs. 65% of the respondents felt that employees should be provided with training programs so that the employees could lead the team in organization which would eventually lead to the motivation of employees at organization (Cooper, Robertson, & Tinline, 2003). Improved Performance and productivity The most important aspect for an organization is to enhance its productivity and performance which would eventually allow the organization to attain the desired goals and objectives. To do so, the organization must provide the employees with training programs which would help the employees to gain new skills and knowledge which will result in improved performance and productivity (Aguinis and Kraiger, 2009). Efficiency and Effectiveness Efficiency and effectiveness are some of the factors that leads to training and development of employees. According to workforce special report, effectiveness and efficiency are the major reason due to which employees are provided with training and developmental programs (Khan and Khan, 2011) Creativity and Innovation Being provided with training programs, organization tends to enhance the creativity and innovation of employees. According to a research, organization that provides its employees with training opportunities aims to enhance the creativity and innovation of employees so that the organization could take advantage in the market (Cooper, Robertson, & Tinline, 2003). Retaining Employees Retaining key employees is an important factor for organization as with these employees, the organization can tower the success of its competitors in the industry. To retain such employees, the organization provides these employees with training opportunities at the right time. This enhances the chances that the employees would remain loyal to the organization (Ongori and Nzonzo, 2011). Managing Change Resistance to change is another major factor due to which employees are provided with such opportunities. When an employee is provided with new knowledge and skills, rather than resisting change in organization the employee tends to accept the change (Cooper, Robertson, & Tinline, 2003). 2.8. TRAINING NEED ANALYSIS Training need analysis is the identification of gap between the actual training need of employee and the standard training of employee at an organization. By identifying the training need at organization, the employee can be provided with accurate training so that the organization could perform effectively in the corporate world. The aim of this analysis is to identify the problem that needs to be addressed regarding training to meet the organizational objectives in cost-efficient and effective manner (McConnell, 2003). Training need analysis involves the following: Monitor Current Performance The first step in training need analysis is to identify the current performance of employees in department working for the organization. If the performance of the employees lacks to meet the standard set by the organization indicates the need of training programs for employees. The methods to monitor current performance include observation, interviews and questionnaires (Ongori and Nzonzo, 2011). Anticipate Short-falls and Problems By observation and questionnaires, an organization can anticipate the short-falls and problems in the performance of the employees which could eventually create difficulties for the organization to accomplish its goals and objectives. When the problems are identified, the organization should provide training and developmental programs to employees so that they can enhance their skills and capabilities to enhance their performance and effectiveness (Cooper, Robertson, & Tinline, 2003). Identify the Training Required by Employee By identifying the core problem, it is the responsibility of the organization to identify the appropriate training need of employees. This could be done with the help of internal and external assistance along with taking into account the resources provided for the training and development of employees (Ongori and Nzonzo, 2011). Taking Appropriate Action Once decided, the organization should plan action to meet the needs of the employees. By doing so, the organization would reduce the problems that may rise due to inappropriate performance of the employees (Ongori and Nzonzo, 2011). 2.9. JOINING LIFE CYCLE The time period that an employee spends in an organization is referred to as employee life cycle. The employee’s life cycle starts from the joining of organization and ends at the time when employee decides to exit the organization (Rothwell, Hohne, & King, 2012). Each of the stage involves in the employee life cycle is explained below: Attraction The first stage in the employee’s life cycle is the attraction phase where potential employee might be attracted to one of the job postings on social media or networking sites by the organization (Brown, 2011). Recruitment The phase that follows the attraction is recruitment phase where the potential applicant might apply for the position available at the organization based on skills and qualification. In this phase, the applicant has to go through interviews to make the organization believe that the applicant is better suited for the organization than any other in the applicant pool (Gravan, 2010). On-boarding The term on-boarding refers to the selection of employee by the organization. When an applicant is accepted by the organization, the applicant is provided with job offer along with equitable salary to motivate the employee (Gravan, 2010). Learning The time spent in the organization provides the employee with several training and development opportunities to enhance the skills and performance of the employee. This eventually helps the organization as well (Gravan, 2010). Growth With new set of skills and knowledge, the employee is provided with growth opportunities to enhance the job satisfaction and motivation level of employee. Furthermore, the employee is provided with key position at the organization for his talent and knowledge regarding the operations of the organization (Brown, 2011). Separation The last phase in the employee life cycle is the separation phase where the employee exits the organization and joins the alumni community. 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