Human Resource Management Concepts based on - Case Study Example

This is generally known as person specification (Preston, 2011). It includes the minimum requirements with respect to skills, qualifications, attributes and personality traits deemed suitable for the job. Any non conformity to this description or any deviation in the actual requirements may lead to mismatch in the aspirations of the applicants and finally leads to increased turnover. The second step of selection and recruitment process is the interview and test (Preston, 2011). These are basically used to determine the qualititative and quantitative aptitude of the applicants and understanding the fitness of the applicant in the organizational culture.

This policy is quite important as it tests the fitness of the candidate in the workplace and ultimately leads to reduced turnover when the candidate is a perfect fit. This also gives candidates a chance to understand the job requirements and helps them evaluate the suitability of the job for themselves (Rees and Smith, 2014). Thus such a recruitment policy where both employers and prospective employees understand the each other leads to reduction in turnover rates. Thus staff turnover is highly affected by the type of recruitment and selection methods that a company uses.

The recruitment and selection policies of the organizations should be so designed so as to ensure the matching of the aspiration of the employees at the same time must be profitable for the employer too. There are several advantages of recruiting new employees through the job experience day. The first advantage being that this approach helps new applicants understand the job requirements better through hands on experience of the job. In a traditional interview or test type format where the candidates can only imagine the type of job they are applying based solely on the job description provided (Preston, 2011), in the