Human resource management - Essay Example

39). In short, it will act as the roadmap to all the processes required in the recruitment process. The idea of an organisation chart is to ensure that there are no regrets after the process such as having hired the wrong persons, or ending up with people who cannot adhere to the organisation’s demands and objectives. Jobs in different fields will have different [market] demands. In short, a job in medicine will not have the same recruitment descriptions as in the technological sector. Therefore, recruitment theories dictate that for effectiveness in interviewing, recruiting, and retaining employees, it is mandatory to have a specific job description for every available position.

For instance, in this technological context, there may be a system administrator’s job vacancy. As such, it will be the duty of the human resources department to make it known to potential applicants that they should possess skills such as computer networking, knowledge in operating systems, computer security, and the ability to make other IT-related solutions. In having the specific required job descriptions, the organisation will attract applicants who know what is required of them, who are competent, and those who will not require extra resources before deciding on whether or not they fit the job.

Job descriptions not only simplify the task for the organisation but also for the applicants. According to the subjective factor theory, job applicants will require more than just the financial offer of job descriptions. They will also demand to learn about an organisation’s reputation and what it requires of them before they present their applications. This is because a job should fulfill the financial, psychological, and emotional needs of employees (Yu & Cable 2013, p.49). Therefore, in presenting the required descriptions, applicants will be able to judge whether the job is all-round, that is, whether it will fulfil all their needs.

This is important in that it will