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Literature review Example

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CHAPTER TWO LITERATURE REVIEW 2.1 Introduction Recruitment and job selection are very important aspects of every company that believes in growth. As companies grow and expand, vacancies become created for which people must fill. Growing companies that also open new branches and new sectors require the services of new employees…
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Download file to see previous pages The researcher therefore seeks to review literature on what recruitment and selection processions are, how recruitment and selection can be done effectively and efficiently, how to ensure fairness in recruitment and selection processes, the risk in undertaking awful recruitment and selection exercises and finally how to maintain workers recruited into a company. 2.2 Human Resource Recruitment and Selection What is Recruitment? According to the People Management Magazine, Chartered Institute of Personnel and Development (CIPD), www.cipd.co.uk, “Recruitment is the process of having the right person, in the right place, at the right time.” This definition however seems too broad as it goes beyond job vacancies. To narrow down the definition to the job sector, a business directorate journal, www.businessdictionary.com defines recruitment as the “Process of identifying and hiring best-qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost effective manner.” In relation to this research, which seeks to assess the recruitment and selection process within B&M, recruitment can thus be said to be the processes that companies go through to get new employees to work for them when there is vacancy at their work places or new positions created. Vacancies are commonly created by the exit of workers either voluntarily or by expulsion. Workers who find the need to stop working for a company apply for resignation and subsequently quit the company. Older workers also apply for retirement when their retiring age is due. Companies also dismiss workers for several reasons as defined by their code of operation. After years of operation too, certain companies open new departments, sectors and branches. All these situations necessitate the need to recruit new employees to fill the vacancies. What is Job Selection? The Chartered Institute of Personnel and Development (CIPD) define job selection as “short listing, and assessing applicants to decide who should be made a job offer.” Jarvis (2010) also gives a very similar definition of job selection as “decision stage, of choosing suitable applicants for a job or jobs.” Job selection the activity in which an organisation uses one or more methods to assess individuals with a view to making a decision concerning their suitability to join that organisation, to perform tasks which may or may not be specified (Lewis 1992, p17). The three definitions seem to suggest that the selection stage is the climax point of getting a candidate to fill a vacant position at a work place. It is however worth saying that as suggested by Lewis, the process should involve structured methods so that the ultimate aim of getting a suitable applicant as mentioned by Jarvis would be achieved. What are the various Recruitment and Selection Methods available to a Company? Recruitment and selection methods refer to the various means by which a company can attract applicants to come and seek for jobs. Doan (2010) outlines ten methods by which recruitment may be carried out. These methods include recruitment by campus method, recruitment by job centres, head hunting, recruitment by advertisements, database search on job site, employee referral, contract staffing, word-of-mouth recruitment, ...Download file to see next pagesRead More
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