How does the HR literature inform the recruitment process - Essay Example

HR Literature Informs the Recruitment Process Human Resource knowledge and literature contributes significantly to the recruitment process in organisations. Recruitment process involves activities conducted by the HR department to attract and screen new employees in the organization in order to introduce new talents in the organization who can fill various positions that the organization requires (Sparrow, 2009). In the recent times integrated and advanced knowledge on HRM focuses more on the skills of different employees, job requirements, selection process, performance management, education and development as well as training/learning culture and reward and pay system. These activities are critical in human resource programs and thus informing the recruitment process. I have worked with the HR department previously and I have gained experience on there requirements of organizations on new recruits. The recruitment process should keep in line with the shift in technology and requirements within the work places. This paper aims at analysing and discussing how literature work has influenced recruitment process (Torrington, Hall, Taylor and Atkinson, 2011). Recruitment process involves various activities that are critical in human resources management in such areas like training, development, job requirements, applicant qualifications, decision making, interviews and positions required. Recruitment is an important process where successful measures include thorough research on job requirements and conditions in the market, interviews and such tests like psychometric tests on the candidates where the potentiality of the candidate is determined. Recruitment and selection process is largely based on the information that is provided by the literature to ensure that there is effectiveness in the HRM process (Sims, 2007). Why Recruitment is Crucial in Organisations Today Today, recruitment can be considered as the most important function in HRM. Considering that the competition among the organisations and companies is increasing each day, the organisation that manages to tap or recruit the best talents benefits more. In fact, the biggest companies in the world have realised that talent is what leads to excellence in performance. These companies hunt for the best talents in the world and this has resulted to introduction of the most amazing brands in the world. Employees who are talented bring creativity and innovation in an organisation and this leads to success of company brands. The fact talent acquisition and search continues to dominate in the recruitment processes today, the recruitment team in the organisation should ensure that they generate proper information especially from the literature on the best talents that can transform the organisation. Every organisation wants to be the best in its own field. Acquisition of talents requires that the organisation has effective strategies and objectives to accommodate the new talents that can transform an organisation. Identifying the positions for a new talent is an important step for the organisation to accommodate innovation and creativity. The recruitment team should search for talents after the organisation has identified the job or position to be filled (Sparrow, 2009). The latest recruitment process that the company conducted involved various processes in recruitment. First we started with the process of identifying the position that the company requires that it be filled. The position that was identified as ‘head of internal operations’ required the team of five members that I was the head and spearheaded the process of structuring an advert, prepare the personal specification form, and recruitment methods grid. The personal specification grid involved the personal attributes and qualifications from the candidate since the candidate must attain the minimum requirements that the job required. It helped the candidates to realise if they were qualified to apply for the job. The recruitment method involved the various methods that can be used to attract the candidate to the recruitment process. The advert was posted on the main mediums that were essential in targeting a large group. Some mediums like the social media, company’s website and the national newspaper served as the mediums of communication to the applicants. This grid is used to indicate the methods used for advertisement and recruitment and the essence of the method to the company. Following this process the recruitment process became easier since all the requirements and information was prepared. Incorporating Recruitment Programs in HR For HR to succeed, various issues should be outlined. The HR manager should ensure that there are plans and strategies that will enhance hiring the right candidates for the positions outlined. The process of HRM undergoes various stages where the team responsible in recruiting and managing employees ensures high standards during the selection process (Sharma, 2009). Recruitment The recruitment process follow the planning stage as recruitment process can only begin after undertaking various planning schedules and programs in relation to the positions that should be filled in the organisation. Recruitment should be done in a fair and free manner where advertisements should be made to all the convenient mode of information transmission (Armstrong, 2007). During the process of recruitment, thorough research can be conducted on the best candidates within the market and how they can be nurtured to ensure success in performance of the organisation through success in recruitment process (Armstrong, 2007). The recruitment team engages in a process of analysing, evaluation and examination of the candidates through a panel interview or through a psychometric interview method. If interviews are not the preferred more of recruitment for the organisation, the organisation can fetch talents from other organisations who have demonstrated excellence in execution, innovation and creativity (Ehnert, 2009). Elements of recruitment process There are various elements that are used to determine a successful recruitment process. These elements include; timeliness, cost-effectiveness, potential ability and knowledge, and workforce diversity commitments (Sharma, 2009). Timeliness The recruitment process incorporates the functions of planning and time factors serves as a critical element. The recruitment process should be timed to ensure that candidates undergo various stages of recruitment without being rushed. Planning enables the recruitment process to follow the scheduled program and the completion time is highly regarded (Sparrow, 2009). Cost-effectiveness The recruitment process should be play a role in ensuring that the organization can save cost or enable the company to generate much wealth from the process. The recruitment process should try to use the minimum possible cost to tap the best talent. This element enhances the growth of the company in a positive way (Sharma, 2009). Potential ability and knowledge The process should ensure that potential knowledge and ability would be created. The new recruits should bring potential knowledge and ability in the work place. The employees should transform the organization and ensure there is potential growth in the company performance (Sparrow, 2009). Workforce diversity commitment The recruitment process should consider the fact that there is diversity of job. The commitment of the workforce involves the potential of the recruit to work under various environments to deliver desirable results. Hiring candidates who have high workforce commitment in diverse jobs would be a positive move for the organization (Sharma, 2009). Recruitment Process through strategic planning Human resource decisions are some of the most important and strategic decisions in the organization. The size and depth of human resource largely depends on the technology available and the capital employed. HR planning should be an integral part of the strategic planning of the entire organization especially when there is a competitive strategy in the organization. Assessment of HR requirement should guide the company on the best and most suitable approach to use during recruitment. Before the recruitment program has started, the HR planning should ensure that activities such as environmental scanning, labour demand and supply forecast, and gap analysis have been conducted to ensure effective recruitment process (Marchington and Wilkinson, 2006). The recruitment program should focus on the requirements within the HR planning process. It should follow the steps involved HR planning. Environmental scanning informs the organizations on opportunities or threats on the profitability of the organization and it helps to identify positions for recruitment that can be effective to the organization. Thus recruitment process focuses on information got from environmental scanning. Labour demand and supply forecast serves as an activity that informs recruitment process. Once the HR planning has evaluated the market, it advises on areas of recruitment and the sources of recruits. Gap analysis is essential in recruitment as it indicates on the positions that should be filled to ensure that the organization benefits from the recruitment process (Randhawa, 2007). How HR theory informs the recruitment process The HR theory plays a major role in the recruitment process by providing information needed for recruitment. Recruitment should be based on the current organisation needs and the job market requirements as well as the technological changes. It is important for the recruitment to research more on the needs of the organisation in job qualifications, position needed and training and development programs for maintaining excellent performance from employees. The team involved in recruitment process undertakes a critical analysis of the job requirements in the organisation and that the research should be based on the current job requirements that are outlined in various texts. HRM departments must provide the organisation with the best talents and skills and thus the recruitment process should be informed with various skills required to undertake certain tasks (Price, 2011). In conclusion, recruitment process depends largely on HR theory and information. The company used various methods of advertisements and clearly outlined the requirements of the job to the applicants. It focuses on requirements of the organization after the HR planning and strategic analysis is undertaken. References Armstrong, M. (2007) A handbook of human resource management practice, London, Kogan Page. Ehnert, I. (2009) Sustainable human resource management a conceptual and exploratory analysis from a paradox perspective, Heidelberg, Physica-Verlag, viewed January 29, 2014 . Hayes, D.K. & Ninemeier, J.D. (2009) Human resources management in the hospitality industry, Hoboken, N.J., John Wiley & Sons. Marchington, M. & Wilkinson, A. (2006) Human resource management at work: people management and development, London, Chartered Institute of Personnel and Development. Price, A. (2011) Human resource management, Andover, Cengage Learning EMEA. Randhawa, G. (2007) Human resource management, New Delhi, Atlantic Publishers & Distributors Sharma, S.K. (2009) Human resource management: a strategic approach to employment, New Delhi, Global India Pub. Sims, R.R. (2007) Human resource management: contemporary issues, challenges and opportunities, Greenwich, Conn, Information Age Publ. Sparrow, P. (2009) Handbook of international human resource management integrating people, process and context, Chichester, John Wiley & Sons, viewed January 29, 2014 . Torrington, D., Hall, L., Taylor, S. & Atkinson, C, (2011) Human resource management, 8th edn. FT/Prentice Hall. Read More