How the Elements of Effective Planning, Recruitment and Selection Can Be Used by Organizations - Coursework Example

Running Head: Report Report Customer’s Name: Customer’s Course: Tutor’s Name: 6th March, 2012. Executive summary This reports aims at critically discuss how the elements of effective planning, recruitment and selection can be used by most organizations to assist them in achieving organizational set goals. In doing so each of the elements that is effective planning, effective recruitment and selection will be discussed separately with the citation relevant examples so as to support the notion that good planning, recruitment and selection can ultimately lead to the achievement of organizational goals. Introduction Effective planning, recruitment and selection are some of the basic HR functions which are carried by most human resource mangers in most organizations. Elements of effective planning, recruitment and staffing play a fundamental part in the attainment of an organization overall planned objectives. The visibility of the objectives demonstrates that human resource role fully understands and supports the direction and trend that the in which the organization is moving to. When good planning is intertwined with good recruitment and selection the organization goals at achieved. Effective planning, recruitment and selection processes places individuals at better positions within the organization since individuals are vital in the achievement of organizational goals. Effective Recruitment Recruitment which is generally termed as a major human resource role impacts most significantly on an organizations performance. Though it is widely acknowledged that poor and ineffective recruitment decisions affects the organization performance and at the same time it confines goal achievement, it takes the human resource manager in most organizations a lot of time to implement new and effective recruitment strategies. The acquisition and retention of high quality and competent employees is critical to the success of the organization and also to the achievement of the organizational goals and objectives. The job market in the global arena is becoming more competitive, thus an assorted skill requirements and thus making the recruiters to be more discriminatory in their choices, this is because poor recruiting choices lead to adverse long term effects (Messmer,1999). Recruitment is generally defined as a set of activities and procedures which are applied so as to legally get hold of an adequate populace of qualified individuals during the right time and at the right place so that a firm can choose based on both its long an short term needs. Recruitment process offers the organization with a range of potentially competent job applicants from which well judged assortment is later made to fill the vacancies within the organization. Effective recruitment starts with appropriate employment preparation and forecasting. This stage also involves the formulation of plans aimed at filling and eliminating future job vacancies which are evaluated on the basis of future needs of the organization (Herman & Gioia, 2001). A factor that is related to the effectiveness of a selected recruitment procedure is the approach an organization that is to be implemented in identification and selection of the most suitable candidate. Corporations who want to fill base level positions in most case require minimum education and experience and they are mostly high schools/ technical and university graduates. Most positioned in the middle level in the organization such as senior administrative, mechanical and junior executive are in most cases filled with employees within the organization. The pushes for limited, high-quality capacity are often recruited using the external sources (Pulakos & Schmitt, 1995). Organization who want to achieve there organizational goals must follow or adhere to various steps in the recruitment of new employs within the organization. The step to be followed includes: Development of a plan on recruitment and retention and also the systems that supports the policy Need assessment is carried out so as to evaluate the current and future human resource needs in the organization. For this activity to be effective and for it to attain its objectives, the requirements of the job should be done and be clearly outlined and assesses and they should also be classified based on their priority. The other step is identification, it involves an identification of prospective job applicants, knowledge and skills that they possess and it is usually done either within or outside the organization. Job analysis and job evaluation is later carried pout so as to recognize the individual features of each job and compute its relative value; The other step is the assessment of qualifications profiles this are mainly derived from the descriptions that and they are used in recognizing the responsibilities and required skills, capabilities, acquaintance and know-how; determination of the organization’s; The last step involves the recognition and documentation of the real process of recruitment to make certain that there is equity and adherence to equal opportunity for all. Documenting the organization rules on recruitment, the criterion to be used, and all the processes involved in the recruitment process is vital in the apparently informal setting of the organizations in house selection and later selection is made from the external sources. Organizations that follow the right recruitment process tend to arrive at the most suitable individuals to work for them and who will ultimately conform to organizations set of goals and objectives hence achievement of organizational goals. Recruitment is at times conducted internally by promotion of the existing employees; transfer of existing employees or also through referrals. Instances where internal recruitment is the method of filling vacancies, the job opening are advertised by posting. In most cases internal recruitment is not effective since it does not produce the required number or quality of employees that are needed in the organization thus the organization maybe at times be forced to recruit form the external sources((Franklin & Pell, 2001)). An example of a company with an effective recruitment is nationwide building society. The company is located in the U.K and it is termed as ranked as the fourth in the mortgage lending and also as the seventh when it comes to matters related financial institution in the UK this ranking is done by the use of assets within the organization. flooded with approximately 40,000 job applications each year, nationwide building society was in dare need of a system to effectively assess the job applicants so as to improve superiority, efficiencies, augment the speed at which they recruit, lessen costs related to the general recruiting process and advance the applicants experience. The company has an automated recruitment solution and the system has led to a considerable reduction of the costs in the company, improved level of processing and also to a more rapid speed of recruiting new employees within the organization. The company recruitment system is also effective in that it allows the company’s talent spotters identify candidates that are well-matched with the requirement of the vacant position and also find individuals who are personified with the company’s core values. The system is effective in that it provides web based behavioral profiling tool that provides an accurate measure of performance forecasts for service, sales and administrative positions. So evaluate the appropriateness of the selection screening questionnaires are used so as to recognize job precise strengths and a set of qualities that equals with the organization core values. The company also uses face-to-face structured interview so as to further assess candidates. This is later followed by a face-to-face 'listening interview' which is used so as to generate a more in-depth side view based on an applicant’s competency in verbalizing the key phrases or words. So as to make certain that talent spotters are constant in their skill in selecting people, periodical session of role play interview scenarios are carried out. The company’s internal website permits the talent spotters to share information among themselves, ask queries and at the same an internal Web site time get feedback from another. Effective planning Planning is also termed to be one of the major functions of the human resource. Planning is termed as a procedure that comprises of forecasting, increasing and controlling that the organization applies so as to make certain that it the organization has correct number of populace and the correct type of people at the exact places at the exact time performing duties that they are inexpensively useful. According to Vetter Eric planning is a procedure that is used by an organizations management team to establish how organizations ought to shift from the current HR position to its preferred HR position (Stacey, 2010). Planning is an important managerial function and it offers a chance for the company to preferred future state and the ways of achieving the future states so as to achieve the organization's objectives. In the aim of solving issues and also at the same time taking advantage of the chances that have been brought about by change, organizational heads ought to develop both the short and long term plans so as to help the organization in achieving its objectives. Planning necessitates management to evaluate; where the suitable course of action is determined and put into practice to accomplish the company's goals and objectives (Sinofsky & Iansiti, 2009). According to most managers planning is an endless course of action. Companies at time may make sudden strategies and at times these strategies are uncontrollable. Depending on the circumstance companies are at times required to alter its plans in accomplishing certain set goals and objectives. Based on the strategic planning of the organization, management team evaluates both the internal and external factors that may have an effect on the company in terms of its set goals and objectives. The management team needs to be more practical and at the same ample in studying the organizational strengths, opportunities, threats and weaknesses. Manager ought to have planned in advance the human resources that are required in the organization with will assist greatly in preparing for any fresh a number of employees, skills and occupation groups this will play a major role meeting the augmenting demand which may be caused by the growth or expansion of the business. In addition to changing job requirements owing to technological change or the mounting convolution of business operations which offers more conflicting anxiety on the figure and kind of human resource necessary. Planning is termed as a responsibility for all mangers and it plays an important role in determining the success of an organization and also in achievement of the organizational goals. There ought to be cooperation between the HR function in an organization and the line management since it is vital for the success and achievement of the organizational goals (Bryson, 2004). Planning permits managers to anticipate and influence the possible needs of the organization. Effective planning mainly leads to effective use of all resources that are within the reach of the organization thus leading to a more satisfied and developed group of employees. Effective planning takes into consideration both the internal and external environmental pressures of an organization, its goals and objectives, culture, organization and HRM. This is so since planning must replicate the environmental developments and factors that have an effect on an organization management team as well as its human resources. Aspects to be considered are globalization, growth of internet use and the market economy. Based on the fact that the achievement of an organization actually relies on how well its human resources within the organization are managed, HR planning will over time be a major concern to many. Successful HR planning necessitates that HR manager make certain that HR personnel recognizes and appreciates the HR planning process and top management is supportive (Nolan & Goodstein, 1993). An example of a company with effective planning is a Lancashire based food producer and vendor the Bury Black pudding company. Initially the company was trading through a markets stall and later to a website. Through effective planning the business has expanded and employs approximately forty people and others who act as supplies to a chain of major supermarkets thus attaining the objective goal of expansion and employment of a large number of employees. Through effective planning the company has over timey developed a website to enable them to deliver their products to the consumer locations and also to have a greater reach on the individuals who live far away from Bury. Through the website the company has able to give a brief overview of whom they were and what they provided thus acting as a way of marketing the company to both the prospective and potential customers of their products. The website mainly deals with product and brand and over time it made it possible to the company to make online sales thus the sales of the company increased and thus there was a fulfillment of the company objective of gaining more profits and thus the company is best positioned in the market than the other companies. Effective Selection Employee selection is termed as the most influential tool that an organization has and it aids in the achievement of its goals. Selection is termed as the last stage in the recruitment process and the employer tries to minimize the applicants thus making a final decision on the most appropriate applicant for the vacancy within the organization. It is practical to inadequate to argue that the selection decision to be made ought to be based on a variety of selection tools since some of the tools which are usually used have poor analytical job ability. Interview is one of the process that is intertwined with the selection process and the interviews ought to be conducted by specialized individuals and must be structured in such a way that they follow a beforehand approved set of questions to mirror the individuals specification and the interview ought to permits the candidates to ask questions (Alrichs, 2000). Effective selection is available in instance where there is an effective matching between the required competency and the available employees. In instances where the employee does not match the job then there is no effective selection. When the most suitable candidate is selected for the job the organization is able to save in terms of time and money required by the organization. Appropriate screening of candidates is conducted during selection process and the prospective candidates who have applied for the job are hardened. Most organization spend considerable amount of resources to employee selection process (Messmer, 1999). Most organization follows a certain process for selection to be effective this process includes: Preliminary Interviews- this step is applied so as to get rid of those candidates who do not convene the minimum eligibility criteria of the interviewing organization. Aspects which are evaluated in this stage include: skills, educational and family background and competencies of the applicant. When compared to final interviews a preliminary interview seems to be less formal. In this stage the applicants are given a concise description of the organization and also about the available job, at this stag it is also evaluated the candidates know how of the organization (Deems, 1994). Application blanks- in these stage applicants who have passed the preliminary stage are required to fill application blanks. The blanks contain information related to age, reason for leaving previous employment, experience and qualification. Written Tests- this stage involves tests such as are aptitude test, reasoning test, personality test and intelligence test. The above tests are usually used to impartially evaluate the prospective candidate. Employment Interviews- this is a one to one communication between the interviewer and the applicants. This stage determines if the applicant is apposite of the advertised job vacancy or not. Medical examination-this examination is carried out to make certain that the prospective employee is physically fit for the job thus reducing the rate of employee absenteeism. Appointment Letter- the last stage involves a reference check which is carried out on the selected individual and an appointment letter is given so as to formally appoint the individual (Dipboye, 1992). An example of a company where effective selection has led to the achievement of organizational goals is enterprise Rent-a-Car. Enterprise searches for skills in their applicants for both competencies in its recruits both for an urgent job role and also for expansion over the longer term to sustain the industry growth. Enterprise unites an individual’s specification within the job description by the application of a skill and competency framework. The selection process at Enterprise is effective in that it provides the candidates with a number of openings to demonstrate their preeminent in dissimilar circumstances. To screen applicants the company evaluates the online application forms with the required set of skills and competencies of the role. An initial face to face interview is conducted with the recruitment with a recruitment manager. An interview with the branch manager. The selected group is invited to attend an assessment day. The assessment day is an average element of the Enterprise recruitment process. The selected group engages in realistic exercises which comprises of activities such as role playing, individual activities and group activities. The company employs role playing since it is an important technique of testing skills like such as communication as well as customer service. Enterprise is able to evaluate. An interview is later carried out with the senior manager and the final selection is made. When the applicants have undergone all those steps it become highly believed and accepted that Enterprise rent a car to have selected an inappropriate candidate for the post. Conclusion For organizations to attain its sets goals and objectives there ought to be effective recruitment and selection which should also be coupled with effective planning. When the three factors are adhered to, most organizations tend to perform better as compared to their competitors who have lacks effective recruitment, selection and planning strategies in place. There exist various approaches of recruitment and selection which are applied by various companies. The strategy chosen in recruitment and selection mainly plays a major role in determining the achievement of organizational objectives. Thus accompany needs to assess the recruitment and selection approaches which are available and select the most suitable one for the organization. Both long term and short term planning will assist the organization in attaining its objectives since for the short term objectives they will be able to gauge the effectiveness of the planning used thus contributing to the achievement of the organizations goals. References Alrichs, N. (2000). Competing for Talent: Key Recruitment and Selection Strategies for Becoming an Employer of Choice. California: Davies-Black Publishing. Bryson, J. (2004).Strategic planning for Public and Nonprofit Organizations: A Guide to Strengthening and Sustaining Organizational Achievement, 3rd Edition. San Francisco: Jossey-Bass. Byham, W. (1989). Targeted selection: A behavioral approach to improved hiring decisions (Monograph XIV). Pittsburgh, PA: Development Dimensions International. Deems, R. (1994). Interviewing: More than a Gut Feeling. , Urbandale, Iowa: Provant Media Publishing. Dipboye, R. L. (1992). Selection Interviews: Process Perspectives, p. 118. As cited in Gatewood, R. & Field, H., Human Resource Selection (3rd Ed.). Orlando, FL: The Dryden Press. Franklin, A. & Pell, A. (2001). Embracing Excellence: Become an Employer of Choice to Attract and Keep the Best Talent. New Jersey: Prentice Hall Press. Herman, R. & Gioia, J. (2001). How to Become an Employer of Choice. Virginia: Oakhill Press. Messmer, M. (1999). Human Resources Kit for Dummies. New York: IDG Books Worldwide, Inc. Nolan, T., & Goodstein, L., (1993).Applied Strategic Planning: How to Develop a Plan That Really Works. North Carolina: Pfeiffer. Pulakos, E. & Schmitt, N. (1995). Experience based and situational interview questions: Studies of validity. Personnel Psychology, 48, 289-30. Sinofsky, S. & Iansiti, M. (2009). One strategy: organization, planning and decision making. United States: Wiley. Stacey, R. (2010).Strategic Management and Organizational Dynamics: The Challenge of Complexity (to Ways of Thinking about Organizations). New Jersey: FT press. Read More