Nobody downloaded yet

Employee Recruitment: Outsourcing Human Resources Function of Finding, Attracting and Hiring Capable and Qualified Employees - Research Paper Example

Comments (1) Cite this document
Summary
Outsourcing HRM Functions: Recruitment and Selection Introduction In the recent past, the competitive environment for many organizations has changed, with the organizations having to operate in globally capitalized environments, rapid industrialization, and changing technology (Abraham, 1988)…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER97.4% of users find it useful
Employee Recruitment: Outsourcing Human Resources Function of Finding, Attracting and Hiring Capable and Qualified Employees
Read TextPreview

Extract of sample "Employee Recruitment: Outsourcing Human Resources Function of Finding, Attracting and Hiring Capable and Qualified Employees"

Download file to see previous pages Some organizations delegate crucial human resource functions to outside firms as a means of utilizing available expertise, reducing expenses, and to be able to concentrate on important business activities (Abraham and Taylor, 1996). With the increasing levels of globalization, technological changes and the complexity of business functions, the current labor functions all influence an organization’s decision to get outside help in the core functions of HRM. The recruitment, selection and training of employees can be outsourced by an organization since it usually refines demand for the provision of products and services, helps in providing constant workflow, reduces labor commitments, and reduces administration functions to the important functions (Varadarajan, 2009). The use of external agencies also helps because they provide many benefits since they are specifically set up to handle the recruiting function. However, outsourcing crucial human resource functions may not be a simple decision for an organization to make. The main problem that an organization can face is when the organization fails to differentiate between recruitment outsourcing as a strategic or tactical decision (Gilley and Rasheed, 2000). The outsourcing firm can view the recruitment process as a step in building a business relationship with the client company and recruited employees. This would help the recruitment provider in having the continued business services of the client firm. However, with the current state of the economy and the need for cost-consciousness, outsourcing of employee recruitment is sometimes viewed as a tactical decision by the parent firm. However, the process can be potentially destructive to an organization’s culture, since the outsourcing firm is usually hinged on helping itself (Gilley and Rasheed, 2000). This means that the difference in organizational culture can be a potential drag in the culture of the recruited employees. Recruitment Outsourcing Organizations usually have to decide whether they will conduct the recruitment and selection process in-house or by buying the function from an external provider (Uttamkumar and Kinange, 2011). When a firm decides to outsource the business function of hiring, the process usually involves developing a relationship with another firm, which also involves the development of risk. In this case, it is important for a firm to distinguish between outsourcing the business process and contracting one aspect of the recruitment process. Since the outsourcing process is usually a long-term process, the parent firm usually enters into a long-term contract with the outsourcing specialist firm. Conversely, the process of contracting out the recruiting service is usually one-off, where the firm assigns individual business functions to an external; firm, which can be done on a job-by-job basis (Ogburn, 1994). Outsourcing the recruitment function has a number of benefits to the parent firm, but the main advocate of the process comes from the strategic and tactical advantage that the process offers to the firm (Alexander and Young, 1996). Strategic outsourcing of a firm’s functions is a process that seeks to develop a long-term relationship with a contraction firm, which will in turn help in the cost-reduction policies of an organization. This also helps in the development of credibility and trust by both parties to the agreement. This ensures that the services provided by the outsourcing ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Employee Recruitment: Outsourcing Human Resources Function of Finding, Research Paper”, n.d.)
Retrieved de https://studentshare.org/management/1395907-employee-recruitment-outsourcing-human-resources
(Employee Recruitment: Outsourcing Human Resources Function of Finding, Research Paper)
https://studentshare.org/management/1395907-employee-recruitment-outsourcing-human-resources.
“Employee Recruitment: Outsourcing Human Resources Function of Finding, Research Paper”, n.d. https://studentshare.org/management/1395907-employee-recruitment-outsourcing-human-resources.
  • Cited: 0 times
Comments (1)
Click to create a comment or rate a document
je
jeromeferry added comment 1 year ago
Student rated this paper as
Wonderful work done on the "Employee Recruitment: Outsourcing Human Resources Function of Finding, Attracting and Hiring Capable and Qualified Employees". I think it is the best example I have seen so far.

CHECK THESE SAMPLES OF Employee Recruitment: Outsourcing Human Resources Function of Finding, Attracting and Hiring Capable and Qualified Employees

Recruitment and Selection (Human Resources Managment)

...period an employee is tested in real life work environment. Toyotas recruitment and selection practices are designed to find the best possible fit for the job. Code of ethics based on the CCHRA provides the ethical justification of the decision. Integration of R & S in Strategic Management Strategic HRM emphasizes the growing need of aligning human resource policies and practices with the corporate strategy for effective management and utilization of human resource at all levels of the organizations in order to achieve sustainable growth, competitive advantage which enhances organization’s effectiveness. This strategic...
10 Pages(2500 words)Essay

Recruitment and Hiring

...?Human Resources Management: Recruitment and Hiring Recruitment and Hiring is an important aspect of Human Resources Management, for it is here that candidate employees first come into contact. In recent decades, the process of interviewing and screening candidates for possible employment has become more systematic and sophisticated. Corporate laws have also caught up with the needs of organizations. Vice versa, more regulations are imposed on companies to comply with basic standards during recruitment and hiring. In other words, corporate laws pertaining...
5 Pages(1250 words)Term Paper

Human Resources-Employee Engagement

...? Human Resources-Employee Engagement Human Resources-Employee Engagement Introduction Employee Engagement is a term referring to a process in which management creates a conducive environment for employees through which they get committed towards carrying out their responsibilities effectively. It is necessary for the organization that they create conditions through which employees are able to utilize their skills and capabilities in the best possible to accomplish their tasks and generate positive outcomes. The main focus on this report is on employee...
4 Pages(1000 words)Essay

Human resources function

...1. How were the human resource functions affected by Hurricane Rita Human resources function is solely dependent on only one factor - people. Hence,when disaster struck, people fled to safer places, leaving the businesses bereft of workers to run their business. There was no one to carry out operations and many businesses had to shut down. The ones that remained open could not operate as per their capacity thus affecting the profit margins, working hours, quality of workers and its reputation as well. With trees all over the area, in business premises, homes and city roads driving through the roads became quite risky, deterring people...
2 Pages(500 words)Essay

Human resources. Recruitment

...to various HR alternate approaches. One of these approaches is the recruitment and selection of the employees. These approaches are two important human resource activities and typically the first steps done in hiring employees. Usually, the initial operations of an organization are made of informal recruitment and selection processes. However, as the organization becomes more mature, the need for a well-established human resource practice becomes realized. This is where the concept of HRP becomes integrated. Through the HRP, formal recruitment and selection processes...
14 Pages(3500 words)Essay

Employee Recruitment and Retention in Khafji Joint Operations and Interventions to Improve Hiring and Retention of Competent Human Resources

...1 Employee Recruitment and Retention in Khafji Joint Operations (KJO) and Interventions to Improve Hiring and Retention of Competent Human Resources Introduction With today's extreme dynamic job market, industries continue to review and amend policies to ensure competitiveness and equity of resources, although there may be diverse issues and concerns expressed by the stakeholders such as inflexibilities of their current compensation. This scenario is also evident in petrochemical industries where International firms manufacture and trade several feedstock, intermediates, and other product chemicals which are derived from...
6 Pages(1500 words)Research Proposal

(case 1) human resources management (Employee Recruitment and Selection)

...of the hires. The return on investment for the company can be calculated by [Benefits – Costs / Costs]*100 (Bernthal, 2009). This will provide for a clear view on the amount of return that the company makes out of the investment made into selecting, recruiting, training and paying each employee. This however includes a lot of estimations, which cannot be made by all companies. Hence it is seen that companies generally need to correctly and promptly outline each of the steps that are involved in the selection process. The selection process being so similar to any other organizational process requires a clear view of the total expenses incurred for every step that it involves. This...
5 Pages(1250 words)Essay

Human resources management (Employee Recruitment PRACTICES) SESSION LONG PROJECT 1

...for the job (Retail Merchandiser, 2003). However, Wal – Mart’s recruitment system has a very strong possibility of missing out on people who have the right qualities for the job however do not have the required job experience. Having and relying completely on a system of this kind means, the loss of human touch and the loss of the use of understanding, which is a very strong need and an essential quality of any human recourse person (GDS Publishing, 2009). Thus as recommendations for Wal – Mart, it would be very useful if the company used the system to filter out candidates, however not use this as the only prospective employees for the job. Secondly, to help ensure...
3 Pages(750 words)Essay

Human Resources - Attraction and recruitment

...Human Resources - Attraction and Recruitment Pearson Publication is an international company that deals mostly with the publication of learning material. Although the company has a global presence, it is not as competitive as other publishers that operate on the global scale. The workforce in any organization is part of the success factors of business. It is therefore paramount for the company to review its recruitment policies and come up with a plan that will attract the most capable workers who will help propel the company to greater heights (Hor, Keats and Holmes, 2008). There are different attraction...
2 Pages(500 words)Case Study

Hiring Employees

...Hiring Employees for a new office Grade (Feb. 3rd, Hiring Employees for a new office The recruitment of new staff to fill existing or new job positions require that adequate planning and strategizing is done. The recruitment process follows a series of steps, which are relevant for ensuring that the recruited staffs are well qualified for the job position, while at the same time ensuring to adhere to all the legal requirements guiding staff recruitment. Thus, for the Chief Human Resource Officer (CHRO) to be able to recruit the best and...
7 Pages(1750 words)Research Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Research Paper on topic Employee Recruitment: Outsourcing Human Resources Function of Finding, Attracting and Hiring Capable and Qualified Employees for FREE!

Contact Us