Human Resources Management and Recruitment Techniques - Term Paper Example

Comments (0) Cite this document
Summary
The term paper "Human Resources Management and Recruitment Techniques" states that Recruitment is the process whereby organizations search for the best employees to fill vacant positions. A vacancy in an organization can arise due to death, retrenchment, resigning or promotion of an employee. …
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER96.3% of users find it useful
Human Resources Management and Recruitment Techniques
Read TextPreview

Extract of sample "Human Resources Management and Recruitment Techniques"

Download file to see previous pages The advantage of using internal applicants in filling vacant positions is in regard to the motivation factor. Employees feel motivated when they are rewarded for good performance by being promoted to higher positions. Any organization that cannot be able to engage in employee advancement and promotion opportunities is likely to experience job dissatisfaction among the employees (Courtney, 1997: 126).

Internal recruitment also provides the managers with the opportunity to use HR data that is available and maintained in the organization. An analysis of employee performance is important in the recruitment process. This ensures that the organization is able to guess the competency of the employee (Schermerhorn, 2009: 78).
Promotions within organizations lead to vacant positions that should be filled by other employees. The chain effect on promotion means that every time an employee is promoted, two or more positions will need to be filed. Internal promotions help to motivate employees since every promotion positively affects several employees within the organization (Schermerhorn, 2009: 78).

The promotion of employees in the organization ensures that entry-level vacancies are filled by external job applicants. The benefit of this approach is that no company is able to experiment with unknown individuals in high-risk employment positions. Further, employees have the chance to prove their ability in a lower-level position first (Schermerhorn, 2009: 78).

Bidding and job posting are the most commonly used methods of recruiting employees internally. Bidding occurs when qualified employees have been notified of the vacancy. They are then notified to bid for the vacancy if they want to be considered for the post. In bidding, the employee with the most seniority gets the job (Walsh, 2012: 52).
Job posting involves the use of traditional bulletin boards, computer email-based systems and telephone voicemail based systems. Computer email-based systems and telephone voicemail based systems.  ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(Human Resources Management and Recruitment Techniques Term Paper, n.d.)
Human Resources Management and Recruitment Techniques Term Paper. Retrieved from https://studentshare.org/management/1599598-human-resources-manangement
(Human Resources Management and Recruitment Techniques Term Paper)
Human Resources Management and Recruitment Techniques Term Paper. https://studentshare.org/management/1599598-human-resources-manangement.
“Human Resources Management and Recruitment Techniques Term Paper”, n.d. https://studentshare.org/management/1599598-human-resources-manangement.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Human Resources Management and Recruitment Techniques

Human Resource Management - recruitment

...satisfactorily. (2-1 points) : Response is inadequate or vague, or contains fewer than 2 of the elements listed. The situation described is much less complex than what is routinely encountered in this position. Response indicates that the candidate did not understand the issues involved, or that he/she could have handled the situation more effectively. References: UTS. 2003. Choosing Selection Techniques. UTS: Human Resource Recruitment. http://www.hru.uts.edu.au/recruitment/selecting/techniques.html WSD. 2002. Structured Behavioral Interview. Washington State Department of...
3 Pages(750 words)Essay

Human resources. Recruitment

...), the introduction of more formal human resource recruitment and selection practices resulted to a more extensive use of private and government employment agencies, referrals as well as newspaper advertisements for offering job opportunities. This turnout was confirmed by more recent researches (Burnes, 1996); this finding was even correlated to the continuous growth of several organizations. For selection procedures, interview was the most common technique used by organizations. However, so as to screen the applicants more effectively with fewer errors, multiple selection techniques had also been employed. Barbeschi (2002) concluded that in both large...
14 Pages(3500 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 strategies that Pearson Publication can use to attract ideal...
2 Pages(500 words)Case Study

Human Resources Planning Recruitment and Deployment

...is the process which creates a link between the strategic objectives or goals and the human resource to enhance the performance of the business and the culture of the organisation. It also helps to improve the competitive advantage and the flexibility of the business to attain the organisational objectives through recruiting, selecting, training, and rewarding a person (Schuler & Jackson, 2009). The major objective of the study is to highlight the different concepts of SHRM and the various factors related to SHRM in the context of the case study of Aerospace Components Ltd (ACL). The study would include an analysis of the concepts of SHRM. The paper would also include successful...
11 Pages(2750 words)Case Study

Human resources internal and external recruitment

...Internal and External Recruitment Task Introduction Recruitment is a process of choosing the best applicant in a group from inside or outside a business organization for a job vacancy. Internal recruitment is employing persons from inside the organization to acquire the vacancies left in an organization. Conversely, external recruitment is employing outside persons to fill job vacancies in an organization. This unit describes the inner and outside recruitment and identifies their significance in an organization (Byrnes, 2009). Internal Recruitment The internal recruitment needs support from other management departments to avoid disappointment among the managers and employees (Byrnes, 2009). An example of an internal recruitment... is that if...
1 Pages(250 words)Essay

Recruitment, Selection and Deployment of Human Resources

...Case Study: for Recruitment, Selection and Deployment of Human Resources Sodexo identified several major problems the management was having in the running of the company. One of these was shortage of staff. This problem was not an initial issue but soon became a burden with an increase of over 1000 constructors and sub constructors of OPG in just less than six weeks. The other problem was the long recruitment and selection process of new employees. This discouraged most of the prospective employees and the few who were willing to put with the lengthy process complained of unequal benefits and the high costs they would incur including fare charges or lack...
1 Pages(250 words)Case Study

Recruitment, Selection and Deployment of Human Resources

...Recruitment, Selection and Deployment of Human Resources “Case study” Answer no. 1 A consultant should take into account all necessary and adequate job performance areas and significant factors that could affect the performance of an employee and must incorporate all the identified factors in the valuation form. In this regard, a consultant must determine the job role and responsibility of each employee in the shop; clarify goals and objectives among employees and managers and respective departments; analyze the critical factors that are relevant to job role and organization objectives; determine these factors; establish particular standards for each factor in order to determine the status of performance of employee; establish... system to...
1 Pages(250 words)Assignment

Human Resources Planning or Recruitment and Selection

...Human Resources Planning, Recruitment and Selection All the processes in an organization depend on the efficiency of human resources. Therefore, many organizations take various measures such as motivation strategies, trainings, recruitments and selections to ensure that their human resources work efficiently. Proper human resources management is critical to the success of every organization (Sparrow, 2007). Every company needs to organize its human resources efficiently through human...
1 Pages(250 words)Essay

Report about recruitment department on human resources

...Recruitment Department Issues in Human Resource Management Introduction Successful management of an organisation’s human resources requires that the organisation, through its HR function, should first identify their human resource needs, after which the critical recruitment and selection process commences. Stahl (p. 31) defines recruitment as the identification of potential employees or candidates, where there are anticipated or actual vacancies in the organisation. Chan and Kuok (p. 430), on the other hand, approach recruitment from...
4 Pages(1000 words)Admission/Application Essay

Human Resources - Recruitment and Selection Practices

...Human Resources - Recruitment and Selection Practices Table of contents Human Resources - Recruitment and Selection Practices 1 SMART career plan 2 Recruitment and selection practices 7 Self evaluation 12 Effectiveness of communication style 15 Conclusion 19 Student Application Form 2005 22 Name 22 EDUCATION 22 EMPLOYMENT RECORD 23 Introduction Career decision making and planning is one of the vital aspects of student life that involves a lot of introspection, self-evaluation and assessment of individual skills and interests. Introspection and self evaluation process plays an important role in identifying personal...
18 Pages(4500 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 Term Paper on topic Human Resources Management and Recruitment Techniques for FREE!

Contact Us