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Recruitment and selection for an IT manager‏ - Essay Example

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One may want to know which department within any organization is more important than all the others. As much as the departments of an organization strike synergy to achieve efficient and performance, individuals will at times want to compare the functions of each organizational departments…
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Download file to see previous pages It has once been said that the human resource in an organization can either make or destroy the organization. If the people factor of an organization is well managed then success is evident and the opposite is also true. The human resource department has the responsibility of hiring and firing employees, paying, controlling, disciplining and awarding employees (Williams, 2001). The department controls and manages the people factor in an organization by setting policies that regulate and direct the human resource. These policies often have a regal implication. The implication may be skewed to the positive thereby enabling the hiring and maintenance of an efficient workforce. However, the policies may be skewed to the negative thereby posing a potent legal risk for the organization. This paper seeks to highlight the implication of human resource policies that rely on positive action as a means of means of recruitment and selection (Kay & Banfield, 2008).
Human resource policies may be construed to refer to the set of systematic codified decisions institutionalized by and organization to aid in the administration of the human factor in the organization. The policies also aid in the management of performance, management of employee relations and the human resource planning function. ...
Employee expectations of the company
Company expectations of the employees
Nature of the organization
The working of policy and procedure in the organization
Acceptable and unacceptable behavior
Penalties and repercussions of unacceptable behavior
The organization therefore uses these policies to hire workforce. The policies differ from one organization top another. The hiring process starts from the advertisement of the vacancy to the preferred candidate being given the letter of appointment (Transit Cooperative Research Program et al, 2002). Using the policies, each organization has its individual strategy that it uses to hire the best and highly competent workers. This paper seeks to highlight the recruitment and selection strategy that can be applied in the recruitment of an IT manager. Amongst a myriad of strategies, the in-house recruitment strategy is discussed and the entire process highlighted as well thereby showing its pros and cons. The paper will start with offering a background to the recruitment and selection strategy before submitting a critical review of recruitment and selection strategy i.e. the in-house recruitment strategy.
2.0 Background to the Recruitment and Selection Strategy
The in-house recruitment strategy is often preferred by majority of the organizations. It often employed by the larger employers who prefer to carry out their own in-house recruitment (Williams, 2001). They do this using their human resource departments sometimes in coordination with recruitment agencies. In-house recruiters often advertise job positions that are vacant mostly on their official website or any other media ...Download file to see next pagesRead More
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