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IBM, having one of the most professional workforces in the world, employs approximately 329,000 employees and operates business in 170 countries around the globe (IBM, 2009). They employ staff worldwide across different disciplines ranging from technical IT areas to the non-technical disciplines of Sales, Finance, HR and Legal (Monster, 2008). Being a globally integrated company, they need to keep changing their business model radically and shift its value proposition. Thus, attracting and developing individuals is critical to IBM’s success (Schmidt, 2005).
There are three main steps in the recruitment process – identification of the requirements, attracting the right candidates and the selection from the applicants. The right job description and the job specifications help to attract the right candidate and eliminate unwanted work involved in the selection process.
IBM has the reputation of being the resilient to market forces and strong leadership. They strongly follow the online recruitment process and it is their key recruitment strategy. Online recruitment includes their own website www.ibm.com apart from key online recruitment websites such as monster.com (Monster, 2008). Online recruitment supplements and complements other forms of recruitment. Online recruitment enables reaching a wider audience, and being in the IT industry, this reflects its nature of business. Besides, online recruitment process is cost effective and it also allows continuous improvement of the process. Online recruitment and selection process has saved time spent by as much as 25 percent (Kumar, 2003). They accept applications online as well as through emails. In addition, they adhere to the traditional forms of recruitment such as sourcing through headhunters and recruitment fairs. Thus, they outsource recruitment as well as keep it in-house their website.
For graduate trainees they have a different strategy. Their inclusive work environment makes every
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Based on this research selection procedures and their accurateness in choosing the right candidates are regarded as few of the most important activities in today's organizations for retaining an edge in the competitive world of business. Huge staff turnover and lower performance than expected are some of the costs organizations are required to bear out of application of unsuitable methods of selection.
In line with the statement of purpose as mentioned earlier on, it will be necessary to make a direct translation of how the processes are carried on at the company given that the processes involve so much management and diversity, contingency and planned processes (LVMH, 2013).
Human resources practitioners thus gain great experiences in interviewing, administrative, and other selection activities related to the staffing function in organizations. Larger public sector organizations may incorporate specialist recruitment officers appointed by the human resource team (Collis and Hussey, 2009:97).
The organization serves it food products to almost 68 million global people. McDonalds operates its business practices by either franchisee model or by the corporation itself. It is one of the largest MNCs in global market place. Hamburgers, French fries, coffee, milk shakes, soft drinks, cheese burgers and desserts are popular product lines of McDonalds.
Various recruitment and selection tools and techniques are used to find people with relevant qualifications who are willing to accept the job offers and give satisfactory service and performance in the long run.
The size of the labor market, the image of a company, the place of posting, the nature of job, the compensation package and a host of other factors influence the manner in which job aspirants are likely to respond to the recruiting efforts of a company.
Recruitment and selection is one of the most important factors that can assist an organization to meet its objectives. (Martin and Jackson 2004, p. 97)
The main of aim recruitment is to help an organization to achieve the highest caliber of employees who are competent in their work.
Nevertheless, the slow and inflexible workers who resist change management policies and practices are not demanded and inducted by business companies because they are viewed as incompetent in today’s challenging business arena.
Other than the legal procedure in which official communications are made during job vacancy advertisements, the HR department occasionally resorts to private and verbal communication with the applicants.
Consequently, the selection and
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