Human Resource Managemnet
Topic4. What recruitment and selection approach should be adopted in order to achieve the ‘best practice’ of HRM within an organization? Discussing the close links between this function and human resource planning, work analysis, job design, and human resource development (using examples).
With the development of global economy, market competition to a large extent means competing for talents. To prosper, corporations must keep their pools of talents in good shape, which demands highly of sound hiring and retention of human resources. “The best thing we can do for our competitors is to hire poorly”, a Microsoft recruiting director once put it, highlighting the importance of staffing the corporation with proper human resource. Recruitment and selection, two key elements in hiring, are being paid increasingly much attention by corporations to make human resource management (HRM) target realized. Nearly all corporations are racking up their minds to find the optimum recruitment and selection approach to achieve the ‘best practice’ of HRM. Then what’s the best recruitment and selection approach? Are there any links between this function and human resource planning, work analysis, job design, and human resource development? If there are, how are they linked and how close the links are? Therefore, these questions are this essay’s major concerns.
Recruiting is the process of developing a pool of qualified applicants who are interested in working for a corporation and from which the corporation can select the best individuals to fill the corporation’s vacancies (DeNisi & Griffin 2005). Recruiting includes internal recruiting, which means promoting qualified employees within the corporation to higher-level positions, and external recruiting, i.e. scouring prospective employees outside the corporation (DeNisi & Griffin 2005). As for the methods of recruiting, internal recruiting can rely on job posting which means information of vacancies are posted via
With the development of global economy, market competition to a large extent means competing for talents. To prosper, corporations must keep their pools of talents in good shape, which demands highly of sound hiring and retention of human resources. “The best thing we can do for our competitors is to hire poorly”, a Microsoft recruiting director once put it, highlighting the importance of staffing the corporation with proper human resource. Recruitment and selection, two key elements in hiring, are being paid increasingly much attention by corporations to make human resource management (HRM) target realized. Nearly all corporations are racking up their minds to find the optimum recruitment and selection approach to achieve the ‘best practice’ of HRM. Then what’s the best recruitment and selection approach? Are there any links between this function and human resource planning, work analysis, job design, and human resource development? If there are, how are they linked and how close the links are? Therefore, these questions are this essay’s major concerns.
Recruiting is the process of developing a pool of qualified applicants who are interested in working for a corporation and from which the corporation can select the best individuals to fill the corporation’s vacancies (DeNisi & Griffin 2005). Recruiting includes internal recruiting, which means promoting qualified employees within the corporation to higher-level positions, and external recruiting, i.e. scouring prospective employees outside the corporation (DeNisi & Griffin 2005). As for the methods of recruiting, internal recruiting can rely on job posting which means information of vacancies are posted via