Traditional Recruitment Methods..Are they still valid ?
Human Resource Management Module Assessment
DEPARTMENT OF Entrepreneurship
Faculty of Enterprise and Humanities
Continuous Assessment Cover Sheet.
STUDENT NAME: Peter O’Byrne
STUDENT NUMBER:
PROGRAMME: DL243f
YEAR: 2012/2013 MODULE: Theme 5 : Resourcing
ASSESSMENT: Traditional Recruitment Methods. Are they still in use ?
WORD COUNT: 1,987
LECTURER: Sharon McGreevy
I / we have read the plagiarism policy and procedures and I / we declare that this report / essay / project is my/our own original work.
SIGNED: __________________________________________
Traditional Recruitment Methods
Are they still in use ?
Peter O’Byrne
Class 243F
Student No:
Human Resource Management
Table of Contents
Introduction ……………………………………………………………………………..4
Recruitment……………………………………………………………………………. 4
Internal Recruitment………………………………………………………………..5
External Recruitment………………………………………………………………..6
Recruitment methods in Ireland……………………………………………….7-8
Conclusion………………………………………………………………………………..8-9
References………………………………………………………………………………10-11Introduction
In human resource management there are great many prescribed texts and literature on the recruitment of staff aimed at helping organisations to increase their chances of finding the right person for the vacant positions held by organisations today. According to CIPD (2011) recruitment is the process of having the right person in the right place at the right time, to carry out specific functions in an organisation. (Montgomery, 1996) highlights the notion of “fit” as the key to job success, suggesting having the right person in the right place at the right time that “fits” in with the culture of the organisation is the key to successful recruitment. Whilst (Chatman, 1989) argues “fit” as where both the candidate and the organisation have the same goals. (Plumbley, 1985) goes so far as to say the quality of employees recruited in an organisation will be the
DEPARTMENT OF Entrepreneurship
Faculty of Enterprise and Humanities
Continuous Assessment Cover Sheet.
STUDENT NAME: Peter O’Byrne
STUDENT NUMBER:
PROGRAMME: DL243f
YEAR: 2012/2013 MODULE: Theme 5 : Resourcing
ASSESSMENT: Traditional Recruitment Methods. Are they still in use ?
WORD COUNT: 1,987
LECTURER: Sharon McGreevy
I / we have read the plagiarism policy and procedures and I / we declare that this report / essay / project is my/our own original work.
SIGNED: __________________________________________
Traditional Recruitment Methods
Are they still in use ?
Peter O’Byrne
Class 243F
Student No:
Human Resource Management
Table of Contents
Introduction ……………………………………………………………………………..4
Recruitment……………………………………………………………………………. 4
Internal Recruitment………………………………………………………………..5
External Recruitment………………………………………………………………..6
Recruitment methods in Ireland……………………………………………….7-8
Conclusion………………………………………………………………………………..8-9
References………………………………………………………………………………10-11Introduction
In human resource management there are great many prescribed texts and literature on the recruitment of staff aimed at helping organisations to increase their chances of finding the right person for the vacant positions held by organisations today. According to CIPD (2011) recruitment is the process of having the right person in the right place at the right time, to carry out specific functions in an organisation. (Montgomery, 1996) highlights the notion of “fit” as the key to job success, suggesting having the right person in the right place at the right time that “fits” in with the culture of the organisation is the key to successful recruitment. Whilst (Chatman, 1989) argues “fit” as where both the candidate and the organisation have the same goals. (Plumbley, 1985) goes so far as to say the quality of employees recruited in an organisation will be the
References: Armstrong, M. (2006). Strategic Human Resource Management: A guide to action. London: Kogan Page Ltd. Chatman, J. (1989). Improving interactional organisational research: a model of person-organisation fit. Acadamy of Managment Review , Vol.14 No.2, pp333-49. Cook, m. (1993). Personnel Selection and Productivity,. Chichester,: John Wiley. Cranet. (1995). Survey on International Human Resource Management: Ireland. Limerick: Cranet Ireland/Kemmy Business School, University of Limerick. Cranet. (1992). Survey on International Human Resource Management:Ireland. Limerick: Cranet Ireland/Kemmy Business School. Cranet. (1999). Survey on International Human Resource Management:Ireland. Limerick: Cranet Ireland/Kemmy Business School. Cranet. (2010). Survey on International Human Resources Management:Ireland. Limerick: Cranet Ireland-Kemmy Business School. Cranet. (2000). Survey on International Human Resource Management:Ireland. Limerick: Cranet Ireland/Kemmy Business School. De Witte, K. (1989). Recruitment and Advertising, in Herriot, P.(Ed.), Assessment and Selection in Organisations: Methods and Practices for Recruitment and Appraisal,. Chichester: John Wiley. Galanaki, E. (2002). The decision to recruit online:a descriptive study,. Career Development International , 7(4):pp243-51. Gunnigle, P. H. (2011). Human Resourse Management in Ireland, 4th Edition. Dublin: Gill & Macmillan. Hendry, C. A. (1995,). Strategy through People- Adaptation and Learning in the Small -Medium Enterprise,. Routledge,: London. Heraty. N, M. M. (1998). In search of good fit: policy and practice in recruitment and selection in Ireland. Journal of Management Development , Vol.17 Iss:9 pp.662-685. Higgins, C. (1992). Executive search- an essential requirement for the 1990 's. Industrial Relations News , Vol.38 October, pp.16-19. Holliday.R. (1995). Investigating Small Firms: Nice Work. London: Routledge. Jameson, S. M. (2000). Recruitment and training in small firms. Journal of European Industrial Training , Vol.24 Iss: 1pp43-49. Kène Henkens, C. R. (2005). Recruiting personnel in a tight labour market: an analysis of employers ' behaviour. International Journal of Manpower, , Vol. 26 Iss: 5 pp. 421 - 433. Lane, D. (. (1994). People management in small and medium sized enterprises,. Issues in People Management, No 8 . Marilyn Carroll, M. M. (1999). Recruitment in small firms: Processes, methods and problems. Employee Relations , Vol.21 Iss:3 pp 236-250. Montgomery, C. (1996). Organisation fit asa key to success. HRM Magazine , 94-96. Parry, E. a. (2009). Factors influencing the adoption of online recruitment. Personnel Review , 38(6):655-73. Plumbley, P. (1985). Recruitment and Selection. London: Institute of Personnel Management. Price, J. (1997). Handbook of organisational measurement,. International Journal of Manpower, , Vol.18 Nos.4/5/6, pp404-10. Torrington, D. I. (1991). Employee Resourcing,. London: Institute of Personnel Management.