Critical Analysis of Recruitment and Selection (R&S) Activities
Table of Contents
Table of Contents 1
Introduction 2
Aims and Objectives of Study 3
Critical Analysis of Recruitment and Selection (R&S) Activities 3
Identification of Drawbacks of R&S Activities in Specific Scenarios 3
To Explore the HR Practices in Various Companies in UK 4
Providing Recommendation to Reduce the Impact of Disadvantages 4
Limitations of the Study 4
Literature Review 5
Recruitment 5
Strategic Determinants of Recruitment 5
Sources of Recruitment 6
External Recruitment 6
Internal Recruitment 7
Selection 7
Steps in Scientific Selection Process 8
Hypothesis 8
Research Methodology and Data Collection 10
Conclusion 10
Bibliography 12
Introduction
In today’s competitive and dynamic world, everything gets changed with a swift pace. Organizations need to be more proactive and competent as this is a world of globalization and world has become a global village. In this global village, organizations who do not possess a competent workforce, usually are not able to make a remarkable progress in the industry (Dessler, 2010).
For the purpose of having a competent workforce, an organization need to opt best HR strategies with the help of great HR professionals. Companies having fully functional HR departments are known for their success. Some examples are Dell, HP, Amazon.com, and Apple. These organizations, and many others, know and understand the true importance of competent workforce and thus allows their HR departments for making their own strategic decisions.
The HR departments in organizations make a significant impact over the performance of organization. This is due to multiple tasks an HR department does in an organization. These tasks include recruitment and selection, orientating new employees, training new employees, HR planning, making HR budgets, performance management and compensating employees. All of these functions have their importance at their own place. And, by default, all of these activities are interlinked with
Table of Contents 1
Introduction 2
Aims and Objectives of Study 3
Critical Analysis of Recruitment and Selection (R&S) Activities 3
Identification of Drawbacks of R&S Activities in Specific Scenarios 3
To Explore the HR Practices in Various Companies in UK 4
Providing Recommendation to Reduce the Impact of Disadvantages 4
Limitations of the Study 4
Literature Review 5
Recruitment 5
Strategic Determinants of Recruitment 5
Sources of Recruitment 6
External Recruitment 6
Internal Recruitment 7
Selection 7
Steps in Scientific Selection Process 8
Hypothesis 8
Research Methodology and Data Collection 10
Conclusion 10
Bibliography 12
Introduction
In today’s competitive and dynamic world, everything gets changed with a swift pace. Organizations need to be more proactive and competent as this is a world of globalization and world has become a global village. In this global village, organizations who do not possess a competent workforce, usually are not able to make a remarkable progress in the industry (Dessler, 2010).
For the purpose of having a competent workforce, an organization need to opt best HR strategies with the help of great HR professionals. Companies having fully functional HR departments are known for their success. Some examples are Dell, HP, Amazon.com, and Apple. These organizations, and many others, know and understand the true importance of competent workforce and thus allows their HR departments for making their own strategic decisions.
The HR departments in organizations make a significant impact over the performance of organization. This is due to multiple tasks an HR department does in an organization. These tasks include recruitment and selection, orientating new employees, training new employees, HR planning, making HR budgets, performance management and compensating employees. All of these functions have their importance at their own place. And, by default, all of these activities are interlinked with
Bibliography: Arne Evers, N. A. (2005). The Blackwell handbook of personnel selection (1st ed.). Blackwell Publishing. Dessler, G. (2010). Human Resource Management (12th ed.). Prentice Hall Publishers. Dominic Cooper, I. T. (2009). Recruitment and selection: a framework for success (2nd ed.). Thomson Publishers. STEPHEN C., S. H. (1995). A constituency theory perspective of human resources effectiveness. Employee Relations , 17 (1), 28-35.