Human Resource Bundles Leading to Superior Outcomes for Organisations
There are many combinations of human resource practices can that lead to superior outcomes for organisations. One of these practices that can lead to superior outcomes for organisations is the recruitment and selection process. In order to successfully recruit and select good employees for a business, there are a number of important steps and methods to go through and consider. This essay will cover why making a successful recruitment and selection process is important for a business. The steps required to developing a recruitment process will also be discussed and how they may vary from business to business. This paper will also discuss techniques and methods for a superior selection process with using examples. The piece will show how a combination of an accurate recruiting methods and criteria for a selection process can lead to superior outcomes for an organisation.
Recruitment is defined by Robin Kramer (2011, pp.256) as ‘any practice or activity carried out by the organisation with the primary purpose of identifying and attracting potential employees.’ One of Human Resource manager’s responsibilities involves the task of building a supply of potential new recruits into an organisation when the need arises. Recruitment is designed to affect the sum of people who apply for job positions, the type of people who apply for vacancies and the probability of the applicant’s job acceptation to be accepted. It is not an easy task for employers to be able to attract highly skilled and talented workers as well as being able to retaining high-calibre talent. According to a recent national survey sourced by (Lee Froschheiser, 2009), Thirty percent of Chief executive officers have admitted that almost half of the employees working for the company are a poor fit for their job. Having an inappropriate worker for a job can have large consequences for any business such as low productivity, lost opportunities and high staffing turnover. This highlights the importance for a
Recruitment is defined by Robin Kramer (2011, pp.256) as ‘any practice or activity carried out by the organisation with the primary purpose of identifying and attracting potential employees.’ One of Human Resource manager’s responsibilities involves the task of building a supply of potential new recruits into an organisation when the need arises. Recruitment is designed to affect the sum of people who apply for job positions, the type of people who apply for vacancies and the probability of the applicant’s job acceptation to be accepted. It is not an easy task for employers to be able to attract highly skilled and talented workers as well as being able to retaining high-calibre talent. According to a recent national survey sourced by (Lee Froschheiser, 2009), Thirty percent of Chief executive officers have admitted that almost half of the employees working for the company are a poor fit for their job. Having an inappropriate worker for a job can have large consequences for any business such as low productivity, lost opportunities and high staffing turnover. This highlights the importance for a