The Difference in Recruitment Policy Between the University in China and Uk
Independent Project
Abstract
In general, Human Resource Management is the core of an organization. It is plays a more strategic role by the leading of rapid pace of globalization. The people who form an organization should be capable with professional skills that make the organization more competitive. Not only necessary in the company, individual capability is significant in any type of industry and it is the key point to keep the position in the same industry.
Based on the different cultural background the recruitment policy would be discrepant in the different country. The diversity of the recruitment between Chinese University and the UK University would be researched. The importance of recruitment will also be evaluated.
Contents
Introduction -------------------------------------- 3
Literature Review ----------------------------------4-7
Methodology ------------------------------------------------------------7-8
Results --------------------------------------------------------------------8-10
Discussion ----------------------------------------------------------------10-13
Conclusion ----------------------------------------------------------------13-14
Bibliography ----------------------------------------15-17
Appendix 1 ----------------------------------------------------------------18-19
Appendix 2-----------------------------------------------------------------20
Appendix 3 Recruitment and Selection Policy (University of Portsmouth)
Appendix 4 北京航空航天大学招聘信息 (Beihang University)
Introduction
By studying recruitment policy, the main feature and function of Human Resource Management will be understood further. And the difference and the similarities of recruitment among two Universities between two countries is an interesting subject to be studied. They are the main subjects to be investigated on this research.
From the experiences of some specialists that governments usually publicize some new policies to organizations to
Abstract
In general, Human Resource Management is the core of an organization. It is plays a more strategic role by the leading of rapid pace of globalization. The people who form an organization should be capable with professional skills that make the organization more competitive. Not only necessary in the company, individual capability is significant in any type of industry and it is the key point to keep the position in the same industry.
Based on the different cultural background the recruitment policy would be discrepant in the different country. The diversity of the recruitment between Chinese University and the UK University would be researched. The importance of recruitment will also be evaluated.
Contents
Introduction -------------------------------------- 3
Literature Review ----------------------------------4-7
Methodology ------------------------------------------------------------7-8
Results --------------------------------------------------------------------8-10
Discussion ----------------------------------------------------------------10-13
Conclusion ----------------------------------------------------------------13-14
Bibliography ----------------------------------------15-17
Appendix 1 ----------------------------------------------------------------18-19
Appendix 2-----------------------------------------------------------------20
Appendix 3 Recruitment and Selection Policy (University of Portsmouth)
Appendix 4 北京航空航天大学招聘信息 (Beihang University)
Introduction
By studying recruitment policy, the main feature and function of Human Resource Management will be understood further. And the difference and the similarities of recruitment among two Universities between two countries is an interesting subject to be studied. They are the main subjects to be investigated on this research.
From the experiences of some specialists that governments usually publicize some new policies to organizations to
Bibliography: Atkinson J, Dolan M, Pettigrew N, Hyndley K (1994a), Jobsearch: Modelling Behaviour and Improving Practice, Institute of Manpower Studies (IMS). Atkinson, J., Giles L Anderson N, Shackleton V, (1986), ‘ Recruitment and Selection: A Review of Developments in the 1980s’, Personnle Review, 15, 4 Fraser J M. (1971), Introduction to Personnel Management, Nelson. Hofstede, G. (2001) Culture’s Consequences, 2nd edition. Thousand Oaks, CA: Sage. Hofstede, (1981,2007) in Guirdham, M ( 2009 ) Holzer H J (1988), ‘ Search Method used by Unemployed Youths,’ Journal of Labor Economics, VOL. 6, NO. 1. Iles R, Salaman G (1995), ‘Recruitment and Selection,’ in Story J (ed) Human Resource Management; a Critical Text, Routledge Mackay L, Torrington D Manwaring T, Wood S (1982), ‘Recruitment and the Recession’, IJSE, VOL. 11,NO.7 Newell S, Shackleton V (1994), International Differences in Selection Methods, Recruitment, Selection and Retention, VOL.3, NO Storey D, White I (1994), ‘Recruitment and Selection,’ in Beardswell I and Holden L (eds), Human Resource Management, Pitman Watson T,(1994), ‘Recruitment and Selection’, in Sisson K (ed.) Personnel Management, Blackwell Wood S ( 1986a), ‘Personnel Management and Recruitment’, Personnel Review, Vol. 15, NO.2 Windolf P, Wood S (1988), Recruitment Systems and the Recession, Avebury White M, McRae S (1989), Young Adults and Long –Term Unemployment, Policy Studies Institute Lewis, R (2006) Yuan, W ( 2003). China Business Culture Strategies for Success. Singapore: Talisman Publishing Pte Ltd. APPENDIX 1 (INTERVIEW QUESTIONS)