1. Executive Summary

 

This report is prepared  on Project  based on  Recruitment and selection. It is intended for the higher management and the objective  of analyzing the human resources strategies on recruitment and selection for the growth and development of the organization.

 

2. Introduction

 

Human resources  strategies are   vital to any organization  as they   create new opportunities for  growth  unlike traditional  administrative functions. Today’s role of strategic vision for HR  is to proactively help to drive  the organizations  with best practices in human resources strategies. HR strategies would need to focus on creating  work environment that promotes continuous learning and developing   and this is entirely different from the traditional HR mission and vision. Innovative programs ranging from performance management to talent development  can enhance HR strategies  role by helping  culture change of the organization.

 

2.2.Importance of Human Resources Strategies

 

Human Resources  strategies  are continuing guidelines the  approach the organization intend to adopt in managing its people. HR strategies are generalized guidelines on  employee management adopted consensus  in an organization to  control the behaviour  and guide workplace activities within acceptable limits which are communicated   and implemented  through instructions and directives. It is quite clear that HR strategies outline what and how HR professional undertake their  activities in the work place.  When HR strategies are formulated  specially  for an organization they must be  implemented strictly and this is what makes  HR strategies   very important  and necessary for  any organization today. Business management  practices require that an organization  to adopt a distinct approach towards managing employees and getting the  best productive out of them. Therefore, HR strategy is a must for every business today.

 

2.3. Value of Solid HR Thinking

 

Taking necessary steps to motivate, encourage and inspire employees in order for smooth functioning and   progress, job satisfaction of employees is vital for any organization not only to succeed and progress but for just  survival. Therefore it is  vital solid HR thinking to drive  the company in the right direction.

2.4Guest,  Integration,  Commitment and Flexibility

 

Another area to look out for in HR strategy  is language and    communication. Language must be as simple as possible  in order to  understand for the employees. It is necessary to  avoid technical wordings,  hard legal phrasing and terminology.

 

Functions and responsibilities of Human Resources Department has changed and   today  functions like  recruiting, paying employees  not  the only responsibilities. Today it is vital to motivate    and inspire employees in order to meet the Company targets. Flourishing organizations are becoming more flexible, quick to change  according to the market conditions and customer needs.

 

3. Importance of Recruitment and Selection

 

It is important recruitment and selection in order to ensure that  employee performance and positive outcome for the company. It is often claimed that selection of employees occurs not only to replace departing employees or add to workforce  rather than aims to  put in place  employees who can perform at a high level of energy and display commitment.

 

3.1. Recruitment and Selection Process

 

In order to fill a vacancy requires the identification of a set of  description  of the position and the  there must be a relevant selection criteria. It is necessary to prepare an accurate   document with duties and responsibilities for the position  to be filled.

 

In the event  vacancies  to be  advertised   minimum of two weeks  for the classification of the process prior to submitting a request for advertisement.In most cases the  approval of the management is required to fill a vacancy. Management should clarify following points. 3.2. Employment Contract 3.3. Salary and benefits. There must be a policy for  advertising the vacancies together with funding provisions for advertisements Competitive selection process means the   selection criteria ensuring the  best applicant  to fill a vacant position. Vacancies are created in an organization in the following manner;   A.   New  positions B.    Staff Resignation C.   Staff retirement D.   Leaves E.    Absence

 

Taking the organization into the next level  need out of the box thinking, general business insight,  industry insight  HR   strategical know how. It is strenuous task   to manage the  big picture while dealing with  the day to-day operations.  Human resource  strategies are required  to bring fresh eyes to an organizations’ operation and  to move forward.  They are  to be applied in  to increase productivity and profits. It is  required to train and retain the right people  for the organizational needs, to solve human resources problems,  implementing  human resources  policies and procedures and to improve the  culture of the  organization and   to enhance  the morale of  employees.

 

4. Legal Framework

 

HR management practices have come a long way.  From Personnel management  to Human Resource Management  has become a practice which has legal and procedural implications. This has made it quite  hard to keep  strict polices  and   they must be flexible and the day to day  employee related problems to be   undertaken in the work place.

 

In order to  formulate  HR strategies HR staff should   know the labour  law prevailing in the country.  Developing solid HR strategies  is  to know the laws and regulations that define the scope of the strategies.  Where strategies contradict or conflict with  legal provisions of the county they are null and void. They do not have binding effect on anything. The labour  regulations outline provisions for undertaking almost every workplace activity.  HR practitioner who fails to know the regulations  will get into trouble  as there are no guarantee of success.

 

Human resources practice are  dynamic and  so are  law and regulations. They change all the time  as such important to keep checking out  HR  strategies from time o time to ensure that they are up to date comply with the legal requirments.

 

It is unlawful in some countries  to  discriminate  during the recruitment and selection process  and HR employees  who are involved in the recruitment and selection process must be aware of this fact and  ensure that  employees are selected on basis of merit.

 

5. Culture

 

Relationship between culture and recruiting are associated with employee  attraction and selection.  From the viewpoint of  culture it is primarily about  brand image of  the company. One research found  applicants  would accept an average 17%  less starting salary  to work for companies with cultures they value.  There are wealth of information that  cultural  impacts  on employee retention. Applicants are appeared to join a company expecting a certain culture and if their hopes are not realized  they leave the company.

 

Another reason to recruit on the basis of  culture is that  job demands and requirements constantly change, an important feature of culture is that it remains constant in the face of change. A person recruited  based  on  fitting  with an organization’s culture is more likely to continue on working  and  will become a  company resource. An effective organizational culture actually helps people to work together and  adapt to business changes.

 

6. Job Analysis

 

Job analysis is the process to identify  the content of a job in terms of activities and duties involved and required to perform the work.  Job analysis  provide  necessary data to companies which will help to identify employees who are best  for specific  requirements.

 

6.1. Job Description

 

Job description is a list that  an employee might use for general tasks or duties and responsibilities  of a position. It includes to whom the position reports to specifications such as   skills, qualifications and  experience  required by the person in the job  and the salary range. Job description is narrative   but sometimes   comprise a simple list of   skills. Human resource  strategic methodologies  can be used to develop a competency architecture  of the company  from which job description are  listed.

 

7. Suggestions:

 

7.1. There are advantages when  Recruiting Freelance workers.  It is possible to recruit  freelance workers with  wide experience and  only paid for work completed.  It is not necessary  vacation, overtime or sick leave given to Freelance workers. It is also possible to  recruit  long term, short term or temporary Freelancers. It does not incur  high overhead  and reduce company expenses. It is not required perks like pleasing permanent employees.

 

7.2. Outsourcing is  very popular at present which is contacting existing  functions  of the company to an another company  and  ceasing to perform that functions internally.  Through this business functions  can be contracted to  outsource company  and deal of outsourcing  may involve transfer of the employees  involved to the outsourcing company. Outsourcing  can be either  foreign or domestic. Outsourcing is a  HR  strategy   to obtain  external expertise  and capabilities, cost reduction, ensuring consistency and process standardization of the Company.

 

7.3. It is   vital to   train people who are selected to participate in  implementing   the strategies.  Training for Mangers , Supervisors and all other workers is a must as    they construe to be the core of the organization and implement or achieve the set targets.

 

7.4. It is necessary to adjusting and creating   exceptional working conditions for employees  to carry out their duties in happy and contended manner efficiently and creatively and  that has an  effect on enticing  dynamic individuals to the company.

7.5. All employees of any organization should work  as a team and build team spirit and  there must be relationship among employees and  they have to forget  minor  differences  and work as a team in order to achieve set targets of the organization. As such HR people who  selecting  people must  go for  team players.

 

7.6. It is suggested to prepare a Database for the new recruitment for the  organization with  potential applicants details and  keep in record of all eligible  applicants in order to  appoint them  as when  need arises.

7.7.Human resources Department has to be strategic and conversant with the work system in which people can be succeeded and contributed. In this strategic atmosphere human resources functions such as recruiting right candidates,   motivating employees performance, evaluation of employees, career planning and growth of employees are vital factors.

7.8.Human Resources Department has  to search and find employee growth opportunities, assistance programs planning, profit sharing strategies, development of the company process approaches and solving employees’   frustration problems etc and then  new recruitment is  easy as people are eager to join the company.

7.9. It depends of surviving and progressing of any company on employees performance and this is the truth even for mere survival in today’s market conditions. It is vital to motivate existing  employees and recruit the best.

7.10. Young  employees of the organization has high energy and  when   employees are becoming old they are  more lethargic and  decrease their energy levels.  it is noticeable relationship between  life satisfaction and job satisfaction   and people who are satisfied with life have  more energy than others to   function in their duties. This area is important when recruiting new employees and  better to recruit young  and  see whether the new recruits are satisfied  in their personal  life.

7.11. Another aspect  is when employees are on debt and  they  have financial difficulties , family problems  children’s problems  etc their functioning level decreases and   it is necessary for the Human Resources department to avoid  recruiting  problematic people.

 

7.12. HR services such as employee welfare  facilities  including  leave,  retirement benefits should be given to employees.  HR  strategies are developed to focus on compliance and enforcement of the various policies developed. This will ease the process of  HR staff who are recruiting new employees.

 

7.13. Mainly there are two kinds of employees. When recruiting  people it is necessary to  choose  dynamic people  who like to  undertake challenging tasks and  people who are satisfied with routine jobs for relevant jobs.  Selection must be done according to the job description.

 

7.14. Information technology is  progressing  very fast. New recruits  should be computer literate and  it is necessary to recruit  applicants who are   familiar with information technology in order to face  future  needs. It is important that new recruits are  capable to use  state of the art  equipment and facilities according to the job description.

7.15. Human Resources Department plays a pivotal role in any organization and   for the success and progress of the organization it is the responsibility of the human resources department to create an organization with excellent working environment  to lure the  efficient and productive people as new recruits.

7.16. It is necessary to find out the loyalty , honesty and integrity of the new recruits  as this traits plays a vital role in the progress of the organization.

 

7.17. When selecting  new recruits  it  can be suggested to  have a written examination first in order to ascertain the intelligence and  general knowledge and language skills  etc and followed by  interviews.

 

7.18. Only  physically fit and healthy  employees  can contribute to the  progress of the company and as such it is vital to  have a medical examination  before selecting new employees.

 

Conclusion

Strategies are  developed to cover areas of HR  functions which are considered strategic to achieve specific organizational objectives.  This may include HR planning and outsourcing, recruitment, Training and development,  employment contacts negotiations and administration and termination of employment etc.

 

 

References

 

 

·         Mayo, Elton (1945). “Hawthorne and the Western Electric Company”. Harvard Business School.  

 

·          “About Cornell ILR”. Cornell University School of Industrial and Labor Relations.

 

·         Catbert shows tougher side to human resources”. Personnel Today. August 30, 2007.

 

·         Towers, David. “Human Resource Management essays”. Retrieved 2007-10-17.

 

·         Conaty, Bill, and Ram Charan (2011). The Talent Masters: Why Smart Leaders Put People Before Numbers. Crown Publishing Group. ISBN 978-0-307-46026-4.

 

·         “Human Resources Manager”. CNN Money. 2006. Retrieved 23 December 2011.

 

·         “Towers Watson Executives See Growth Ahead For Merged Firms”. Workforce Management. 2007.  

 

·          “HR consultant”. CNN Money. Retrieved 23 December 2011.

 

·         “HR Graduate Program Rankings”. HR Patriot. 2009-04-26. Retrieved 2010-07-05.

 

·         Ash  Abraham, R. (1999). The impact of emotional dissonance on organizational commitment and intention to turnover. Journal of Psychology, 133, 441–455

 

·         Brief AP, Roberson L.(1989). Job attitude organization: an exploratory study. Journal of Applied Social Psychology 19: 717±727.

 

·         Cote S.,Morgan LM (2002).A longitudinal analysis of the association between emotion regulation, job satisfaction, and intentions to quit. Journal of Organizational Behavior vol 23, 947–962

 

·         Dwivedi R. S,1999, Human Relations and Organisational Behaviour – A Global Perspective, Macmillan, Delhi.

 

·         Fisher D. (2000).Mood and emotions while working: missing pieces of job satisfaction? Journal of Organizational Behavior 21, 185±202

 

·         Hackman, G. R. Oldham (1986). “Motivation through design of work”. Organizational behaviour and human performance 16: 250–279. 

 

·         Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16, 250-279.

 

·         Ivancevich M. J, 2000, Human Resource Management, McGraw-Hill Irwin, Boston

 

·         John W, and Keith D, 2005,Organizational Behaviour, Tata McGraw, Hill Publishing Company Ltd, New Delhi.

 

·         Locke, 1976 cited in Brief, A. P., & Weiss, H. M. (2001). Organizational behavior: affect in the workplace. Annual Review of Psychology, 53, 279-307, p. 282

 

·         Mount, M., Ilies, R., & Johnson, E. (2006). Relationship of personality traits and counterproductive work behaviors: The mediating effects of job satisfaction. Personnel Psychology, 59, 591-622

 

·         Organ, D. W., & Ryan, K. (1995). A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior. Personnel Psychology, 48, 775-802

·         Pugliesi K. (1999).The Consequences of Emotional Labor: Effects on Work Stress, Job Satisfaction, and Weil-BeinMotivation and Emotion, Vol. 23(2)

 

·         Rafaeli, A., & Sutton, R. I. (1989). The expression of emotion in organizational life. Research in Organizational Behavior, 11, 1–42.