Hrm201 Human Resources Managment Answers Assessment Answers

Requirement and selection are important in HRM context competitive advantages

Part 1:

The recruitment and selection process is considered to be one of the important aspects of running new and established business. The right employees can help in taking the business to a better level. The recruitment and selection can help in fitting and enhancing the business culture and the other goals or perspectives effectively. In the global economy, the companies are looking for the new growth opportunities with hiring the new staff at a pace for helping in achieving the growth. The labor markets are then seen to shrink as generation begins to return and replaced mainly by the reduced supply of some young and efficient workers.

Introduction

The firms in the different range of sectors like the knowledge-based industries of financial services, high technology are able to find and engage in the force and continuing batters with the competitors for the best recruitment and selection of candidates. The individual employees tend to possess a mixture of skills, aptitudes and motivation that will lead to enabling the firms to compete and then create a competitive advantage at the workplace.

Recruitment & Selection

Key Theme

The focus is on how the recruitment and selection is important tool for achieving the current strategic direction towards innovating and growing in the future (Schenk, 2017).

Issues and challenges

1. The recruitment strategies have to be efficient which helps in determining about hiring the employees and the best interest of the company. The labor costs for the full-time employees can be high when the company tend to offer the employee benefits. The small business might look for some alternatives to bring the full-time staff.
2. The expenses related to the cost of hiring and replacing some hourly workers with the cost to replace the salaried personnel (Heilman, Manzi & Braun, 2015).
3. The interviewing skills of recruitment and selection are varying with life cycle recruitments. The selection is when the recruiters have the expertise to provide a better level for guidance that hiring managers need to hone their abilities.

Arguments & Analysis

The employee selection is important for choosing the applicants who are able to fill the vacant job qualifications along with identifying and hiring the applicants for filling vacancies. The purpose is based on how they are able to meet the goals with evaluating the attributes for the candidates like better qualifications, skills and experiences (Chaneta, 2014). There is a majority of effects for the recruitment and selection at the firm level of analysis which have been argued to examine about the independent and dependent variables for a firm level. It includes providing a better perspective about the choices of recruitment and selection. The organization has to follow a certain procedure which includes spending for hiring for a particular position. It the selection is wrong, then the cost incurred in induction and training will lead to a major loss to the employer as well (Hunter, Shortland, Crayne & Ligon, 2017).

Conclusion

The goal is to focus on the macro level models for recruitment and selection that might match the employee workforce requirements that is created by the information depending upon the extent of tasks. The recruitment and selection is done through tracking the applicant and then reviewing the resumes. The technology aids the management of job vacancies and applications where the conducting of preliminary phone interviews are for obtaining information about the background, history and the work experience (Timming, 2015). The objectives are also to focus on face-to-face interview and selection process at the time of taking an interview. The recruitments are done for the position where one negotiate in the terms of employment, compensation and the benefits.

Recommendations

There is a need to focus on the theoretical development of recruitment and selection practices that affect the performance of the firm and the firm level employee outcomes. It includes the management of the human capital and the employee engagement done in an effective manner. The encouragement of the researches is to identify the additional system of recruitment where the research is needed to identify the employee profiles and outcomes.

References

Chaneta, I. (2014). Recruitment and selection. International Journal of Management, IT and Engineering, 4(2), 289.

Heilman, M. E., Manzi, F., & Braun, S. (2015). Presumed incompetent: Perceived lack of fit and gender bias in recruitment and selection. Handbook of gendered careers in management: Getting in, getting on, getting out, 90.

Hunter, S. T., Shortland, N. D., Crayne, M. P., & Ligon, G. S. (2017). Recruitment and selection in violent extremist organizations: Exploring what industrial and organizational psychology might contribute. American Psychologist, 72(3), 242.

Schenk, H. W. E. (2017). The prevalence and focus of formalised Human Resource Management Practices in a sample of SMEs in the Marketing and Retail sector of South Africa. The Retail and Marketing Review, 13(2), 40-54.

Timming, A. R. (2015). Visible tattoos in the service sector: a new challenge to recruitment and selection. Work, Employment and Society, 29(1), 60-78.