| Human Resource Management theories focus on | | | | innovation, and management decision making and the |
| methods of recruitment and selection and highlight the | | | | selectors aim to recruit only the best candidates who |
| advantages of interviews, general assessment and | | | | would suit the corporate culture, ethics and climate |
| psychometric testing as employee selection | | | | specific to the organisation (Terpstra, 1994). This would |
| processes. | | | | mean that the management would specifically look for |
| The recruitment process could be internal or external | | | | potential candidates capable of team work as being a |
| or could also be online and involves the stages of | | | | team player would be crucial in any junior |
| recruitment policies, advertising, job description, job | | | | management position. Human Management resource |
| application process, interviews, assessment, decision | | | | approaches within any business organisation are |
| making, legislation selection and training (Korsten 2003, | | | | focused on meeting corporate objectives and |
| Jones et al, 2006). Examples of recruitment policies | | | | realization of strategic plans through training of |
| within healthcare sector and business or industrial | | | | personnel to ultimately improve company performance |
| sectors could provide insights on how recruitment | | | | and profits (Korsten, 2003). The process of |
| policies are set and managerial objectives are defined. | | | | recruitment does not however end with application and |
| Successful recruitment methods include a thorough | | | | selection of the right people but involves maintaining |
| analysis of the job and the labor market conditions and | | | | and retaining the employees chosen. Despite a well |
| interviews as well as psychometric tests to determine | | | | drawn plan on recruitment and selection and |
| the potentialities of applicants. Small and medium sized | | | | involvement of qualified management team, |
| enterprises (SMEs) also focus on interviews and | | | | recruitment processes followed by companies can |
| assessment with emphasis on job analysis, emotional | | | | face significant obstacles in implementation. Theories |
| intelligence in new or inexperienced applicants and | | | | of HRM may provide insights on the best approaches |
| corporate social responsibility (CSR). Other techniques | | | | to recruitment although companies will have to use |
| of selection that have been described include various | | | | their in house management skills to apply generic |
| types of interviews, in tray exercise, role play, group | | | | theories within specific organizational contexts. |
| activity, etc. | | | | Bibliography |
| Recruitment is almost central to any management | | | | Jones, David A.; Shultz, Jonas W.; Chapman, Derek S. |
| process and failure in recruitment can create difficulties | | | | (2006) Recruiting Through Job Advertisements: The |
| for any company including an adverse effect on its | | | | Effects of Cognitive Elaboration on Decision Making |
| profitability and inappropriate levels of staffing or skills. | | | | International Journal of Selection and Assessment, |
| Inadequate recruitment can lead to labor shortages, or | | | | Volume 14, Number 2, pp. 167-179(13) |
| problems in management decision making and the | | | | Korsten A.D. (2003) Developing a training plan to |
| recruitment process could itself be improved by | | | | ensure employees keep up with the dynamics of |
| following management theories. The recruitment | | | | facility management Journal of Facilities Management, |
| process could be improved in sophistication with | | | | Volume 1, Number 4, pp. 365-379(15) |
| Rodgers seven point plan, Munro-Frasers five-fold | | | | Papers For You (2006) P/HR/254. HRM: methods |
| grading system, psychological tests, personal | | | | of recruitment and selection", Available from [22/06 |
| interviews, etc. Recommendations for specific and | | | | 2006]Papers For You (2006) "E/HR/21. Using relevant |
| differentiated selection systems for different | | | | frameworks and theories critically evaluate the |
| professions and specializations have been given. A | | | | recruitment and selection appraisal processes used by |
| new national selection system for psychiatrists, | | | | an organisation with which you are familiar contribute. |
| anesthetists and dental surgeons has been proposed | | | | How does it contribute to the performance of the |
| within the UK health sector. | | | | organisation?", Available from [21/06/2006] |
| Recruitment is however not just a simple selection | | | | Shipton, Helen; Fay, Doris; West, Michael; Patterson, |
| process and requires management decision making | | | | Malcolm; Birdi, Kamal (2005) Managing People to |
| and extensive planning to employ the most suitable | | | | Promote Innovation Creativity and Innovation |
| manpower. Competition among business organisations | | | | Management, Volume 14, Number 2, pp. |
| for recruiting the best potential has increased focus on | | | | |