| Every organization needs a proper human resource | | | | This refers of the process of screening job applicants |
| base to be successful and have a competitive | | | | to ensure that the most appropriate candidates are |
| advantage. Many companies find themselves in need | | | | hired. This process will predict the person who can fit |
| of staff but lack the necessary skills for recruitment. | | | | and manage a specific position. Selection devices |
| This forces them to hire the services of a recruitment | | | | include application forms, tests, interviews and/or |
| agency. The following is a simple guideline plan for a | | | | physical examinations. Note that you need to keep this |
| proper staffing process. | | | | process as transparent as possible and avoid any |
| Human resources planning | | | | unfair selection. |
| Before you begin your recruitment process, you must | | | | Orientation |
| identify the human resource needs of your business | | | | The newly hired employee needs to be introduced to |
| and plan on how they can be met. You must therefore | | | | the job and the organizations' objectives. This will help |
| know the specific responsibilities that need to be | | | | him/her to reduce anxiety, familiarize and facilitate a |
| assigned to people, their specifications, the intended | | | | outside-inside transition. |
| remuneration and the qualifications of the staff. | | | | Training and development |
| Recruitment | | | | This takes different forms like on the job training and |
| This is the process of locating, identifying and attracting | | | | off the job training. |
| capable applicants. Sources of employees are the | | | | Performance appraisal |
| internet, referrals by other employees and partner | | | | This is the process of establishing the performance |
| managers and advertisements. | | | | standards and evaluating performance in order to |
| Selection | | | | arrive at an objective human resource decision. |