| Human Resource Management theories focus on | | | | recruit only the best candidates who would suit the |
| methods of recruitment and selection and highlight the | | | | corporate culture, ethics and climate specific to the |
| advantages of interviews, general assessment and | | | | organisation (Terpstra, 1994). This would mean that the |
| psychometric testing as employee selection | | | | management would specifically look for potential |
| processes. The recruitment process could be internal | | | | candidates capable of team work as being a team |
| or external or could also be online and involves the | | | | player would be crucial in any junior management |
| stages of recruitment policies, advertising, job | | | | position.Human Management resource approaches |
| description, job application process, interviews, | | | | within any business organisation are focused on |
| assessment, decision making, legislation selection and | | | | meeting corporate objectives and realization of |
| training (Korsten 2003, Jones et al, 2006).Examples of | | | | strategic plans through training of personnel to |
| recruitment policies within healthcare sector and | | | | ultimately improve company performance and profits |
| business or industrial sectors could provide insights on | | | | (Korsten, 2003). The process of recruitment does not |
| how recruitment policies are set and managerial | | | | however end with application and selection of the right |
| objectives are defined. Successful recruitment | | | | people but involves maintaining and retaining the |
| methods include a thorough analysis of the job and the | | | | employees chosen. Despite a well drawn plan on |
| labor market conditions and interviews as well as | | | | recruitment and selection and involvement of qualified |
| psychometric tests to determine the potentialities of | | | | management team, recruitment processes followed by |
| applicants. Small and medium sized enterprises (SMEs) | | | | companies can face significant obstacles in |
| also focus on interviews and assessment with | | | | implementation. Theories of HRM may provide insights |
| emphasis on job analysis, emotional intelligence in new | | | | on the best approaches to recruitment although |
| or inexperienced applicants and corporate social | | | | companies will have to use their in house management |
| responsibility (CSR). Other techniques of selection that | | | | skills to apply generic theories within specific |
| have been described include various types of | | | | organizational contexts.BibliographyJones, David A.; |
| interviews, in tray exercise, role play, group activity, | | | | Shultz, Jonas W.; Chapman, Derek S. (2006) Recruiting |
| etc.Recruitment is almost central to any management | | | | Through Job Advertisements: The Effects of |
| process and failure in recruitment can create difficulties | | | | Cognitive Elaboration on Decision Making International |
| for any company including an adverse effect on its | | | | Journal of Selection and Assessment, Volume 14, |
| profitability and inappropriate levels of staffing or skills. | | | | Number 2, pp. 167-179(13)Korsten A.D. (2003) |
| Inadequate recruitment can lead to labor shortages, or | | | | Developing a training plan to ensure employees keep |
| problems in management decision making and the | | | | up with the dynamics of facility management Journal |
| recruitment process could itself be improved by | | | | of Facilities Management, Volume 1, Number 4, pp. |
| following management theories. The recruitment | | | | 365-379(15)Papers For You (2006) "P/HR/254. HRM: |
| process could be improved in sophistication with | | | | methods of recruitment and selection", Available from |
| Rodgers seven point plan, Munro-Frasers five-fold | | | | [22/06/2006]Papers For You (2006) "E/HR/21. Using |
| grading system, psychological tests, personal | | | | relevant frameworks and theories critically evaluate |
| interviews, etc. Recommendations for specific and | | | | the recruitment and selection appraisal processes used |
| differentiated selection systems for different | | | | by an organisation with which you are familiar |
| professions and specializations have been given. A | | | | contribute. How does it contribute to the performance |
| new national selection system for psychiatrists, | | | | of the organisation?", Available from [21/06 |
| anesthetists and dental surgeons has been proposed | | | | 2006]Shipton, Helen; Fay, Doris; West, Michael; |
| within the UK health sector.Recruitment is however not | | | | Patterson, Malcolm; Birdi, Kamal (2005) Managing |
| just a simple selection process and requires | | | | People to Promote Innovation Creativity and Innovation |
| management decision making and extensive planning | | | | Management, Volume 14, Number 2, pp. |
| to employ the most suitable manpower. Competition | | | | 118-128(11)Terpstra D.E. (1994) HRM: A Key to |
| among business organisations for recruiting the best | | | | Competitiveness Management Decision, Volume 32, |
| potential has increased focus on innovation, and | | | | Number 9, pp. 10-14(5)Copyright 2006 Verena |
| management decision making and the selectors aim to | | | | Veneeva. |