Critical Analysis of Recruitment and Selection (R&S) Activities

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In today’s competitive and dynamic world, everything gets changed with a swift pace. Organizations need to be more proactive and competent as this is a world of globalization and world has become a global village. In this global village, organizations who do not possess a competent workforce, usually are not able to make a remarkable progress in the industry (Dessler, 2010). For the purpose of having a competent workforce, an organization need to opt best HR strategies with the help of great HR professionals.

Companies having fully functional HR departments are known for their success. Some examples are Dell, HP, Amazon. com, and Apple. These organizations, and many others, know and understand the true importance of competent workforce and thus allows their HR departments for making their own strategic decisions. The HR departments in organizations make a significant impact over the performance of organization. This is due to multiple tasks an HR department does in an organization.

These tasks include recruitment and selection, orientating new employees, training new employees, HR planning, making HR budgets, performance management and compensating employees. All of these functions have their importance at their own place. And, by default, all of these activities are interlinked with each other. If one activity is not performed well then it affects the whole chain of works in HR department and thus affects the whole organization. The functions of HR department start from recruiting and selecting best employees.

Recruitment means creating a pool of potential candidates for a particular job and then to select from them using various selection tools and techniques. Such techniques include interviewing candidates, written tests, medical tests, group discussions and reference checking. All of these or some of these activities are used by the organizations that have fully functional HR departments (Dessler, 2010). As discussed above that, activities of HR department are interlinked with each other.

If one function is not done properly then it affects the others. As recruitment and selection is the first and most important pillar of an organizations HR department so not performing this activity in a well mannered way results in disastrous happenings. So it can be said easily that recruitment and selection is the first and most important pillar of HR and disturbing this pillar will disturb the actions and strategies of whole building of HR department. So question arises that how recruitment and selection activities can become less effective?

When the above discussed methods of recruitment and selections are not planned, executed and evaluated well, the problems arise. Such problems include low employee morale, high turnover rate, inability of organization to meet its goals, high absenteeism, and many others. So it is important for any organization to make its recruitment and selection more effective and efficient so that it can have a competent workforce that would ultimately lead the organization to higher standards of success and achieving the objectives of organization (Dominic Cooper, 2009). Aims and Objectives of Study

This research has its focus on the techniques used for recruitment and selection of Compugra Systems Inc. There are several aims and objectives attached with this research that would make it a perfect research for other followers. There would be a detailed and critical investigation of recruitment and selection policies adopted by Compugra Systems Inc. This is to identify that what are the pitfalls which exist in recruitment and selection activities being done in Compugra Systems Inc. Some of the aims and objectives of this research are discuss below in detail.

Critical Analysis of Recruitment and Selection (R&S) Activities This focus of this study is to analyze the overall available recruitment and selection methods and techniques, their pros and cons and their feasibility in various situations. This study would also take into the consideration the recruitment and selection methods in Compugra Systems Inc. to make sure that whether the company is pursuing the correct recruitment and selection strategy or not. Identification of Drawbacks of R&S Activities in Specific Scenarios

The study will also be done with intention to identify the drawbacks or disadvantages of every single available recruitment and selection method. Recruitment and selection is an important function of any organization so making it clear and identification of important problems in each method is important to discuss (STEPHEN C. , 1995). To Explore the HR Practices in Various Companies in UK The research would also expand its radius to other organizations in UK with regard to their HR practices. As discussed above the focus would be on recruitment and selection.

This is to analyze the industry practices with regard to recruitment and selection activities. Providing Recommendation to Reduce the Impact of Disadvantages The research would also focus on providing the recommendations in order to minimize the negative impact of bad recruitment and selection activities and how to correct bad practices. It is important to make the recruitment and selection more effective and clear so that all the following functions can be streamlined and can be done with full efficiency by having a competent workforce.

Better recruitment and selection strategies result in improved organizational outcomes. The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees (Rioux & Bernthal, 2010). The first step involved in the procurement function is to plan and aim the Human Resources of organization in terms of attracting both right person and right kind. Once the determination of the human resources, the plans and aims has been made, the process of Recruitment and Selection forms the next phase of procurement function.

Although Recruitment and Selection is one of the most routine, yet it is one of the most important functions of any organization. Procurement of efficient and capable employees will contribute to the success of an organization. In order to ensure smooth implementation of plans and policies and to achieve the success of an organization, a sound Recruitment and Selection procedure has to be carried out by the personnel department of the organization. Recruitment is an important part of Human Resource Planning.

In all businesses organizations, people are a vital resource – and they need to be managed well. The overall aim of the Recruitment and Selection process is to obtain the number and quality of employees that are required in order for the business to achieve organizations objectives and targets. Strategic Determinants of Recruitment Recruitment is the process of attracting qualified applicants for the organization to consider when filling its positions. Two strategic determinations must be made initially before the process begins.

The first is whether the organizations want to do its own recruiting or to contract it out. Organizations lacking internal expertise might want to have an outside vendor do the recruiting for them. The vendor might be used for all recruiting or only for specified jobs. Some organizations find that it is cost-effective to outsource all recruiting gaining access to expertise and efficiencies of scale. Other organizations find that using vendors to recruit for specific jobs is most effective and efficient.

There are several scenarios in which having a vendor perform the recruiting and initial screening might be advantageous to the organization. The first scenario involves hard-to-fill jobs. Recruitment firms often specialize in filling specific positions, such as CEO or research scientist. In these cases, outside vendors may be in a better position that the organization to attract qualified candidates. The second scenario deals with entry-level workers. Organizations often find it cost-effective to deal with employment and temporary agencies to find these types of workers (Phillips, 2006).

Internal Recruitment In this kind of recruitment, the organization hires people from within the organization. People are transferred from one department to another and delegated new tasks and duties to perform. Most of the organizations have the policy of recruiting the candidate from internal source promoting the candidate to fill higher level vacancies other than the lowest levels, which acts as a means of motivating the personnel of the organization. Thus, it forms a continuous process, by promoting the candidate having the lowest grade and by giving the candidate training to make them eligible for higher position in the organization.

This practice also results in lowering the cost of training and maintaining healthy atmosphere in the organization. Nepotism can be problem in this kind of recruitment as people can be hired internally based on personal liking. The greatest benefit of this kind of hiring is that people remains in the same environment, they do not need to be given the orientation and they are already familiar with the organizational culture (Arne Evers, 2005). Selection To select means to choose.

Selection is a process by which the qualified persons or candidates are chosen from the applicants by collecting and assessing the information about them. It is “the process in which candidates for employment are divided into two classes – those who will be offered employment and those who will not be (i. e. , those who will be rejected). Since more candidates may be turned away than hired, selection is frequently described as a negative process, in contrast with the positive program of recruitment.

After identifying the source of human resources and attracting the capable candidates, the management performs the process of choosing the right employees at the right time. The intention of the Selection policy is to choose the best – qualified and suitable candidate for each unfilled job. The objective of the selection decision is to choose from the pool of qualified candidates, who can most successfully perform the job, which results in choosing the suitable candidate to achieve the company’s goals (STEPHEN C. , 1995).

Hypothesis Like every research we have also sent a hypothesis to measure for our research. The hypothesis for our research has stated below. “Inappropriate Recruitment and Selection Strategies Affects the Organizational Objectives” Every hypothesis has two variables. One is called depended variable and other one is called independent variable. The dependent variable varies with the change of independent variable. But, on the other side, independent variable does not have any effect over itself of any other variable.

In our hypothesis we have two variables. These are Independent Variable: Organizational Objectives Dependent Variable: Recruitment and Selection Activities When it comes to the above statement, definitely an inappropriate Recruitment and Selection(R&S) techniques destroy a company. A company should have a well- defined plan of the R&S procedures before it starts the process. There is no standard R&S process that can be followed by all the companies in all the areas.

Companies may follow different R&S techniques or methods depending upon the size of the company, nature of the business, kind and no. of personnel to be employed, government regulations to be followed etc. The most general method adopted practice is to carry out the R& S function in single office. For the top management to implement the plans efficiently, all the employment activities should be centralized. First step in the process of Recruitment includes the Job Analysis and Job Description.

Sources of Recruitment whether Internal/External or by adopting other sources and techniques of recruitment also play a main role in determining the efficient Recruitment techniques of the company. Next to the Recruitment process is the Selection process where the suitable candidate for the required position is finally selected here. Selection procedure employs several methods of collecting information about the candidates’ qualifications, experience, physical and mental ability, nature and behavior, knowledge, aptitude and the like for judging whether a given applicant is or is not suitable for the job.

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