Recruitment And Selection Tools Of Diversity Management Commerce Essay Example

of assessing the significance of enlisting and choice as tools for diversity management within Islamabad Club. The goal is to provide appropriate recommendations within this specific context. The purpose of this research is to critically evaluate the construct of diversity management and resourcing in modern human resource management. Additionally, it aims to determine the relevance of recruitment and selection as effective techniques for achieving diversity management within organizations.

The study will also analyze the resourcing strategies and practices employed by Islamabad Club, comparing them with recommendations from academic literature. Finally, necessary steps will be proposed to enhance the current recruitment and selection process used for performance assessments at Islamabad Club, which is particularly crucial in organizations like it located in Pakistan or other developing countries.Similarly, the theoretical and conceptual treatment of diversity management in human resources is still in its early stages. Diversity within an organization can be shown through various dimensions such as gender equality, values, and culture, which are recognized as important qualities for organizational success. With the influence of globalization, diversity in terms of values, gender, and culture has become crucial indicators of success for human resource management. As a result, recruitment and selection have become essential tools for managing diversity across all types of organizations.

The HR department at Islamabad Club provides guidance to administrators on recruitment and selection matters including criteria, techniques, education, training, and other relevant aspects. The department employs a diverse approach that combines international and traditional standards to meet Islamabad Club's manpower requirements in a cost-effective manner. Therefore, they use a diverse methodology that takes into account social, cultural factors while also being efficient in fulfilling the human resource

needs of Islamabad Club.

Literature Review

When examined systematically; choice and recruitment are distinct procedures. The process involves identifying necessary qualifications for a specific job and using appropriate techniques to evaluate and select qualified applicants.Recruitment and selection can be viewed as either steps within the same process or separate procedures. According to Barber (1998), the recruitment process involves five stages: identifying necessary skills and qualifications, gathering information about potential candidates, evaluating candidates based on job requirements, making hiring decisions, and assessing the effectiveness of the selection method for fairness and efficiency.

Recruitment is seen as critical in shaping an organization's human resource structure through two phases: establishing suitable standards for potential employees and attracting qualified applicants. Taylor and Collins (2000) also highlight recruitment's importance in ensuring organizational success and longevity. Successful organizations prioritize this stage to have a large pool of candidates while downplaying the significance of selection.

Current studies focus on personal approaches and strategies to recognize the importance of attracting suitable candidates. Berry (2007) argues for two-way communication between organizations and candidates during recruitment, emphasizing its effectiveness in enhancing applicant desirability.

In an organization, there are two main sources of recruitment: internal and external.Internal recruitment involves using information from employees within the company's human resource department, posting job announcements on a notice board, and utilizing other potential sources. On the other hand, external recruitment can be done through job advertisements using various media sources or through walk-in interviews, depending on the urgency of the job. After recruitment comes the selection phase, which gives significant emphasis to ensure a good choice among qualified applicants. The selection process is conducted through various methods, with individual interviews being

the most critical and common approach. Other methods include psychological testing, group interviews, and testing, among others (Newell 2005). In a similar context, Cook (1993) suggests traditional approaches such as application forms, interviews, and references while also mentioning modern techniques like bio-data and mental tests for selection. The recruitment and selection process is essential for all organizations as it involves individuals who provide services to the public and citizens. If this process is poorly planned and executed, it may be due to HR directors not having a qualified pool of candidates. Similarly, challenges in selection focus on ensuring that relevant standards are consistently applied to identify suitable candidates (Liou 2001 p.191). Recruitment serves as the first contact between potential employees and the organization.The recruitment process involves shortlisting candidates, while selection encompasses choosing individuals from the shortlisted pool through group activities and interviews. Selecting the right candidates who meet the organization's requirements is crucial. Approximately 84% of organizations face recruitment issues, leaving HR directors with limited options for quickly selecting suitable applicants, resulting in rushed recruitment processes. In many organizations, there is typically only one line manager responsible for overall recruitment; however, some managers may lack familiarity with HR practices or sufficient formal training (Torrington et al., 2008). Therefore, it is essential for organizations to use both standard and innovative HRM recruitment procedures when hiring frontline employees. This includes integrating job requirements with individual-centered approaches to ensure prospective applicants possess necessary core psychological skills and enthusiasm for the job. One effective approach in the recruitment process is using psychometric tests. The effectiveness of the recruitment and selection process plays a significant role in an organization's performance

and fostering positive employee relationships. According to ACAS (2006), this process should be resourceful, fair, and effective.It is crucial to have an impartial assessment of candidates from diverse backgrounds in order to demonstrate their abilities. The effectiveness of this process can be measured through the quality and quantity of applicants, as well as the ability to differentiate between right and wrong choices. Efficient processes also indicate good time management and cost-effectiveness. Given the significance of diversity and cross-traditions management in human resources, research in this area is essential, especially in global discussions on human resource practices. This study effectively highlights various aspects of recruitment and selection through diversity management. In today's business environment, organizations that effectively coordinate and manage their human resources using informed practices have a clear advantage over their competitors. Resourcing, which primarily focuses on recruitment and selection, is a critical element of human resource management (Stephen & Marjorie, 2010). Diversity can be seen as a strategy for attracting and retaining employees from diverse cultural, social, and demographic backgrounds (Thomas, 1992). Therefore, for successful implementation of diversity management, it is important to begin with selection and recruitment. When these practices align with functional and strategic parameters, positive outcomes are likely to be achieved.The process of selection and recruitment in a non-profit organization involves assessing the diversity of planned management. A survey conducted at Islamabad Club in Pakistan aims to analyze how choice and enlistment contribute to achieving diversity. The research methodology used includes collecting, analyzing, and interpreting data to understand a phenomenon. The text discusses three categories of research: qualitative, mixed methodology, and quantitative. Quantitative research relies on numerical data, while qualitative research

is based on theoretical information. Mixed methodology combines both textual and numerical data. Two types of research methodology are positivist and interpretive. In quantitative research, triangulation is used to enhance validity by incorporating multiple methods according to Patton (2001). Denzin and Lincoln (1998) recommend using a mix of qualitative and quantitative data for certain situations, which they refer to as data triangulation. Triangulation can be achieved through various methods like ecological triangulation, researcher triangulation, theoretical triangulation, or combined triangulation as mentioned by Burns (2000).The main objective of this study is to evaluate the significance of selection and staffing within the Islamabad Club in Pakistan. The study aims to analyze different management trends and their impact on the selection and recruiting strategy. It also aims to assess the effectiveness of recruitment and selection processes, identifying areas that need improvement. This study primarily focuses on issues such as trouble, time management, dedication, and methodological challenges. However, using a quantitative approach has limitations due to confidentiality concerns, limited availability of policy information, accuracy constraints, and legitimacy considerations. Therefore, this research will rely on a combination of experimental work and secondary data analysis. The literature review will be based on reliable academic sources as well as authorized sources. Additionally, responsible official interviews will be conducted to gather information about human resource strategy implementation and methodological analysis review. Primary data for this study will be collected through interviews with responsible officials who have established strong relationships beforehandIn appendix A, there is a draft questionnaire. The study will primarily involve interviewing responsible management and using secondary data from scholarly journals, newspapers, and databases. The research will have a quantitative nature and

may include primary theoretical and statistical information through triangulation if necessary. The survey techniques used will provide knowledge about the subject's land world. The research methodology employed in this study is efficient in terms of time and cost but there is a possibility that the information used may be outdated or incorrect.

The research will start by discussing the literature review's starting point, theoretical understanding, mechanisms, and significance of selection and staffing procedures compared to diverse HRM. A trend analysis will then be conducted on the selection and recruitment methodology used by Islamabad Club of Pakistan's human resource department to determine its viability compared to global policies.

Various research methodology tools have been utilized, mainly descriptive and qualitative methods. Statistical data is also used for comparison with international organizations similar in nature. A black letter approach will be used to explain the existing procedures followed by the organization.The text discusses the use of the Legal-Socio approach to examine Pakistan's socio and traditional state of affairs and their impact on organizational construction and procedure. It also proposes a comparative approach to evaluate the relevance and procedural features of the organization in relation to modern HRM practices. The research process includes re-evaluating existing academic literature on HRM, describing Islamabad Club's human resourcing methodology and strategy, critically analyzing this methodology and strategy, comparing it with international organizations, and identifying areas for improvement. Certain limitations are mentioned, such as using publicly available data due to sensitivity issues and relying primarily on descriptive data without empirical support. The text explores interdisciplinary subjects like social and economic history alongside official HRM aspects, suggesting that these topics may exceed conventional theoretical boundaries associated with

HRM. However, it acknowledges that some aspects related to recruitment and selection may not be thoroughly covered due to the broad scope of the subject matter. Overall, the research aims to enhance practical implementation by improving theoretical understanding of HRM and utilizing collected data to advance human resource management within the organization.