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HRM Recruitment and Selection - Course Rated

July 13, 2020by admin

HRM Recruitment and Selection
Introduction The paper presents the recruitment and selection as a role of human resource management. The essentiality of the process to the individuals, business, and society, is discussed. The trends in the uprising in the recruitment and selection are discussed. Legalities and ethics surrounding the process are outlined too.
Section 1: Technology and HRM Technology is a beautiful thing. It has transformed lives in all dimensions of the world. The global world today looks like a village. Through technology trade and communication are conducted with ease. According to Woodhams (2013), human resource management is transforming due to technology and the changes in the business labor force.
Section 2: Recruitment and selection Recruitment forms the first step of the contract between the employer and the potential employee. It should be bored in the mind that the applicants might or are already clients of the organization. It is thus useful and beneficial for the experience between these parties to remain active. Successful recruitment relies on finding persons with the necessary skills, qualifications, and expertise to deliver organizational goals (Cornelius, 2001). The person should also possess the ability to contribute positively to the objectives and values of the organization. On the other hand, selection process follows the recruitment. During selection, the credibility of an individual is established on potentiality to do the job, ability to impact organization effectiveness positively, and ability for development (Woodhams, 2013).
The need for recruitment and the analysis of the requirement for recruitment are an essential part to kick starts the process. The requirements are based on job analysis, role analysis, attributes analysis and competency analysis. Recruitment and selection are important both to individual and business organization (Cornelius, 2001). At a personal level, the selected person will be rewarded salary or wages due to the labor performed by the company. Such a person would be in a position to raise their standard of living. An organization recruits for a need. If recruitment and selection are conducted as planned and lead to the best people in the organization, then the organization would improve quality or quantity of production or both (Compton et al., 2009). Innovation from the new employees from recruitment and selection process may result in the development of organization or society as a whole.
Section 3: Current events in recruitment and selection Currently, the main trending issue in the recruitment and selection is the use of the internet. Countries across the globe like the United States, the United Kingdom and Asia among other have utilized the opportunities in advertising job vacancies on websites to reach both national and global market.
The use of internet in the process of recruitment saves the cost for applicants and organizations (Compton et al., 2009). The job vacancies advertisement reaches a large number of people. Hence, the selection is not strained.
Social media is current playing a significant role in recruitment and selection. Organizations have Facebook and Twitter accounts and others. They post the information regarding the jobs in these sites. The staff members make use of their WhatsApp group accounts to forward the information to the friends and relative (Landers & Schmidt, 2016).
In this manner, the information ends up reaching as many people as possible. It thus clear that the internet is contributing a lot in human resource management particularly, recruitment and selection.
Section 4: Legalities and ethics in recruitment and selection Campbell, Macklin and Pinnington (2007) state that it is essential for the human resource management and other stakeholders involved in the recruitment and selection process to understand and take into consideration the equal opportunities legislation and the occurrence of the discrimination processes.
Free and fair recruitment and selection should be conducted to ensure validity and non-discriminatory process and in long avoid the implication that may result from discrimination processes (Campbell, Macklin and Pinnington, 2007).
Embracing legal practice and ethics is the right way to make. Recruitment and selection involve decision making. According to Compton et al. (2009), attention and best practice guidelines are useful in mitigating corruption and unfair practices.
The good news is that governments and organizations have the comprehensive route maps that guide human resource managers to make the right movements. The government and civil rights should continue to tighten laws concerning ethics and legalities in ascertaining that the minority groups and ad hoc groups such that of people living with disabilities are not sidelined.
Conclusion To sum up, the paper explored one of the roles of human resource management, hiring. Staffing is conducted through recruitment and selection process. Hiring is developing with technology just like other sectors. The most current trend in this process is the use of social media, and Internet Recruitment and selection are necessary to the society, organizations as well as individuals. Legalities and ethics are essential to the process. It is thus deduced that recruitment and selection are treasured to the organization, and it should be carried in an appropriate manner to yield the intended purpose.
[bookmark: _GoBack]References Campbell, T., Macklin, R., & Pinnington, A. H. (2007). Human resource management: Ethics and employment. Oxford: Oxford Univ. Press. Compton, R. L., Morrissey, W. J., Nankervis, A. R., & Morrissey, B. (2009). Effective recruitment and selection practices. CCH Australia Limited.Top of Form
Cornelius, N. (2001). Human resource management: A managerial perspective. London [u.a.: Internat. Thomson Business.Top of Form Landers, R. N., & Schmidt, G. B. (2016). Social media in employee selection and recruitment: Theory, practice and current challenges. Switzerland: Springer International Publishing.
Woodhams, C. (2013). Human Resource Management: A Managerial Perspective. Employee Relations.Top of Form Bottom of Form Bottom of Form Bottom of Form

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