Selection of Candidates as a Function of Human Resources Management in the Company
Selection of Candidates as a Function of Human Resources Management in the Company

Author: Darko Lugonja

Publisher: GRIN Verlag

Published: 2011-08-19

Total Pages: 67

ISBN-13: 3640987705

DOWNLOAD EBOOK

Research Paper (undergraduate) from the year 2010 in the subject Business economics - Business Management, Corporate Governance, University of Zagreb (Institute of Economics), course: MBA - Human resources management and development, language: English, abstract: Contemporary business management is based on management of resources, particularly human resources. Planning, recruiting and selecting candidates are key human resource functions. Business leaders are continuously engaged in the process of reconsidering roles and goals, managing the business in the most appropriate way. Selection, based upon internal candidates recruitment was a rule in a lack of certain employees profiles. But, solving the human resources insufficiency problem, we often refocus our attention to external candidates recruitment and selection. Besides contacts and colaboration with media and recruitment agencies, we also need strengthening of our own potentials. Selection through our own human resource department or engagement of selection agency / professionals is a routine, but when we have to cope with several constraints like human resources and financial resources limits, then we have to rely on selection aproach more flexible and adaptive to ocassions. Media support, at least an adequate Internet promotion, lead to rising number of candidates applications. But choice of the right candidate is the art, we have to accept the fact. 3 C concept (Cost, communication, and concept itself) may help in improvizing our candidate selection process. Internet ensures wide communication to candidates, through social networks and Internet generally, but is not enough when focusing our attention to candidates and their potential. In order to ensure choosing the right one, or at least to follow the rule - not to choose “the wrong” candidate nor to exclude “the right one”. Systematic approach ensures planned results and candidates choices, so we have to be aware of the fact that further development and focus onto new potentials and resources are basics for our business survival. Keywords: human resources, candidate, selection, recruitment, external resources, 3C concept, Internet

Recruitment of External Candidates as a Function of Human Resources Management in the Company
Recruitment of External Candidates as a Function of Human Resources Management in the Company

Author: Darko Lugonja

Publisher: GRIN Verlag

Published: 2011-05-25

Total Pages: 34

ISBN-13: 3640925173

DOWNLOAD EBOOK

Research Paper (undergraduate) from the year 2009 in the subject Leadership and Human Resources - Miscellaneous, grade: 1, University of Zagreb (University of Zagreb), course: Aftergraduate study for business management - MBA, language: English, abstract: Modern business policy is based upon successful management of resources, especially human resources. Employment and recruitment are becoming human resource basic functions. Companies and organizations must consider again their own business policy and goals, in order to define and realize optimal business policy, particularly human resources recruitment. Recruitment of internal candidates is almost a rule for solving the problem of shortage in certain profile of employees. Yet, mostly, in the situation of insufficient human resources, we focus our attention to external candidates, through cooperation with media, educational institutions, agencies and other communication approaches. Media have emphasized role. Advertising on the Internet, newspapers and TV depends on many variables. Besides cost aspect there is significance in communication aspect, an rising attention onto target group from which we plan to recruit our candidates. Therefore, media role is growing in importance, not only in sales, public relations or promotion, but also in employment, actually, in recruitment of human resources from external sources. Choice of an appropriate media and an adequate message in advertising are becoming more important for the communication effects of employment process, as well as advertising itself. In the Internet domination era and development of new communication approches (social networks and Internet forums), individuals and organizations are focusing their attention to this media and its potential. Growing number of opportunities and target markets' new value system are recognizable through growing number of Internet sites, portals, but also in the Internet browser influence (Google, Yahoo, Bing...). Campaigns for recruitment of new employees through open employment tender invitations on Internet sites of all sorts of companies and organizations are part of this new approach to human resources. Systematic approach, opennes to new opportunities and media, development and focus onto new potentials and resources are part of postulates for business survival.

Recruitment and Selection
Recruitment and Selection

Author: Carrie A. Picardi

Publisher: SAGE Publications

Published: 2019-03-13

Total Pages: 425

ISBN-13: 148338540X

DOWNLOAD EBOOK

The workforce is changing and talent management is more important than ever. Recruitment and Selection: Strategies for Workforce Planning & Assessment unpacks best practices for designing, implementing, and evaluating strategies for hiring the right people. Using a proven job analysis framework, author Carrie A. Picardi uses her academic and industry experience to teach students how to assess candidates in an accurate, legal, and ethical manner. With clarity and relevance, this book truly bridges theory and concept with practice in an engaging manner and will benefit students who need to hit the ground running to successfully manage workforce needs and activities in a myriad professional settings.

Effective Recruitment and Selection Practices
Effective Recruitment and Selection Practices

Author: R. L. Compton

Publisher: CCH Australia Limited

Published: 2009

Total Pages: 241

ISBN-13: 1921485779

DOWNLOAD EBOOK

This new edition incorporates changes in legislation, such as the transition from Work Choices to Forward with Fairness, and includes changes and developments in practices due to technology, workplace trends and the current economic situation. Includes a table to map the contents of the book to the relevant TAFE competencies.

Recruitment and Selection
Recruitment and Selection

Author: Gareth Roberts

Publisher: CIPD Publishing

Published: 1997

Total Pages: 268

ISBN-13: 9780852927076

DOWNLOAD EBOOK

Effective corporate initiatives and processes are the bedrock of successful organizations; the "Developing Practice" series provides manager with essential frameworks to identify, formulate and implement the best policies and practice in the management and development of people

Human Resource Management
Human Resource Management

Author: Marco Köster

Publisher: GRIN Verlag

Published: 2007-10

Total Pages: 24

ISBN-13: 3638802019

DOWNLOAD EBOOK

Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: Two simple facts force any organisation to carefully select the people it employs. Firstly, people differ widely in their abilities, knowledge, interests and personality. Secondly, the jobs provided by the organisation vary in their demands. Thus, choosing the 'right' person for a job becomes a crucial factor in ensuring an effective workforce and competitive advantages. The objective of selection processes is finding the most capable and suitable candidate, i.e., that candidate who is most likely to deliver the best performance on the job. To achieve this objective, a wide range of selection methods has been developed. But despite a variety of methods, many organisations, if not the majority of organisations, stick to the 'classic trio' of selection and rely on application forms, references and unstructured interviews only. Certainly, there is every reason to believe that there are some undeniable advantages in making the 'classic trio' attractive to many organisations. But at the same time, the 'classic trio' is criticised for a number of considerable shortcomings and a low efficiency compared to other selection methods. In the following the advantages and disadvantages of the 'classic trio' will be briefly sketched. The main criteria guiding the analysis will be reliability, validity, practicality, generality, fairness and costs of the selection methods. Afterwards some alternative selection methods will be reviewed, and their competitive advantages over the 'classic trio' will be outlined. We will analyse how job analysis data can help organisations to choose appropriate selection methods. Finally, a number of possible reasons for resistance to the implementation of alternative selection methods will be considered and an approach to overcome this r

Employee Recruitment, Selection, and Assessment
Employee Recruitment, Selection, and Assessment

Author: Ioannis Nikolaou

Publisher: Psychology Press

Published: 2015-04-17

Total Pages: 265

ISBN-13: 1317585372

DOWNLOAD EBOOK

Personnel selection is changing. Whilst traditional face-to-face interviews are still common, the range of assessment processes that inform the selection of candidates is increasingly diverse, taking advantage not only of new technologies, but also using new methods and strategies, such as assessment centres and personality testing. This new collection looks at the most important contemporary issues in recruitment, selection and assessment today, highlighting the latest research from the perspective of both recruiter and applicant. The book is written by an international range of prominent scholars in this area, and provides up-to-date analysis of key topic areas, including: How measurements of intelligence can impact on recruitment policies The use and value of personality tests An analysis of social interaction in the interview process The value and impact of video resumes in recruitment How social networks affect how applicants are perceived Job analysis and competencies modelling Part of the Current Issues in Work & Organizational Psychology series, this is an important book that shines a light on the latest theory and practice in employee recruitment. It will interest not only students and researchers of Organizational Psychology, HRM and Business and Management, but will also engage professionals in the field.

Introduction to Business
Introduction to Business

Author: Lawrence J. Gitman

Publisher:

Published: 2018

Total Pages: 732

ISBN-13: 9781947172555

DOWNLOAD EBOOK

Introduction to Business covers the scope and sequence of most introductory business courses. The book provides detailed explanations in the context of core themes such as customer satisfaction, ethics, entrepreneurship, global business, and managing change. Introduction to Business includes hundreds of current business examples from a range of industries and geographic locations, which feature a variety of individuals. The outcome is a balanced approach to the theory and application of business concepts, with attention to the knowledge and skills necessary for student success in this course and beyond.

The Recruitment process for business organizations. Review of the disadvantages and advantages of the different marketing channels
The Recruitment process for business organizations. Review of the disadvantages and advantages of the different marketing channels

Author: Rebecca Zimmers

Publisher: GRIN Verlag

Published: 2006-10-22

Total Pages: 17

ISBN-13: 3638559599

DOWNLOAD EBOOK

Essay from the year 2004 in the subject Leadership and Human Resources - Miscellaneous, grade: 1,7, University of Ulster, course: Introduction to Human Resource Management, language: English, abstract: We are living in the 21stcentury and organizations are more and more dependent on the external and internal environment to be profitable. System gives the organization security, plans protect for accidents and a firm is in the long term only successful when management and workers are willing to bring their optimal accomplishment. A company is a team and an image ascertains all people in it: good workers promote the image and disinterested and disaffected workers reduce prestige. Organizations rely on human beings. Therefore is it very important to have a well-functioning human resource department in every organization, which also has an impact on the organizational performance. There are many factors involved in the recruitment process. Recruitment is primarily concerned with “the process of generating a pool of capable people to apply for employment to an organization” (Bratton and Gold, 2003: p. 221). It is closely connected with the selection process which “is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the job (s), given management goals and legal requirements” (Bratton and Gold, 2003: p. 221). According to Food and Hook every recruitment action should be designed to meet the strategic objectives. (Foot and Hook, 2002: p.58) The Human resource management department is responsible for choosing the right person with the right skills and ability at the right time and for the right place and who is physically and emotionally able to carry out his/her responsibilities. The process of recruitment is necessary to ensure that recruitment practices are systematic, consistent and responsive to internal needs (Cole, 2002: p.173). Clear procedures are also cost effective. There are external and internal influences on organizations. For example legislation is an external factor which has a big impact. Every process should be fair, systematic, transparent and flexible, and should not contravene legislation, for example the Sex Discrimination Act (1975), Race Relations (1976), the Equal Pay Act (1970) or the Human Rights Act (1998). Another external factor is the diversity of the employment market. In times of changing demographic structures and many different cultural and religious backgrounds it is important to know how to manage diversity (Cornelius, 2001: p.29). Internal influences on the Recruitment process include the key persons.