Human resouces management
The report discusses different recruitment and selection approaches and analyses which approaches are best against the contemporary world economy background. Then the author gives her views on those approaches and takes a real advert for example to discuss. Through researching on the internet and consulting books, the author understands there so many recruitment and selection approaches and all of them have two sides. Then the author gives her own opinion on which approaches are the best. Finally, the author wants to solve practical problems in life.
The author comments and gives advice to the real-life advertisement. The whole report is objective from the two adverse aspects. Since 2013, the world economy is still to recovery slowly. Developed economies tend to get better especially America. Its GAP grows in nine consecutive quarters. The Euro zone economy is out of recession so that its financial market is stable. And Japan’s monetary and fiscal stimulus does help to lift the economy. Growth of world gross product is now projected at 2. 3 per cent in 2013, the same pace as in 2012, before accelerating to 3. Per cent in 2014. Although overall, the world economy tends to improve the situation, the difficulties and risks
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All of them both have advantages and disadvantages. The following is the discussion about some approaches of them. Internal recruitment refers to use internal sources. In fact, although it has negative effect, the Fortune Global 500 pays more attention on internal recruitment. The pros and cons of internal recruitment are specified as below: The pros: l. From the perspective of recruitment effectiveness and reliability, information between employers and employees is asymmetric. “There is really no substitute for knowing a candidate’s strengths and weakness” stated Desert (2010, p. 76). II. From the perspective of cost, on the one hand, induction may be unnecessary or shorter as employees have been familiar with their companies. On the other hand, the expense f motivation, it gives an opportunity for employees to develop their careers so that morale is enhanced and loyalty is increased. IV. From the perspective of organizational operating effectiveness, existing staff is easier to accept conduct and guidance. The cons: l. The company should pay the price of opportunity cost. That stands for the company might have missed better-quality external candidates.
II. The company does not have “fresh blood” and lost innovation. It still perpetuates the old set of working methods. Ill. It will created new vacancy which needs new recruitment. The following discusses computerized career progression systems in detail. Staffs information such as their work experience, technical and language skills, and their achievements is stored in their companies’ databases. This approach both has advantages and disadvantages, too. It can prepare for future’s vacancy and proper candidates will be select quickly. Depress (2002, p. 0) pointed out that the trendsetters, like Milliner and MOM, are developing global databases, tracking promising managers throughout the world. However, employee’s internal personality cannot be recorded. Although the candidate is good at technical and language skills, e has bad morality. Everything like coins has two sides. Take Yahoo for example. Yahoo appointed its new CEO outside (Yahoo appoints Google’s Marimbas Mayer as new CEO 2012). External recruitment has advantages and disadvantages described specified as the following: The advantages: l. There are a wider number of applicants to choose.
Companies can make better decision because maybe outside candidates have better personality and business skills and one of them is more proper for the position. II. New employee can bring new blood, brilliant ideas, more advanced technology and a fresh perspective. Ill. The outsider’s experience working in another firm is useful. At the same time, his former relationship is good for the vacancy as he bring many customer sources. The disadvantages: l. New migrants may not be able to adapt new circumstance and enterprise culture. If it happens, effectiveness will descend. II.
Whatever methods companies take to recruit outside, its cost is high. Ill. It takes more risk to make wrong decision for HRS. After all, internal recruitment has a long contract and observation. Outside recruitment only has several short-time contracts. ‘V. If a company look for employee outside while the vacancy is a senior leader, employees of the company itself may feel frustrated so that morale can be weaker because they feel no room to improve within the company. Online recruitment is one method of external recruitment. This kind of approach can hire employees quickly and conveniently.
Cisco Systems, for example, had received up to 500,000 hits on its Job site in a one-month time span and had hired as many as 1,200 people in a three-month period (Birched 1997, up. 132-141). Yet online for Jobs through almost traditional media. Campus recruitment is another widely used way. Graduates donate their all effort to their first Job. And they inject vitality to the company. One of the most typical is P. The result of Green and Vancouver research (2008, up. 23-44) shows that 90% of its entry-level managers come straight from universities, including CEO A.
G. Leaflet. On the other side, graduates do not have work experience. Bliss (2007, up. 140-163) stated that selection approaches is split into two types, the traditional selection process and contemporary methods. The traditional process starts from application forms, shortlist, interviewing to finally selection of successful applicant. And the contemporary methods are used more and more, including biographical profiling, psychological testing, and testing ability and assessment centers. The traditional selection’s merits and demerits are as below: The merits: l.
It has wide influence because it remains popular. II. Employers can know the candidates’ past work accomplishments and experience. Ill. Applicants’ information can be restored as a database for future recruitment. The demerits: l. It wastes time due to long-time cycle. Recruit an employee usually takes several months. II. Employers’ prediction may be wrong because candidates can pretend they re qualified. They can counterfeit they have experienced it. Ill. Qualified candidates may be missed because they cannot structure their applicant forms well. IV.
It is easily cheated if the interviewer is nepotism with the applicant. Chou (2006, p. 23) said that there already has had evidence to show that interviews are used by every organization in a recruitment survey published by Chartered Institute of Personnel Developing (CUPID). It is enough to show the traditional selection approach has a wide range of influence. The contemporary is more and more popular recent years. The detailed analysis of TTS advantages and disadvantages is below: The advantages l. Employers pay more attention to candidates’ internal personality like eager and honesty.
It also means fairer because employers cannot see applicants’ appearance. II. They bring greater objectivity to selection because candidates’ answer are Judged by professionals. Ill. They are a very efficient way when applicants are too many comparing with interview. The disadvantages l. They quite difficult for employers to design examination questions especially psychological testing. Or the company should to hire another professional to develop he questionnaire. It takes extra expense. II. If leaking questions, these approaches are invalid. Mommies companies like Hawaii, Hairier, Leno, and Vane had adopted such assessment methods. It is a quite nice opportunity to convey realistic expectations of the nature of candidates. However, its initial investment cost high. Above all, recruitment approaches are divided into internal and external. And each of them contains detailed methods. In a similar way, selection approaches consist of two sides, the traditional selection process and the contemporary methods. They all eave both advantages and disadvantages. And they are applied by different companies.
Firstly, the external recruitment is recommended, the reasons are as followed: l. The world economy is getting better and it is convinced that the good momentum will remain. New opportunities are foreseeable for companies. II. Although it costs high, enterprises should cast an eye on future and consider recruit for the future. It is reserve of talents. Secondly, the contemporary methods are viewed the best ways especially assessment centers. It emphasizes social equality instead of interviewers’ personal perspectives. It is often reported that companies select employees Just rely on their looks and figure.
Discrimination should not exist nowadays. 8. 1 Comment As per the advert citing from Render website in the appendix, it is employee referral belongs to external recruitment. Its approach both has advantages and disadvantages as below: Advantages: l. The users of Render are mainly college students. It accords with the character of the advert, intern recruitment. College students need intern in the grade three and four. II. Through external recruitment, corporations can improve their image. It is a valid way of outside communication. Ill. Employee referrals have higher reliability.
It means the promulgator’s friends in the website can see the information at first and some of them would like to apply the Job. Disadvantages: l. Users cannot Judge the adverts authenticity because false information may be released. II. External recruitment cycle is so long and the company should take the risk of no proper candidates. Ill. The company generally pay referral fee for the introducer. It is an extra expense. ‘V. Nepotism may be occurred. It also may evolve to sub-divide into several parties. Therefore, the organizational internal solidarity is Rosen, which prejudices company’s development.