Human Resources Management And Staff Motivation

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Before starting the actual topic, I would like to introduce Human Resource Management and Hospitality Industry. Many people said many definitions about Human Resource Management, but according to me is:

'Management of Human resource is the function inside an organization that concentrates on the recruiting of, direction of, and direction that it provides for the people who is employed at the organization. The Human Administration of Resources also can be realized by managers of line. The Human Administration of Resources is the organizational function that it treats with questions related to the people as compensation, rent, direction of interpretation, development of organization, safety, health, advantages, employee's motivation, communication, administration, and formation.'

Now, I want to tell you a little bit about Hospitality Industry, according to me:-

'Hotel, motels, inns, or such businesses that provides transitional or short-term lodging, with or without food.'

Since you know, every industry has the department of human resource and any industry is incomplete without the human administration of resources. Same as that industry of hospitality really needs the department of human resource to direct his wheel. The department of human resource has a vital role to direct all the tasks and employees' roles. Like, the department of human resources has to motivate the personnel towards the target, complete the tasks, work as the formation of others and a team. Because of this one the results return to the industry of hospitality or that hotel, at which the employees are employed together. With the motivated personnel the industry becomes very rapid, because every particle or you can say that every person works very much to reach the target and the department of human resource is the presentation the employees towards the target? If the personnel is not motivated everything will spoil and uncontrollably, not tidy and late.

The department of resource that's why human is very important in any industry. This department is the spinal column of any industry because this one directs all the employees to the target. And, doing class different from games and activities to motivate personnel.

This way, in this allocation, I am going to arise human resources, hospitality and motivation of personnel. That is the most important for any industry especially the industry of hospitality.

Contemporary Views On Motivation

The motivation begins with you! When you aspire to be more hit in the life, his attitude towards you and others will redeem an enormous role. The positive people learn to handle the challenges of the life differently and use these opportunities to grow. Then you can!

Each one wants a better life and if you are employed constantly at me progress, you will develop more safety in yes same, the best pride and the biggest internal motivation to be the best. When you learn the secrets of work in team and control, interpersonal skills of communication and service, you can apply them to all the aspects of his daily life.

We invite him to explore all our pages and learn of what they have shared others. Our sagacity will help him to be more positive and optimistic, motivated and inspired on his life and the world about you.

Abraham Maslow's "Need Hierarchy Theory":

There is one person, who made theory on motivation that is by the psychologist Abraham Maslow. He saw human wants in the form of a hierarchy, which rises from the lowest to the peak, and he finished that when a sport of requirements is fulfilled, this group of students of the need stops being a motivator.

According to his theory this one need they are:

Physiological needs:

These are important needs to support the human life. The food, throwing water, the heat, the refuge, the sleep, the drug and the teaching are the physiological basic wants that fall down to the main list of the contentment of need. The Maslow was of an belief that until these needs were content to a grade to support the life, no other factors of motivation can work.

Safety needs:

These are the requirements to be without the substantial danger and of the fear of losing a work, the property, the food or the refuge. This also includes the protection from any emotional damage.

Social needs:

Since the people are social beings, they have to belong and be to accept for others. The people try to satisfy his need of affection, acceptance and friendship.

Esteem needs:

According to Maslow, once the people begin to satisfy his require fitting in they be inclined to desire to be supported in the esteem so much by them as by others. This class of the need produces such a satisfaction as power, been of prestige and safety in yes same. This includes both internal factors of esteem and pride, autonomy as achievements and external factors of esteem like states, recognition and attention.

Need for self-actualization:

The Maslow considers this one to be the highest need in his hierarchy. This is the walk to do to him what one is capable of doing; this includes the growth, obtaining the potential of someone and the auto achievement. It must maximize the potential of someone and carry out something.

When each of these needs is considerably satisfied, the following need becomes domineering. Of the point of view of encouragement, the theory would utter that although no require should be completely satisfied ever, a need considerably satisfied already does not motivate. So if you desire to prompt someone, you have to understand that the level of the hierarchy that the person is connected and focus in the satisfaction of those needs or needs on that level.

The theory of need of Maslow has received the wide recognition, in particular between managers who practice. East can be attributed to intuitive logic of the theory and facility of the understanding. Nevertheless, the investigation not validates this theory. Maslow did not provide any empirical tests and another several studies that tried not to validate the opposing theory any support to it.

Role Of Human Resources For Motivation

First of all, I need to explain you about motivation that what motivation actually is?

Well, what I think about motivation is :-

'The motivation is the characteristic that is needed in order to obtain something in the life; without it you will give up in the first sign of the adversity. This thinks to inspire, to instigate and to cheer a person up to do everything possible. The motivation will force a person to think " If I cannot, then I have to " and to do that they do independently of this is taken by it to become guessed right. If you inspire the motivation this can change his life. You will be inspired to obtaining what you want without bearing in mind that the people say to him that you cannot do. I have seen the people applying personally the factors of motivation in the life to put myself from the poverty to a life full of the plenty. '

Some other explanations and definitions from other friends and scholars are following which also make sense about motivating the staff.

Buchanan defines motivation as follows:

"Motivation is process of decision making, through which the individual chooses the desired outcomes and sets in motion the behavior appropriate to them".

By my friend:

The definition of motivation must give account, the incentive, the enthusiasm, or the interest that causes a specific action or the certain behavior. The motivation is present in every function of the life. The simple acts as the meal are motivated by the famine. The education is motivated by the desire of the knowledge. The Motivators can be something from the reward to the coercion.

Secondly, I need to clear and explain

Why motivation is important in business sector?

Often it is said that the best business has the best motivated workpeople. Why did this important being may? As the motivated well employees are characterized in general for:

Superior production

Enhanced excellence effort with less expenditure

A better intelligence of need (things happen quicker - when they need to)

More worker reaction and suggestion made for improvement (motivated workers take more "ownership" of their work")

More suggestion demanded from superiors and management

Working at 80-95% of their aptitude

The employee's motivation, the positive morality of employee, the rewards and the recognition are explored in these resources. What creates the motivated people, taxpayer? How do you support the high morality of employee when the people work long hours? How does it do his reward and system of recognition do they contribute or deflate the employee's motivation, the positive morality and the retention?

The size of his company does not matter, having a team of motivated, hard-working employees it is crucial to his commercial success. When the people lose his motivation, nevertheless, his interpretation of work he suffers - they become less productive, less creative, less than one assets to the company.

Role of HR for motivation

The way of life of a department of human resources is vital to entire productiveness and efficacy of the strong personnel in any company of prosperity. In the greater part of the expert organizations, the role and responsibility of the department of human resources is not estranged or eclipse by other department. In detail, the high-quality human resources can be one of the department the majority appreciated and valued in an association; his work is the people, and the people are the most important assets of the company.

Still in the meantime almost each one seem to recognize impliedly the consequence of an effective department of human resources in the place of work, one might be pressed strongly to think an employee in any level that it might describe exhaustively everything that these professionals really do. Truth to be said, they do enough. To the employees, nevertheless, his scope of the visible action is limited.

It is because one of the principal roles of a department of human resources in a guessed right business involves great observation and analysis of the scenes. In effect, the intelligence of the department of human resources often implies what can be compared " in spite of crunching numbers. " compile multifaceted in order and metrics that they carry on the understanding of entity workers, when the group for the employees is an vital task, which has help to human resources, calculate decisive solution with ineptitude, gaunt limits of income and additional.

Due to the sensitive nature of human relations and the work that the departments of human resources must realize, the tact is a crucial element to this field. This is because the direction of interpretation often can imply resistant decisions as the election who to stop they go, who to promote and whom to rent. The care of the process of manufacture of decision in private is an ethical practice that raises the minor part of quantity of the possible opinion.

But how are these decisions taken? Almost every employee today should be capable of being related to the process of rent and the interviews of review of term that come in spite of beginning and supporting a work almost everywhere. What the employee sees in these interviews is still really only the top of the iceberg in when this comes to the enormous quantity of the work done by specialists of human resources.

In effect, the direction of interpretation, the creation of message, the recruiting of work and the decisions of promotion take innumerable hours of observation and analysis of information that cause the most beneficial decisions in the end. Only the review of 3 month for new employees can reveal the fact that great careful observation has entered the interpretation of work and the formation of the evaluation of adaptation. This one means that a human specialist of resources has been taking notes and methodically charting the progress of the employees in the possible most efficient and professional way. It is not that easy, the work is still essential to the optimized success of any company.

Motivation problems at work

The inspiration is the mixture of longing of a person and power heading for to the alcanzamiento of a target. This is the cause of action. The influence in the motivation of the people means managing then to want to do what you know must be done.

This is the cause of action. The motivation can be intrinsic - a satisfaction, the feelings of the achievement; or extrinsic - rewards, punishment, or acquisition of target. Not all the people are motivated by the same thing and with the time his motivations might changes.

Motivational Issues

Often an employee can work properly, the procedure is well, and all the possessions are obtainable, but for a cause or other, it decide not to do this way that usually means that this is a question motivational. In the meantime many employments have harms that are inbuilt in the site, this is the problems that are inherent in the person what normally does that we release the focus of our principal task of obtaining results. These problems motivacionales might come from family pressures, conflicts of personality, a lack of understanding in like the behavior affects another people or I process, etc.

When something breaks the psychological contract between the employee and the organization, the leader must find out what the exact problem is looking beyond the symptoms, finding a solution, concentrating on the problem, and then putting into practice a plan of action. One of the worst situations in which a leader can bring in debit to obtain all the incorrect facts.

The beginning meeting and documenting what the employee does not do or it should do - tasks, special, formless projects, etc. Attempt of observing the employee who realizes the task. Also, it do not do a hunting of witches, observe and I register what the employee does not do to standards. Verify past evaluations of interpretation, previous managers, or other leaders with whom the employee might have worked. Attempt of finding out if it a model or something new.

Once you know the problem, then it works with the employee to solve it. Most of employees wants to do a good work. This is in his best interest to work with the employee while the commercial needs are found and it is inside the obligations of the organization to do this way.

Causes of problems

Expectations or requirements have not been adequately communicated

This question motivational is not the absence of the employee. Providing the reaction and assuring the reaction it is consistent, you provide the means for employees to be motivated to the wished behavior. For example, the inconsistent reaction would be for the direction to say that this wants good practices of safety, then it disapproves workpeople who reduce the speed expiring with regulations. Or expressing that the careful skill is necessary, but it reinforces only the volume of the production.

The reaction must be provided in a base continues. If you only provide it during the interpretation of an employee who appraises the period, then you do not do his work.

Also, make sure that there is no a difference in priorities. The employees with several tasks and projects in his plates must be clearly communicated as for what comes first when it demanded the time. With the increasing notion to do more with less, we must understand that not everything can be done immediately. The employees often choose the task which they enjoy more, rather that the task that dislikes them more. And too often that the displeased task consists in that needs to be realized first.

Lack of motivation

A need of motivation might be caused by several problems, to include the personnel, the family, financier, etc. Help employees to recognize and understand the negative consequences of his behavior. To advise skills to see Control and Orientation of Confrontation and Motivation. For a little of formation the exercises see the Interpretation Advising the Activity.

Shift in focus

Today, his lucky employee (or unfortunate if that employee prospers in the change) that does not make restructure his work. The change of forces on the market forces changes of organizations. When this one happens, make sure that every employee knows:

How come the job has changed and what are the new responsibilities?

Why did the job been remade or replay?

How's the performance and how it is being evaluate?

Will they require learning more skills?

Can the old tasks be delegate?

How will their vocation benefit from this change?

What are the new skills or training do they require to perform productively?

Will this create them more profitable in the upcoming?

By keeping them informed, you help to eliminate some of the fear and keep them focused on what must be performed.

Self Motivation Training For Staff

We have a lack of me motivation sometimes. We can learn hundred ways of improving our lives, but then hesitating to act. Slightly less important it seizes our attention, or only we do not want to do what we have to do. Even a person who is normally much motivated can have sometimes a hard time begun in an important task.

Is there a solution? There are probably the dozens of them. Below they are six of the best me skills of motivation that consistently work when used. Try all of them, but if you think up to one or two here that I work for you, you will be in his way.

Self Motivation Techniques That Work

1. Conversation to be motivated:

One of my favorite ways of creating energy and motivation is to speak. Once I say to my wife on the article that I am going to write, I am out of my depression and behind in the keyboard. For less inspiring tasks, speak about the targets bigger that this will help him to obtain.

2. To stimulate his desire:

The sight of his potential future motivates many to be hired for rapid projects do - rich-. The really good clerks can put him in his sleep imagined to house in minutes, and make him feel motivated to do something to make it real. Learn to be your own clerk.

3. To stimulate his pain:

A skill of Neuro-linguistic Programming must join mentally the pain with not interpretation. It is as when finally they stop striking what the button dozes in the alarm, and it wakes up because you think that you might lose his work. Only imagine any bad consequence that can happen if you do not do what you have to do.

4. To find a real interest:

If you do not have any interest to what you do, this might mean that you have to do something more. If this is only a task it dislikes him, but it has to be a fact, to relate it clearly in his mind to the biggest target. I do not like driving, but I do not have a problem of motivation when I drive to the mountains during a few vacation.

5. To increase his energy: You need the energy for me motivation. The coffee can help a little bit, if the caffeine does not create other problems for you. To practise and to sleep well they help also. I also should be careful with the sugary meal. " The blues of sugar " kills the motivation. Once you find elevators of voltage of energy that work for you, they do a list and keep it practically for the future use.

6. To take any small step: I have found if I commit to raking a purse of sheets, soon I want to finish all the work of yard. The capture of any small step towards his targets is the big one me technical of motivation. To make this one even more easy, divide bigger targets below in small steps.

The skills of motivation really work, but they do not ask me like to be motivated to use them. In any case, you were motivated enough to read this one far, then you will be thin. Ah, and the humor is the number seven. A good laugh can conquer that feeling of is overwhelmed that absorbs far me motivation.

The solution to effective working relationships

The solution with this potential problem is that of our old communication of friend and his friend's best conscience.

As you communicate, or good or bad, a conscience has a direct influence in his relations in the work … .having of as you communicate that it will be beneficial in the averigución that credence, values and definitions of the work his co-workers bring to work with them.

Whatever happens those credence and values are, to be they politically, socially, economically or culturally, having an understanding and the conscience of these credence they will be enormously important in as you communicate.

There are a few steps that you can take to become more conscious of his co-workers, and this is a very simple step, the conversation, yes conversation, simply the conversation will allow him to understand them much better.

Becoming more conscious of his values, credence and an important element of the communication is desires.

Employee relationship:

The Employee's Relations simply the body of work worried by the maintenance of relations of employee - boss who contribute to satisfactory productiveness, motivation, and mulberry tree. Essentially, Employee's Relations it is anxious for prevention and resolution of problems that imply individuals who come or affect situations of work.

The advice is provided to supervisors in like correcting the poor interpretation and the employee's misbehavior. In such cases, the progressive discipline and the regulatory requirements and others they must be considered in the effectuation of disciplinary actions and in the resolution of employee's indignation and requests. The information is provided to employees to promote a better understanding of targets of the direction and political. The information also is provided to employees to attend to them in the correction of the poor interpretation, in or out of service to behave badly, and/or to go to personal questions that affect them in the place of work. They advise to employees on applicable regulations, legislation, and negotiating agreements. Also they advise to employees on his indignation and rights of request and discrimination and protections whistleblower.

Recruitment and Selection Strategies:


Recruitment and selection strategies are very important part in human recourse department, because its all depends on human resources department to run the business with quality and efficiency. If human resources department will recruit wise and clever people for their business, the business will run efficiently, otherwise business will unbalanced and human resources department duty will increase and it will hard to manage all the staff.

There are several types of recruitment and selection strategies which are following:

Value Diverse Communities:

The Authorities are committed to defending the cohesion of community and the diversity and they will try to maximize every opportunity to enlist recruits, to mesh and to contribute to the communities that this serves.

Value Our People:

The personnel of the Authorities is his biggest assets and this tries to value the contribution of the whole personnel for strategies that embrace the diversity and construct relations based on the mutual confidence, they respect the honesty and the integrity. The Authorities demonstrate this commitment of several ways even his fixation of the Investors in the standard of the People as the main current to strategies of HOUR.

This is plan or a strategy sets out the move toward to attract applicant to the check, selecting new entrant and select obtainable staff for other post. It apply to all employees and all post and is planned so as not to distinguish against any worker in conditions of race, sex, sexual orientation, age, disability etc.

This approach sets out a impartial draw near to staffing and selection, which is ambitious by commerce need in order to deliver the Service's vision and will consequence in continuous review of the recruitment and selection procedures to meet the particular needs of the Service at a given time or location or to deal with a particular issue. The aim is to recruit and select individuals with the personal qualities and attributes, along with the necessary skills or potential to deliver the Service's objectives with the ability and to make a positive contribution to the values and vision of the Service.

This strategy is in line with the National, Regional and HR strategies and is designed to encompass all employees and potential employees that it will span five years.


The beginning that the Service will adopt in recruiting and selection of the personal sound as it continues:

Recruiting and selection will expire with employment and legislation of equality and equality of the Service and political of diversity

All the potential candidates there will be given the reasonable and equal access to the information about vacant posts

All the candidates it will be treated exactly

Procedures and political it will be adapted for the target, clear and transparent

Recruiting and exercises of selection he will find the identified requirements of the Service and it will be the estimated impact of equality


There are five targets keys and targets in this strategy. These are:

A Diverse Personnel

System integration of Duty Retained

Retention of Personnel

Control and Skills

System recruiting of Retained Duty

The rest of the strategy it arranges the principal required actions to make sure that the targets are opposing. The detail for every target will be arranged in the political excellent ones and procedures.

A Diverse Workforce

Achachieving a diverse workforce at all levels of the organization. Aim to reflect, in workforce, the diversity across the communities

The key aims will be:

Build a diverse workforce by:

Manage effective recruitment processes by

Developing and supporting the use of fair and transparent recruitment processes at all stages and all levels for all employee groups

Monitoring the recruitment arrangements to ensure effectiveness and impact and to ensure that they are valid and non-discriminatory

Retained Duty System Integration

Staff on the retained duty system will be given fair access to opportunities for development and employment on other duty systems.

The key aims will be:

To enable staff on the retained duty system to access a greater range of duty systems in a more flexible way by

Achievement of the selection of identical entry tries for whole time and systems of duty retained

Personal Facilitator who has spent the test of selection of current entry to apply itself directly for a system of different duty

Achievement on the outside the competition assured the quality based systems of recording that allow the personnel that has been appraised like competently of moving directly to alternative systems of duty.

Development of a selection treats what makes sure that the system personnel of retained duty that is appraised since competently can be considered for direct transferences to vacant posts in alternative systems of duty even system posts of duty whole time.

Retention of Staff

Recruitment and selection will take account of specific retention issues and will aim to ensure that North Yorkshire Fire and Rescue Service remains the employer of choice for existing staff.

The key aims will be:

To ensure as far as is reasonable that staff are able to remain in posts if they wish to do so by:

Promoting flexible working opportunities

Ensuring that appropriate reward structures exist to assist in encouraging staff to remain in employment within the service and in specific roles

To recruit staff to posts that matches the needs of the service with those of the individual by:

Running additional advertising campaigns that focus on locally recruited staff where specific needs are identified in support of a diverse, appropriately skilled workforce

Ensure that development opportunities are available to all staff regardless of the location of the post

Continuously improving the selection processes which ensure that retained duty system staff who have been assessed as competent may be considered for direct transfers to vacant posts on alternative duty systems, including whole time duty systems

Leadership and Skills

Recruitment and selection will ensure that effective leaders are attracted to the Service at all levels and that existing staff are provided with opportunities for development and career progression.

The key aim will be:

Developing and supporting skills planning and systems to identify and support staff with high potential for future leadership positions, by for example:

Further developing leadership programmes for managers at all levels of the Service

Consider flexible opportunities for multi-level entry for operational posts

Utilising secondment and other placement opportunities into and out of the Service

Effective implementation of Assessment and Development Centres to identify individuals with potential for leadership programmes

Further develop assessment processes for all fire and rescue staff

Recruiting new staff or selecting existing staff with high potential for inclusion on high potential management development schemes

7. Retained Duty System Recruitment

The retained duty system establishment will be maintained in order to fully utilize the staff on this duty system.

The key aim will be:

To attract applicants to the retained duty system by:

Supporting local recruitment campaigns

Encouraging and supporting the strengthening of existing and establishment of new links between local managers and the business community

Annually reviewing advertising campaigns and recruitment literature

Progressing retained duty system integration to make the system more attractive

Developing a selection processes that ensures that staff who have been assessed as competent on the retained duty system can be considered for direct transfers to vacant posts on alternative duty systems including whole time duty systems, thereby assisting in encouraging the retained duty system a route of entry to the whole time duty system

Reviewing the retained duty system to facilitate more flexible working

Ensuring that the pay and reward structure is fit for purpose with regard to attraction of staff

8. A Balanced Approach

Key to the success of this strategy is that it meets the constantly changing needs of the Service. The staff requirements will alter due to a number of factors; leavers will affect the establishment at different workplaces; the annual process of Integrated Risk Management planning may alter the location of resources; development of new procedures may require different sets of skills in the workforce; external influences may require a change in the staffing levels or duty systems in workplaces across the Service.

In order to meet the five objectives of this strategy it will be necessary to:

Further develop, maintain and refine workforce planning diagnostic tools

Use these diagnostic tools to identify staff and skills shortages

Through the risk management process identify and continuously evaluate the impact of current recruitment and selection on all the objectives

Assess on an annual basis the key human, physical and financial resourcing requirements

Implement recruitment initiatives to meet the annual requirements

Monitor and evaluate the effectiveness of recruitment and selection processes against the five objectives

In applying a balanced approach the focus of recruitment and selection will change annually. A formal process will be developed and maintained in order to assess Service need for staff requirements. This will be widely communicated to all staff.

Impacts of recruitment on staff motivation

Effective Recruitment and Selection

As organizations plan for growth they seek to change and develop. This can lead to the need for recruitment or selection for job change. The key to a successful future is having the right people in the right jobs, whether the person is a new recruit or a potential transfer from another area. This workshop looks at the range of techniques available to ensure you make the right choice.

Who should attend?

The Workshop is specifically designed for personnel and development practitioners, for recruitment agency consultants who wish to improve their impact and line managers who have responsibility for recruitment. Recruiters who have experience may also find the Workshop an ideal refresher to update their knowledge in the context of recent changes.


The Workshop is designed to provide participants with the opportunity to review and evaluate approaches to job design, recruitment, selection and interviewing. It will cover the key issues to consider and is intended to complement your company's employment procedures.


By the end of the workshop, participants will be able to:-

Agree key steps in planning for and making an effective recruitment recognize the importance of, and how to prepare, job descriptions

Identify the key techniques in preparing person specifications

Identify and develop the most appropriate recruitment and selection strategies for their organization

Apply the relevant recruitment laws demonstrate the range of ways in which professional recruitment consultants can add value for client organizations

Develop systematic selection interviewing and decision-making techniques

Evaluate the range of recruitment tools available, including psychometric tests, bio-data, assessment centers and health questionnaires

Explain professional and ethical standards and codes of practice

Prepare and conduct face-to-face interviews

Effective Recruitment and Selection

Workshop Programmed

Introduction to the workshop

The recruitment and selection process

Linking recruitment strategy with the business strategy.

Determining your future manpower requirements.

Considering current trends in the recruitment market.

Planning who you need to recruit?

Have there been any changes to the job?

Job specification and person specification.

Attracting the right people.

Use of competences.

Establishing good working practices - to avoid discrimination

Race, sex and disability, sexual orientation, religion and belief, age and gender reassignment discrimination.

Direct and indirect discrimination in the recruitment process.

Reasonable adjustments, equal pay issues, data protection issues and recruitment.

Selection approaches and handling applications

The characteristics of effective advertisements, equal opportunity issues.

The added value of using recruitment agencies.

Use of application forms. Short-listing.

Using a checklist.

Tests and other selection tools, assessment centers.

Preparing for the interview

Preparing for the interview. Room layout etc.

Creating the right atmosphere for an interview.

Questioning techniques for gathering accurate and detailed information from the candidate.

Conducting a Selection Interview

Structure. Questioning skills.

Exploring the key skills and techniques required for effective interviewing.

Dealing with subjectivity.

How our own subjectivity affects our recruitment decisions. Arriving at soundly-based selection decisions with the support of all parties.

Influencing the selection decision.


Personal Objectives

My personal objectives for attending this Workshop. Note here what you hope to gain from the workshop and how it will help you at work.

My objective

How I would like it to help me at work

Recruitment and Selection Planner

Use this schedule to help you plan the steps in the recruitment and selection process.



By when


Write/review job description

Write/review person specification

Decide on selection methods

Decide where you will advertise/

publicizes the job and how it will appear

Devise/select application form

Agree application deadline


Send out job details and application


Paper screen to draw up shortlist

Send out rejection/invitations for first

stage of selection

Interview and/or use other selection


Make decision

Make offer to successful candidate

Inform unsuccessful candidates

Offer feedback to all candidates

Take up references from successful


Agree start date

Devise induction

Recruitment Criteria

Before beginning the recruitment process, ask yourself the following questions:

Do you really need to recruit anyone?

If the answer is yes:

Have there been any changes since the last appointment? e.g. restructuring or department / organizational changes, people, responsibilities, systems, materials, process and procedures.

Are there likely to be any changes within the next 12 months Is it appropriate to redefine the job in line with others

The next step:

Decide who you should talk to check the key tasks and responsibilities for the job agree the key skills and abilities needed for the candidate to perform successfully.

Decide any non-skill attributes that candidates must have (e.g. driving license, etc)

Finally, considering the above, list all your recruitment criteria using a plan such as the attached sample.

The criteria will depend on the seniority of the job. However, ideally this should be limited to no more than 15. If you have more than this ask yourself the following:

Can I eliminate non-essential criteria?

Have I listed those that are generic and not relevant to our particular organization and therefore can be learnt on the job?

Which criteria can I screen for before the interview?

How can I group the criteria to make them easier to use?


Well, at the end, after having motivation problems at work and also evaluated all human resources department efforts and exploring relationship between human resources department and staff. I concluded that human resources department is one of the important departments in any company, organization and fields because it is playing very important roles to recruit the staff, train them to treat the customers, to make up the business and to raise up the sale of the business.