The Importance Of Recruitment And Selection Management Essay

2179 words (9 pages) Essay

1st Jan 1970 Management Reference this

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Recruitment is described as “the set of activities and processes used to legally obtain a sufficient number of qualified people at the right place and time so that the people and the organization can select each other in their own best short and long term interests”.

The assignment is going to analysis Waterech Company case study and explains how Sara and Khalifa use recruitment strategies and selection tools to recruit good employee for the quality manager.

.

Task 1:

Job description is very important for hiring and retaining the best applicant for the job. Job description includes general tasks, or functions, and responsibilities of a position. It also includes the skills, knowledge and qualifications needed by the person in the job. Also, job description describes the duties, responsibilities, required qualifications for the specific position. Job description is developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. Employee job descriptions also include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions. The analysis looks at the areas of knowledge and skills needed by the job.

http://managementhelp.org/staffing/specify/job_desc/job_desc.htm

The Recruitment Sources is very important for the recruitment process and it is the sources of candidates. The Recruitment Sources involve two main sources of candidates for the job positions and these are internal and external sources of candidates. The internal recruitment sources are very important, but they cannot be used to fill each job in the organization and it is divided into two processes and these are internal recruitment and promotions. While, The external recruitment sources get the job candidates from the external environment by using different techniques. These techniques are newspaper job advertisement, the web job advertisement and the recruitment agencies and executive search companies.

http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/general-recruitment/recruitment-sources.html

Sara and Khalifa determined to need to a quality manager to work on the ISO 9000 application. They should focus on the applicant’s skills, knowledge and qualifications that related with the position and to select the right person for the job n. Candidate must have ISO 9000 experience because the candidate will be responsible for the full implementation of the ISO 9000 process.

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Sara and Khalifa should external sources because it has more options and sources than internal sources. They should use the Time of Oman newspaper to advertise the vacancy because this method easily and wide reaches to people and it is still one of the best techniques with the best cost ratio.

Task2:

According to Werther and Davis (1996), a job specification describes the job demand on the employees who do it and the human skills that are required. It is a profile of the human characteristics needed by the person performance the job. These requirements include experience, training, education and the ability to meet physical and mental demands. Job specification may include specific tools, actions, experience, education, and training requirement that help clarify individual requirements for successful job performance. They also describe the physical effort in terms of the action demanded by the job. [1] 

There are several benefits of person specification. It helps employers to identify the qualities that are required to do the job and it helps to ensure that the selection decision can be justified using objective criteria should they be called into question at a later stage. The other benefit is it provides recruiters with a tool to systematically judge whether candidates meet the requirements and to compare one candidate with another. Also, job specification can reduce bias in the recruitment and selection process by ensuring candidates are judged against criteria which are relevant to the job, and all candidates are judged systematically on the same criteria and it can be used as a guide when devising job advertisements and application forms [2] .

Sara and Khalifa need an employee for the ISO9000 standards. HR manager should select the human skills that are required. They should focus on qualification of candidates. They should have MA or PHD on quality manager and ISO standers. The candidate should have at least 5 years experiences. Also, Sara and Khalifa should focus on the skills of the applicant ability of work on statistics setting up criteria, standard. They have communication skills and should some languages such as Arabic and English.

Task3:

According to Werther and Davis (1996), the quality of an organization’s human resources depends on the quality of its recruits. Recruitment is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. [3] 

It is of the most important roles of the human resource professionals. The level of performance and organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful is well planned and practical to attract more and good talent to apply in the organization. [4] 

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Recruitment, as a human resource management function, is one of the activities that affect on the performance of an organization. It should be understood and accepted because the decisions of poor recruitment continue to impact organizational performance and limit goal achievement.

Returning to Parker and Caine’s (1996), human resources planning is about ensuring that the right number of employees is available at the right place at the right time. [5] 

Therefore, successful recruitment starts with good employment planning and forecasting. In this stage of the staffing process, an organization makes plans to fill or reduce future job gaps depend on an analysis of future needs, the talent available within and outside of the organization, and the current and anticipated resources that can be expended to attract and retain such talent.

Recruitment has become the most challenging human resources function for the Watertech Company. Sara and Khalifa have a problem in the production, that is most of the plant and equipments are old and the cost of maintenance is high. However, Sara and Khalifa’s recruitment strategies are not effective because they have a lot of mistakes in their recruitment strategies. They appointed Mr. Abbas AL Foori as a quality manager to work on the position by the recruitment agency in Sohar and they did not advertise the post so, they did not have many options to select the right person. They made a short interview to Mr. Abbas AL Foori and this reflect negative impact on the position because they could not know all things about him during a short interview. Also, the recruitment agency recommended only one person for the post and they spent a lot of money and pay 7000 OR for the agency. They can make an advertisement to reduce their cost. Additionally, Mr. Abbas AL Foori had a communication problem. He spent most of his time in his office working on statistical control procedures and showed little interest in the shop floor, where these measures would need to be implemented. Mr. Abbas AL Foori did not understand the importance of developing good working relationships with either Sara and Khalifa or the shop floor staffs. Also, this effect the progress with the ISO 9000 application and it has been low. He should have good communication skills with the managers and the staffs and he should always checks machineries and equipments.

Task 4:

Selection process depends on inputs such as job analysis, HR plans, and recruitment. The selection process is a series of specific steps used to decide which recruits should be hired. The process begins when recruits apply for employment and ends with the hiring decision. Though the final hiring decision is made by the immediate supervisor or manager in many cases, the HR department evaluates applicants in regard to their potential suitability through the use of valid procedures. (Human Resources Personnel Management, 1996).

Selection is very necessary process and there are a lot of difficulties to find good employees. The goal of the selection process is to find the best available person for the job, a person with the knowledge, skills, abilities and motivation to successfully fill the position. There are many methods to select the right person for the right job. These are resumes, employment tests and a face to face interview to determine a potential employee’s suitability.

The first step in the employee selection process is to request resumes. It should include academic achievements, experience, and leadership or community involvement. A person’s resume will help to determine whether a candidate should be taken to the next step.

The second step is employment tests. Tests are used more frequently for candidates for jobs that are paid by the hour than for management openings because hourly jobs usually have a limited number of skills that are more easily tested.

The last step in the employee selection process is face to face interview. It allows the manager to get the best feel for whether a candidate is right for the job. An interview provides further insight as to professionalism, people skills and experience. It also, allows all the interviewers to evaluate the individual on the same questions and answers. The resume screening and the employment test will provide the manager with most of what they need to know, but a face to face interview will provide the important nuances to make their final decision to select the right person.

http://www.ehow.com/way_5448388_employee-selection-methods.html

First of all, Sara and Kalifa should know the problem and attempted to analysis the problem to fill the gap. They should pick the smartest person for the position and the retention of the best employees starts with their recruiting, staffing and hiring strategies, policies and procedures. They should determine the need for a new or replacement position and hold a recruiting planning meeting with the recruiter, the HR leader, the hiring manager, and a coworker or internal customer to decide the right choices. Then, Sara and Khalifa should make an advertisement to collect as much as possible a number of applicants. They should choice the best applicants from their CV and make an interview with them to select the right person for position of quality manager to work on the ISO 9000 application depend on their personality, knowledge about the job, language, communication skills and the ability of dealing with others. Through the interview, it allows both the interviewer and the applicant learn and know more about each other during the interview. Also, they should give them some activities and function such as presentation, extensive interview, some cases and problems. This will help Sara and Khalifa to know the understanding of the employee about the job and recognize the applicants knowledge and what the applicants knows about the ISO program and how the they will help the organization to work more efficiently and effectively to be more successful. In addition, the using of new selection tools will help Sara and Khalifa to learn from their mistake and always attempted to choice the right and suitable discussion to select the correct person the for correct position.

Conclusion

Recruitment and Selection is very necessary process for The Watertech Company. There are many difficulties of hiring and retaining good employees and a good hire starts with an excellent job description. Recruiters should be more selective in their choices, because the poor recruiting decisions can make negative effects on the organization. Sara and Kalifa should take the right decision to select the correct person for the right job at the right time

Recruitment is described as “the set of activities and processes used to legally obtain a sufficient number of qualified people at the right place and time so that the people and the organization can select each other in their own best short and long term interests”.

The assignment is going to analysis Waterech Company case study and explains how Sara and Khalifa use recruitment strategies and selection tools to recruit good employee for the quality manager.

.

Task 1:

Job description is very important for hiring and retaining the best applicant for the job. Job description includes general tasks, or functions, and responsibilities of a position. It also includes the skills, knowledge and qualifications needed by the person in the job. Also, job description describes the duties, responsibilities, required qualifications for the specific position. Job description is developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. Employee job descriptions also include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions. The analysis looks at the areas of knowledge and skills needed by the job.

http://managementhelp.org/staffing/specify/job_desc/job_desc.htm

The Recruitment Sources is very important for the recruitment process and it is the sources of candidates. The Recruitment Sources involve two main sources of candidates for the job positions and these are internal and external sources of candidates. The internal recruitment sources are very important, but they cannot be used to fill each job in the organization and it is divided into two processes and these are internal recruitment and promotions. While, The external recruitment sources get the job candidates from the external environment by using different techniques. These techniques are newspaper job advertisement, the web job advertisement and the recruitment agencies and executive search companies.

http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/general-recruitment/recruitment-sources.html

Sara and Khalifa determined to need to a quality manager to work on the ISO 9000 application. They should focus on the applicant’s skills, knowledge and qualifications that related with the position and to select the right person for the job n. Candidate must have ISO 9000 experience because the candidate will be responsible for the full implementation of the ISO 9000 process.

Sara and Khalifa should external sources because it has more options and sources than internal sources. They should use the Time of Oman newspaper to advertise the vacancy because this method easily and wide reaches to people and it is still one of the best techniques with the best cost ratio.

Task2:

According to Werther and Davis (1996), a job specification describes the job demand on the employees who do it and the human skills that are required. It is a profile of the human characteristics needed by the person performance the job. These requirements include experience, training, education and the ability to meet physical and mental demands. Job specification may include specific tools, actions, experience, education, and training requirement that help clarify individual requirements for successful job performance. They also describe the physical effort in terms of the action demanded by the job. [1] 

There are several benefits of person specification. It helps employers to identify the qualities that are required to do the job and it helps to ensure that the selection decision can be justified using objective criteria should they be called into question at a later stage. The other benefit is it provides recruiters with a tool to systematically judge whether candidates meet the requirements and to compare one candidate with another. Also, job specification can reduce bias in the recruitment and selection process by ensuring candidates are judged against criteria which are relevant to the job, and all candidates are judged systematically on the same criteria and it can be used as a guide when devising job advertisements and application forms [2] .

Sara and Khalifa need an employee for the ISO9000 standards. HR manager should select the human skills that are required. They should focus on qualification of candidates. They should have MA or PHD on quality manager and ISO standers. The candidate should have at least 5 years experiences. Also, Sara and Khalifa should focus on the skills of the applicant ability of work on statistics setting up criteria, standard. They have communication skills and should some languages such as Arabic and English.

Task3:

According to Werther and Davis (1996), the quality of an organization’s human resources depends on the quality of its recruits. Recruitment is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. [3] 

It is of the most important roles of the human resource professionals. The level of performance and organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful is well planned and practical to attract more and good talent to apply in the organization. [4] 

Recruitment, as a human resource management function, is one of the activities that affect on the performance of an organization. It should be understood and accepted because the decisions of poor recruitment continue to impact organizational performance and limit goal achievement.

Returning to Parker and Caine’s (1996), human resources planning is about ensuring that the right number of employees is available at the right place at the right time. [5] 

Therefore, successful recruitment starts with good employment planning and forecasting. In this stage of the staffing process, an organization makes plans to fill or reduce future job gaps depend on an analysis of future needs, the talent available within and outside of the organization, and the current and anticipated resources that can be expended to attract and retain such talent.

Recruitment has become the most challenging human resources function for the Watertech Company. Sara and Khalifa have a problem in the production, that is most of the plant and equipments are old and the cost of maintenance is high. However, Sara and Khalifa’s recruitment strategies are not effective because they have a lot of mistakes in their recruitment strategies. They appointed Mr. Abbas AL Foori as a quality manager to work on the position by the recruitment agency in Sohar and they did not advertise the post so, they did not have many options to select the right person. They made a short interview to Mr. Abbas AL Foori and this reflect negative impact on the position because they could not know all things about him during a short interview. Also, the recruitment agency recommended only one person for the post and they spent a lot of money and pay 7000 OR for the agency. They can make an advertisement to reduce their cost. Additionally, Mr. Abbas AL Foori had a communication problem. He spent most of his time in his office working on statistical control procedures and showed little interest in the shop floor, where these measures would need to be implemented. Mr. Abbas AL Foori did not understand the importance of developing good working relationships with either Sara and Khalifa or the shop floor staffs. Also, this effect the progress with the ISO 9000 application and it has been low. He should have good communication skills with the managers and the staffs and he should always checks machineries and equipments.

Task 4:

Selection process depends on inputs such as job analysis, HR plans, and recruitment. The selection process is a series of specific steps used to decide which recruits should be hired. The process begins when recruits apply for employment and ends with the hiring decision. Though the final hiring decision is made by the immediate supervisor or manager in many cases, the HR department evaluates applicants in regard to their potential suitability through the use of valid procedures. (Human Resources Personnel Management, 1996).

Selection is very necessary process and there are a lot of difficulties to find good employees. The goal of the selection process is to find the best available person for the job, a person with the knowledge, skills, abilities and motivation to successfully fill the position. There are many methods to select the right person for the right job. These are resumes, employment tests and a face to face interview to determine a potential employee’s suitability.

The first step in the employee selection process is to request resumes. It should include academic achievements, experience, and leadership or community involvement. A person’s resume will help to determine whether a candidate should be taken to the next step.

The second step is employment tests. Tests are used more frequently for candidates for jobs that are paid by the hour than for management openings because hourly jobs usually have a limited number of skills that are more easily tested.

The last step in the employee selection process is face to face interview. It allows the manager to get the best feel for whether a candidate is right for the job. An interview provides further insight as to professionalism, people skills and experience. It also, allows all the interviewers to evaluate the individual on the same questions and answers. The resume screening and the employment test will provide the manager with most of what they need to know, but a face to face interview will provide the important nuances to make their final decision to select the right person.

http://www.ehow.com/way_5448388_employee-selection-methods.html

First of all, Sara and Kalifa should know the problem and attempted to analysis the problem to fill the gap. They should pick the smartest person for the position and the retention of the best employees starts with their recruiting, staffing and hiring strategies, policies and procedures. They should determine the need for a new or replacement position and hold a recruiting planning meeting with the recruiter, the HR leader, the hiring manager, and a coworker or internal customer to decide the right choices. Then, Sara and Khalifa should make an advertisement to collect as much as possible a number of applicants. They should choice the best applicants from their CV and make an interview with them to select the right person for position of quality manager to work on the ISO 9000 application depend on their personality, knowledge about the job, language, communication skills and the ability of dealing with others. Through the interview, it allows both the interviewer and the applicant learn and know more about each other during the interview. Also, they should give them some activities and function such as presentation, extensive interview, some cases and problems. This will help Sara and Khalifa to know the understanding of the employee about the job and recognize the applicants knowledge and what the applicants knows about the ISO program and how the they will help the organization to work more efficiently and effectively to be more successful. In addition, the using of new selection tools will help Sara and Khalifa to learn from their mistake and always attempted to choice the right and suitable discussion to select the correct person the for correct position.

Conclusion

Recruitment and Selection is very necessary process for The Watertech Company. There are many difficulties of hiring and retaining good employees and a good hire starts with an excellent job description. Recruiters should be more selective in their choices, because the poor recruiting decisions can make negative effects on the organization. Sara and Kalifa should take the right decision to select the correct person for the right job at the right time

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