Page 83 - DMGT548_GLOBAL_HRM

Global HRM

Notes respect to cost and quality, they will have to improve their human resource management. They
must plan their recruitment and selection process to develop an effective workforce. Employees
must be viewed as valuable assets–resources that are vital to the successful performance of the
organisation. Talented people must be attracted to join the organisation, developed to perform
at high levels, and encouraged to remain with the organisation with loyalty and commitment to
the organisation and its objectives.

5.1 Recruitment Process

In the human resource cycle, recruitment and selection process are the main variables influencing
directly the ‘performance’ as also the ‘employee development processes. Recruitment is defined
as the process of identifying and attracting the potential candidate from within and outside an
organisation to begin evaluating them for future employment. Once candidates are identified,
an organisation can begin its selection process which means collecting, measuring and evaluating
the information about the candidates.
The four generic processes: selection, performance appraisal, rewards management and human
resource development reflect sequential managerial tasks. Performance is a function of all the
human resource components: selecting people who are able to best perform the job defined by
the structure; motivating employees by rewarding them judiciously, training and developing
people for future performance and appraising employees in order to justify the rewards. The
strategy and structure also impact performance through the manner in which the jobs are
designed, how the organisation is structured and how well services and products are planned to
meet environmental threats and opportunities.
These basic resource processes can be done at three levels: strategic level which deals with
policy formulation and goal setting; managerial level which is concerned with the availability
and allocation of resource to carry out the strategy plan; and at the operational level to carry out
day-to-day activities.

Recruitment is the process by which an organisation attracts people to apply for their job
openings. The goal is to recruit a pool of qualified candidates from which he desired people may
be selected. Recruitment process in international context is very complex. It begins with human
resource planning, developing the strategy for searching the potential candidates, attracting an
effective workforce to apply for the vacancies and proceeding further with the selection process.
Recruitment can be categorised into two types: (1) external recruitment; and (2) internal
recruitment. External recruitment is conducted in four steps:

1. Planning: Human resource managers must first determine those jobs they wish to fill,
how many candidates they can reach and how many of them would accept the job offer.
2. Strategy Development: Next, a strategy is developed that specifies where to look for
candidates, as well as how and when to look.
3. Searching: Based on the plan and the strategy, candidates are contacted and given job
information and applications are collected. From this pool of candidates, the required
new people are hired.

4. Programme Evaluation: The recruitment programme must be continuously monitored,
evaluated, and changed as required.
Sources for external recruitment include direct applications received (walk-ins and applications
by mail), public employment agencies, private employment agencies, executive search firms,
schools and colleges, professional associations, all branches of the military, unions, the
handicapped, summer interns, and former employees.

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