This document is partially blurred.
Unlock all pages and 1 million more documents.
Get Access
Human Resource Management: Selecting and Appraising Your Future Staff
The process of staff recruitment and selection is becoming increasingly complex and its
integration into organizational and Human Resource (HR) strategies means that the
successful outcome of these processes is vital for job performance and organizational
success. The intricacy of matching the right applicant to the right job is a perpetual activity
for management and HR practitioners considering the organizations economic, social and
political contexts. This paper aims to identify the effect the environmental context has
towards organizational strategies and the HR system and the subsequent impact on
recruitment procedures and selection. Further, an analysis of the importance of staff
recruitment and selection within the organizations changing environment and tools used to
facilitate the effectiveness of these functions. This will enable an assessment of any
changes or strategies needed to avoid failures associated with poor selection and methods
to improve recruitment and selection procedures.
Organizations are increasingly becoming focused on being competitive on a national and
global level. The importance of the recruitment and selection process is vital for
organizational competitiveness and a failure to approach this function effectively will have
consequences for future job performance. Numerous authors have emphasised the
importance of integrating the recruitment and selection processes into organizational
strategies and HR systems as well as the necessity to respond to changes in the
organizations environment (e.g. Stone, 2002, p.174, Nankervis, Compton & McCarthy,
1999, p.190, Compton, Morrissey & Nankervis, 2002, pp.16-17). The organization is
constantly changing to respond to changes in its environment, for instance, the structure of
the organization may change and jobs redesigned to improve efficiency or reduce costs.
However, one of the fundamental mistakes made by management is the failure to allocate
"the right people to the right jobs" (Stone, 2002, p.124) once these changes occur. Such
"economically" inspired" tactics have been criticised as having a detrimental impact
towards the productivity of the workforce and this could be related to the failure in
acknowledging the job requirements needed after such fundamental organizational changes
have occurred (ACIRRT, 1999, pp.16-17).
A further impact on organizational performance is the slow response to increased
globalisation resulting in "work intensification" which has consequences for the
organization (ACIRRT, 1999, pp.31-33). In conjunction with the impact of the global
economy, the high demand for skilled labour has meant a world-wide shortage of skilled
staff and this trend continues as organizations seek increased competitiveness resulting in a
fundamental change in the labour market (author, 2000,p.66). This has led to a need for
Trusted by Thousands of
Students
Here are what students say about us.
Resources
Company
Copyright ©2022 All rights reserved. | CoursePaper is not sponsored or endorsed by any college or university.