Recruitment and selection to way-forward the Organizational effectiveness and growth
Recruitment and selection to way-forward the Organizational effectiveness and growth
The significance of human resources has enhanced during recent times, and when compared with few decades back, at present the organizations tend to believe “human” as the most valuable resource (Armstrong and Taylor., 2014). Human resources are vital to any organization, as they offer perspectives, values and attributes to organizational life, when managed effectively, and as a result, these human traits can be of considerable benefits to the organization.
Among the functions within HR process, recruitment and selection are vital functions of for any type of organization either profit oriented or not. These are terms that can be referred to the process of attracting and choosing correct candidates for the potential employment (Ekwoaba et al., 2015). Scholars argued that the quality of the human resource the firm has heavily depends on the effectiveness of recruitment and selection (Gamage, 2014). According to Opatha (2010), recruitment is the process of finding and attracting suitably qualified people to apply for job vacancies in the organization, therefore, the outcome of the process will generate a pool of qualified potential applicants for job vacancies.
Despite the importance, if any wrong candidates were who are not capable have been selected, that will cost a huge negative results which businesses cannot afford in long term as well short term. Therefore, the overall aim of recruitment and selection within the organization is to acquire the number and quality of potential employees that are required to satisfy the strategic objectives effectively, at minimal cost and long run (Ofori & Aryeetey, 2011). Therefore at present, in twenty first century, the organizations are try for novel and innovative methods, specially web related and online methods, to recruit a much suitable people to organizations. Herein web sources and social media networks work well with the recruitment process, specially targeting the Generation Y (Slavic et al., 2017).
When compared to the recruitment, selection is the process of making the choice of the most suitable applicant from the pool of applicants recruited, to the vacancy advertised (Opatha, 2010).hence the critical part is here , as selecting the suitable person to job position offered by the Company . As stated by scholars, selection is the process by which specific instruments, such as interviews, oral interviews, practical tests, are engaged to choose from the pool of individuals (Ofori & Aryeetey, 2011). Here the methods can be vary, depending on the nature of the job as well the profile of the applicant.
Scholars (Sinha and Thaly, 2013) have pointed out some of the basic recruitment methods, which are adopted by the organizations as such;
Further, (Sinha and Thaly, 2013) stated that majority of organizations rather prefer for a combination of two or more methods to deliver the overall recruitment strategy.
When refer to practical examples, Development Finance Bank in Sri Lanka is practicing the method recruiting from local Universities and Higher Educational Institutes .. To streamline the process, the bank has signed a MOU with the Management Faculties of University of Sri Jayewardenepura and University of Moratuwa, to provide placement training to final year undergraduates for two years. After the completion of the training period , a group of efficient students will be recruited for the permanent positions at the Bank.
When carefully observe, selection function is a negative function rather than a positive function, due to the selectivity. According to Gamage (2014), selection involves the use of one or more methods to assess applicant’s suitability, select the suitable people and rejects a number of applicants. Gamage (2014) further explained the importance of this selection methods adopting by the firm, as the methods would be suitable as to identify the best among best.
Organizational performance is a much debatable topic among scholars, whereas some empirical research presented (Ekwoaba et al., 2015). Further, there are certain studies catered identified that the positive and significant relationship between recruitment process and selection with the performance of an enterprise (Gamage, 2014). Since this is a much debatable relationship, Sarkar and Kumar (2007) explained that the organizational performance is hinged on the approach which the organization adopts to the recruitment and selection of employees, at the inception.
In that direction, Munyon, et al., (2011) admonished that methods of team staffing should translate to competitive advantages of an organization, whereas the competitiveness of the firm will be the key to the success. Accordingly, DeVaro (2008) further demonstrated the relationship of those HR functions with the organizational outcomes , and identified that the recruitment strategies could be an significant indicator to the positive organizational outcomes or growth. That further tested by (Ekwoaba et al., 2015) and identified the similar type of relationships exists with those variables.
The relationships of the recruitment and selection with the organizational outcomes and growth is still an emerging research area. However (Ekwoaba et al., 2015) pointed out, that if these HR functions properly designed, it will identify competent potential candidates accurately match with the job and organization. As well a proper selection device will enhance the probability that the right person is chosen, and with the best people selected for the job, that will increase the organizational productivity and growth. Therefore there is an interesting research gap between these variables, recruitment and selection as a predictor on the organizational effectiveness and growth to the future researchers.
References
Armstrong, M. & Taylor, S ( 2014 ) Human Resource Management Practice, 13th Edition, Kogan Page Limited publishers
DeVaro, J. (2008). The labor market effects of employer recruitment choice. European Economic Review, 52 (2), pp.283–314
Ekwoaba J, Ugochukwu .U. Ikeije and Ndubuisi U. The impact of recruitment and selection criteria on organizational performance (2015), Global Journal of Human Resource Management ,3 (2), pp.22-33
Gamage, A. S. (2014). Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance, 1(1), pp.37-52
Munyon T. P., Summers Ferris, K. J. & Gerald, R. (2011). Team staffing modes in organizations: Strategic considerations on individual and cluster hiring approaches, Human Resource Management Review, 21 (3), pp.228–242
Ofori, D., & Aryeetey, M. (2011). Recruitment and selection practices in small and medium enterprises. International Journal of Business Administration, 2(3), pp.45-60
Opatha, H.H.D.N.P. (2010). Human resource management. Colombo: Author published
Sinha, V. & Thaly, P. (2013). A review on changing trend of recruitment practice to enhance the quality of hiring in global organizations. Management, 18(2), pp.141-156
Slavic A., Radmila B. and Nemanja B., (2017) The Role of the Internet and Social Networks in Recruitment and Selection Process, Strategic Management, 22 (3), pp. 036-043
The recruitment and selection is the important function of HRM. Proper recruitment and selection provide a strong basic structure/ foundation to an organization. Its basic objective is to attract and appoint a person with proper and adequate skills and qualification at the appropriate/ best fitted job ( Alka, 2014).
ReplyDeleteNot only the recruitment and selection but also Organizational structure, Remuneration, psychological contacts, nature of strategy, training and development are also important in HRM. According to Armstrong ( 2014 ) Human Resource Management is a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations .
DeleteAgreed with the whole concept and methodology. Recruitment and selection play a major role in achieving the HR strategy of the company and that is to attract and retain suitable employees within the organization (Anderson, 2001). Those two functions can be identified as key functions of HRM of the organization where the effectiveness and efficiency of such functions directly impact on the success of the organization.
ReplyDeleteAs you the recruitment and selection can be mentioned as the key functions of human resource management. As the success of an organization is depends on the employees who willing to works towards the organizational goal. If recruit an select the candidates who is not willing to do this will collapse the all organization.
DeleteThe meaning of the relevance between the work and the candidate's abilities has even more repercussions for operational excellence (Marr, 2017). If you pick the wrong person for the role, the loss of the organization's functional flow is inevitable.
ReplyDeleteAgreed and thank you Malinga. Noe, R. A., Hollenbeck, J. R., Gerhart, B. & Wright, P. M. (2006) pointed out as the Recruitment is a process of searching potential applicants for a suitable post/vacancy or an anticipating vacancy and encourages them to apply for the said post/vacancy as well, selecting a suitable person for a suitable post will ensure the goal of the organization and described the importance of the process.
DeleteIn order for an organization to build and sustain the competitive advantage, streamlining the recruiting/staffing is crucial (Djabatey, 2012). Success of the organization depends on the performance of those who are employed in it. Hiring wrong people or failure to expect fluctuations in hiring needs can be costly ( Djabatey, 2012). Therefore, it is imperative that conscious efforts are exerted towards human resource planning. Thus, recruitment and selection become vital for; individuals need to be attracted on a timely basis, in adequate numbers and with appropriate qualifications ( Ekwoaba, J, Ikeije, U & Ufoma, N 2015).
ReplyDeleteThanks. Also Jovanovich (2004) has pointed out recruitment as a process of attracting a pool of high-quality applicants to select the best among them. For this reason, top-performing companies devoted considerable resources and energy to creating a high-quality selection system.
DeleteAgreed. Human resources is the most valuable asset in a organization therefore finding the correct person is vital if the organization hired the wrong person there will be negative impact. Recruitment and selection, as a human resource management function, is one of the activities that impact most critically on the performance of an organization in terms of achieving its ultimate goal (Costello, 2006)
ReplyDeleteAgreed and thanks Sohan . Ahmed, J. U., Tabassum, A. & Hossain, T. (2006) described the Human resources as the most valuable asset ever in any Organization without any doubt. Therefore the find out the most suitable work force to an organization is more important .
DeleteThe successful recruitment and selection process is that the needs and offers of both organization and the individual must perfectly meet each other. The ‘fit’ in term of skills and expertise, as well as value and need. Individuals want that the organization which they are thinking of joining must offer some form of development which will enhance their resume.(Shafique, 2012)
ReplyDelete