...Strategic Integration of Recruitment Practices and Its Impact on Performance in Indian Enterprises Ashok Chanda, Trapti Bansal & Rupal Chanda Abstract Recruitment and selection is a foundation of human resource management (HRM) practices and its integration to business is critical to achieve organisational strategic goals. However, little research has to date examined strategic integration in this specific human resource (HR) practice, and, therefore, little is known about the level and application of recruitment and selection strategic integration a situation that warrants greater investment due to the economic growth in India in a corresponding expansion of Indian enterprises. Consequently, this study investigates the level at which recruitment and selection practices integrate with business strategies and the relative effects of different levels of such strategic integration on organisational performance in 259 Indian enterprises. The results show the majority of Indian enterprises had a high level of recruitment and selection strategic integration in business strategy formulation and implementation. Moreover, the level of recruitment and selection strategic integration was positively related to growth in market share, profits and sales, employees’ satisfaction, employees’ productivity, and negatively related to employees’ turnover. The implications for HRM practitioners and further research are discussed. Introduction Recruitment and selection is the process of attracting...
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...of every business is to make profits for the owners. This looks to be an extremely effectiveness difficult task unless firms discover the different ways to improve on efficiency and of their operations. Recruitment is the process of generating a pool of capable candidates applying to an organisation for employment (Gold, 2007). Applicants with experience and qualifications most closely related to job specifications may eventually be selected. Organisations become concerned when the cost of a mistake in recruitment is high. According to Armstrong (2006) the aim is to obtain, at a minimum cost, the number of suitable and qualified candidates to satisfy the needs of the organisation. The organisation attracts candidates by means of identifying, evaluating and using the most appropriate sources of applicants. El-Kot and Leat’s (2008) observation is that recruitment begins with advertising existing vacancies As already mentioned, this can be done internally or externally. In this instance the researcher was interested in external sources and processes as organisations in the Province are currently experiencing an undersupply of suitable candidates. Company policies related to the employment of relatives may influence its recruitment efforts. Currently more and more companies implement anti-nepotism policies that prevent the employment of close relatives, especially relevant to placement of candidates in the same departments or work groups (McMillan, 2006). Recruitment and selection...
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...Summer Training Project Report ON Recruitment And Selection Submitted in Partial fulfillment of requirement of award of MBA degree of GGSIPU, New Delhi Submitted By: priyanka 015 2010-2012 Northern India Engineering College (Affiliated to GGSIPU) FC-26, Shastri Park, Delhi-110053 ACKNOWLEDGEMENT Connection, dedication and application are necessary but not sufficient to achieve any goal. These must be awarded by guidance. This is to express my earnest gratitude & extreme joy on being bestowed with an opportunity to work in an organization as respected and reputed as BHL, Noida. It is impossible to thank personally all the people who have helped me in completion of this informative project, but it would avail this opportunity to express my profound gratitude and indebtedness to the following people:- I am indebted to Mr. Mohan Kumar Sharma (Officer – Group HR, BAJAJ HINDUSTHAN LIMITED) who gave me the opportunity to work with the organization. I am extremely grateful to my guide and project coordinator Mr. Mohan Kumar Sharma (officer– HR) & Mr. Shankar Singh (Sr.Officer –HR) who removed every stumbling block in my endeavor to complete my project successfully. They proved to be a constant...
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...Unit 13: Unit code: QCF Level 3: Credit value: Recruitment and Selection in Business A/502/5434 BTEC National 10 Guided learning hours: 60 Aim and purpose The aim of this unit is to introduce learners to recruitment and the importance of ensuring that the best people are selected to work in organisations. Learners will study selection and recruitment techniques and will set up, and take part in, a selection interview. Unit introduction Recruiting the right people is the key to the success of many organisations. These organisations ensure that the processes and procedures involved in recruitment and selection meet their needs and are legal. In this unit, learners will develop an understanding of the impact of the regulatory framework on the recruitment process. Potential applicants may decide to apply for a post based on the quality of information that they receive. Details of the post will usually be the first communication they have with the organisation. It is important that the organisation makes a good first impression on potential applicants to ensure that they attract sufficient applicants of the right calibre. Learners will develop their knowledge of the types of documentation used in an interview process. A structured and planned selection procedure is crucial to the success of the selection process. The impression a business makes may determine an applicant’s decision to accept an offer of appointment. Staff conducting the interview will also be forming their impressions...
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...BSBHRM405A Support the recruitment, selection and induction of staff Release 1 BSBHRM405A Support the recruitment, selection and induction of staff Date this document was generated: 15 March 2013 BSBHRM405A Support the recruitment, selection and induction of staff Modification History Release Comments Release 1 This version first released with BSB07 Business Services Training Package Version 8.0. Replaces BSBHRM402A Recruit, select and induct staff. Unit Descriptor This unit describes the performance outcomes, skills and knowledge required to execute tasks associated with the recruitment cycle. Performance of the work described in this unit will be underpinned by in-depth knowledge of the work of the organisation, and how recruitment and selection practices fit with other human resources functions. Application of the Unit This unit applies to those with a supporting role in recruitment, selection and induction functions who work under the direction of a human resources manager. Individuals at this level would not necessarily have staff reporting to them, although this may be the case. Licensing/Regulatory Information No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement. Pre-Requisites Not applicable. Employability Skills Information This unit contains employability skills. Approved © Commonwealth of Australia, 2013 Page 2 of 9 Innovation and Business Skills Australia ...
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...NEW DELHI SUMMER PROJECT REPORT On THE STUDY OF SELECTION & RECRUITMENT PROCESS IN DLF PROJECTS LTD. & ITS EFFECTIVENESS FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT OF MASTER OF BUSINESS ADMINISTRATION SUBMITED BY SATYAPRAVA MANTRI M.B.A II SEMESTER 2010-2012 CERTIFICATE Certified that this project report “The study of selection & recruitment process in DLF Projects Ltd. & its effectiveness” is the bonafide work of “Satyaprava Mantri” who carried out the project work under the supervision of Mr.Sanjay Bharatwaj. SIGNATURE Mr.Sanjay Bharatwaj DECLARATION We hereby declare that the following project titled ‘Study of selection & recruitment process in DLF Projects Ltd. & its effectiveness’ is an authentic work done by me. This is to declare that all of the work indulged in the completion of this Project Report such as research, competitor analysis, and data collection is profound and honest. This report is submitted in partial fulfillment of the requirement for the degree of Masters of Business Administration (MBA) in IILM Business School, New Delhi. We have not submitted the project report for any academic purpose elsewhere. Satyaprava Mantri ACKNOWLEDGEMENT I owe a great thanks to many people who helped and...
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...job in the Tesco Express Outlet after completing his education. In such a way the candidate got an opportunity to make use of its marketing theory applications. In the second scenario it is presented that there is 1a new store & a new staff team for the candidate who is aware of the need for internal & external marketing. In the third scenario it has been presented that the 1store is located in a small town of 6500 peoples in the North East of England where there are only small individual shops with the limited range of products. Local peoples are not happy 1as the nearest supermarket is about 10 miles away. The projected shop 1has previously been a family run grocery store. Tesco hopes 1to move to a larger site for the potential business. In the fourth scenario it has been presented that the main competition in the market is of the 2 co-operative stores. One 1is at the top of the town of the main street which is the larger & the other is at the bottom of the town near harbour which is smaller. Regional Manager has expressed his views 2that Tesco’s long term hopes for a much larger store will be greatly improved if there can be the close relationships with the influential local individuals & organisations as well as other businesses. Main Body Task 1 – 5Personal Management & Human Resource Management Personal Management [PM] & Human Resource Management [HRM] are the both essential concepts in the working life of an organisation. In the opinion of the some...
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...Department Of Business Administration Department Of Business Administration University Of Asia Pacific University Of Asia Pacific Course Code: MHR 201 Course Title: Administration, Office Management and Secretarial Practices Report Office recruitment Submitted to: Sadia Tangem, Assistant Professor Dept. of Business Administration University of Asia Pacific Submitted to: Sadia Tangem, Assistant Professor Dept. of Business Administration University of Asia Pacific Submitted By ID ID Name Name 14102046 14102046 Md. Mahfuzur rahman Md. Mahfuzur rahman 14102048 14102048 Akib hasasn khan Akib hasasn khan 14102058 14102058 Asif amer Asif amer 14102067 14102067 Md. Abu saleh Md. Abu saleh 14102072 14102072 MD. Sayeeed Ibna zaman MD. Sayeeed Ibna zaman Date of Submission: I. Letter of transmittal Sadia Tangem Assistant Professor, Business Administration, UAP Spring – 2015 Subject: Submission of Report on “Office Recruitment?” Dear Madam, It is a great pleasure and privilege to present the assignment titled “office recruitment” which was assigned to us as a partial requirement for the completion of this course MHR 201 (Organizational Behavior). Throughout the study we have tried with the best of our capacity to accommodate as much information and relevant issues as possible and tried to follow the instructions as you have suggested. We tried our best to make this assignment as much informative as possible. We sincerely believe that it...
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...531 Week 6, HRM 531 Week 6 Recruitment and Selection Strategies Recommendations Recruitment and selection strategies are critical to success of any business. It is especially important in a new business as resources would be required to carry out operations. The limousine business is also starting up in Austin, Texas; hence it would need to build the right team in right time. However the process of finding and selecting right people is dependent on the geographic location where the business is based. The company needs to meet the challenge of being based in Austin. This means that staff has to have their base location as Austin. Using strategies that fail will lead to wastage of time and resources, due to which it becomes extremely important to plan well, search creatively and select wisely. Recruitment and Selection Strategies Recommendations The first stage of recruitment and selection is management of applicants and welcoming the applicant to the business. Recruitment and selection are typically measured as one method. Though, the distinction will be made here between the first actions and concerns when preparing staff recruitment and the procedure of selecting an applicant from a group of candidates (Cascio, 2013). Recruitment needs to be sensibly planned to attract the correct employee’s to Landslide Limousines. To be a small business owner, creating awareness will be needed: Tell present employees to get the “word” out about the business to family and friends. One can...
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...2011 | Purpose and aim of unit Organisational success depends on having the right skill mix. This unit provides an introduction to the resourcing and talent planning process. Studying this unit will enable learners to understand the factors that impact on an organisation’s resourcing and talent planning activities. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, shortlisting, conducting face–to-face or telephone interviews and contributing to job offer and rejection letters. Key legislation pertaining to recruitment and selection will be covered. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders. This unit is suitable for persons who: • are aspiring to, or embarking...
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...Contents Introduction 4 Fly 540 4 Aldi 4 Internal and external recruitment 5 Benefits to Aldi for Internal Recruitment 5 How Aldi Plc Company will recruit their candidates 6 Benefits to Fly 540 for External Recruitment 6 How Fly 540 Will Recruit Their Candidates 7 Conclusion 7 Introduction 8 Legal and Regulatory Framework in Recruitment and Selection 8 Conclusion 10 Introduction 11 Person specification and purpose 11 Job description and purpose 12 Reasons for Job Application Requirements 13 References 15 Introduction According to Bratton and Gold (2007, p 239) ‘Recruitment is the process of generating a pool of capable people to apply for employment to an organization. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.’ Here Bratton and Gold state that recruitment and selection go hand in hand, but they are two separate activities require a separate range of skills and expertise. Here Fly 540 Fly540 is East Africa’s premier low cost airline offering low fares on scheduled flights all year round to destinations within Kenya, South Sudan and Zanzibar. Headquartered in Nairobi and operating from Jomo Kenyatta International and Wilson Airports, Fly540 Kenya flies to Eldoret, Kisumu, Lamu, Lodwar, Malindi, and Mombasa and across the border to Juba and Zanzibar. Aldi Aldi...
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...QR Governance & Management Framework Human Resource Management System Standard HRS/SPC/3005/REC RECRUITMENT AND SELECTION OVERVIEW Version: G&MF 1.1 Date: Controlled Copy No. Author: 1 December 2008 Xx Chief Human Resources Officer Recruitment and Selection . 1 of 7 HRS/SPC/3005/REC Version 1.1 CONTENTS: 1. Purpose ......................................................................................... 3 2. Scope ............................................................................................. 3 3. Key Roles and Responsibilities................................................... 3 3.1 Chief Human Resources Officer................................................. 3 3.2 Direct Reports to the Chief Executive Officer ............................. 3 3.3 Hiring Manager and Recruitment Consultant ............................. 4 3.4 Recruitment Centre .................................................................... 4 3.5 Applicants................................................................................... 4 4. Requirements ................................................................................ 4 5. The Recruitment and Selection Process .................................... 4 5.1 5.2 Recruitment Timeframe .............................................................. 5 5.3 Advertising Vacancies ..................................................
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...Resources Practice 2013-14. To be submitted by September 5th. The aim: To investigate specific aspects regarding recruitment practice. 1. Objectives: Identify and assess four factors that affect an organisation’s approach to both attracting talent and recruitment and selection 1.2, 1.3 Identify and explain three organisational benefits of attracting and retaining a diverse workforce 1.1 Describe three methods of recruitment and three methods of selection and identify when it is appropriate to use them 2.1, 2.2 2. Introduction To identify, explain and analyse recruitment practice within FirstCol Services Ltd. 3. Methodology Information for this report was gathered in the following ways: Consultation with fellow HR Professionals, both during networking events and during CIPD Certificate in Human Resources Practice Level 3 lessons. Analysis of practice at my own organisation. This included conversations with fellow HR professionals as well as Managing Director of the company. Research into different techniques used at other organisations. 4. Findings 4.1 Organisational Factors The factors that affect an organisation’s approach to both attracting talent and recruitment selection are: Their wage structure The role that the organisation are recruiting for. Culture and Sector Business Objectives and Brand 4.2 Organisational Benefits The organisational benefits of attracting and retaining a diverse...
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...THOUGHT PAPER – INDIVIDUAL ASSIGNMENT 1 Critical Analysis of Recruitment and Selection Policies at Telecoms Jamaica Limited Dwight S. Williams ID: 20122939 Managing Human Resources (HRM609) Due Date: April 16th, 2013 College of Graduate Studies University College of the Caribbean Worthington Avenue Campus THOUGHT PAPER – INDIVIDUAL ASSIGNMENT Abstract This paper examines the recruitment and selection policies and practices at Telecoms Jamaica 2 Limited. It provides an overview of the organization in terms of its size, type of operations, types of employees, etc. A critical analysis of the existing policies and practices is provided along with recommendations to address the observed deficiencies in the practices and policies. Justifications for the recommendations are also provided along with some expected benefits to be derived from implementing these recommendations. Various challenges may arise even after implementing the recommendations so risk mitigating actions are also suggested. 2 THOUGHT PAPER – INDIVIDUAL ASSIGNMENT 3 Critical Analysis of Recruitment and Selection Policies at a Telecommunications Company Introduction Recruitment and selection of workers and management in a company are two of the most critical processes to the success of a business and should be integral in its business strategy. It can be quite challenging to determine from a pool of candidates which one will be the best fit in an organization’s culture. It becomes...
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...| Issues and Challenges in Recruitment and Selection of Employees | | Contents Introduction 2 Recruitment 3 Recruitment & Selection Process 4 Importance of Managing the Recruitment and Selection Process 7 Issues in Recruitment & Selection 9 Challenges in Recruiting and Selection 11 Discussion and recommendations 14 Conclusion 20 References 21 Introduction Organisations today are increasingly transforming from regional company to a Multi-National Company. However; the effects of such operations do not end up with international markets and consumer products. In fact, Managers today are faced with several breath taking challenges of leading a true global workforce. As we can remember the good old days when we can find staff by advertising in the local newspaper, and graduates and apprentices were plentiful and grateful for a job. Due to the scaled- back university courses/intakes and apprenticeship schemes, the aging population and the resources have left Australia desperately short of qualified people, and thus, now HR managers are often required to think globally to fill out positions. Recruiting efficient staff in an international context is the process of identifying and attracting potential candidates outside the country and initiate the process of evaluating them for future employment. Once candidates are identified, organisations can begin their selection process. This process includes: collecting, measuring, evaluating information...
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