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The Impact of Hrm

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Submitted By ladyelf
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The Impact of HRM
Eva Springer
Bus-210
May 4, 2012
Paul Korth

CheckPoint: The Impact of HRM The recruitment-and-selection component of the HRM system is a pivotal attribute of most, if not all businesses, particularly with worker-centric companies, where experience, expertise, knowledge, and execution are essential requirements for employees. To improve this already-functioning area, I would suggest reinforcing and strengthening the effectiveness of the workflow and job analyses, which are collective assessments conducted by the managers within a company’s respective divisions and departments (Jones, 2007). By tightening up this phase of recruitment and selection, a company will not only save time, but also reduce the overall cost of the undertaking. With this process, attracting the most suitable applicants is the desired result; therefore, composing the job-description and job-specifications flyer (or brochure) should consist of careful consideration for conciseness, specificity, and brevity. When the time comes to promulgate the company’s intent to recruit, utilizing cost-effective forms of advertisement can save the company money and yield appropriate applicants. Researching and developing a plan similar to a formal marketing campaign may benefit this process tremendously; this could even allow the use of Internet for broadcasting the company’s objective of recruiting prospective employees. The Internet has become so ubiquitous that even the screening process can be cost-effective while still efficient. With the performance-appraisal component functioning normally, a way to improve this process is avoiding criticism of an employee’s general approach, and focusing, instead, on specific issues and hiccups (Jones, 2007). Discouraged workers can fundamentally putrefy a business. For high- performing employees, a company will want to reward them

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