Human resource management- Literature Review

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Human resource management

INTRODUCTION

In accordance with Pilbeam and Corbridge (2010), organizations get challenged and compete in a competent business environment where they have to face a lot of difficulties to survive and make a good will with good business growth. To accomplish this effort, few organizations invest an amount of money and few invest in recruiting and advertising procedures to bring the best candidates in the organization. That’s why business executives perceive Human Resources as one of the most important capital of organization.

In this literature, following two aspects that are related to assessment methods will be covered:

1. To predict performance based on staff assessment methods.
2. A correlation between the recruitment and selection assessment feedback and performance on the job.

Human resource management;Recruiting and selection is a significant field as it has the scope to create the main part of the technique of organizing and managing human resource as a unit of the business routine. This is also important because the workforce is considered to be the source of competitive advantage in the modern era (Need, 2006).

There are a large number of approaches that organization uses to determine the capabilities of job candidates whether they will be able to perform their job most effectively and make right decisions for the organization’s growth. Some of those approaches are discussed later in this literature review.Human resource management

Here are few definitions given below:

Recruitment:

In the view of Pilbeam and Corbridge (2006), the recruitment can be defined as follows:

”Recruitment is the process of attracting competent candidates for actual or expected organizational vacancies. In other words, it is a linkage between employers and the employees”

OR

”Recruitment is a matching process where the employee’s knowledge, skills, capabilities needs to be matched with the compensation, rewards and incentives given by the employer”.

Therefore, it is important for an employer to mention a reasonably competitive salary package in a job advertisement so that competent employees may consider and apply for the job. On the other hand, the candidate should have necessary skills and competence for the demand and reward intrinsically mention in a given job advertisement.Human resource management

Selection:

According to Newell (2005), the selection is the second step of recruitment and selection method. It is defined as:

”Choosing the best candidate among all the number of individuals applies for a specific job”.

Goals of Recruitment and Selection:

The goal of recruitment and selection is to develop a large pool of well-qualified candidates and to contribute enough knowledge for personal to self-select out of the procedure. The business has to regulate the effective recruitment strategy to obtain the best value-added procedure for the business (Houé, Grabot and Geneste, 2006).

Efficacious recruitment and selection:

An applicable analysis of prospective favorable and unfavorable forms given by the Pilbeam and Corbridge (2006), stating that:

‘‘The recruitment and selection of individuals is essential to the performance of an organization, and the constraining logics are there for obtaining it rightfully. Irrelevant and improper selection decisions dilute organizational efficacy, abolish reward and development approaches and techniques, are generally unrightfully on the candidate hiring and therefore, it can be deplorable for those officials who deals with the incompatible workforce. ”

Assessments in recruitment and selection procedures are the inputs which assess the future outputs. Many organizations use informal methods and procedures of assessment which are initially used to shortlist the number of candidates from a pool and then shortlisted candidates are gone through an extensive assessment procedure for further evaluation and selection (Pilbeam and Corbridge, 2006)….