Recruitment and Selection Practices in a Selected Organisation
The purpose of this business report is to assess and evaluate the organisation’s recruitment and selection strategy and make constructive recommendations for the improvement of the organisation’s recruitment and selection process.
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Both interview questions and a questionnaire were used to research and gather information about the organisation’s strategy for recruitment and selection. In the first instance, the organisation was contacted and a meeting arranged with the HR manager. At this meeting, the HR manager provided me with background information regarding the organisation and completed the questionnaire that had been prepared.
After the meeting, the information from the questionnaire was analysed and subsequently a set of interview questions was developed. One week later, upon return to the organisation, a structured interview was conducted with the HR manager, with the goal to collect more in-depth information about the organisation and its processes for recruitment and selection. Several issues were identified that the organisation needs to address in the recruitment and selection process. Recruitment preparation needs to have a clear method of communicating requests for vacant or new positions — such as a requisition form or memo.
Employment agencies are a beneficial source to use for employing low skilled workers on a temporary basis, in order to keep the workflow uninterrupted, therefore, maintaining acceptable productivity, and lower staff turnover. Metropolitan daily newspapers are a good way of attracting suitable professional candidates for vacant positions. Advertising internally to fill positions and having a structured interview helps ensure that the right applicant is matched with the right job. Advertising internally also helps increase commitment amongst employees.
Finally, by developing an orientation program and implementing it with new employees, the organisation can decrease staff turnover and increase commitment. Journal of Management Practice, 4(1), 166-177 © Penny Clark Recruitment & Selection Clarke 1 Purpose of the Report The purpose of the business report is to examine and assess the organisation’s strategy for recruitment and selection. An attempt to establish what level of understand ing the organisation has of the recruitment and selection process is carried out.
In addition, the current strategy and processes used to implement recruitment and selection in the organisation is being assessed. Finally, recommendations will be made based on the information gathered, whilst taking into consideration the current economic climate and the availability of suitable resources. 1. 2 Sources of Information The information used to write this business report came from several sources. One such source was a personal communication with the Managing Director. The major source used was the organisation’s HR manager.
This consisted of one informal discussion with the HR manager, in addition to a scheduled meeting and a planned interview. Two different types of research tools were used to obtain the information required to prepare this business report. The first was a questionnaire that was developed and subsequently completed by the HR manager. The other research tool used was a set of interview questions that had been compiled. These questions were asked of the HR manager during the planned interview. 1. 3 Scope of the Report The business report covers two main areas of the organisation’s strategy for recruitment and selection.