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This document discusses recruitment and selection policies as an important but neglected area of research that provides insights into labor market functioning and organizational reproduction. The author collected data from firms on selection criteria, recruitment channels, and procedures for different worker groups. A typology of recruitment strategies was developed showing how environmental conditions and organizational structures influence firm recruitment strategies, which then impact the type of worker recruited depending on the firm's market power, expertise, and decision-making structure. The specific outcome of a long-implemented recruitment strategy influences the firm.
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Identify the dual goals of recruiting.
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Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
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Similar to Abstract
Recruitment and selection
The document provides an overview of the ceramics industry in India. It discusses the origins and timeline of key developments in ceramics and glass. The ceramics industry in India began in the late 1950s and has grown significantly since market liberalization in 1991. The size of the industry has expanded as capacity has increased by 40% in 1994-95 and a further 32% in 1995-96. However, growth has slowed due to both internal factors like rising costs and external factors such as a decline in construction activity. The industry is facing challenges of high inventory levels, rising costs, and financial stringency that have led to lower profits.
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Organization effectiveness assesment of cocacola using the goals approach model & participant satisfactory model
Recruitment Practices And Staff Performance In Public Universities: A Case St...
ABSTRACT: Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of any organization irrespective of its size and location. Public Universities, known to train professionals that exhibit transformative leadership and successfully run blue-chip companies have equally suffered from rampart industrial unrest and human resource malpractices across Kenya. Could it be a unique trend of organizational deviance that could be reflecting absence of a well executed staff recruitment practice? While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, knowledge about this aspect in Public Universities remains scanty. The aim of this study was to address this gap by evaluating how recruitment practices affect performance of administrative staff in Public Universities using Masinde Muliro University of Science and Technology, Kenya as a case reference. A cross-sectional survey design was employed while sampling strategy was a blend of multiphase, stratified and purposive sampling. A sample size of 124 out of 1150 comprised mainly of administrative staff was used and that a questionnaire was the principal tool of data collection. Results were analyzed using frequency tables, mean, standard deviation and simple linear regression. The study found that a recruitment policy existed at Masinde Muliro University of Science and Technology, Kenya and that both external and internal recruitment practices were used to recruit employees at the University. However, it was noted that most of the university employees are recruited through media advert, internal advertisement, through transfers and promotions. The results of the regression indicated that recruitment practices are a significant predictor of employee performance, which was explained by 32% of variance and a moderate relationship captured by beta weight value of 0.57. On effectiveness of the recruitment policy, only 30% rated it as effective while 62% were indifferent and 8% rated it ineffective. The study concluded that although a significant relationship between recruitment practices and employee performance existed, it’s effectiveness and therefore positive impact on employee performance depended on employees’ positive perception and rating. It’s recommended that the Universities should avoid biasness in the recruitment process as this will negatively impact on employee performance.
Running Head Employee Selection and Training2Employee S.docx
Running Head: Employee Selection and Training 2
Employee Selection and Training 2
Employee Selection and Training
Shauna Davis
I/O Psychology/ Personnel psychology
Walden University
10/20/19
ABSTRACT
Introduction
Employers are facing several risks when it comes to employment selection as well as training and development programs. An organization must, therefore, ensure that statements, overtures as well as advertisements are not suspect as well as ensuring that there is no form of discrimination in its selection process. There should be no references to age as well as gender but instead, be based on the description of the job. Selection is entailing all the activities aimed at choosing a suitable candidate from the applicants to fill a given post while training is consisting of the processes aimed at ensuring that the job holders have the right skills, attitudes as well as knowledge towards achieving the objectives of the organization. New employees should be given an induction program where they are capable of meeting other employees as well as showing the skills they must learn. Organizations thus must have a detailed training scheme which can either be on the job where skills are acquired through experience at work or off the job where learning is via attending courses (Larsen, 2017, p. 114).
Organizational, as well as industrial psychologists, usually use a different process in selecting new employees regarding what the organization needs. The selection is enabling the organization to screen out individuals who are not suited for the role. The goal of industrial or organizational psychology is to give answers to a specified role such as how to select the best employees, choosing the best training, mechanisms for the employees as well as the way of determining the turnover cases alongside ways of reducing it. The industrial psychology is dealing with training, selection as well as placement while organizational psychology is dealing with issues such as increasing job satisfaction as well as determining how employees can be motivated (Larsen, 2017, p. 110).
Literature Review
In Employee Selection and training, there seems to be a gap in the selection part and the fact that, organizations need psychologists to recruit the correct persons for the vacant position. This is not a topic that is not discussed frequently as it is not considered that Important; the only requirement is that the employee needs to be qualified. There are specific factors that contribute to organizations not focusing on employee well-being in terms of industrial psychology. But it is crucial to remember that the purpose of Employee Selection and Training is recruiting the most suitable candidate who meets the requirements of the organization, for better organizational performance. Basically, determining the job applicants that will be successful if they are hired. Which is true according to Gelfand et al. 2017 looking at Cros ...
Hr & Organizational Strategies
This document discusses frameworks for developing human resource and organizational strategies. It covers several topics:
1) It describes different types of corporate strategies like growth, stability, and retrenchment as well as business strategies like cost leadership, differentiation, and focus.
2) It discusses Dyer and Holder's typology for matching HR strategies to organizational strategies, including investment, inducement, and involvement strategies.
3) It outlines the steps in developing an HR strategy framework, including external and internal analysis of factors like the environment, competitors, stakeholders, and internal capital.
4) It examines issues around managing diversity and the challenges of a changing business environment.
Oranisation appraissal and strategy formulation
This document discusses strategic management and the strategy formulation process. It outlines the five steps of strategy formulation: 1) developing a strategic vision, mission, and values, 2) setting objectives, 3) crafting a strategy to achieve objectives, 4) executing the strategy, and 5) evaluating the internal and external environment and adjusting. It also discusses analyzing the internal and external environment, qualitative and quantitative strategic analysis tools, setting strategic objectives, and the importance of implementing and evaluating strategies.
research methodology.doc
This document summarizes a study on the recruitment and selection policies and practices of Islami Bank Bangladesh Limited (IBBL). The study finds that IBBL uses both internal and external sources for recruitment, including job advertisements, promotions, and campus recruitment. Through interviews and surveys of 30 HR employees, the study compares IBBL's actual recruitment and selection processes to its written policies. It recommends that IBBL expand its external recruitment sources and take steps to encourage more female and non-Muslim candidates. The study aims to provide recommendations to help IBBL strengthen its human resources practices in line with its policies.
Literature Review on Performance Management System
This document provides a literature review on performance management systems. It summarizes several studies that have examined the impact and effectiveness of performance management. Some key findings include: successful performance management systems are linked to positive organizational outcomes like financial performance; measurement and goal-setting are associated with better company performance; training and development practices are strongly related to perceived organizational performance; and line manager involvement and buy-in is important for effective implementation of performance management systems. The literature review covers research from 1997 to 2012.
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Organization effectiveness assesment of cocacola using the goals approach mod...
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Recruitment Practices And Staff Performance In Public Universities: A Case St...
Recruitment Practices And Staff Performance In Public Universities: A Case St...
Running Head Employee Selection and Training2Employee S.docx
Running Head Employee Selection and Training2Employee S.docx
Literature Review on Performance Management System
Literature Review on Performance Management System
Abstract
- 1. ABSTRACT Recruitment and selection policies of firms is a largely neglected, though important, research area which provides insights into the functioning of labour markets and the social reproduction of organizations. For each firm, data on selection criteria for different groups of workers, on recruitment channels and on recruitment procedures has been collected. A typology of recruitment strategies is developed which shows how environmental conditions and organizational structures influence the recruitment strategy of a firm. Depending on their market power, professional expertise and decision-making structure, firms implement different recruitment strategies which influence the type of worker who is recruited. It is the specific outcome of a recruitment strategy which the firm has implemented over the years. I Concluded with this study That RECRUITMENT & SELECTION are the important process of The Organization. Which will make an impact on overall organizational effectiveness.