Roles and Responsibilities of Human Resource Management

   

                    Process of Recruitment in the organisation

    HRM-

‘a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organisations’

(Armstrong, 2014)

    What is recruitment?

    Recruitment is a posses of various aspects of recruitment including strategies for sourcing, attracting     and selecting candidates.

    (Armstrongs, n.d.)

    Several stages of recruitment process

 

1. 
     Sourcing Candidates
2.   Attracting Candidates
3.  Screening & Shortlisting
4.  Interviewing
5.  Assessment & Testing
6. Reference & background check
7. Job offer & Negotiations

    Job Analysing and Planning

    Contain chapters on job analysis, job description, and        specification creation with a focus on strategic HR            Planning.

• Analysing job requirements
• Understanding organisation requirements
• Deciding whether the possessions will be filled internally or externally

    (Dessler, n.d.)

    Sourcing Candidates

    The sourcing process of candidates refers to identifying, attracting, and engaging potential job                seekers. This strategy can vary by role, the industry’s wise, and the available  resources.

•  Job Boards and career websites (Ex; Indeed, Monster, Linkedln)
• Social Medea recruiting (Ex: Facebook, Twitter, Instagram)
• Talent pool & Databases
• Recruitment's agencies 

    (Armstrongs, n.d.)

    Attracting Candidates

    Attracting candidates is an important part of the recruitment process that involves strategies and            actions taken by organisations to appeal to potential job seekers and motivate them to apply for a            role.

•  Employer branding
• Job advertisement and descriptions
• Competitive compensation and benefits
• Recruitment Marketing (Ex; LinkedIn or Instagram)
•  Social Media engagement (Ex; Facebook, Twitter)

    (James L. Farr, 2017)

    Screening & Shortlisting

    Screening and shortlisting are critical stages in the recruitment process, helping employers to move        the candidate pool to a smaller group of qualified applicants who will be invited for interviews.

• Application review
• Initial Assessment
• Phone or video Interview

    (Dessler, n.d.)

    Interviewing

    Interviewing candidates is a crucial stage where hiring                    managers or recruiters assesses the suitability of                              candidates for a job role.

    Assessment & Testing

    These are essential steps in the recruitment process. Which are used to evaluate a candidate's skills,         abilities, personality, and overall suitability for a job role.

•  Skill base assessment
• Psychometric Tests
• Behaviour assessment

        Reference & background check

        These are critical steps in the recruitment process that provide additional insight into a candidate’s past   work experience, qualifications, and character. This helps to verify, and crosscheck provided                  information and ensure that they are suitable for the position.

• Verify employment history
  
•            Education verification
•           Social media check
•       Criminal background
•    (Peter Boxall, 2008)

        Job offers and negotiations

        The employers extend an offer of employment to a selected candidate, and both parties discuss the          terms and conditions of the job. The process aims to ensure that both the employer and the candidate      are satisfied with the terms and conditions of employment before entering into a formal agreement.

•           Job title & description
•           Salary and benefits
•           Work schedule
•       Term & conditions of employment

        In conclusion, recruitment is not only about filling a position but ensuring the long-term success of the organisation, considering that they can enjoy the benefits of both the new staff  member and the company. Recruitment is a vital strategic function that supports an organisation in building a capable, motivated workforce that aligns with the company’s needs  and goals.

        

        References 

  Armstrong_s. (n.d.). Handbook_of_Human_Resource. Retrieved from https://books.google.lk/books/about/Armstrong_s_Handbook_of_Human_Resource_M.html?id=BSNEngEACAAJ&redir_esc=y

    Armstrongs. (n.d.). Armstrong's Handbook of Human Resource Management Practice. Retrieved from https://e-uczelnia.uek.krakow.pl/pluginfile.php/604792/mod_folder/content/0/Armstrongs%20Handbook%20of%20Human%20Resource%20Management%20Practice_1.pdf

    Dessler, G. (n.d.). Human-Resource-Management-by-Gary-Dessler. Retrieved from https://www.advisory21.com.mt/wp-content/uploads/2022/11/Human-Resource-Management-by-Gary-Dessler-15th-ed.pdf

    James L. Farr, N. T. (2017). Handbook of Employee Selection. New York: Routledge.

    Peter Boxall, J. P. (2008). The Oxford Handbook of Human Resource Management. LONDON: Oxford University Press.