Recruitment and Selection HR Practice area Justification
According to Newell (2005), the increase in global competition and customer expectation pose a challenge to the growth and survival of an organization. Organizations are, therefore forced to be resourceful in order to adjust accordingly. Assurance of a progressive success necessitates the firm to ensure they attract and retain a high-quality workforce that will be responsive to such dynamics. Employees play a crucial role in the successful realization of Total Quality Management strategies. Recruitment and section as an area of HR practice involve the strategic pooling and attracting qualified employees that will offer high success rates and productivity.
Recruitment and section can be defined as the identification, evaluation, shortlisting, and hiring individuals to match the needs of an existing position in an organization. Strategic recruitment and recruitment involve the selection of the right and most qualified individual as required by the organization’s needs. The selection of the right individuals is, therefore, of high priority to organize and depends on the effective recruitment process. Recruitment of a poor workforce will cost the organization more than 30% of its earnings in the first year (Dagenais, 2014). It is possible for organizations to acquire wrong individuals as part of their workforce who will turn to be liabilities rather than assets.
Human capital consists of people who perform daily operations and are a crucial factor in the success of an organization. Among the aims of human resource management are the strategic functions of capitalizing on people as a resource and the strength of an organization. Various human resource management models and systems aim at capitalizing on new trends and opportunities in the market by creating a flexible and productive workforce. Organizations strategically position themselves in the competitive labor market by employing the right people (Hansen & Ferlie, 2014) and differentiating themselves in the market.
As a human resource practitioner, recruitment, and selection is one of my interest areas with respect to HR practice. Human resource managers and departments are actively involved in the recruitment and selection process. The mandate of choosing the recruitment and selection criteria prior to the recruitment as well as implementing it are among the most important roles of the human resource department. Recruitment and selction strategies also implement market and labour dynamics and make predictions of future changes and effectively implement strategies to position the organization accordingly. This area is therefore crucial to an individual role as a human resource student as well as the organization.
This area is a critical functional area of human resource management that oversee the process of choosing skilled and competent labour based on the organization’s needs and goals. It is essential in the success or failure of business by equipping the organization with the top-quality professionals. Recruitment and staffing ensure that the organization labour resource meets in line with the strategic plans through employee performance.
According to Roberts (1997), the selection is essential in an organization for the matching of employee skills to the strategies of the business. Organizations can only optimize human resource effectively after the successful acquisition of the right skills and competencies. Recruitment and selection involve five primary functions including hiring, promotion, compensation, firing and recruitment. This area of practice is concerned with ensuring daily operations of the organizations are conducted through competent professionals that get the work done. Human resource is still a significant factor in the activities of organizations despite the automation of most functions.
Extensive research studies have shown the impact of human capital on organizational effectiveness and performance. The human capital extends to the intelligence, skills and expertise of the combined and individual workforce (Terpstra & Rozell, 1997). Recruitment and selection process is, therefore, an essential element in human resource management concerned with the acquisition of employees capable of learning new skills and competencies, innovations as well as providing creative solutions.