Introduction to recruitment and selection - Free Essay Example

Sample details Pages: 5 Words: 1394 Downloads: 4 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? Recruitment and selection are two different activities. The meaning of recruitment is the mechanism of making interest for the people to apply for work and selection is the final decision of a specific candidate for the particular position. For any organization it is important that the people who are going to be Hire must have abilities, talent and perspective that you need. Don’t waste time! Our writers will create an original "Introduction to recruitment and selection" essay for you Create order In long term phase organization needs those types of employees who have the abilities to face the challenges and can continue learning. So like this there are more chances for the organization to get the competitive edge. Also for the long term aspect approach, proclivity and competency is more important than present command and knowledge. While in the process of selection on judgment the individuals is used to forecast in assuring favourable outcomes on the job. As these are all assumptions and there is no guarantee that these predictions are unmistakeable so there are always chances of misjudgements. T here are basically two kinds of decision error which may happen in any electing process which are defined as follows. False positive or mistaken acceptance: where candidate are elected but prove to be incompetent. False negative or mistaken rejections: where candidate who were competent and capable and could perform better are refused. Organizations while employing the indiv iduals are more worried about false positives because as a result it causes inadequate performance and costly misjudgement. In these type of organizations it can be said that if they increase their level of entry condition so that to decrease the possibility of false positives. As a result of this standard the candidates who are actually competent will be selected and the applicants who do not fulfil the requirement will be refused. The Selection judgments play a major role for success in any organization. As taking the wrong decisions while selecting are always subject to huge loss for the organization. It is necessary for the organization that it has a higher quality of selection process so that it could accomplish more suitable results in all. As the demand for the multi proficiency variable work force and joint effort is rising, selection has come to be a lesser element for hiring those applicants who are fully specialized in one area. Immediate aptitude and empiricism may be lesser considerable than intending to learn, adaptability and potential to work in a team. There are basically two types of recruitment. These are called internal recruitment and external recruitment. Internal recruitment is basically when recruitment takes place from the present employees and when recruitment takes place from excluding present employees, it is known as External Recruitment. Informal Methods: Advantages: The existing employees have already the information for the organization. Thats why it is very easy for them to adjust in the organizational culture because they are already part of the organization but new candidates will take time to adjust in the new environment. It means that organization has to arrange training session for the new clients which result increase the extra cost for the organization. The positions will be occupied quickly. This helps to fill the positions promptly and to run the operations smoothly. Candidates will be also well known with the organization, it is relief for the organization to save time and spend less for then starting phase which is induction. Bring new ideas and views. Less employee training and development especially if they have been learned elsewhere. Employee can illustrate a novelty for the business look while hiring them from outside. When you hire an employee through informal method of recruitment and selection then coordination and team work becomes more vital because the person you are going to hire is familiar to the organization, co-workers or the employees who referred him. This will result positively against any given task or assignment. Disadvantages: Make use of internal channels only which restricts the option to hire from outside their may be better employees options available in the outside market. Some times it is really important to take new blood to spread present ideas, information and devotion but through informal method it becomes difficult for the potential candidates to get information about such particular positions and as a result we may not hire the best candidate having rigorous qualifications, skills and expertise. Many potential candidates are unable to apply against such kind of positions because these positions are not publicly advertised. For many organizations this typical manner caused to create professional jealously among the co workers on the promotion of one individual. In informal methods organization usually rely on employees links and references and they do not properly judge their needs and their personal objectives. So there can be a miss match between the objectives of the individual and the firm. This clash of objectives would result as a long term loss for the organization. There is no certainty about the employee to whom the organization is going to choose for the services will be best fit in the environment and can prove its abilities and skills in the organization because the individual who is selected not assessed in a structured way. Recruitment Agencies and their Advantages and Disadvantages: There are many private employment agencies doing outsourcing and who are registering for employment, short listing the candidates by their skills and qualifications. But the final decision is taken by the representative of the organization. In few cases the representative also sits on the panel for the final selection of the employee. In the process of outsourcing while there is already a processing and short listing by the employment agencies helps the organization to save time and it is cheaper because while recruiting the employee by the indirect method there are more expenditures as the organization do this by their selves. To some extent it can be said that the identity of the organization will not be disclosed which helps to be saved by the unnecessary applications. On the other hand it is also important that organization may loose those persons in the short listing who are capable and the organization representative would like to meet with them. There is collection of lar ge pool of applications and candidates will be chosen among them. It means that all talent will be gathered at one place. On the basis of competence, the employees can be short listed which then be pass through in the final process and unnecessary applicants will be eliminated. These candidates are those how can contribute a lot for the effectiveness and efficiency of the organization. These people who are running these agencies are experts in the human resource field and better know the ideal candidate through the process of recruitment and selection. The candidates which they refer to the organization, the organization more rely on these candidates because organization realizes that these are the best pool of candidates which make their organization more competitive. The recruitment agencies are very effective in hiring the top position. The recruitment industry has four main types of agencies: Head hunters for professional and executive recruitment, employment agencies, and re cruitment websites and in house recruitment but we will discuss only the hiring through recruitment agencies. The recruitment agencies increased the extra cost of organization which badly affect on the overall proftalbity of the organization because the advertising agency has to go through in all processes, every process has its own cost and all cost has to bear by the company. Thats why this method is as such not suitable for the organization because it affect the financial sustainability of the organization. So, it can be said that this method is not cost effective. At the end, it can be concluded that recruitment and selection through informal method and through recruitment agencies can be used by the organization in the different situation to fulfil its human resource requirement. The informal methods are very useful for hiring the clerks because in this way organization can save its cost which can be used at somewhere else at more productive purpose. The organization has not to make much effort on it because it has not to pass though the whole human resource recruitment and selection processes. On the other way, the hiring through recruitment agency will be very helpful for hiring large pool with quality and effectiveness. Shorty, the organization used both methods in different situation for hiring the quality candidates.

The Costs of Production

Adolf Hitler Once Said, “To Conquer A Nation, First Disarm

Adolf Hitler once said, â€Å"to conquer a nation, first disarm its citizens.† In the perspective of Hitler creating chaos is what tears a country apart. Two trending topic’s of today’s society are gun and drug control mainly because of the high number of purposeless deaths and arrest that occur on a daily basis. Activist have risen to speak in opposition to weapons and drugs specifically marijuana being at the disposal of the public, however, could gun and drug control be the keys to amending the trend of violent attacks in America? The answer is no, gun control is not the answer for the violent attacks, but drug control has potential to be. Violent attacks occur for more than one reason in the U.S. and the large-scale brutal incidents that†¦show more content†¦The majority of anti-gun advocates voice their opinion that more guns would produce more crimes unfortunately for them there is little to no truth in that claim. In reality, when gun ownership in creased the amount of murders diminished as well. When states passed concealed weapons laws there was significant drops in the number of multiple victim shootings occurring, the number of deaths, and the number of injuries at these shootings. In 1997 both Wales and England banned handguns and the instantaneous effect was a 50% increase according to crime research. They never saw a day lower than after the year they decided to ban handguns. It has been proven by many surveys that the banning of guns increases crime rate which in turn proves that gun control is not the answer. Just like England and Wales Mexico has not had any luck with their very strict gun laws. As a matter of fact, Mexico only has one legal gun store compared to the United States of America that has roughly around 68,000 legal gun stores. Yet Mexico in 2012 had 11,309 murders by a gun while the United States had about 9,146 by gun. In order to buy a gun in Mexico, customers must provide a valid ID, show proof of an honest income, pass a criminal background check, prove that any military duties were completed with honor, be fingerprinted and photographed to purchase a gun. Yet as of 2012, Mexico’s one gun shopShow MoreRelatedGun Control And The Constitution Of The Nation1509 Words   |  7 PagesWayne LaPierre, a gun rights advocate and executive vice president of the National Rifle Association, said, â€Å"The only thing that stops a bad guy with a gun is a good guy with a gun.† Gun control is laws that regulate the sale and possession of firearms. These laws have become a more prominent discussion due to crime, and they attempt to reduce violence. Many countries have some sort of gun control, but the United States have different rules for each state. The United Kingdom have some of the strictestRead MoreThe Issue Of Gun Control2107 Words   |  9 PagesWe as a country have been caught up lately in the idea that we need to take away people s guns in order to make people safer. Adolf Hitler once said, â€Å"To conquer a nation, first disarm its citizens (Quotes About).† Do I really need to explain where history seems to be repeating here. Instead of turning it into a possible genocide, there needs to be focus on the mental health of people. What people do not seem to understand is that by trying to control guns, you are just making it easier for thoseRead MoreThe Constitution Shall Never Be Construed2343 Words   |  10 PagesFirearm Freedom â€Å"The Constitution shall never be construed to prevent the people of the United States who are peaceable citizens from keeping their own arms† (Adams). Samuel Adams said this while forming the Constitution, in order to protect United States citizens. The United States of America is one of the few nations that allow citizens to own a weapon. The recent mass murders in public centers have increased the fear of guns amongst the citizens. Guns are now stigmatized after the several massRead MoreWorld War Ii and Hitler8135 Words   |  33 Pagesthe German People Activity Sheet - Hitler and the Treaty of Versailles Writing Frame - Versailles Treaty Anagrams and Versailles Feelings Anagrams - Treaty of Versailles Wordsearch - Treaty of Versailles Crossword Section 3 Hitler s Actions Page 14,15 Page 16 Page 17 Page 18 Page 19 Page 20 - Information Pages - Suggested Activities - What Hitler Did Blank Timeline Frame - What Hitler did and Allies Response Blank Table - Hitler s Actions Wordsearch - Hitler s Actions Crossword WWII Causes Information

Communication in a Workplace for Openly and Professionally

Question: Discuss about theCommunication in a Workplace for Openly and Professionally. Answer: Introduction. An ideal workplace is characterized by great communication among workmates. In such an environment, employees communicate freely, openly and professionally. Interpersonal communication explains how well a person communicates with his/her colleagues (Eisenberg et al 2009). However poor communication exists in many organizations and is one of the major reasons for conflicts in these organisations and even in our relationships with others. Case study. I have witnessed this a lot of times in my relationships with friends and family. I have also seen it in one of the biggest Non-governmental organizations in the country. For example, there is an incident where my sister, an employee in this NGO found herself in a lot of trouble due to poor communication. She is a program manager in this organization which works with refugees and focuses on the girl child refugees. She has a boss, who is the regional manager called Jane. One day, a lady called Linda (a foreigner) went to Jane and informed her of her interest in helping to educate two orphaned girls between the age of ten and twelve. These girls should be refugees and if possible siblings. Jane informed my sister and asked her to make arrangements and identify the two girls. She quickly did so and started working on the papers to legalize the process. After two months everything was ready and the two girls, who live with their aunt were to move to the capital and start living with Lin da. Earlier on, she had asked the aunt for her consent and she had quickly agreed. She had used an interpreter who could speak the aunts native language since she did not understand English. However, when the time to travel came, the aunt was disappointed because she had agreed thinking that she would move too with the girls which was not the case. She went ahead and said that she was forced in to it and tricked by my sister. This case was quickly forwarded to the relevant authorities and my sister was being accused of child trafficking. To make thinks worse, Jane had not informed her boss of these developments all along hence there was a lot of confusion, friction, frustration and worry. If the aunt had understood what my sister meant when she was asking for her consent then maybe there would have been no such problem. If Jane had informed her boss, the country director, about the arrangement then such a problem would have been easily resolved. This is a very big organisation that was undergoing a lot of challenges due to poor communication. Being an observer, the incident did not affect me directly, however I was sad and really felt bad that my sister had to go through all that. I think the incident would have been avoided if the organisation had paid more attention to communication. I felt angry and disappointed that such a respectable organisation would face such mere challenges. My sister on the other hand was left so scared and even thought of resigning. However, the case was resolved but she was left demoralized and she has been seeking employment elsewhere since then. The lady was not able to help the two girls which was so unfortunate. Everyone was left disappointed. What were the reasons for the poor communication? Unclear objectives. One of the major causes of poor communication in most organisations is undefined objectives (Dixon 1998). The organisations objectives must be defined for there to be no conflicts. For example, the duty Jane asked my sister to carry out, this is, to identify the two girls does not fall under my sisters responsibilities as the program manager but due to undefined objectives, she went ahead and did it which was later used against her. Language barrier. My sister and the aunt could not speak the same language. If they had been able to communicate without the interpreter then maybe the aunt would have known what she was giving consent to. Poor leadership. There is a chain of poor leadership in the organisation. There is no communication among the managers and it is evident the managers hardly know their responsibilities and roles. Personal issues. Personal issues have an effect on communication between employees in organization. For this reason an organization should have a policy against romantic relationships in the workplace (Dwyer 2012). In case of fights and arguments, the employees should take it upon themselves to solve them(Tourish and Hargie 2004). Personal issues between Jane and the regional director has been witnessed by many. Maybe that was the reason she did not inform him of the on goings which led to more harm. How to improve communication Defining the organisations objectives. Objectives and goals should be defined. Everyone should know their roles (Gerard and Ellinor 2001). Sorting out personal issues. Jane and the regional director should sit down an sort their issues to avoid such cases in the future. Train on better leadership. The leaders should be trained as often as possible so as to make them better leaders (Walker 2011). If this does not work then it would make more sense to have them replaced with new better leaders. Insights gained for the development of interpersonal communication in work-based settings For there to be effective communication in a work place, every employee should work on his/her own communication skills (Gergen et al 2004). Team communication should be everyones priority. There are ways of developing interpersonal communications in this setting. They include: Having an open-door policy. This is where you let your office door be open to everyone at all times. Closing your office door creates a barrier ( Fairhurst 2007). It is hard for other people to interact with you. When you have an open door, it shows that you are open to interactions, discussion and sharing of ideas hence more communication. This shows that other employees can trust you. Work on your emotional intelligence. For there to be effective communication in a work place, you as an employer should work on how you relate with others. You should work on your self-awareness, self-management, social awareness and relationship management (Mazutis and Slawinski 2008). Research and plan. As an employee, you should make it a point of importance to collect relevant information and use this during important conversations to avoid confusion and inaccuracy (Isaacs 1999). Monitor expectations. Do not assume. Your assumptions may not always be write. When interacting with a co-worker monitor how he/she expresses himself/herself. Get to know what one expects from you. Understand him/her. Take note of your audience. Understand who you are talking to. Different employees have different personalities, character, weakness and strengths (Eunson,2012). Communicate with everyone with this in mind as per their personality. Self-evaluate yourself. Get to understand who you are. Know your strengths and weaknesses. You can ask for honest opinion and feedback from your fellow colleagues and even managers to help you learn more about yourself (Downs 2004). How can these insights inform the way you communicate with people in the future? Taking into considerations the insights mentioned above, I think in the future I will be able to communicate even better with my workmates. I have realized I hardly take time to understand my audience and this might have led to communication breakdown in the past. For this reason, I plan to learn on how to pay more attention to my audience to ensure the message is passed on correctly and with no misinterpretations. Working on my emotional intelligence is an insight I found the most important. This is not only good for communication with my colleagues but it is also important for me to grow as a person (Miller, 2012). Applying this in the future would lead to even better relationships in the workplace. Conclusion. I have learnt a lot about communication and I have come to realize it is one of the most important aspect in the workplace. Every individual in the workforce should pay more attention to it so as to ensure maximum productivity in the work place. Reference List: Dixon, N.M. 1998, Dialogue at Work. Making Talk Developmental for People and Organizations, Center for Creative Leadership, London. Downs, C.W. Adrian, A.D. 2004aa, Assessing Organizational Communication. Strategic Communication Audits, Guilford Press, New York. Dwyer, J. 2012, The Business Communication Handbook, 9th edn, Pearson Australia, Frenchs Forest. (Available via UTS Library Open Reserve) Eisenberg, E.M., Goodall, H.L. Tretheway, A. 2009, Organizational Communication: Balancing Creativity and Constraint, 6th edn, Bedford/St. Eunson, B. 2012, Communicating in the 21st century, 3rd ed., Wiley, Milton QLD. Gerard, G. Ellinor, L. 2001, Dialogue at Work: Skills for Leveraging Collective Understanding, Pegasus Communications, Waltham, MA. Gergen, K.J., Gergen, M.M. Barret, F.J. 2004, 'Dialogue: Life and Death of the Organization', in D. Grant, C. Hardy, C. Oswick L. Putnam (eds), The Sage Handbook of Organizational Discourse, Sage, London, pp. 39-59. Fairhurst, G.T. 2007, Discursive Leadership, Sage, Thousand Oaks. Isaacs, W.N. 1999, Dialogue and the Art of Thinking Together: A Pioneering Approach to Communicating in Business and in Life, Currency, New York. Mazutis, D. Slawinski, N. 2008, 'Leading Organizational Learning Through Authentic Dialogue', Management Learning, vol. 39, no. 4, pp. 437-56. Miller, K. 2012, Organizational Communication. Approaches and Processes, 6th edn, Cengage Learning, Boston. Tourish, D. Hargie, O. 2004, Key Issues in Organizational Communication, Routledge, London. Walker, R. 2011, Strategic Management Communication for Leaders, 2nd international ed., South Western, Mason.