Recruitment as the Most Important Aspect of Human Resource Management

Human Resource Management theories focus on methods of recruitment and selection and highlight the advantages of interviews, general assessment and psychometric testing as employee selection processes. The recruitment process could be internal or external or could also be online and involves the stages of recruitment policies, advertising, job description, job application process, interviews, assessment, decision making, legislation selection and training (Korsten 2003, Jones et al, 2006).

Examples of recruitment policies within healthcare sector and business or industrial sectors could provide insights on how recruitment policies are set and managerial objectives are defined. Successful recruitment methods include a thorough analysis of the job and the labor market conditions and interviews as well as psychometric tests to determine the potentialities of applicants. Small and medium sized enterprises (SMEs) also focus on interviews and assessment with emphasis on job analysis, emotional intelligence in new or inexperienced applicants and corporate social responsibility (CSR). Other techniques of selection that have been described include various types of interviews, in tray exercise, role play, group activity, etc.

Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in management decision making and the recruitment process could itself be improved by following management theories. The recruitment process could be improved in sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal interviews, etc. Recommendations for specific and differentiated selection systems for different professions and specializations have been given. A new national selection system for psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector.

Recruitment is however not just a simple selection process and requires management decision making and extensive planning to employ the most suitable manpower. Competition among business organisations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organisation (Terpstra, 1994). This would mean that the management would specifically look for potential candidates capable of team work as being a team player would be crucial in any junior management position.

Human Management resource approaches within any business organisation are focused on meeting corporate objectives and realization of strategic plans through training of personnel to ultimately improve company performance and profits (Korsten, 2003). The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen. Despite a well drawn plan on recruitment and selection and involvement of qualified management team, recruitment processes followed by companies can face significant obstacles in implementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their in house management skills to apply generic theories within specific organizational contexts.


Jones, David A.; Shultz, Jonas W.; Chapman, Derek S. (2006) Recruiting Through Job Advertisements: The Effects of Cognitive Elaboration on Decision Making International Journal of Selection and Assessment, Volume 14, Number 2, pp. 167-179(13)

Korsten A.D. (2003) Developing a training plan to ensure employees keep up with the dynamics of facility management Journal of Facilities Management, Volume 1, Number 4, pp. 365-379(15)

Papers For You (2006) “P/HR/254. HRM: methods of recruitment and selection”, Available from [22/06/2006]

Papers For You (2006) “E/HR/21. Using relevant frameworks and theories critically evaluate the recruitment and selection appraisal processes used by an organisation with which you are familiar contribute. How does it contribute to the performance of the organisation?”, Available from [21/06/2006]

Shipton, Helen; Fay, Doris; West, Michael; Patterson, Malcolm; Birdi, Kamal (2005) Managing People to Promote Innovation Creativity and Innovation Management, Volume 14, Number 2, pp. 118-128(11)

Terpstra D.E. (1994) HRM: A Key to Competitiveness Management Decision, Volume 32, Number 9, pp. 10-14(5)

Human Resource Management – That’s How An Organization Runs

Human resource management refers to managing the employees of an organization by senior officials. Employees of an organization are considered as essential resources because they make a great contribution to an organization’s infrastructure by all means like production and distribution. Human resource management requires a focused approach in order to ensure that the human resources are utilized to their best to achieve the goals of the organization.

Every individual in an organization has varying needs and goals. Practicing the human resource management at it best requires better understanding of these needs and goals of the individuals and then making plan about how these elements going to work for the organization to achieve its goals. It like expressing your views to the workplace people and guide them to use their efforts to make the organization progress.

Human resource management is not a single process. It is a combination of several processes to which individuals from various departments of the organization contribute in order to benefit the company economically. Some of these practices involve:-

*Salary compensation

* Recruitment

* Orientation

* Labor relations

* Workforce planning

* Performance appraisal

* Induction

* Personnel cost planning

* On boarding

* Skills management

* Employee benefits administration

* Training and development

* Time management

* Personnel administration

Another term that you may encounter is an HRM strategy. It refers to proper implementation of the definite functions of Human Resource Management. Aligning and correlating these definite functions, which include recruitment and selection policy, corrective methods, recognition or rewarding strategy, an HR plan and learning and development strategies, is highly recommended for a person who practices Human Resource Management.

An HRM strategy is a combination of following individual strategies that include:-

* Finding best fit for best practice- it means that complete corporate strategy is interlinked to the HRM strategy. As HRM is considered as a field aimed at management of human resources to help the organization achieve its goal, the accomplishment of such management is possible only by applying personnel needs of a firm with the organization’s objectives or goals. Let’s take an example suppose a bike manufacturing firm plan a cooperate strategy for raising its sales by 20% over 2 years. The HRM strategy will have to work accordingly and for that it needs to focus on how personnel can be managed for the achievement of 10% growth. The various HRM functions that need to be tailored include recruitment, selection, recognition/reward, an HR plan and learning and development.

* Close collaboration between the senior management and HR, is also an essential tool for the development of the corporate strategy. Complete involvement of a senior HR official is highly required when corporate objectives of the organization are being devised. Out of all the functional areas of an organization, HR department is the one that plays a vital role.

* Persistent monitoring is also required to predict whether the strategy is properly working or not for the organization, via surveys, employee feedback, etc.

Implementing HR strategy depends on a number of factors like firm’s size, cultural approach within the firm, firm’s industry and firm’s people.

Collectively speaking, an HRM strategy aims at management of not only the people but also the various functional areas within the organization.

Human Resource Employee Risk Profile – Management Risks Explained

Human Resource Employee Risk Profile

Is your business at risk? Do you want peace of mind?

Please answer the following question honestly by drawing a circle around or shading in the column. If you can only answer part of the question in the affirmative, then you should select ‘No’ eg in Q1 if you have employment contracts for your employees and not for your management team then select ‘No’.

1. I have up to date employment contracts for all employees and management Yes No

2. I induct all employees into the workplace using a documented process Yes No

3. I have fully documented human resources procedures and policies in place Yes No

4. These policies and procedures are available to all employees and are regularly referred to, used and maintained Yes No

5. I conduct a semi-annual performance management process with all employees Yes No

6. I have documented grievance, discrimination, workplace bullying & sexual harassment policies in place Yes No

7. I have a written termination procedure and policy in place Yes No

8. My employees have been trained and understand that we do not accept discrimination, workplace bullying & sexual harassment Yes No

9. Minor workplace issues are not taking to much of my time Yes No

10. We have low employee turnover compared to our industry average Yes No

11. I provide my employees with regular constructive feedback and reward them where appropriate Yes No


11 from 11 well done

10 from 11 well done, almost there

9 from 11 very good and tie up loose ends

8 from 11 good and you must tighten up these loose ends

7 from 10 you have a high risk profile, take action

6 or less from 11 remedial action urgently required to ‘protect’ your business

Your peace of mind is up to you – your choice my choice.