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HRM 301: Human Resource Management Notes

Institution: Kenyatta University

Course: Human Resource Management

Content Category: Lecture Notes

Posted By: davidkariuki1010

Document Type: DOCX

Number of Pages: 44

Price: KES 200

Views: 297 Downloads: 1

Summary

RECRUITMENT AND SELECTION
Recruitment and Selection is an important operation in HRM, designed to maximize employee strength in order to meet the employer's strategic goals and objectives. It is a process of sourcing, screening, shortlisting and selecting the right candidates for the required vacant positions.
Recruitment is a process of identifying, screening, shortlisting and hiring potential resource for filling up the vacant positions in an organization. It is a core function of Human Resource Management.
Recruitment is the process of choosing the right person for the right position and at the right time. Recruitment also refers to the process of attracting, selecting, and appointing potential candidates to meet the organization’s resource requirements.
The hiring of the candidates can be done internally i.e., within the organization, or from external sources. And the process should be performed within a time constraint and it should be cost effective.
Importance of Recruitment
Recruitment is one of the most fundamental activities of the HR team. If the recruitment process is efficient, then
• The organization gets happier and more productive employees
• Attrition rate reduces.
• It builds a good workplace environment with good employee relationships.
• It results in overall growth of the organization.
Here is a list that shows the purpose and importance of Recruitment in an organization -
• It determines the current and future job requirement.
• It increases the pool of job at the minimal cost.
• It helps in increasing the success rate of selecting the right candidates.
• It helps in reducing the probability of short term employments.
• It meets the organization’s social and legal obligations with regards to the work force.
• It helps in identifying the job applicants and selecting the appropriate resources.
• It helps in increasing organizational effectives for a short and long term.
• It helps in evaluating the effectiveness of the various recruitment techniques.
• It attracts and encourages the applicants to apply for the vacancies in an organization.
• It determines the present futures requirements of the organization and plan according.
• It links the potential employees with the employers.
• It helps in increasing the success ratio of the selection process of prospective candidates.
• It helps in creating a talent pool of prospective candidates, which enables in selecting the right candidates for the right job as per the organizational needs.
• In this chapter, we will shed some light on the secrets of hiring and recruiting methods, used by the recruiters. Recruitment is broadly classified into two different categories - Internal Sources and External Sources.

Internal Sources of Recruitment
• Internal sources of recruitment refer to hiring employees within the organization internally. In other words, applicants seeking for the different positions are those who are currently employed with the same organization.
• At the time recruitment of employees, the initial consideration should be given to those employees who are currently working within the organization. This is an important source of recruitment, which provides the opportunities for the development and utilization of the existing resources within the organization.
• Internal sources of recruitment are the best and the easiest way of selecting resources as performance of their work is already known to the organization. Let us now discuss more on the various internal sources of recruitment.
• Promotions
• Promotion refers to upgrading the cadre of the employees by evaluating their performance in the organization. It is the process of shifting an employee from a lower position to a higher position with more responsibilities, remuneration, facilities, and status. Many organizations fill the higher vacant positions with the process of promotions, internally.
• Transfers
• Transfer refers to the process of interchanging from one job to another without any change in the rank and responsibilities. It can also be the shifting of employees from one department to another department or one location to another location, depending upon the requirement of the position.
• Let’s take an example to understand how it works. Assume there is a finance company called ABC Ltd. Having two branches, Branch-A and Branch-B, and an employee from Branch-A resigned from his job responsibilities. Hence, this position has to be filled for the continuation of the project in Branch-A.
• In this scenario, instead of searching or sourcing new candidates, which is time consuming and expensive, there is a possibility of shifting an employee from Branch-B to Branch-A, depending upon the project requirements and the capabilities of that respective employee. This internal shifting of an employee from one branch to another branch is called as Transfer.
Recruiting Former Employees
Recruiting former employees is a process of internal sources of recruitment, wherein the ex employees are called back depending upon the requirement of the position. This process is cost effective and saves plenty of time. The other major benefit of recruiting former employees is that they are very well versed with the roles and responsibilities of the job and the organization needs to spend less on their training and development.
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HRM 301: Human Resource Management Notes

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