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Human Resource (HR): A Plan Outline For The Selection Strategy (Essay Sample)
It was about A plan outline for the selection strategysource..
Human Resource (HR)
Human Resource (HR)
A plan outline for the selection strategy
The common recruitment and selection methods are internal outsourcing, external outsourcing, and third party outsourcing. Internal outsourcing entails advertising vacant positions within an organization to the already existing employees. It is an upward recruitment of a worker within an organisation which tends to be cost effective. This was demonstrated by Edenborough (2007) by observing that internal outsourcing is cost effectives since little or lack thereof training is needed. Moreover, it spares expenses related to advertising for new workers/employees, as well as conducting background check (Richason, 2015). It enhances parity and loyalty of employees and among team members. Promotion at work place is not only a morale booster for the employee but also a motivation for a better performance. Besides, it causes promotional secession (Edenborough, 2007).
However, this particular method has limitations. It fosters inbreeding of workforce within a company which may hamper diversification and generation of new ideas. Secondly, the morale of those not promoted may be thwarted and this may be detrimental to the performance of an organization (Baker & Doran, 2007). In addition, the internal sourcing technique often generates infighting among staff members or workers for promotional elevation. Besides, it may not be effective for the establishment of management programs such as development programs (Parry & Tyson, 2012).
The second method is external sourcing which involves searching for the employees through tools such as newspaper adverts and job board among others. The sources for producing the employees may emanate from media sources, employment agencies, school universities and colleges, and labour unions (Swanson & Holton, 2001). The method favours candidates for job who may not possess the direct experience in a particular line of work in a company. Nevertheless, the inexperience candidate in most cases is anticipated to provide perspectives that are out of the box for to an organisation. In addition, external source is often employed by business ventures when the existing open or vacant position cannot be fulfilled by another employee due to either specialty or technicality of the position (Richason, 2015). One of the advantages of this method is that new employees tend to bring new perspectives into the organisation which in turn has the potential of bringing new insights into the industry (Sims, 2007). The method in comparison to the internal source helps in the elimination of political infighting for promotions in the company as it limits chances of emergence of political supporters in form of groups in a firm. External source just like the internal source also has its limitations (Gatewood, Field & Barrick, 2011). For example, the selected candidate may be an appropriate or ideal person for the job in question. Furthermore, the method often breeds internal discontent among employees whose morale may have been thwarted in situations where the vacant position may have provided them with a chance for promotion and carrier development. The selected candidate may take longer time to adjust during the orientation period.
The third method is the third party sourcing. In this method, LaVoie (2013) argues that agencies for placement or even the headhunter technique may be incorporated in the search for job candidates who are qualified. These sources may employ various tools and techniques in the process of searching for suitable job applicants through channels such as extension of offers of on salary compensation that has been improved, as well as benefit packages that are flexible ( HYPERLINK "/action/doSearch?ContribStored=Kluemper%2C+D+H" Kluemper & Rosen, 2009). The major benefits of third party are creating a relationship with the candidates, providing a platform for evaluating a candidate, and providing solutions that are temporary to the organization. The development of relationship with the enables flexible employees to be placed on several assignments before a permanent position for the candidate is obtained (Baker & Doran, 2007). It provides the employer with the opportunity to evaluate the performance of the candidate (Snell & Bohlander (2013). In addition, the third party can provide the employer with a qualified candidate who may require very little training in the assistance of the organisation until the employer is able to permanently hire a candidate.
In a scenario where external source method is employed, the strategy for selecting the ideal candidate for the job will entail shortlist of the applicants after which the applicants will be assessed before the job is offered to the qualified candidate. The application for the applicants will encompass the use of online platform where they will be provided with application forms (Taylor, 2005). In the forms, there will be a provision for editing CV before submission (CIPD, 2013). The application forms will be appropriately examined in the human resource department to avoid issues such as unfair discrimination which my prompt a candidate to file a charge against HMV in the employment tribunal (Murray-Webster & Williams, 2010). The online platform in this case will be used to manage the number of applicants from the candidates who are out rightly unfit for the advertised position.
The assessment of the shortlisted candidates will be employed. This includes the use of aptitude tests on marketing entertainment products, test on how conversant the candidates are on the knowledge of issues such as privacy and illegal downloading of entertainment products; the environmental factors in the production of these products, the economic implications on the use of online and physical stores in selling of the products, and political issues on the use of social media for marketing among others (Arthur, 2012). In addition, the candidates will be interviewed by a panel of experienced marketing experts in the entertainment industry. However, these candidates will be informed on the expectations of the selection process such the time the int...
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