Impact of Recruitment and Selection by Human Resource Department (Thesis Proposal Sample)
The task is about writing a thesis proposal. the research was about the primary study that had to be conducted in sultanate of oman. IT INCLUDED INTRODUCTION, LITERATURE REVIEW, AND METHODOLOGY. CLIENT ASKED TO WRITE DETAILS ABOUT THE METHODOLOGY INCLUDING STUDY DESIGN, DATA COLLECTION METHOD, DATA ANALYSIS METHOD AND SO ON.source..
Research Methodology (BAMA3113)
Impact of recruitment and selection by HR department on organizational performance
The research delves into the key function of the Human Resource i.e. the recruitment and selection and the application of the principle in this which happens to be honesty. Recruitment and selection are the basic function that is carried out by any HR function in any organization (Sean R. Valentine, 2019). The research seeks to understand the context of the recruitment and selection function which has a certain impact on the performance ultimately (Dessler, 2016). The research illustrates the seriousness of the recruitment and selection function in an organization. The research is in context of Oman business environment given the proximity of the researcher in this specific scenario. Organization in Oman are currently witnessing an uptick in the Omanisation levels which makes the function of HR quite demanding, right from the first step which is the selection and recruitment (Robert N. Lussier, 2018). The process of selection and recruitment is that of critical one and it is long process that involves shuffling through significant load of data.
Key words: Recruitment, Omanization, Organizational performance,
The research delves into the key function of the Human Resource i.e. the recruitment and selection and the application of the principle in this which happens to be honesty. Recruitment and selection are the basic function that is carried out by any HR function in any organization (Sean R. Valentine, 2019). The research seeks to understand the context of the recruitment and selection function which has a certain impact on the performance ultimately (Dessler, 2016). The research illustrates the seriousness of the recruitment and selection function in an organization. The research is in context of Oman business environment given the proximity of the researcher in this specific scenario. Organization in Oman are currently witnessing an uptick in the Omanisation levels which makes the function of HR quite demanding, right from the first step which is the selection and recruitment (Robert N. Lussier, 2018). The process of selection and recruitment is that of critical one and it is long process that involves shuffling through significant load of data. The process of recruitment and selection takes considerable number of resources in both time and money, both of which are limited resources for the organization. Recruitment and selection function of HR is not a straightforward process and there is significant amount of prework that is involved at each step. The output seen by the candidate and the rest of the organization is output of extensive research and associated works that are done over a course of time (Raymond Noe, 2020).
2 Problem Statement
In the present times organizations are driven to derive the maximum productivity from its employees which ultimately focuses on highest level of profitability. Organizations undertake various initiatives such as cost cutting at different levels, conduct optimization exercises that includes renegotiating of different contracts with suppliers and so forth. However, the human capital aspect is very much neglected. The philosophy of getting the right human capital from the beginning is quite often overlooked due to various reasons. The importance of getting employees who can significantly contribute value to the organization at the recruitment and selection stage by the HR function is generally missed out. Getting the right talent is instrumental to the organizational productivity and performance. Organizations tend to undervalue this function and as observed in numerous cases does not even necessarily provide the HR function with the bare minimum resources that is needed to effectively carry out the works.
1 To determine the impact of the HR function recruitment and selection on the organizational performance using specific parameters
2 To investigate how the HR function recruitment and selection impacts the organizational performance
3 To identify the Key Performance Indicators for the HR function with the objective of ensuring high yield in the organization
4 To provide necessary recommendations for HR function pertaining to recruitment and selection through identification of current gaps and challenges present
1.4 Research Questions
1 What are key drivers for of HR’s recruitment and selection function?
2 How does HR function of recruitment and selection impact the collective performance of the organization?
3 What would be relevant focus areas of HR’s function recruitment and selection that should be tracked to ensure it brings necessary improvement and awareness?
4 What are the frameworks that can be utilized and recruitment and selection model in line with the best practices to address the gaps and challenges?
HO: Recruitment and Selection function of HR is not related to Organizational Performance
1 Scope and Limitation
1.6.1 Scope of Study
The research is conducted over a duration of three months through field and desktop study. Data collection is both primary and secondary sources. The research delves into the core aspect of Impact of recruitment and selection by HR department on organizational performance using specific parameters. The research takes into account the inputs from the human resource professionals on the matters of recruitment and selection and focuses on the Oman’s context wherein the firm operating in Oman holds the central view. The research comprises of both qualitative and quantitative approach with the objective of supplementing each methodology and resulting in analytical output.
1.6.2The Limitation of the Study:
* The research does not quantify the absolute potential value in monetary terms to a firm by improving the recruitment and selection by HR department.
* The research does not focus one specific firm operating in Oman but rather takes a viewpoint from the Human Resource professionals at a go.
* The research builds on existing theories and problems
1.7 Significance of Study
The research is important as it explores the aspect of the recruitment and selection and its impact on the organizational performance. The quality of the human capital that is sources determines the collective capability of the organization to achieve the corporate objectives that are set by the shareholders and management (Talya Bauer, 2019). The research demonstrates the direct link between the function of the HR recruitment and selection and its impact on the organizational performance using specific parameters (Pynes, 2017). It is the important for the HR function assess the different gaps and challenges that tend to arise at different intervals for them to be able to bring about the necessary improvements. This research explores the basic function that has evolved over the years in the age of digitalization while the basic fundamentals remain the same to a large extent. It is imperative to evaluate the degree of evolvement of the recruitment and selection function and assess if the assumption of importance of weightage still holds true to the present times (Evan M. Berman, 2019). The research examines the fundamental aspects of the recruitment and selection function that include areas such as, first transparency process which is fundamental for meeting the criteria fairness. Research examines how the transparency not only impacts the HR function but also ultimately the organization productivity in the process. Second, examining how the merit-based hires are done in an organization sheds light on the strength of the HR function on a broad manner. It provides legitimacy, carrying both tangible and intangible value (Gilbert, 2020).
The research also provides the context to the researcher in the area of specialization that is important factor for the future assessments.
1.8 Definition of Terms
Selection and recruitment
The process of hiring human personnel to execute certain specific functions in the business.
The output of the organization based on the measured inputs that are derived at different stages.
The research is divided into five chapters that are interlinked and provide a certain flow to the narration. The chapters are provided below.
For any kind of business organization, selection and recruitment are important responsibilities of “human resource management”. These are sayings that describe a process of recruitment and selection of job seekers. Successful accomplishment of these 2 roles has an important impact on an organization's “human resource quality” (Hamza et al, 2021). Selecting and recruiting wrong candidates who cannot perform their work effectively will lead to poor performance and organizations have to face negative consequences because of this (Anosh, Hamad, & Batool, 2014). That is why, the overall objective of selection and recruitment within the business company is to get the quality workers that are important for satisfying the strategic aims and objectives of company at reduced cost.
A process of enticing and locating adequately qualified persons for applying for job positions in a business organization is known as recruitment. A company'...
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