International Hrm

Introduction:

An organisation has two key resources, people and money. Human beings are the lifeblood of any enterprise. They are the company's most vital asset. (Plumbley, 1976). Recruitment and Selection comprise the important HR functions of the organization and should be thought of as a matching process. Selection commences as soon as the applicant responds to an advertisement or makes an unsolicited enquiry. One way to look at the selection process is to view it as a series of obstacles that applicants must clear in order to obtain the job. Each successive obstacle eliminates some applicants from contention. For example, applicant skills can be evaluated through application forms, interviews, tests, and reference checks, letters of recommendation or reference, and physical examinations. To judge the effectiveness of any selection technique two statistical concepts have been of particular importance, Reliability and Validity (Denerley R.A. and Plumbley P.R. (1968). In here analysis is done briefly on one of these two key factors i.e. selection methods.

This report focuses on explaining the process and steps of human resource planning, and analyzing the strength and weakness in each step. This includes the recruitment and selection on the new employees, and further develops on retention of original staffs, rewards on the staffs, and the training and development for the staffs.

Selection Policy and Practices in Organisation

The Selection process within most organizations is the foundation of competitive advantage through people. There is a need to create selection processes that will quickly and accurately identify the best potential performers at all levels within an organization, so increasing productivity and innovation hence selection Policies and Selection tools will include:

Policies and Selection tools Advantages

Pre-selection questionnaires Short listing candidate and saving time and money for the employer. Information generated to be discussed at interview stage.

Competency-based interviews Two way information transfers about the job can be done. Successful candidate comparison, avoid poor selection.

Personality questionnaires Right selection as per the job, match the right candidate for the environment and culture in job atmosphere.

Ability tests Higher legal exposures but once validated, statistical proof of its value in screening exists.

Assessment exercises Easy to legitimize, low legal exposure, looks valid to candidates, and superior reliability of measurements suggests probable higher validity

Selection is the second half of the recruitment and selection process. It involves complete job analysis. Recruitment consists of writing a job description, person specification and finding suitable candidates.

Selection is the process by which employers select potential job candidates and the various selection methods available enable positive and negative differences to be highlighted between candidates, to create and environment in which the correct candidate can be selected. The process culminates in a selection decision being made by employers. Selection is therefore a decision making process, with both employers and candidates making decisions. Selection is all about trying to make a selection decision which is certain. It is almost impossible to be one hundred per cent certain about a candidate. The right selection methods enable the employer to come as close to certainty as they can about the prospects of the prospective candidate.

"The type of job available is the most significant influence on the choice of selection methods for any one vacancy." (Beardwell I, & Holden L, 2001).

There are various selection criteria and methods which need to be considered.

Selection Criteria

Once the recruitment shortlist has been produced under consideration, the next stage is to select appropriate candidates. First step is to identify the criteria required towards selection of candidates which is as under:

Organizational criteria

The organizational criteria are those attributes that an organization considers valuable in its employees and that effect judgments about a candidates potential to be successful within an organization (Torrington, D & Laura, H & Taylor S 2002, p191) Company are expanding and innovating, which requires the candidates who are bright, creative, and energetic, and who possess the following values:

« Integrity and honesty

« Passion for customers, partners, and technology

« Open and respectful with others and dedicated to making them better

« Willingness to take on big challenges and see them through

« Self critical, questioning and committed to personal excellence and self improvement

Departmental criteria

« Software Department- the software engineers required need to have the skill and knowledge on writing code and the ability to explore new technical realms, thereby growing and realizing their potential in many areas.

« Marketing Department- required energy, intellect and creativity candidates, who are interested in developing and implementing marketing strategies nationwide. As well as creating highly visible public relations and advertising vehicles

Selection methods

It is unusual for one selection method to be used alone. A combination of two or more methods is generally used, and the choice of these is dependent upon a number of factors. (Torrington, D & Laura, H & Taylor S 2002, p193) Most important factors that will influence the small-medium sized company are the cost, time and administrative availability; where there are limited of budget, time and staff available in the selection process, appropriate methods need to be considered. Following methods are recommended:

Curriculum Vitae: The first tool to be mentioned in the selection process is the application form, or alternatively the CV (Curriculum Vitae). These documents allow a shortlist of candidates to be drawn up from the information contained within them. It is noted that many public sector organisations do not allow CV's because the candidate is then trying to sell themselves to the employers.