Posted at 11.23.2018
In todays world, recruitment and selection policy plays an important role at work around the globe where it is the key success factors in any business. 'Recruitment is the procedure of seeking and attracting a pool of qualified job seekers from which applicants for job vacancies can be selected. However, selection is the procedure that choosing from a group of applicants the best qualified candidates. ' (Stone 2005, pp. 187) Both the recruitment and selection will vary management functions, nevertheless they can lead the employers to identify the right person for the right job. Thus, it also can assist in increase effectiveness of organization.
The relationship between employers and employees can seek a huge different if in comparison to past decades. Existing of commercial relations and labor laws has generated a protectionism and healthy environment for both parties in the workplace. However, there are still some issues existing in the society nowadays, especially unfair discrimination issue occur in a few industries. In fact, those unlawful, unfair treatments or discrimination to the employees may improve the costs and turnover rate in the business and thus lower the workforce's morale. Without recruitment and selection policy, organization may simply hire employees to match the vacancy spaces even individuals are insufficient knowledge, ability, experience, or skill.
Besides, numbers of foreign labors is increased from year to year whereby help company to save lots of costs by employed labors in low salary. But, this caused unemployment rate increased and therefore uncertainty is possible at the same time by increased in such activities like crime, strike, fighting, and so on. Without expertise workers, there is absolutely no doubt that organization will carry out low performance and unsatisfied products to the users. The inefficiency and ineffectiveness of the business might affect its' overall performance and reputation indirectly. To be able to change the situation and increase the profit, organization may need to make some improvement like supply the employees some jobs training which will boost the costs indirectly. Therefore, it is needed for each organization to ensure that the jobs are suited to offer to staff with abilities through the use of recruitment and selection policy to avoid unnecessary expenses.
This study can help everyone to understand the key of recruitment and selection policy toward the organizations in all industries. The info might in a position to achieve future goals by plainly define the influential of the policy within the business. Besides that, organizations can also find these details for their human resource management improvement.
Furthermore, the overall objective of doing this study is to identify the recruitment and selection policy can help good relations by ensuring that personnel are engaged for jobs suited to their talents and staff can get satisfaction in their jobs. Secondly, this study can lead to understand how the policy help organization performs in far better ways in order to make the right choice. Employer need to find the most suitable employee to help increase performance of organization. Thirdly, it is important to understand how policy creates a wholesome workplace by providing fair treatment to everyone for gaining win-win situation in both employers and employees. Which means that organization performance can get improvement and employees can get fully satisfaction in their jobs. Lastly, it is required to study if the recruitment and selection policy can make changes in human lifestyle such as better or worse, high educated, skillful, knowledgeable, etc.
Recruitment and selection will be the two important processes under Human Resource department within an organization. Good recruitment and selection policies will ensure a good professional relation between employees and employers in an organization and also ensured personnel are engaged for jobs suitable for their abilities. A study made by Hsu Y. R, et al. , 2000, discovered that it is important to possess Human Resource managers on the board taking part in the introduction of corporate strategy and that it is important to integrate Human Resource Management policy fully with corporate strategy.
However, there are issues pertaining to recruitment and selection policies in commercial relation between employers and employees. In Anastasi, 1988, p-144; Bible, 1990, Cascio, 1987, p. 132; Hutfcut, 1990; Seymour, 1988; Thornton, in press) studies as cited in Smither J. W. , et al (n. d) studies, it says that applicant perceived selection procedures as without validity, or otherwise regarded as offensive or intrusive, are more likely to be looked at as unfair, unethical, or immoral issues leading to more complaints and court challenges. By perceiving unlawful and unfair treatments by employers, staff motivation level to execute well will be lowered down and in turn will boost the costs and turnover rate in the organization. Besides that, Smither J. W. et al, (n. d), also mention that those workers who does nothing like an organization's policies, practices, or style is likely to go "job shopping" someplace else.
Changes in workforce demographics may also increase the difficulty to attract and recruit enough qualified workers. The types of benefits can be influence by the demographic factors as well. For example, medical coverage, life insurance, and retirement benefits could be more likely for older workforce. On the other hand, employees under 30 tend to be interested in flexibility, technology, and training. Therefore, the policies provide for employees should not a one size fits all approach; organizations can offer employees options for customizing a benefits package to match their individual needs (John C. R. , 2009). The study made by Hsu Y. R. , et al. , (2000) on recruitment and selection policies in Taiwan discovered that the inner recruitment method are commonly utilized by the responding firm in Taiwan and might not only motivate personnel to execute better and increase their commitment towards the business, but could also improve their job security through upward or lateral career opportunities. In Sparrow, P. et al. , (1994) study (as cited in Hsu Y. R. , et al. , (2000) mentioned that by using internal personnel sources effectively, it may also allow management to observe and determine the capabilities of employees accurately given the accrued knowledge gathered in the employment relationship. This may avoid management from recruiting and selecting staff that are lack of knowledge, ability and experience to match into the vacancy spaces besides helping the management to keep up good professional relations with workers.
There is still having some organization discrimination about the union. Within the organizational for Economic Co-operation and Development there is certainly declining in union density (Visser, 2006; Peetz, 1998). Some of the companies have specific selection conditions to be sure they get staff that are culturally fit with what the companies' culture and wish to avoid employees which have strongly unionized, preferring those from non-union (Rae Cooper, et al. , 2009). This show that, in the early stage which is selection, organization already tend to choose those not union and those who are unions no chance to get the work. Furthermore, some companies recruitment policy have explained that they not to employ union members. At the recruitment meeting, human resource consultants and customer service managers have recently come out a question that if the personnel worked at company that was heavily unionized company can make a good team fit (Rae Cooper, et al. , 2009). Joining the non-union organization, personnel are not protected under union and it'll relate with more issues like unsatisfied on the working condition, payment, bonus, and more. Furthermore, this will lead to the unfair/unhappiness or workers. So, it can't maintain a good professional relation between management and workers. You will find suggestion that the assorted and multilayered de-unionization tactics were not mutually exclusive, as the "soft" and informal recruiting policies only hidden away the more clear and proper plan by employers to break collective representation at the workplace level ( Rae Cooper, et al. , 2009).
Multinational enterprise (MNE) has facing the condition that in various countries the Human resource procedures are different. Multinational enterprise facing difficulty to transmit their employee relations practices between contrary units operating in different countries. MNEs are essential agents in transmitting professional relations and other employment relations practices across national and cultural borders argued by Sparrow et al, 1994. The improvement in working conditions introduced by the collective agreement since 1989, lower the labor turnover. Organization should not be underestimated the importance of recruiting suitable individuals into an organization (Tony Royle, 1999). Recruit suitable employees into a business can help boost the performance of organizations and reduce the turnover in the organizations. However, a business is able to take benefit of employees who share common traits, kicking out those who may question managerial right, have notions of worker solidarity and a pastime in trade union representation (Royle, 1998).
Recruitment and selections policy plays vital important role in ensuring that the business recruiting the qualified workers for job which are commensurate with their abilities. Recruitment and selection is usually central workforce development issues and challenges for the growing and smaller organization nowadays. The employers or human resources should always define the qualifications and experience that necessary for the vacant job clearly by ensuring that the applicants' skills or abilities that employed are fit with the work. There are always two primary conditions that should get worried by the recruiter or employer which are discrimination that because of the use of informal ways of recruitment and probability that selection process being skewed by the original recruitment phrase. Sometimes, discrimination is happen indirectly and unconsciously throughout the procedure. When discrimination occurs, the employer may miss the chance of getting the correct job seekers that suited with the work. Thus, fair and equity recruitment and selection procedures have to be emphasized to ensure that all applicants have equal employment opportunity so that the company can employ the most suitable applicants for the job that match with their ability. In additional, there are three steps should be taken by the business which are develop an current job description, develop effective recruitment strategy that concern the recruitment sources and recruiter and evaluate the recruitment strategy. Recruitment process and methods also have to check regularly and evaluate now and then.
In order to ensure that the applicant engage to the job that suited with their abilities, the employer may describe term and conditions of employment to applicant before they are engaged for the work. By explaining the employment condition to the applicants, they'll learn about the work scope and determine if they are engage for the right job. At exactly the same time, it helps to diminish the tendency of industry relation problems occur at anytime. Besides, selection techniques also plays crucial role in getting right person for the work. The employers should always ensure that the selection is dependant on suitability for the job and ensure that the recruitment processes are carried out by the competent recruiters that are experience and knowledgeable in human resources field. Once the people are proceeding to selection phrase, the average person or panel interview, test, role play activity or reference check will be carried out. Job knowledge test helps to measure the knowledge of people regard to the work (Compton, 1996).
The organizations should follow competencies model in recruiting and selecting the job seekers as it seeks to recognize abilities had a need to perform job well rather than concentrating on applicant personal characteristics. Moreover, the employers of organization are likely applying internal recruitment method which is filling the vacancy by transfer or promotions before recruit from outside. These can be supported by the example of recruitment and selection in Australia. In Australia, recruitment from within method is often practice by the organization (Nankervis et al. , 2002). Filling the work vacancy through transfer or promotions will helps the business to save lots of up some additional recruiting, selecting and training cost as current employee knows the business well. Advertising and recruitment agencies are also widely used by organization in Australian as these recruitment methods help reach large audience of applicants (Gill, 2000). Furthermore, existences of recruitment agencies help the organization to complement the applicants' capabilities with the work vacancy. Through the selection phrase, the business in Australia will emphasize on interview, tests and reference check. Interview is important step in selection (Compton, 1996) and common selection tools for many companies ( Huffcult & Arthur, 1994).
In China, recruitment methods such as advertisement, job fairs, and corporate co-ordination are being practice by organization while for the selection techniques, Interview, tests and behavioral events are exercised by the business. For instance, increasing use of interactive role play during selection phrase really helps to ensure that the people are engaged for the work that matched with their abilities. Selection phrase is important as it is "process of choosing from group of applicants that individual best suited for particular position (Mondy & Noe, 1993). Thus, the potency of recruitment will definitely has effect on the efficiency of selection process.
Jakob Bjurgert and Johan Karlsson from University of Gothenburg conducted a research study to get insight of hotel industry in Gothenburg, and examine whether internal recruitment is actually a key success factor of course, if it solely could motivate employees. They investigate whether internal recruitment strategy sufficiency to be an incentive compensation system, and discover any difference of view on incentive system in the hotel industry, between the employees and the managements. They found that there are two different types of employees existing, where the first category employees were young and eager climbing the carrier ladder. For these people, internal recruitment solely works as a motivation compensation plus motivation to stay in the company. Regarding to the next group, these were those mainly care about a stabile income and job security. Those employees simply less concern about promotion, but would rather appreciate a higher salary.
Results off their evaluation also shown discrepancy between your managements' and the employees' view of the incentive system. A motivation compensation system existed in hotel didn't works as motivational factors which from employees' viewpoint, it was rather as a guideline to behave well service-minded manner.
Merchant and Van d. S. (2007) described an incentive compensation system in conditions of monetary and non-monetary rewards. Non-monetary rewards often consist of promotion, personal independence, rising in rank or position, autonomy, and recognition. Incentive compensation system aims to tie rewards to performance valuations. The machine informs and reminds employees about what results are important, and motivates them to achieve these results. Incentive compensation systems are essential for a firm in order to drive employees put more effort into their job. Additionally it is personnel-related in terms of attracting the right person for the working place. Internal recruitment is one of the most popular incentive systems and be an old tradition in the hotel industry, as one of the non-monetary rewards.
It is important for hotel industry in the service sector to obtain served minded employees. The industry is strongly dependent on their employees because they who will be the frontline serve the clients and were important marketing tools. Motivation is needed as a force to push up performance. Through incentive compensation systems the hotel managers can design individual programs to motivate, retain and help attracting employees. (Karthik N. , Li M. , Zhaob X. , 2006). However, boost the rewards can be devastating because the employees will then concerning more about the bonuses than to serve best value to the client. (Bjurgert J. & Karlsson J. , 2010)
The work in a hotel is seen as a low status or low salaries, having intensive tasks and few chances to get promoted. Thus, motivation is one important tool to affect the behavior of the employees. To attain motivated employees in the hotel industry, factors such as good salary a safe workplace, possibilities to get promoted and a good working atmosphere need to be fulfilled. (Simon T. &Enz C. , 1995). Zeithaml, V. A and Bitner, M. J. (2003) explained that before company recruiting a fresh employee, it is essential to analyze to see if the potential employee is motivated to work in something minded way.
The hotel industry has a high labor turnover, due to long business hour, and minimum wages offered. New recruitments and learning processes cost time plus money, and company also loose competence and productivity. Nevertheless high turnover help s companies to lower down cost by offering employee the minimum salary when they first enter the business. Thus it is interesting to examine whether it is possible to stimulate and motivate employees solely through internal recruitment.
Employees have to be motivated for the right thing, which is linked to the business's goals and visions. Increase worker's salary and increase their responsibility and recognition when worker being internally recruited. The management must know how to motivate their employees with rewards. It is also important that the employees understand how they are judged and exactly how they should effort to attain these rewards.
HRdictionary. com defined internal recruitment as the procedure of filling vacancies by recruiting staff from inside the business. According to Dessler G. (2010), the advantage of internal recruitment is getting more commitment from current to the business. Morale could also rise if employees see promotions as rewards for loyalty and competence. Moreover, inside individuals require less orientation and training than outsiders.
At Gothenburg, internal recruitment in the hotel industry is frequently practiced by large hotel chains, where the supply of staff is large, & most positions are standardized. (Bjurgert J. & Karlsson J. , 2010). A lot of the job advertisements proceed through via internal and external portal, where both internal and external people have an opportunity to getting the job. Even though they also advertise externally, most positions are filled up with internal candidates. This could be explained by the size of the business, and high way to obtain candidates.
In this study we can conclude that a good recruitment and selection policies will ensure a good industrial relation between employees and employers in an organization and can also help see that job can suit with the abilities and talents of employee. An excellent recruitment and selection process can provide employer and employee achieve win-win situation. Recruitment and selection processes are main factor can help organization get successful in their business. In order placing the right people in right job is very important. This is because when worker enjoy satisfaction with their job, while can improve performance of worker. Thus, it will assist in improving overall performance of organization.
In the recruitment and selection process, employer needs to pay more attention and aware on the abilities, abilities, knowledge, and experience of candidates. Employer should be aware those requirement of candidates, so that can fully apply in the business and integrate in the business culture. Besides, those skills can effectively assist in improve performance and profitability of organization. In additional, employee can also get fully satisfaction in their job because their skills can fully apply in job.
In my view in the view point of employer, before start recruitment and selection process, employer must have clear idea in what kind of employee they want to seek and what kind of experience a potential employee to experienced. It can help employer to raise success rate in the selection process by decreasing number of visibly under qualified or overqualified job applicants. Thus, employer also need to make certain what organization may offer will fix what job candidates desire such as salary, work hours, working conditions, working environment and so forth. It can help in decrease the probability employee which recruited and can leave in the short time.
Employer can provide recruitment agency or recruitment consultant to handle company recruitment and selection process. Employer just must simple describe out the type of employee they really want to get. From then on, recruitment agency will help employer to make interview with all job people and then help them to determine the best option person.
Next, in the view point of employee, before interview candidates should be ready to provide feedback of any kind of questions and prepare to answer different kind of questions throughout that interview. Prior to the interview, prospects need very evidently know about what kind of job they thinking about. Furthermore, prospects can make an effort to identify what kind of question may ask by employer plus they need to how answer question to show their skills and abilities to get the work.