THE INFLUENCE OF RECRUITMENT AND SELECTION ON ORGANIZATIONAL PERFORMANCE
THE INFLUENCE OF RECRUITMENT AND SELECTION ON ORGANIZATIONAL PERFORMANCE
Recruiting is the process of finding and hiring people
with the organization’s needs. Selection is the part of the hiring process that
determines which applicants or candidates should be appointed to the job(ARMSTRONG, 2014). Recruitment is the process
of finding and catching qualified or suitable applicants to fill vacancies
Employee recruitment and selection have been greatly affected
by the emergence of technology
Human resources(HR) are the organization's most
important asset because they are what drive all other resources. Small and
Medium Enterprise (SME) performance relates to the recruitment and selection
landscape in SMEs. The better the impact of recruitment and selection, the
better SMEs perform
Human resources must be professionally managed to
achieve stability between employee needs and agency or company demands and
capabilities
The object of the enterprise is highly dependent on
the quality of the human resources. to obtain such resources,
every company should have proper recruitment and selection of employees based
on the main activities of the company
I work for a group company of one of the leading
commercial bank in Sri Lanka. The early head of the organization followed
traditional recruitment methods. Also, The company had not well-established HR
policies. He relies on the recommendations given by the applicant’s known
parties. On many occasions, replacements failed and bad impact on the company’s
growth. Later board of Directors decided to establish HR policies in line with
its parent company and all the recruitments were done according to their
system. The resulting recent replacements were in accordance with achieving company
goals.
According to
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Do Dieu Thu Pham, P. P. (2019). International
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Gamage, A. S. (2014). Ruhuna Journal of Management
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Practices in Manufacturing SMEs in Japan: An analysis of the link with
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Effect of Recruitment and Selection of Employees on ThePerformance of
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Agreed. Every successful firm must go through the recruitment and selection process since having the proper employees enhances and sustains organizational performance. Any organization's objective is to have their selection system have a positive impact on bottom-line business outcomes like productivity and financial performance. The primary role of the human resources department in the operations of any organization is recruiting and selection, and the recruitment process is the first step in building an organization's competitive strength. (Sunday, et al., 2015).
ReplyDeletehi Zacky,Also, It will cause the effectiveness of the organization's selection system can affect bottom line business results, such as productivity and financial performance (Akuamoah Worlanyo Saviour, 2016)
ReplyDeleteAgree, further, Gamage (2014) states that productivity, product quality, Innovation, and Customer Satisfaction are key indicators of operational performance of an organization. For a company to be innovative, creativity of the employees makes a huge impact. Creativity is to look into a situation or problem from a new angle & come up with a new solution or plan. Klepić, Mabić & Madžar (2020) states that, creativity and knowledge are the main challenges of modern business. Hence, companies should be looking for people with more brain power & creativity rather than hiring workers at a cheap cost.
ReplyDeleteCreative and innovative employees attract to organizations having creative culture . (Olokundun Maxwell, 2019) stated that,Creativity allows an organization to become a market leader in its field by improving the efficiency of solving customer problems. The process of creative employee engagement can begin with the creation of a creative culture
DeleteI agree with your content and i would like to add that (Compton et al., 2010). New problem-solving skills can be introduced and it also forces insiders to compete and improve in their own skills and education
ReplyDeleteAgreed,(Joy O. Ekwoaba, 2015)Selection practices will determine who gets hired. If properly designed, it will identify competent candidates and match them accurately to the job function. Using the right selection device will increase the likelihood of choosing the right person to fill the void.
DeleteGreat approach Upul. Furthermore, the processes of recruiting employees in any organization are very dynamic and sensitive (Bate et al., 2000). Potential employees need to be handled and managed with care in order not to impact their labour rights, the policy and procedures for selection of the company and also laws governing employment relations. Instances of where interviews have led to bad selections and appointments abound, and these are reflected in the numbers of the recruitment processes being challenged in courts by the aggrieved applicants (Proctor et al., 2008).
ReplyDeleteI agree with your content and The approach of performance management vindicates the organization’s effectiveness (Cardy, 2004). This umbrella term highlights how work is accomplished, citing the “Achilles Heel” of managing human capital (Pulakos, 2009), concentrating the top priority of managers (Lowel,2009). Moreover, performance management encircles all organizational strategies, and practices and strengthens the organization’s HR architecture pillar to deliver desired performance.
ReplyDeleteThanks Thilini,Performance appraisal is potentially a key tool for organizations to make the most of their human resources, and the use of appraisal is widespread (Prowse, 2009).
DeleteGood Post Samantha, The recruitment process is a systematic process that involves gathering candidates, organizing and conducting interviews, and it takes a lot of time and money. Job analysis refers to the techniques and processes used to learn more about jobs. Recruitment primarily comes from two sources: internally and externally (Gardi et al. 2020).
ReplyDelete