RECRUITMENT AND SELECTION AT HARRIS HILL

Recruitment and Selection at Harris Hill

Executive Summary

This abstract paper presents a full recount and investigation of the Human Resource Management (HRM) function. Included in this paper are key topics considered in this module: the rudimentary purposes of Human Resource Management: designing and forecasting human asset obligations, recruitment and assortment, appraisal, evaluation and worker motivation. Additionally, this paper locations worker value of life and productivity programs and advancing the personal work environment. The connections between thriving enterprise and Human Resource Management are analyzed as well as how Human Resource Management schemes can be integrated into enterprise schemes to advance profit.

Acknowledgement

I am heartily thankful to my supervisor whose support, guidance and support from the primary to the last grade endowed me to evolve a comprehending of the subject.

Lastly, I offer my regards and blessings to all of those who sustained me in any esteem throughout the culmination of the project.

Recruitment and Selection Business Need

Introduction

Generally recruitment has two purposes. First, recruitment is performed to attract or increase a qualified applicant pool while maintaining a reasonable cost to the employer. Usually a large applicant pool is desirable, because it allows for more selectivity in the selection process. Nevertheless, recruiting unqualified applicants only increases selection and recruitment costs without resulting in any real gain or potential gain for an employer. Focusing recruitment on sources appropriate for the job is much more effective than indiscriminate recruiting. (Marchington 2005)

A second purpose of recruitment is to meet the social and legal obligations of the organization. Focused recruitment that tends to limit the number of applicants from protected demographic groups such as African Americans or women may cause problems when responding to affirmative action goals and timetables. Equal employment law prohibits using recruitment techniques that may limit equal access to employment on the basis of race, color, religion, national origin, or sex.

Purpose of the Study

This paper highlights the fact that the focus of research in the area of employee recruitment and selection had emphasised the importance of transferable skills. Much of this research has, however, concentrated on large organisations.

Aims & Objectives

The aim of this study is to explore the various recruitment and selection practices as practiced at Haris Hill. In setting the context for the research reported here, it is important to highlight two research findings which emerged from the review of published articles and journals in the area of employee recruitment and selection.

Research Questions

Adopting an empirical approach, the authors' research questions were, therefore, defined as follows:

What skills and qualities do Harris Hill seeks from employees?

How do Harris Hill assess the possession of skills and qualities within the recruitment and selection process?

Do Harris Hill seek the same skills and qualities as large organisations?

Do Harris Hill assess the possession of skills and qualities using the same method(s) as large organisations?

The above questions are addressed via comparing the results from primary research conducted within Harris Hill, with the findings from both secondary research data, which was presented in the first article, and primary research conducted ...