The Human resource recruitment activity.

Authors Avatar

                Human Resource Management

Introduction

The Human resource recruitment activity is a buffer activity that creates a pool that the organization can draw from in the event of a labour shortage that is to be filled with new hires. Organizational recruitment programs affect applications through personnel policies that affect the attribute of vacancies themselves. In this assignment, more emphasize is kept on the recruitment and selection procedure of Brent Housing Partnership, a Government Subsidiary.

The London Borough of Brent was created out of the re-organization of London's Government in 1965, yet its component parts, with only a few exceptions like Queensbury, are derived from hamlets, which began as self-supporting communities in forest clearings, some of which date back as far as the Dark Ages.

Brent Housing Partnership was created as an Arms length Management Organization from the former Brent Housing Management Services. This took place on 1st October 2002. Whilst Brent Housing Partnership has its own executive board, it maintains very close links with London Borough of Brent and will continue to do so for the immediate future.

Brent Housing Partnership controls and manages 10,500 council properties (plus 3,000 Leasehold properties) on behalf of London Borough of Brent and employs approximately 1640 staff.

Key Services.

Births, Deaths & Marriages,  Corporate, Council Tax/Housing Benefit, Customer Services, Education, Arts & Libraries, E-Government, Environmental Services, Forms Directory, Housing, Job Vacancies, Libraries, One Stop Shops, Planning,  Social Services,

 accessed on 24/01/2004

         

Literature Review

What is Human Resource Management?

The policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising.

(Dessler. G, 2003, Pg: 2)

What is Strategic Human Resource Management?

The linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility. In another way, it is “the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals.” Strategic HR means accepting the HR function as a strategic partner in both the formulation of the company’s strategies as well as in the implementation of those strategies through HR activities such as recruiting, selecting, training, and rewarding personnel

(Dessler. G, 2000, Pg: 21)

What do we mean by the word “job”?

This may seem to be a silly question to ask, but we must remember that “job” have no physical bounded existence. There is no way of “seeing” or using any of our senses to comprehend the “whole” of a job. The idea of “job” is an analytical one-it enables us to describe a set of actions, which are associated with the execution of range of tasks. “Tasks” consist of a number of elements, which are actions (i.e. intended behaviors) that are both observable and measurable.

(Tyson. S & York. A, 2000, Pg: 186)

Job Analysis

It has been described as being as scientific study and statement of the facts about jobs. The use of the term “scientific” is probably misleading. Since job analysis is a simple method of studying job in detail and revealing its constituent tasks and characteristics.

(Grant. J & Smith. G, 1984 Pg: 16)

Recruitment and Selection

The process of recruitment and selections are often confused: indeed it is not uncommon for the two words to be used almost interchangeable by some. For the personnel practitioner, however, the two words have very different meanings. As Livy (1988:94) tell us:

The purpose of recruitment is to locate appropriate sources of supply of labour; to communicate job opportunities and information through various media: and to generate an interest in vacancies. The recruiter needs to be equipped with two broad sets of information: (1) job specifications as determined by job analysis, and (2) a knowledge of the labour market.

Dowling and Schuler (1990) add to this by claiming that recruitment is:

Searching for and obtaining potential job candidates in sufficient numbers and quality so that the organization can select the most appropriate people to fill its job needs.

(Goss. D, 1994, Pg: 45)

It is a process, which aims to attract appropriately qualified candidates for a particular position from which it is possible and practical to select and appoint a competent person or persons.

(Bolton. T, 1997, Pg: 32)

Selection:

It is an emerging science. Torrington et al. (1991:107) tell us that:

The search for a perfect method of selection continues [;] in its absence personnel managers continue to use a variety of imperfect methods to aid the task of predicting which applicant will be most successful in meeting the demands of the job. Selection is increasingly important as more attention is paid to the cost of poor selection.

Join now!

      (Sisson. K & Storey. J, 2001, Pg: 125)

Recruitment and Selection Sub-Systems: -

  • Attraction: Attracting suitable candidates
  • Reduction: Eliminating unsuitable candidates.
  • Selection: Assessing, choosing and appointing a suitable candidate.
  • Transition: Converting the successful candidate to an effective employee.

(Pilbeam. S & Corbridge S, 2002, Pg: 115 – 118)

Sources of Recruitment and Selection

Internal Sources

Advantages

  • Organization has more knowledge of the candidate’s strength and weaknesses.
  • A candidate already knows the organization.
  • Employee morale and motivation are enhanced.
  • Organization’s return on investment in training and development is increased.
  • Can generate ...

This is a preview of the whole essay