Human Resource Management

Autor: Janelle Xin • May 20, 2017 • Research Paper • 3,065 Words (13 Pages) • 737 Views

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1.0 Introduction

This report is to indicate the knowledge of appropriate theories, concept and technique in demonstrating the awareness of both operational and strategic human resource management intervention of recruitment in an organization. International Business Machines Corporation, (IBM) has been chosen to demonstrate the relation of recruitment between this particular organization operations and even its business. This report also evaluates the organization's effect implementation and examples have been given to support the effects.

1.1 Recruitment in Human Resource Management

Recruitment refers to the process of attempting to locate a pool of capable people in applying for a position or job in an organization. The word "recruitment" plays a major role in human resources process. Essentially, various feasible recruitment methods have been used along the process if recruitment in seeking and attracting qualified application. In other words, the main purpose if the recruitment process can be indicate as obtaining a goal to appoint the right person for the right job. Therefore, a poor or wrong selection of applicants may lead to catastrophic consequences for the organization and the individual manager.

2.0 Explanation on Recruitment

2.1 What is Recruitment?

Recruitment is the core part of the central process in human resource management. In an organization, people with talent, skills and knowledge are needed, therefore it is important to aware that attracting people of the right calibre. The cost of recruitment somehow maybe costly but using an appropriate method in attracting suitable applicants for employment would bring advantages in long term. Recruitment can be defined as the process of attracting applicants from suitable candidates with appropriate qualification either on timely basis or in sufficient numbers and locating potential employees into the right job. Therefore, it is crucial to monitor the recruitment process from selecting the applicants to screening and eliminating applicants that are not qualified in order to get the best employee.

2.2 Alternative of Recruitment

When Human Resources Department indicates that there is a shortage of workers, the organization should probably make a decision to recruit in order to increase the size of the existence workforce. The recruitment costs may sum up to a large number. Therefore, there are alternatives to solve the matter. The alternatives considered are outsourcing, overtime and expanded hours, Employee leasing and Contingent workers. Table 1 shows the list and details of alternative recruitments.

Table 1: Alternative Recruitments

Outsourcing	The process of hiring on external provider to do the work that was previously done internally ( Monday, 2012) Subcontracting the functions to other firms has been a favourable method in the industry. Organization uses subcontract to achieve target when demand of product and services increases in a sudden. Offshoring is also another alternative. It refers to an organization migrating all or a particular part of development, maintenance and delivering services to a consigner located in other country.
Overtime and expanded hours	Overtime could be the best way for an organization in solving short term fluctuations in work volume matter. This alternative has benefitted both employer and employees. The employer may avoid paying extra cost for recruitment and training, meanwhile the employee would have benefitted in the form of higher pay. There is also negative effect which affects the productivity of the organization. It is because an overworked employees proven to be less productive and performing poorer that usual performance.
Employee Leasing	Some organization hired employee from a leasing company. These leasing companies taken full responsibility for hiring, record keeping, worker's pay and ending services for the employees. The organization gain benefits by changing the size of workforce without any extra responsibility in handling personnel.
Contingent workers	Contingent workers also known as temporary workers and part time jobbers would be hired for a limited to perform a specific job. This group of workers does not have permanent jobs. It is beneficial to the employers because can avoid problems like high expenses in recruitment and absenteeism labour. Contingent workers are mainly fresh graduates, lower-skilled and knowledge and do not possesses any experience in the industry.

2.3 Environment of Recruitment

The recruitment of personnel does not occur in a vacuum on its own, there are other aspect joining to make a bigger picture. The environments influencing the organization's recruitment are the internal and external environment.

2.3.1 Internal Environment

Recruitment is influenced by internal environment such as:

Figure 1: Internal Environment

[pic 1]

2.3.2 External Environment

Recruitment is also influenced by external environment. Figure 2 shows the elements in details of external environment.

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