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Having more tenured employees allows your company to have less control and structure and gives more freedom to your people. A solid and effective recruiting and selection process improves your chances of hiring the right person for the right job and more effectively identifies individuals who will fit best into your organizational structure.
Size Recruiting and selection are affected by the size of your organization.
Generally, the smaller the company, the more likely that recruiting and selection are done by the hiring manager. In larger companies, a recruiter usually screens resumes and conducts the initial interview and then passes the most qualified applicants on to the hiring manager for the final interview and hiring decision.
With smaller companies, there are fewer layers of management between the employee and upper management, and everyone in a smaller company becomes involved in the hiring and recruitment process. Pool of Candidates With today's crowded labor market, hiring the right person is becoming increasingly important.
A company's organizational structure is affected when there is a constant need for people. If there is constant turnover, then your human resources department will be constantly recruiting and hiring, making it difficult to fully perform their other job duties.
A company with an effective recruiting and selection process also retains employees through excellent employee management processes. Retaining good employees reduces turnover and the need to constantly recruit and hire new employees.
Results Effective recruiting and selection processes lead to better company results. The quality of products and service is improved when the best employees are hired and retained.
Financial success improves when the best people are identified, hired, trained and retained. Fewer people accomplish more, and your organizational structure allows for more freedom when employees know how to best perform their jobs.
Attracting new employees is easier when your company's reputation for hiring and training is excellent. There is also less need for a recruiting and selection department if hiring is not constant.
Structure Most organizations divide their structure into one of three basic types. One type is a line structure where very specific duties are defined from top to bottom, like a straight line. Others define duties by staff and line, with staff departments supporting the line managers.
A third type of structure organizes by department, with people specializing in human resources, marketing, engineering and finance, for example.
Recruiting and selection vary by these structures, and hiring depends on what duties the candidates will perform in these organizational structures.PDF | The present study investigates that the Recruitment and Selection, Training and Development and its impact towards Job Satisfaction with special reference to BSNL, Thanjavur Secondary.
This study examines the relative effectiveness of recruitment and selection procedures on manager includes recruitment, selection, training and development, job evaluation and formulation.
Impact of Training and Development on Organizational Performance Abstracts - Training and Development, On the Job Training, Training Design and Delivery style are four of the most important aspects in organizational studies.
THE IMPACT OF RECRUITMENT AND SELECTION CRITERIA ON ORGANIZATIONAL PERFORMANCE this study sets to examine the effect of recruitment and selection criteria on performance using Fidelity Bank Plc as population of interest.
In order to achieve this objective, we then hypothesized that: Recruitment, Selection Criteria and Organizational.
Effect of Recruitment and Selection of Employees on The Performance of Small and Medium Enterprises in Kisumu But while recruitment and training practices have been promoted in large and corporate organizations, its effect on the with a positive impact far beyond the individual client.
Their growth and development, and performance in. Recruitment is an important function of the Human Resource Management in an organization, and it is governed by a mixture of various factors.
Proactive HR Professionals should understand these factors influencing the recruitment and take necessary actions for the betterment of the organization.