人力资源Essay举例：Process of Recruitment & Selection

本文是人力资源专业的Essay范例，题目是“Process of Recruitment & Selection（招聘和选拔流程）”，该任务是准备解释招聘和选择的过程，其中包括识别和吸引潜在的候选人从组织内外和评估他们的未来就业。今天市场上的劳动力紧张，使得企业更难找到、招聘和选择有才华的人。人才的竞争越来越激烈，因为市场上有巨大的人才。这使得组织有效地选择和保留高素质的候选人变得更加重要。更好的招聘和选择策略会提高组织绩效。组织招聘和挑选候选人的效率越高，他们就越有可能聘用和留住满意的员工。该研究是基于招聘和选择候选人的过程，在此基础上，他们将利用他们的技能，为组织的成长和功能。

Executive Summary执行概要

The assignment is prepared to explain the process of Recruitment & Selection Which involves identifying and attracting the potential candidates from within and outside the organization and evaluating them for future employment. Today's tight labour in the market is making it more difficult for organizations to find, recruit, and select talented people. The competition for talent is intensifying, as there is a huge talent in the market. This makes it more important for the organizations to effectively select and retain quality candidates. Better recruitment and selection strategies result in improved organizational outcomes. The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees. The study is based on the process of Recruitment & Selection of the candidates on the basis of which they will be utilizing their skills for the growth and functions of the organization.

Introduction介绍

In the current scenario, there is a lot of talent in the market so the process of Recruitment& selection has also been made difficult. For instance, Getting into IIMs is really a tough job or getting into a firm called Golden Gate, really calls for competition. So particular attention is given to core skills required in a selection interview such as planning, avoiding potential distortion, questioning, listening and evaluation. Process of recruitment attracts three stages: Identify & define the recruitment, attract potential applicants and selecting the appropriate people, this also helps in determining the organizational objectives.

在目前的情况下，市场上有很多人才，所以招聘和选拔的过程也变得很困难。例如，进入印度管理学院真的是一项艰难的工作，或者进入一家叫金门的公司，真的需要竞争。因此，在选择性面试中需要特别注意的是核心技能，如计划、避免潜在的扭曲、提问、倾听和评估。招聘过程分为三个阶段:识别和确定招聘，吸引潜在的申请人和选择合适的人，这也有助于确定组织目标。

Objective

The objective of making this report is to examine the overall process of Recruiting & selecting in the interest of the organization. In other words, it is also important to note if the HR plans are implemented or not.

Recruitment & Selection招聘与选拔

The process of recruitment & selection deals with the attainment of organizational objectives by selecting the most appropriate candidate. Internet has become the most effective method of recruitment as it saves time and cost of the Recruiters and the Candidates too. In order to achieve the objectives of the organization the HR also follow some practices like Ability Tests, Behavior based interviews and also analyze the candidate's knowledge required for the concerned job. Initially, it involves short listing of those candidates who are eligible for the mentioned profile. Then, the candidate is required to present his ability and knowledge by undertaking some tests which are based to analyze the knowledge of the candidate. Then the candidates are required to take interview on the basis of which the skills of the candidates are evaluated. Then after this stage, HR selects those candidates whom he thinks will prove to be beneficial for the organization.

招聘和选择过程是通过选择最合适的候选人来实现组织目标。网络已经成为最有效的招聘方式，因为它节省了招聘人员和求职者的时间和成本。为了实现组织的目标，人力资源也遵循一些实践，如能力测试，基于行为的面试，并分析候选人的知识所需的相关工作。首先，它涉及到那些候选人的短名单谁符合上述简介。然后，要求候选人通过一些测试来展示自己的能力和知识，这些测试是基于对候选人知识的分析。然后要求候选人参加面试，在此基础上对候选人的技能进行评估。然后在这一阶段之后，HR选择那些他认为会证明对组织有益的候选人。

The role of the human resource function is two-fold:

1. To participate in the decision process by providing information and opinion on each option, including:

Redundancy or recruitment costs

Consequences on morale

Redeployment/outplacement opportunities

Availability of skilled staff within the organization

Availability of suitable people in the job market

Time constraints

Development/training needs/schedules

Management requirements.

This forms part of the information collated from the organization as a whole

2. To support line managers dealing with the people consequences of implementing the decision. Information already gathered provides the basis for a human resource plan.)

Issues Related to Recruitment & Selection招聘和选择相关问题

In order to perform a suitable criteria for selection, there exists different issues as it entails high competition on the technical aspects of different organizations. The recruitment process has been very challenging in today's scenario, since there is lot of competition in the market and to employ the best workforce, the best practices should be adopted, like Reliability, Validity, Costs, Professional Image and Candidate Reaction..

为了执行一个合适的选择标准，存在着不同的问题，因为它需要不同组织在技术方面的高度竞争。在今天的情况下，招聘过程是非常具有挑战性的，因为市场上有很多竞争，并且要雇用最好的劳动力，应该采用最好的实践，如可靠性，有效性，成本，专业形象和候选人的反应。

Validation is a process of establishing a relationship between performance on a selection method and other independently observable measures of the attributes being tested. Costs of employing a candidate is also measured both in quantitative & qualitative terms, like Training costs and employee costs (salary). Apart from this the recruitment process also depends upon factors like the economy situation, the company's performance, its reputation, its market share If the economy is doing well then there would be more hiring in the organizations. Other issues like Gender Bisedness, dominancy by seniors also prevail in the market

The cost and time of following through the selection procedures

Employment processes can be long and costly giving rise to the temptation to take shortcuts. However a rushed employment process can be more time consuming and costly in the long run. The aim is to get the best applicant for the job in open competition.

There should be no short cuts in the selection process, particularly at the short listing stage. All members of the panel should have the opportunity to see all applications and have an opportunity to have input into the short list of applicants.

Conflicts of interest利益冲突

If a panel member is closely related or in an intimate personal relationship there is a potential conflict of interest which should be declared and a replacement found. When an applicant is known personally to members of the selection panel, or is part of their social or professional network there may be a conflict of interest or the perception that one exists. In this case it is extremely important to be vigilant in following the set procedures.

如果小组成员有密切的亲属关系或有亲密的个人关系，则有潜在的利益冲突，应申报并找到替代者。当一个申请人是甄选小组成员私下认识的，或者是他们的社会或职业网络的一部分，可能会有利益冲突或存在的感觉。在这种情况下，在遵循既定的过程时保持警惕是极其重要的。

The selection committee should not receive additional information (e.g. anecdotal material) about an applicant outside the recruitment process. Such information could be based on hearsay or may be influenced by the personal bias of the member who presents the information.

Use of personal characteristics as selection criteria

Problems may arise as a result of requiring that an applicant be ‘assertive’, ‘dynamic’, ‘enthusiastic’ rather than clearly identifying what skills the job requires.

(LA TROBE UNIVERSITY)

According to Mr SUSAN.R. MEISINGER, There exists four Cs in HR Profession:

Competent, Curious, Courageous and Caring.

Competent主管

An HR Professional must be competent enough to face all the challenges that come in front of him/her and able to work in a competitive environment in the interest of the Organizational objectives.

一个人力资源专业人员必须有足够的能力去面对摆在他/她面前的所有挑战，并且能够为了组织目标的利益在竞争环境中工作。

Curious

The HR must be curious to know the information related to candidates which must be in the interest of the organization. It should not be against the interest of the candidate. For example, he should not be asked any question which him feel uncomfortable.

Courageous勇敢的

The HR must be courageous enough to employ the best staff vis-à-vis taking into consideration the costs of the organization. Here is a case explained that Nokia Company wishing to hire some Professionals in the company, the HR (Mr. Halstein Moerk) was courageous enough to deal with the costs & benefits of the organization.(nokia.com)

考虑到组织的成本，人力资源必须有足够的勇气雇用最好的员工在-à-vis。这里有一个案例解释，诺基亚公司希望雇佣一些专业人员在公司，人力资源(霍尔斯坦·摩尔克先生)有足够的勇气处理组织的成本和利益。

Caring

It is a saying that Money is not everything, so the HR should be caring in terms of providing monetary benefits and other amenities like Transporting Facility, fooding etc.

Conclusion结论

Above all, the process recruitment & selection has all the way become more difficult. Since the organizations want to hire more talented and effective employees and can create a difference in the interest of the organization. The organizations have adopted different methods of recruiting a candidate.

最重要的是，招聘和选拔的过程变得更加困难。因为组织想要雇佣更多有才华和有效的员工，可以在组织的利益上创造差异。这些组织采用了不同的方法来招募候选人。

Different kinds of agencies are used to recruit for positions at different levels.

Temporary and government agencies are used mainly to recruit non-management candidates.

Employment agencies, colleges, and professional organizations are used more often to recruit managerial/professional.

Although nearly all (97 percent) the organizations already use behavior-based interviews to some extent when selecting employees, nearly half (49 percent) plan to use them more frequently in the future. This type of structured interview can be used to validly predict future behavior in dimensions (or competencies) critical to job success.

Less than 20 percent of organizations currently use testing or assessment methods extensively in their selection process. However, organizations plan to increase their use of applicant testing and assessment in the future. These structured approaches to assess skills, abilities, and knowledge can significantly reduce the candidate pool by eliminating those who fail to meet the minimum job qualifications.

Finally, better recruitment and selection strategies result in improved organizational outcomes. The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees. In addition, the effectiveness of an organization's selection system can influence bottom-line business outcomes, such as productivity and financial performance. Hence, investing in the development of a comprehensive and valid selection system is money well spent.

最后，更好的招聘和选择策略会提高组织绩效。组织招聘和挑选候选人的效率越高，他们就越有可能聘用和留住满意的员工。此外，一个组织的选择系统的有效性可以影响底线业务结果，如生产力和财务绩效。因此，投资开发一个全面而有效的选择系统是值得花钱的。

留学生论文相关专业范文素材资料，尽在本网，可以随时查阅参考。本站也提供多国留学生课程作业写作指导服务，如有需要可咨询本平台。