Lesson10HumanResourceManagement

Lesson10HumanResourceManagement - Lesson:-10 HUMAN RESOURCE...

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Lesson:-10 HUMAN RESOURCE MANAGEMENT Recruitment, Selection, and Socialization When top-quality ability is in short supply, middle-management recruitment often requires the services of placement agencies or the purchase of expensive ads in newspapers and national publications And when recruiting is done to fill top-level positions, many corporate managements turn to executivesearch firms. These firms generally locate three or four carefully considered prospects who not only are highly qualified but also can be enticed from their present positions by the right offer. High- levelmoves are increasingly common, as companies seek different perspec-tives to meet the challenges of dynamic engagement we discussed earlier. Many firms have a policy of recruiting or promot-ing from within except in very exceptional circumstances. This policy has three major advantages. First, individuals recruited from within arealready familiar with the organization and its members, and this knowledge increases the likeli-hood they will succeed. Second, a promotion-from-within policy fosters loyalty and inspires greater effort among organization members. Finally, it is usually less ex-pensive to recruit or promote from withinthan to hire from outside the organiza-tion. There are some disadvantages to internal recruitment, however. Obviously, it limits the pool of available talent. In addition, it reduces the chance that fresh viewpoints will enter the organization, and it may encourage complacency among employees who assume seniority ensures promotion.The other approach to controlling labor supply is the process of decruitment. In the last decade, many large corporations, government agencies, and small businesses all over the world have reduced the size of their workforce or restructured their skill base. Downsizing is the way to meet the demands of a dynamic environment. Decruitment is not a pleasant task for any manager. Obviously, people canbe fired, but other choices can be more beneficial to the organization. Managers at many companies faced with laying off em-ployees have taken extraordinary measures to help their former employees find new jobs. AT&T took out ads in newspapers advertising their excess employees and their skillsto other businesses. Selection Once the recruiting effort has developed a pool of candidates, the next step in the HRM process is to determine who is best qualified for the job. This step is called the selection process, the process of screening job applicants to ensure that the most appropriate candidates are hired. The selection process ideally involves mutual decision. The organization decides whether to make a job offer and how attractive the offer should be, and the job candidate decides whether the organization and the job offer fit his or her needs and goals. In reality, the selection process is often more one-sided. In situations when the job market is extremely tight, several candidates will be applying for each position, and managers at the organization will use a series of screening de-vices to
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This note was uploaded on 05/20/2010 for the course BUSINESS Organizati taught by Professor N/a during the Spring '10 term at Open Uni..

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Lesson10HumanResourceManagement - Lesson:-10 HUMAN RESOURCE...

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