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Recruitment: Generating a pool of potential workers from which to gather its possible employees. The purpose of recruitment then is to create a large enough pool of job applicants that desirable candidates can be identified and hire to the available positions. The day to day recruitment of an adequate pool of potential workers appears to be largely a technical exercise focused mainly on spreading the word that an organization is hiring. An example of recruiting is setting up a booth at a trade show to spread the word to collect resumes and put potential applications on a mailing list. Selection: Once a pool has been generated an organization must decide who to hire. There are many ways to go through this process. Due to resource and time constraints, even large organizations typically screen resumes against the qualifications in the job ab, generates a shortlist, interview, perhaps check references and then make a job offer.Difference:Recruitment has a much less scope of bias than does selection. The goals of recruitment (encouraging qualified people to apply) and selection (deciding which candidates would be the best fit) are different enough that they are most effective when performed separately rather than combined as in a job interview that sells candidates on the company.
12.What constraints do organizations face in the ways in which they select employees?The theory of selection diverges from the practice because of time and cost issues. Although a bad hiringdecision can be expensive for an organization. That risk is largely notional, it may not happen, and a more elaborate hiring process may have prevented it. The potential expenses of a poor hire must be traded off against the immediate need to recruit enough workers to complete the work at the lowest recruitment cost possible. Organization may not undertake an extensive selection process due to applicant fatigue and attrition. With the recruitment and selection process involves an organization deciding about a potential worker, it also entails a potential worker deciding about an organization. Extensive testing, (especially psychological) entails cost-monetary, time and psychological stress for the employee. The process may involve multiple interviews (some with a panel) and requests for multiple references. These factors may sour a potential worker on the organization and cause them to drop out ofthe competition – particularly in a tight labour market where there are other opportunities for employment.
13.Why do employees and workers undergo training? Where do their interests converge and diverge?Employers undertake training to increase efficiency in an organization in order to achieve big picture goals. Big picture goals being hire less, earn ore profits and ultimately grow the business bigger and better. Workers also have the inspiration to learn and do their jobs more productively but sometimes their interests can lie in their future selves ie they take the training so they can use it in their future jobs to make more income or have a different job description/task set. Workers have multiple different