人力资源管理（HRM）的核心

招聘流程：人力资源的核心

引言
 

研究指出良好的组织在一个组织中的重要性。20世纪80年代开始裁员，组织对于受聘的员工越来越实际。人力资源的大部分问题都是由于招聘开始时的处理不当。辞职、低动力、表现不佳可能是招聘过程中出现的不正确的程序。

本文论述了好的招聘在技术和管理上的重要性和在招聘过程中遇到的影响。招聘是组织中每个每个管理者的责任。本文主要分为五个部分：招聘的定义；招聘的目的和政策；招聘的问题和不足；招聘的广告和工作描述；招聘的影响和最后讨论的总结。

招聘的定义

招聘是组织选择中最重要的一个步骤。它被解释为是一种获得合适的人力资源的活动，其中的人力资源在组织中的岗位上满足一定的资格和技能。招聘的重要性不能被过分强调了，最好的描述就是组织中的“核心”。

招聘的目的和政策

招聘的过程一旦开始就不会停止，它是一个动态的过程。它的目的是为组织提供一个合适的获选人。其具体的目的如下：

协助提高选择过程中的成功率，通过减少明显的不合格数量和合格的申请者。

提高组织和个人的长短期的计划的有效性。

 

Recruitment Process: The Heart Of Human Resources Management

Introduction

Research points to the importance of good recruitment systems in the organizations. The 1980s brought downsizing, organizations were becoming too effective for their numbers of employees employed by them. Most problems concerning Human resources commences when recruitment is not handled properly. Resignations, low motivation, poor performance may be due to incorrect procedures in the recruitment process.

This article discusses the importance of good recruitment at technical and managerial levels and the implications that are encountered as a result of ad hoc recruitment processes.Recruitment is a responsibility of every manager in the Organization. The article is divided into five sections namely: Definition of recruitment; Purposes and Policies of Recruitment; Deficiencies and Problems; Advertisements and Job descriptions; Implications and finally the Summary of this discussion.

Definition Of Recruitment

Recruitment is the premier major steps in the selection process in the Organizations. It has been explained as an activity directed to obtain appropriate human resources whose qualifications and skills match functions of the relevant posts in the Organization.Its importance cannot be over-emphasized and can also be best described as the‘heart' of the organization.#p#分页标题#e#

Purposes And Policies

The process of recruitment does not stop when it commences, it is a dynamic activity. The purpose of it is to provide an Organization with a pool of qualified candidates. Its specific purposes are as follows:

To assist augment the success rate of selection process by reducing the numbers of obviously under-qualified and over-qualified applicants.

To increase Organizational and individual effectiveness in the short and long term plans.

 

Policies

To achieve the above objectives, it is necessary to have relevant recruitment policies and also to ensure that they are effectively implemented. Policies increase managerial effectiveness by standardizing many routine decisions clarifying the discretion managers and subordinates can exercise in implementing functional tactics. Changing environment has a direct effect on the success and failure of the organization.

These changes take place inside and outside the Organization. Most policies in organizations are never reviewed and they become irrelevant due to the changes in the environment that the organization is operating.

Deficiencies And Problems

Line managers often do not understand the whole process of recruitment. Managers involved in the recruitment should not hire employees that should start as soon as possible. This habit leads to poor recruitment and mis-profiling of individuals who will in turn become part of the problems in the system. Recruitment at an officer and managerial level should be done effectively and one should remember that once you make the mistake it takes sometime before that mistake is corrected. It may be costly to the organization.

Many people we see in organizations today are in the wrong jobs and as a result, they are not utilizing their full potential.? This is compounded by the fact that some companies have built a tradition of hiring people based on personal connections when the person is not qualified for the job. This is a vivid case in most Organizations today. From the authors experience, most recruitment that involves managers are done during discussions at lunch hour, at social clubs or during the coffee break time. All the other processes that follows will only be a formality as the decision would have been made by line managers involved in the process.

This practice suffocates the Organization for professionalism and to some extend leads to obsolete policies. Many of those appointed may not? have the necessary skills and competencies to carry out the functions competently. Also they may not have proper qualifications in the field they are working. Such people will not have much desire to make any contributions in terms of growth and development.? Their contributions are marginal if any, they are just passengers in the system and are protected by those who recommenced them.#p#分页标题#e#

The other thing that the author observed is that, those line managers who are involved in the recruitment are not given courses to enlighten them on the importance of the process.

One may ask, why it is necessary always to be systematic in recruitment process?. Certain type of managers can make a significant impact on Organizations or Companies. Consequently, a process or a strategy is necessary to deal effectively with equal opportunity issues, to hire the right people, to minimize cost and most importantly, to identify marginal performers before they are hired.

Inadequate recruitment procedures will result in a number of staff not being sufficiently qualified either for the positions they hold or their grades levels, especially in management positions. Most formal systems are flawed in such fundamental respects that there is a tendency to circumvent it through the application of ad hoc measures, which often rely heavily on personal contacts.

Advertisements And Job Descriptions

Some Managers during the process tailor make the job descriptions to suit the requirements of their favored candidates they want to recruit. This process of cause has been going on for sometimes and still HR Practitioners are also involved in this professional scandal. This means HR will not have much control over the accuracy of the job description. This makes those individuals sought unique in the system thereby depriving those right candidates who have the necessary qualification.

The job adverts which are toiler made have little resemblance to the job descriptions. Essential requirements of the organization are omitted. Job descriptions should take into account the changing demands, changing technologies and working methods, and reflect the needs of the Organization rather than skills of the organization.

Managers should not overstate qualifications. Setting unrealistically high level for candidates increases the problem of attracting applicants and results in di-satisfaction among the candidates when they find their talents are not been utilized.

Implications Of Poor Recruitment By Line Managers

Most managers are technically minded and therefore require guidance in this operation. Absence of a plan leads to chaotic recruitment that leads to a bumper harvest of unqualified applicants resulting in more unnecessary work for the staff in the recruitment.

If you start the process without a systematic approach, you can rush your decision and end up with a mismatched person who will not be suited to work in the Organization. This is a typical case in some organizations. There is a need to have a system that assists to assess candidates throughout. This reduces the odds that you will have to repeat this extensive, time consuming process.

To terminate a poorly recruited employee especially at managerial level is a costly failure to the Organization, considering the cost involved in recruitment, selection, training etc.Wrong placements at officer levels can lead to stagnation within the system. This may also affect production at one point or the other during the times of change.#p#分页标题#e#

Summary

Recruitment is essential to effective Human Resources Management. It is the heart of the whole HR systems in the organization. The effectiveness of many other HR activities, such as selection and training depends largely on the quality of new employees attracted through the recruitment the recruitment process.

Policies should always be reviewed as these are affected by the changing environment. Management should get specific training on the process of recruitment? to increase their awareness on the dangers of wrong placements.

HR practitioners should be on the guard against all the malpractices and advocate for professional approach through out the system. The HR should indicate disagreement in the event that biasing toward certain candidates is creeping in and point out the repercussions that may follow in terms of performance and motivation.

It is the authors conviction that, the recruitment process should be seen in the context of ongoing staff planning that is linked to the strategic and financial planning of the organization.

Author: Nyamupachari Vareta

Has 16 years working in Human Resources Management, 9 of which was in a large transport Organization and 7 in a UN agency. Currently the author is based in, Brazzaville, Congo, a country in Central Africa. E-mail: [email protected]