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Choose a job position you are familiar and write a report on it.

 1. determine recruitment responsibilities and objectives 

Who is specifically allocated responsibility for different aspects of the recruitment process?
Besides the objective of recruiting the most suitable person for the position, what other recruitment objective/s are there?
 

 2. review the job description & person specification 

3. review position need 

4. select the recruitment method/s 

What are the advantages/disadvantages of different recruitment methods? Which methods are most appropriate?

Recruitment and Selection Preparation

The report is based on analyzing the human resource management in a specific organization. The methods of recruitment has to be analyzed in order to attract the suitable candidates in the organization and criteria for selection has to be ascertained as this will help in understanding the selection criteria of the candidates in the respective organization. The job position selected is Human Resource Genralist in an organization, as this will help in justifying the methods of selection and recruitment in organizations.

The main aim and purpose of the report is to understand the training methods along with the recruitment and selection methods in the organization as this will help in understanding the objective of the training program in the organization. The two off and on job training methods has to be analyzed, as this will help in understanding the strategies related to recruitment and training.

The structure of the report will help in analyzing the objective of the training program in the organization along with both on and off job training in the organization. The individual and organizational needs have to be properly ascertained by the organization in order to meet the organizational objectives.

  1. Three methods of recruitment

Effective job advertisements are one of the methods wherein the candidates are informed by posting the jobs in different job portals and it will help in attracting the right people for the right job (Melanthiou, Pavlou & Constantinou, 2015). For the post of Human Resource Generalist profile, it is essential for the candidates to have required knowledge on the compliances of the human resource management and it will help them in finding the job through advertisements.

E-recruitment is one method wherein proper advancement in technology as this will help the employers to recruit the suitable candidates for the desired position in the organizations and properly handle the applications through technological advancements as well. The cost of recruitment is low in nature, it is helpful for the candidates to apply for the job 24*7, and it will help them in analyzing the brand of the employer as well.

 Internal appointments are other recruitment method wherein the internal recruitment takes place within the organizations. The HR Generalist profile needs proper knowledge about the compliances and the other training and performance management programs that will be conducted in the organization. Furthermore, at times in the organizations, when a employee is working well and able to achieve the targets within stipulated time frame, it is helpful for both the organization and the higher officials to understand the background of the employee and whether he/she can be promoted for this particular post or not.

  1. Outline on the criteria of selection

The selection methods helps in ensuring the proper content of the job that is required to be possessed by the individuals in the organization. There has to be few number of selectors in the entire process as this will help in analyzing the criteria of the selection of the candidate is matching with the desired profile or not (Ployhart & Weekley, 2014).

For the post of Human Resource Generalist profile, it is essential to consider the following steps:

  • Proper assessment on the generalist profile by checking the biodata of the candidate and proper referencing is must while recruiting a candidate (Kurtz, J., & William, 2017)
  • Proper personality tests have to be conducted by the organization in order to understand the behavior of the candidate that is required for the post of HR Generalist.
  • The attributes has to be checked properly whether the job description is matching with the profile of the candidate, as this will help in recruiting the right candidate.
  • Proper communication and listening skills is essential as this is required in HR Generalist profile and this helps in selecting the right candidate for the particular job profile.
  • The years of experience is necessary in order to select the right candidate for the HR Generalist job profile as this matters in this kind of profiles.
  • The occupational interest has to be ascertained by the organization as this is a crucial job profile that requires proper experience and hard work in order to attain success in the future.
  • Lastly, proper training is essential in the respective job profile of HR Generalist profile, as this will help in selecting the right candidate for the right post.
  1. Different methods of selection

Training including Induction

There are different methods of selection for the post of HR Generalist profile and this will help in analyzing and finding the right candidates for the respective post in the organization. The experience of the candidate has to be selected properly by the organization such as the checking of the bio-data, as this will help in getting a brief about the candidate. For the post of Hr Generalist profile, it is essential for the organization to follow the below mentioned steps:

  • Preliminary screeningis required as this will help the recruiter to understand the interest of the candidate about the respective post and it will help the recruiter in starting searching the profiles related to the HR Generalist profile (Taylor, 2014). In the job portals, the recruiter needs to insert the key words required for HR Generalist profile as this will help in understanding the desirable candidates in the industry and it will help in narrowing the selection of the candidates as well who generally meets the requirements of the HR Generalist profile. The telephonic Interview is necessary in the identification of the candidates of HR Generalist profile. The telephonic round is the first round of interview wherein the recruiters get a brief about the candidate’s interest towards the profile. The telephonic round of interview also helps in confirming whether the applicant is desirable for the post of HR Generalist and this helps in articulating the articulating the qualifications and skills that is required for the respective post (Armstrong & Taylor, 2014).
  • Face-to-face-interviewis the third strep wherein applicant pool is narrowed by properly conducting the screening along with telephonic round of interview. The recruiter needs to understand the requirements of the post and the process is streamlined by process of selection. The recruiter forwards the CV to the hiring manager for next round of interview (Kundu et al., 2015).
  • Cultural fit is the round of interview wherein hiring manager will take the interview and ask different questions that will help the manager in deciding whether the manager is suitable for the culture of the organization. The qualification of the candidate is essential as well but the cultural fitness is essential as well in the candidates as this will help in analyzing the fitness of the organizational values and this is a subjective analysis. The vetting the candidates are essential and it takes place after the interview has been taken by hiring manager of the respective organization. After the hiring manager has taken the interview, he/she informs the recruiter about the selection of the candidate (Prasad & Devi, 2016). The recruiter sends job offer letter to the respective candidate and it is the final stage of the interview process known as the vetting process. The background of the candidate has to be checked properly by the recruiter and then invite the candidate for the final process wherein there will be checking of the documents and the offer letter is offered to the respective candidate. The recruiter of the organization does the reference check and background check is done by the organization as well in order to appoint the candidate within a short span of time (Sarker, 2017).

The method of selection is necessary and important criteria for the HR Generalist profile and this will help in analyzing the requirements of the process for selecting the candidate for the desired position (Oaya, Ogbu & Remilekun, 2017). The steps have to be followed by the recruiter along with the hiring manager, as this will help in recruiting the right candidate within the specified deadline.

The example for the selection methods are as follows:

For instance

 For the post of HR Generalist in a respective organization, it is essential for preliminary screening of the candidates that is followed by telephonic round of interview. Suppose a candidate who has been shortlisted by the recruiter from the job portal and the recruiter shortlists around 10 candidates for the HR Generalist profile. Then the HR recruiter takes the telephonic round of interview and this will narrow the process by reducing the candidature to five candidates in the process. Furthermore, the hiring manager narrows the process of recruitment by taking face-to-face-interview of the candidates, from there it will be reduced to one candidate, and it will be the final candidature for the post of HR Generalist profile (Rideout & Windle, 2017).

  1. This is the entire process of selection of HR Generalist and this is a crucial role in the organizations as HR Generalist is the one who will be taking care of the compliances and the other payroll departments in the office as well (Walker et al., 2013).
  2. Three employment checks

The pre employment checks that are required are as follows:

  • Proper qualificationis required for the post of HR Generalist profile as this will help in analyzing the past qualification of the candidates as for this respective profile, MBA HR is required as they will able to handle the functions of generalist in the organization. The certificates are mandatory before joining, as this will help the organization in analyzing the educational background of the candidate (Klotz et al., 2013).
  • Security check is essential in nature for the HR Generalist profile, as proper checking of the criminal and the state legislations has to be clear as it matters in all kinds of job and it ensures the company that the candidate is suitable for the required post as well (Semingson et al., 2016).
  • Medical and health checkis essential in nature, as for the HR Generalist profile, the fittest candidates are required for this post as the HR needs to travel to different places for the job requirements and it will help in gaining competitive advantage to the company as well (Kang & Shen, 2017). The HR has to be physically and mentally fit, as this is the necessity of all the jobs that has to meet such criteria. The status of the work is required in the HR Generalist profile as it is essential for the organization to check the citizenship of the employee and the status of the employees whether they are ready to relocate to other places or not as well.

Specific individual and organizational needs the induction-training programme meets

Schedule

Topic

Content

Responsible person

Resource

Place

Method of training

Signed off

10:30- 11:30 A.M

Introduction the organization and department

Introduction to the team mates and managers of the organization

Line manager

Verbal communication on the job profile of the new joinee

Office

On the job training

Line manager

11:30- 12:00 P.M

Introduction to health and safety regulations

Demonstrate the importance of health and safety at the workplace.

Show the safety signs to the new joinee.

Fire and earthquake procedures.

Health and safety officer

Safety rules and policies booklet

Training room on site

Verbal communication on health and safety of the individuals

Health and safety manager

12:00- 12:30 P.M

Tea break

-

Canteen manager

-

Canteen

-

Canteen manager

12:30-1:30 P.M

Culture system of the office

Reviewing the process of usage of the equipment and security of the computer system as well.

Line manager

Verbal communication on the culture that has to be followed

Board room

Off the job training

Line manager

1:30- 2:00 P.M

Evaluation and monitoring

Proper monitoring of the induction program

See sample templates that will support the entire process

Reviewing the meetings

Line manager

Checklists

Office Floor

Off the job training

Line manager

2:00- 3:00 P.M

Lunch

-

Canteen staff

-

Canteen

-

Canteen staff

3:00-4:30 P.M

Probation

Probation policies

Line manager

Proper policies and procedures checklist

Office floor

On the job training

Line manager

  • It helps in reducing the cost of startups and saves timeas well as this will help the employees of the organization to acquire the necessary skills on their job immediately. It will help in reducing the cost of the training for single individuals as well (Guedes, 2015).
  • It helps in reducing the turnover of the employeesin the organization as when there is no such induction program in the organization, the employees will leave the organization and this will affect the organization as well. Induction program will introduce the employees about the organization growth and this will help in making the system productive as well (Davis et al., 2015).

Individual needs of induction training program

  • It helps in reducing the anxiety of the individuals as it is necessary to learn about the objectives of the organization and it is essential for the new employees in the organization to get clarity on the objectives of the organization.
  • It helps in providing detailed informationto the new employees in the organization and it will include the policies and procedures of the organization that has to be followed by the new joinee in the future (Greiner, 2015).

Planning a proper induction program will help in influencing the individuals and this will help the employees in integrating within organization and achieve the goals of the company as well. Therefore, proper on boarding is essential for the organization, as this will enhance the organizations goals and objectives.

Objectives of induction program

  • To reduce the anxiety of the new joinees in the organization when they enter to the new organization and perform new tasks(Breaugh, 2017)
  • To familiarize the employees in the organization with the new job, people and work environment of the job (Zhang, Zhao & Tang, 2016)
  • To reduce the different exploitation that is done by the unscrupulous workers

Key content in induction program

  1. Terms and conditions of the employment has to be provided to the new employee of the organization as this is the legal requirement of the employers to provide to the employees in a written form as this is necessary to be provided (Bhattacharya & Vora, 2014).
  • Health and safety policies is required to be provided to the new employees as this will help in enhancing the system and it will give them a brief about the issues and remedies to solve such issues as well.

On the job training methods

For instance

When a new employee has joined organization for the post of HR Generalist profile, the main task of the higher official is to assign the HR a task that will help in making the employee understand about the job profile and it will be easy for the employee about the entire job.

The pay slips and the compliances of the job has to be properly handled by the HR Generalist and he/she will be working for the own organization itself. The line manager can implement job rotation for the employee, as this will provide different views on different jobs as well.

Off the job training methods

The role-play method can be applied to the off job training method. When a new employee has joined new organization, it is essential for the line manager to organize a role play wherein in a situation the employee has to deal with different issues that are faced by him/her in the future and he/she can get a brief of the issues presently as well.

Organizational Needs of Induction Training Program

References

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Bhattacharya, S., & Vora, K. (2014). An understanding to recruitment and selection in a HR Consultancy: A case study approach based in Goa. International Journal of Education and Management Studies, 4(4), 349.

Breaugh, J. A. (2017). to Recruitment. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, 12.

Davis, B. H., Gilles, C., McGlamery, S., Shillingstad, S. L., Cearly-Key, T., Wang, Y., & Stegall, J. (2015). Mentors as teacher leaders in school/university induction programs. The power of teacher leaders: Their roles, influence, and impact, 70-81.

Greiner, B. (2015). Subject pool recruitment procedures: organizing experiments with ORSEE. Journal of the Economic Science Association, 1(1), 114-125.

Guedes, S. (2015). The Use of Social Media within the Recruitment and Selection Process

Kang, H., & Shen, J. (2017). International Recruitment and Selection Policies and Practices. In International Human Resource Management in South Korean Multinational Enterprises(pp. 51-84). Springer Singapore.

Klotz, A. C., Motta Veiga, S. P., Buckley, M. R., & Gavin, M. B. (2013). The role of trustworthiness in recruitment and selection: A review and guide for future research. Journal of Organizational Behavior, 34(S1).

Kundu, S. C., Rattan, D., Sheera, V. P., & Gahlawat, N. (2015). RecRuitment and Selection techniqueS uSed in coRpoRate SectoR: a compaRative Study of indian and multinational companieS. Journal of Organisation and Human Behaviour, 4(4).

Kurtz, J., & William, A. (2017). INFLUENTIAL ROLE OF EMPLOYEE PERCEPTION OF RECRUITMENT AND SELECTION ON PERFORMANCE. AUSTRALIAN JOURNAL OF ECONOMICS AND MANAGEMENT SCIENCES, 7(5).

Melanthiou, Y., Pavlou, F., & Constantinou, E. (2015). The use of social network sites as an e-recruitment tool. Journal of Transnational Management, 20(1), 31-49.

Oaya, Z. C. T., Ogbu, J., & Remilekun, G. (2017). Impact of Recruitment and Selection Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria. International Journal of Innovation and Economic Development, 3(3), 32-42.

Ployhart, R. E., & Weekley, J. A. (2014). Recruitment and selection in global organizations. The Routledge companion to international human resource management, 155-171.

Prasad, M. V., & Devi, M. U. (2016). A Study on Recruitment and Selection Process with reference to Hindu Temples in Visakhapatnam, AP, South India. Indian Journal of Arts, 6(20), 166-177.

Rideout, G., & Windle, S. (2017). BEGINNING TEACHERS’PUPIL CONTROL IDEOLOGIES: AN EMPIRICAL EXAMINATION OF THE IMPACT OF BELIEFS ABOUT EDUCATION, MENTORSHIP, INDUCTION, AND PRINCIPAL LEADERSHIP STYLE. Canadian Journal of Educational Administration and Policy, (104).

Sarker, B. (2017). Evaluation of Recruitment and Selection Process of Mutual Trust Bank Limited (Doctoral dissertation, Daffodil International University).

Semingson, P., Collins, D., Hungerford-Kresser, H., Hurlbut, A., Myers, J., Owens, D., & Robertson, M. (2016, March). Digital Teacher Induction via Webinars and Social Media. In Society for Information Technology & Teacher Education International Conference (pp. 367-372). Association for the Advancement of Computing in Education (AACE).

Taylor, S. (2014). Recruitment and selection. Strategic Human Resource Management: An International Perspective, 10(6), 139-14.

Walker, H. J., Bauer, T. N., Cole, M. S., Bernerth, J. B., Feild, H. S., & Short, J. C. (2013). Is this how I will be treated? Reducing uncertainty through recruitment interactions. Academy of Management Journal, 56(5), 1325-1347.

Zhang, Y. X., Zhao, W., & Tang, Y. J. (2016). Multilevel induction of apoptosis by microtubule-interfering inhibitors 4β-S-aromatic heterocyclic podophyllum derivatives causing multi-fold mitochondrial depolarization and PKA signaling pathways in HeLa cells. Oncotarget, 7(17), 24303.

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