I have read and understood NCC education’s policy and academic dishonesty and plagiarism.
I can confirm the following details:
Program and qualification name: Level 7 DIPLOMA IN BUSINESS MANAGEMENT
Student ID/ Registration number: 00140293
Name: Munguntsag Munkhbold
Centre name: NAT007 National University of Mongolia
Module name: 706 MANAGING PEOPLE IN ORGANIZATIONS
Module leader: Kawaguchi Shinichiro
Number of words: 3252
I confirm that this is my own work and that I have not plagiarized any of part of it. I have also noted the assessment criteria and pass mark for assignments.
Due date: 21st December 2012
Submitted date: 18th December ...view middle of the document...
Staffing and resourcing, especially recruitment and selection, is one of the most important feature of HRM in all kind of organizations regardless of their size, structure, fame or sector.
According to a study, the key of organizational success is to find right people on right positions on the right time. It also depends on knowledge and skill, training and development and retention of staff. Therefore some researchers agree that any organization can be assessed by their employees.
The purpose of human resource management is to:
* Attract potential and skillful candidates
* Build potential employee retention
* Motivate employees
At the macro-level, HR oversees organizational leadership and culture. HR also need to be consistent with employment and labor laws which are often related to health, safety, and security of employees.
Today it is more strategic and comprehensive path to managing people, workplace culture and internal and external environment. There are also many challenges to human resource management because of fast-changing and unpredictable environment, for example; globalization, changing demographics, changing customer relationship etc, which means that HRM is becoming broader than before. Effective HRM provides workforce to contribute effectively and productively to the general company direction and the accomplishment of the organization's goals and objectives. These changes make all kind of organizations to improve their HRM planning, especially, recruit and select the right people in suitable positions. Recruitment and selection is a core part of the main activities underlying human resource management: namely, the acquisition, development and reward of workers. So there is a question that what HRM planning is good and how to find right people in a company or organization.
That is the reason why I want to choose this topic which is about recruitment and selection.
2.0 Background of theory of recruitment and selection
In this section I examine the concepts and models such as competency and traditional based recruitment and selection process and each of advantages and challenges respectively. Foremost I consider the main concept and definition and difference between them. The definition of recruitment and selection:
* To define the vacancy (the available position for recruiting)
* To identify relevant personal attributes correlated with effectiveness (person specification)
* To look for and attract relevant applicants
* To appraise candidates
* To narrow down them
* To make the final decision
Traditional recruitment and selection: Compared to the modern method which is possible to apply online using modern interviewing and hiring techniques such as social media for applicants, traditional method is usually used to determine procedure when people apply for jobs using traditional paper applications and resumes. Although business circumstance is changing...