HRM Study Blog

  EMPLOYEE RESOURCING: Employee Selection According to Philip and Kola (2023), defined selection as the process by which an organization identifies individuals who best satisfy the eligibility requirements for the advertised post from a list of potential participants recruited by the recruiting activity. The purpose of the selection process is to choose from those available the individuals most likely to perform successfully in a Job. According to Karim et al (2021), On the other hand, selection is the process of selecting the most suitable applicants from among the alternative candidates. The objective of the selection process is to match the applicant’s ability, knowledge, skills, and experience with job requirements in a fair and legal manner. The Selection Process According to Gomathy (2022), a series of steps is normally followed in processing an applicant for a job and objective of the decision in selection is to choose the individual who can most successfully perform...

  EMPLOYEE RESOURCING: Employee Recruitment Recruitment involves seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen. According to Hamza et al (2021), Recruitment is the process of discovering or selecting and hiring or best-qualified candidates from inside or the process by which organizations locate and attract individuals to fill job vacancies. According to Devi & Banu (2014), The process of finding and hiring the best qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost-effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee into the organization. Process of Recruitment According to Oyadiran et al (2023), the Quality of an organization's human resources (HR)   determines its success or failure,   recruitment continue...

EMPLOYEE RESOURCING: People Resourcing Practice Employee Resourcing largely deals with Recruitment and Selection, talent, and career management, and introducing people to the organizations. However, according to Armstrong (2014), absence management, employer brand, employee turnover, Retention Planning, Absence Management, and Induction areas will be covered under the employee resourcing practices. And in this blog will discuss employer brand, Employee turnover, and employee retention.     Employer Brand According to Saini (2023), according to various surveys and reports, employer branding has consistently appeared as one of the top human resource/talent trends in the last 5 years. The relationship between employer and employee has observed a paradigm shift in a dynamic and competitive talent market, and the standardized employee value proposition is longer valued. Ambler and Borrow (2016) defined relationship marketing as “attracting, maintaining and in multi-service ...

EMPLOYEE RESOURCING: Human Resource Planning Organizations need to know how many people and what sort of people they should have to meet present and future business requirements. According to Rameshbabu (2018), Conceptually, human resource planning should be an integral part of business planning. Therefore, human resource planning is not only the task of HR managers, but all organizational managers’ plan needs and availability personal in accordance with the interests they and the progress organization (Chiara et al, 2023). Hard and Soft Human Resource Planning. According to Paul and Shah (2021), a distinction can be made between ‘Hard’ and ‘Soft’ human resource planning. The former is based on quantitative analysis to ensure that the right number of the right sort of people is available when needed. Further stated according to Prashanthi (2013), is more explicitly focused on creating and shaping the culture of the organization, therefore there is a clear difference between corpo...