Team Management Blog 8

Recruitment and selection involve screening and selecting qualified professionals for the job (Compton et al. 2014). It helps in reducing operating costs for an organization as it hires competent and motivated staff for the job, also reducing costs related to staff turnover. Furthermore, the recruitment and selection processes are carried out upon careful consideration of company’s annual budget and long-term goals. Henceforth, team members, performance appraisal ensuring an employee’s performance is at par with company’s expectations and performance appraisal helps in keeping the company’s productivity up (Abraham 2014). Therefore, SHRM teams, regularly administer employees’ performance, provide feedback and training, reward the high-performing employees, and take disciplinary actions when necessary. Furthermore, compensation & employee benefits involve all the elements of a pay package such as salary, incentives, leaves, etc. It is considered as one of the biggest motivating factors for an employee (Bryant & Allen 2013). In addition, a competitive compensation according to market rate and the numerous benefits to the package such as rest and relaxation (Leisure schemes per financial year for employees) facilities to make sure a deserving candidate is not lost out to another company. Although SHRM has numerous functions and purposes to serve within an organization, these three core functions will never change. Therefore, this mission of SHRM in Team Management will always plan, employ, and develop the Team Management and the teams. 

Table 1 (SHRM Recruitment Plan 2015)



Table 2 (SHRM Candidate Tracker 2015)


                                           

Table 3 (SHRM Hiring Dashboard 2015)








                                            

                                                        Table 4 (Standard Operating Procedure 2011)



SHRM ensures enhancement in productivity and effectiveness of the people, thereby fulfilling business objectives (Oke 2015). While it is main objective is obtaining the right talent for the role, it is also responsible for maintaining safe harmonious work environment. Furthermore, recruitment process since SHRM ensures business is adequately staffed, it is involved in planning organizational structures, work environment needs, type of contracts (Lauby 2018). Therefore, part of SHRM functions at organizations determining the sources of recruitment such as advertising and enticing potential candidate’s selection process.

SHRM ensures that selection process is systematic and there are no loopholes. Therefore, it starts with receiving applications and shortlisting candidates for next rounds of interviews and screening and finally offering a job letter to the most suitable employee (Mone & London 2018). The selection process of SHRM varies with nature of the job. Therefore, an onboard and induction process conducted to welcome new hires which brief them on company values, mission, and hierarchy of team members. Furthermore, it helps Team Members settling down immediately (Kuipers et al. 2013). The respective Team Managers in organizations encourage whole team to participate and interact with new employees. Furthermore, amongst various approaches to the recruitment and selection, modern organizations choose to inculcate a bit of each practice, suitable to their needs. Therefore, recruitment is generally carried out two theories, when SHRM plans to recruit using external sources such as advertisements and online agencies as the external recruitment (O'Meara & Petzall 2013) and uses this method during mass or bottom level of staff recruitment and second theory is Internal recruitment take place when a staff is promoted or transferred within an organization (Schawbel 2014). Therefore, the senior-level team members and board of directors are mostly selected through internal recruitment process.

Table 5 (The board of an organization n.d)



External recruitment process brings fresh talent and new ideas to the company (Rees & Smith 2017). It makes the employees believe that there are no partiality and favoritism. However, it is possible that an externally recruited employee shall not fit in with organization’s culture. On the other hand, internal recruitment is generally fast and budget friendly. It provides an opportunity to a deserving and loyal candidate who gives the impression that employees will be rewarded if performing well according to organizations business values. In the meantime, it may also give a rise to unhealthy competition and politics in the organizations culture. The most used recruitment approaches are job boards and websites (Armstrong & Taylor 2014). Although this method is cost effective and manages to attract many professional candidates, it is also time consuming to shortlist suitable candidates for required position. In order to minimize the time taken for planning, recruitment and selection process many organizations prefer taking help of external recruitment agencies (Human Resources Management 2016). The agencies carry out the initial process of shortlisting the candidates, which leaves SHRM teams to focus on the final rounds of interviews. This way, the selection process may have been simplified however, it is expensive. Therefore, many public owned companies prefer advertising through press such as newspapers and magazines, for specialist job vacancies (Powell et al. 2018). Although, it makes a positive statement about the company’s brand and market value, it has no guarantee of success. It helps build brand awareness but at an extremely high cost. Besides, the message reaches out to only those who read that newspaper or magazine.

During the late 1990s, the employee union strike led to many team members leaving their jobs in organizations (Analoui 2017). Therefore, SHRM had to find a way to immediately replace them to operate the business. Therefore, the external recruitment approach was carried out aiming to attract a group of candidates for the job requirements and It occurred many advantages such as being able to reach out to a larger pool of applicants within a short period of time and the new recruitment process brought a fresh outlook to the industry which added to its competency. However, the process turned out to be lengthy and time consuming.


List of References

Abraham, A 2014, Performance Appraisal, 1st (ed.) Hamburg, Germany.

Analoui, F 2017, ''Changing Patterns of Human Resource Management'', 1st (ed.) New Jersey, United States.

Armstrong, M & Taylor, S 2014, Armstrong's Handbook of Human Resource Management Practice. 13th (ed.) London.

Bryant, P & Allen, D 2013, ''Compensation, Benefits and Employee Turnover HR Strategies for Retaining Top Talent'', Compensation & Benefits Review, 45(3), pp. 171-5.

Compton, RL, Morrissey, B & Nankervis, A 2014, ''Effective Recruitment and Selection Practices'', 6th Revised (ed.) Australia.

Kuipers, B 2013, ''Management of Change in Public Organizations'' Public Administration, 92(1), pp. 1-20.

Lauby, S 2018, ''Recruiter's Handbook: A Complete Guide for Sourcing, Selecting, and Engaging the Best Talent. 1st (ed.) Alexandria: Society for Human Resource Management.

Mone, E & London, M 2018, ''Employee Engagement Through Effective Performance Management'', 2nd (ed.) New Jersey, United States.

Oke, L 2015, Human Resource Management. International Journal of Humanities and Cultural Studies (IJHCS) ISSN, 1(4), pp. 2356-5926.

O'Meara, B & Petzall, S 2013, ''Handbook of Strategic Recruitment and Selection'', Systems Approach. 1st (ed.) Bingley: Emerald Group Publishing.

Powell, H., Hardy, J., & Macrury, I., 2018, ''Advertising Handbook. 4th (ed.), New Jersey, United States.

Rees, G & Smith, P 2017, ''Strategic Human Resource Management An International Perspective, 2nd (ed.) Los Angeles, United States.

Schawbel, D 2014, ''New Rules for Career Success'', 1st (ed.) New York: St. Martin's Press.

 

 

 





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