Literature Review
Introduction
A perfect place which is made to have the significance of employees particularly, in which the employees that would get the things in the right manner is known as an Organization (Aswathappa, 2002). Apart from this particular definition, there is yet another important definition related with the organizations, which is that organization is a core place wherein lots of employees work together which are bifurcated into different departments in particular is known as an Organization (Aswathappa, 2009).
There are numerous departments that collectively make and transform such strategies from which they can execute the things in the right manner, and among those departments there is a name of Human Resources Department (HRD) as well. Human Resources Department is one of those organizations of an organization that has a direct linkage with the financial and strategic position of an organization, because it will value the employees perfectly. The HR department is held responsible for making the things effective in the right manner, and they will get the things accordingly. Apart from hiring and firing of employees, making the organization able to comply with the HR based code of conducts and standards is an important thing that will be done and accomplish by the HR department during their core effectiveness (Aswathappa and Reddy, 2010).
There are certain activities that specifically associated with the organizations and among them Recruitment and Selection are one of them. In this literature review, it is advice to create a research paper in which the contrasting activities of the HR department would have been analyzed in theory with the same in practice. It should have the basic definition of recruitment and selection with the implication of relevant theories and models, and then move towards the main topic which will be taken into effect accordingly in the same matter of time.
Recruitment: An Overview
According to Aswathappa and Reddy, (2010), recruitment refers to the overall process of attraction, selection and appointments which are suitable for the candidates as far as an organization is concerned. Recruitment is a strategy that will hire the payment from the permanent or temporary things particularly. Recruitment can also refer to those processes that involved in the choosing and recruiting the unpaid and paid positions (Bolton and Houlihan, 2009).
In the light of Bolton and Houlihan, (2009), the process of recruitment would have been considered within an organization, specifically by the in-house managers, human resources generalists and the recruitment based specialists. The internet has now emerged as an important medium that can cover up the things in the right manner for the companies in terms of recruiting the employees accordingly and effectively (Dale, 2006).
According to the theory of Recruitment, organizations usually considers number of works and operations for their core effectiveness in the market. As per Dale, (2006), most of the times, the process of recruitment associated with the placing of employees on a specific work within an organization. It may be termed as promotion or demotion, however there are many cases in which there will be no financial and non financial benefits and hazards associated with the recruitment (Dale and Iles, 1992). One of the major advantages to give the responsibilities to the in line employees is the familiarity of the company with their employees. Companies are high in familiarity with their employees and they will consider them for their core effectiveness in the market (Dale and Iles, 1992). It not only decreases the operational cost of a company, but also fulfills the position of the company accordingly with the nearest possible time. As per the theory of recruitment, organizations would certain get added advantage with the help of different aspects particularly for the core analysis, and it is also associated with the HR based theories and practice. As analyzed by Grimshaw, (2009), It is not necessary that the recruitment policy and specification commence with the internal aspects, but it can also covers the external aspects as well. External Recruitment starts from publishing a want ad, and then accumulates CVs and resumes of different potential candidates. A recruitment manager has the guts and ability from which they can recruit and hire those potential candidates which are highly effective and powerful for their organizational profit. A recruitment manager has the guts to screen the CVs and resumes and select the only resumes which are totally associated with the requirement of the job.
After the current economic crisis, there were numerous organizations who initiated the stance of internal recruitment to give two different responsibilities to a single person. It was an important strategy at that time through which the organizations decreased their operational cost by influencing single candidate to have different responsibilities (Kristof-Brown and Billsberry, 2013).
Selection
As per Kristof-Brown and Billsberry, (2013), selection is yet another important activity that specifically associated with the Human Resources Management (HRM) department, and it usually associated with core selection of the employees to a specific thing accordingly. Selections are all about selecting the things in an effective manner, and select the thing accordingly in an effective manner. The process of selection can be for both internal and external are essential, and companies have been seen to adopt the same procedure in their core future accordingly (Kristof-Brown and Billsberry, 2012).
According to the theory, the process that specifically used for interviewing and evaluating the candidate in terms of having a specific job in the market is known as Selection (Kristof-Brown and Billsberry, 2012). It is basically associated with the selection for the employment based on a certain criteria. There are simple process and complication processes that found interactive and effective for the sake of an organization particularly. Selection leads to retention of employees in an effective manner, and it is very important for an organization to have a perfect selection process to get the things in the right manner for them. As per the theory of selection, the criteria that used specifically by the organizations to have the commanding position in terms of selection would be quite effective and positive for their core future. Selecting the employees for the right job at the right time is an important thing which usually associated with the organizational level of the company (Nickson, 2007). It is also associated with providence of training and development to the employees of the company which are already working with the company for their core effectiveness.
The process of recruitment and selection can be used with each other parallel because the process is very important for the organizations to stay in the business (Nickson, 2007). Employees known as the back bone and life blood of an organization, and it will be tough ask for the companies to have effectiveness in their market and operations without satisfying the needs of their core employees. Organizations would get certain appreciation with the help of recruiting and selecting the employees in such a manner that it can create effectiveness for their employees as well as for their shareholders in an organized and perfect manner.
Contrasting Approaches to Recruitment & Selection (R&S) in theory and Practice
In the light of Nickson, (2007), it is an obvious fact that the activities of an organization are totally different in theories and in practice. In practice, organizations become more practical towards selecting an employee and how the selection process will work for the company in getting their cost on a lower manner. In theory recruitment and selection process is like a piece of cake that can be initiated and completed by any individual without having the technical knowledge in particular, however it is totally different in terms of practicality, and individuals who have the thorough and technical knowledge of R&S can accomplish the task easily that will be initiated specifically with the help of this particular strategy.
As highlighted by Nickson, (2013), in theory, it is found that those organizations who want to have internal recruitment and selection process would like to get their appreciation and effectiveness from the job ad in a memo or in an advertisement. For the internal R&S, a memo is required in which all the employees as well as the managers will be informed about a new vacancy in the company, and those employees which have the relevant qualification and experience should inform their immediate mangers or the management regarding their willingness to work on the new position. However, in terms of practicality, the entire stance of R&S is different from the theory (Roberts, 1994). In the practical aspect, manager would select their favorite employee for the new position in the market. This particular strategy lies in the contrasting region of practicality (Roberts, 1994). Such practice of selecting the favorite employee for a new position or for the training and development is known as Biasness in Recruitment and Selection, which is increasing day by day in different parts of the world, and it gained a robust pace after the current economic crisis. Apart from the R&S, there are certain things which are increasing the level of biasness among the organizations that include some performance measurement and management system as well. Proper monitoring and examination are some of the important things that will create a difference in the companies in an effective manner. Such biasness in the internal R&S process may deliver some major problems for the organizations and for their employees, as it will leave then ineffective and unsatisfied while working in the company which will have a direct impact over their core productivity and level of efficacy as well (Roberts, 1994).
Apart from the internal process, there is a large difference found among theory and practice of R&S in terms of external process aspect. The external process of R&S starts from the giving an ad in the newspaper or other different places in particular to get the things in the right manner (Roberts and Adams, 2012). According to the theory of R&S, external process starts with giving ad for the public, and then start screen the CVs for the potential candidates for their selection in the relevant department on a relevant position. As per the theoretical knowledge the process is very easy, however there is a total change associated with the practicality in particular (Roberts and Adams, 2012). Most of the time, there is biasness in the entire R&S process which will not be effective for the company in their core future aspects. Most of the times, it is seen that jobs will be fulfilled prior than the advertisement in particular, and most of the organizations of the world have been seen in the same respective aspect. This particular strategy is not at all effective for the organizations because it is totally different for the companies in all over the world. Organizations should monitor this particular biasness level in order to overcome on all of the problems they will encounter in real terms (Roberts and Adams, 2012).
Conclusion
Recruitment and Selection which has been referred as one of the most important activities of the HR department most of the times accomplished different things for their core productivity and effectiveness, and there is a total difference found in the practicality and theory of this strategy and its core initiation. The entire analysis revealed that there is a big difference found among the theoretical aspects and practical provision of the organization s for this thing, and the reasons have been duly mentioned in the analytical text.
References
Aswathappa, K. (2002). Human resource and personnel management. New Delhi: Tata McGraw-Hill Pub.
Aswathappa, K. (2009). Essentials of business environment. Mumbai [India]: Himalaya Pub. House.
Aswathappa, K. and Reddy, G. (2010). Strategic management. Mumbai [India]: Himalaya Pub. House.
Bolton, S. and Houlihan, M. (2009). Work matters. Basingstoke, Hampshire: Palgrave Macmillan.
Dale, M. (2006). The essential guide to recruitment. London: Kogan Page.
Dale, M. and Iles, P. (1992). Assessing management skills. London: Kogan Page.
Grimshaw, E. (2009). The perfect fit. Eastbourne: DragonRising Pub.
Kristof-Brown, A. and Billsberry, J. (2012). Organizational Fit. New York, NY: John Wiley & Sons.
Kristof-Brown, A. and Billsberry, J. (2013). Organizational fit. Chichester, West Sussex: Wiley-Blackwell.
Nickson, D. (2003). Continuity and change in the global hospitality industry. Oxford: Butterworth-Heinemann.
Nickson, D. (2007). Human resource management for the hospitality and tourism industries. Oxford: Butterworth-Heinemann.
Nickson, D. (2013). Human Resource Management for Hospitality, Tourism and Events. Hoboken: Taylor and Francis.
Roberts, G. (1994). The mirror of alchemy. Toronto: University of Toronto Press.
Roberts, G. and Adams, D. (2012). Doctor Who. New York: Ace Books.
