Mobile recruitment

 

Mobile recruitment 

Mobile based communication in office environment creates a one to one communication facility and having a strong communication power with personalized call /message facilities would make the recruitments more effective and quick in implementation. With the development of data video communication facilities mobile phones have been identified as the essential part for maintain a direct communication and the channel of mobile phone communication can be facilitated at any remote location. 

 

References

Brent, Gleson, 2018. Employee engagement. Forbes , 6(5), p. 88.

Carl Turnley , 2019. how to make Effective employee relations. Business times, 5(6), p. 77.

Gary, Rees, 2017. Strategic Human Resource Management: An international perspective. 2 ed. London: Elsiver.

Jason,L, 2018. Talent Management Cycle. [Online] 
Available at: https://businessjargons.com/talent-management.html
[Accessed 02 10 2019].

Kramar, Bartram, 2014. Strategic HRM different roles. Strategic management, 4(2), p. 33.

Mettl, K, 2018. Assessment center. [Online] 
Available at: https://mettl.com/en/assessment-center-development-center
[Accessed 03 10 2019].

Philip Pete , 2016. Business Ethics. Business Times, 23(5), pp. 55-59.

Ralpgh, Knor, 2018. Job Design. [Online] 
Available at: www.what ishumanresource.com
[Accessed 01 10 2019].

Robert E. Quinn , 2017. Organizational culture. Timesw, 23(5), p. 66.

Tomas, Cammero, 2018 . Learning culture. [Online] 
Available at: https://hbr.org/2018/07/4-ways-to-create-a-learning-culture-on-your-team
[Accessed 01 10 2019].

 

 

 

 

Ethics in HRM

 Ethic in HRM

Effective Employee Relations

 

Effective Employee Relations

Organizational Culture

Organizational Culture 

How to improve Employee engagement

 How to improve Employee engagement

Importance of Job design

 Important of Job design

Learning & Development Culture

 

Learning & Development Culture

Need of Assessment center in an Organization

Need of Assessment Center in an Organization

Recruitment Policy in an Organization

 

  Recruitment Policy in an Organization

A recruitment policy is a framework that clearly outlines all your business’s recruitment practices. Requirement is connecting employee and employer organization requirement to fill personal and company goals. And also opportunity creates employment for different level of social unemployment person. Recruitment is the process of hiring qualified employees for an organization to meet the goal of any organization; Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for occupations within an organization. The purpose of a recruitment policy is to promote consistency, transparency, compliance and adherence to labor laws and legislation. No business can afford to be without recruitment.

 

In today’s world recruitment policy is considered as a strategic approach as per the strategic human resource management (SHRM) principles. Organizations must carefully consider whether they are hiring internally or externally. Many employers prefer to hire internally first and only seek external hires if internal efforts fail. Internal recruits are less expensive because there is little or no recruiting fee, and they typically don't require in-depth training, referral bonuses, or travel and relocation costs. Internal hires are also generally faster. For an internal hire, the process can be completed in a matter of weeks. Internal hires generally have readily available performance review and management support documents, and managers have a good idea of ​​an employee's strengths. It can also be easier for employees to be successful in a new job at the same company as they already have workplace connections and are familiar with the company culture.

The fact that internal recruiting is good for employee morale is also of the utmost importance. If employees constantly see positions being filled externally, they may feel like they have no future in your organization and may lose motivation or quit for a better opportunity elsewhere. See Staples encourages internal mobility to retain top talent.

Typical recruitment process will be as follows,

    References

Kramar, Bartram, 2014. Strategic HRM different roles. Strategic management, 4(2), p. 33.

 

 

 

Strategic Human Resource Management

 

Strategic Human Resource Management

In modern days Strategic Human Resource Management (SHRM) has become a vital component in organizational management. Traditional Management processes are revolved around planning, organizing, staffing, leading and controlling functions. In that Human Resource Management used to have a key role in acquiring, training, appraising, compensating employees and ensuring other labor relations and health and safety matters are addressed. 

 

Strategic Human Resource Management (SHRM) concept has gone a step ahead and become an integral part of the organization by connecting to the company’s strategic goals and objectives in order to enhance the level of performance and innovative thinking of the overall strategy implementation process. Ultimate effort is to enable the organization to achieve its strategic goals. (Gary, Reies, 2019).

                  Figure 1: Strategic Human Resource Management components

                                    Source: (Kramar, Bartram, 2014)

 

References

-Gary, Reies, 2019. Strategic Human Resource Management (SHRM): An international perspective. 3^rd  ed. London: Elsiver.