Evolution of Human Resource Recruitment
Evolution of Human Resource Recruitment.
Recruiting employees is the main part of Managing Human Resource. The organization must have a clear explanation of “Why candidates choose this organization as an employee?”. Which must describe organization vision as well as employee career endeavour. Therefore, attracting skilled candidates to the organization is the initial step of recruiting employees.
In the '90s Recruiting process put a step to the Strategic Human Resource Management (SHRM), to forecast job opportunities for future organization requirements. “One of the most challenging aspects of adopting strategic human resource management (SHRM) in the industry is employee resourcing, which comprises the staffing, performance, human resource administration and change management functions within contemporary organizations” (Raiden, Ani Birgit, 2004).
The Strategic recruiting process has two main sources for selecting candidates. First and the most important candidates are existing employees because existing employees can easily shape and develop according to the organizational culture and job design of upcoming vacancies in the organization. SHRM is to keep tracking individual employees who aren't interested in working for the organization and Employee Evaluation is guidance to rewarding as well as job leavings/retirements.
The second source is the External candidates. Attracting Top Passive candidates is the biggest challenge to the HRM Division. The selected candidates should be fits to the organizational culture and the job specification. HRM division must have a proper selection procedure to find out the abilities, attitudes, and skills required to do the job efficiently and keep updating about new talents for hire when organization requirements arise.
Uncertain future trends make millennial workforce to change their jobs frequently. Most of the time the HRM Division is responsible for the retention of employees. “People don’t leave jobs; they leave toxic work cultures” Dr. Amina Aitsi-Selmi. Therefore, SHRM stands for forecasting future demands for human resource arise within the organization.
The advancement of SHRM is Talent Management (Figure:1). Nowadays organizations need employees to fill the competency gap in the industry, Identifying and attracting a Higher Performing workforce defined as Talent Management. Talent management needs to address sudden Market changes and trends promptly. “You can win the war for talent, but first you must elevate talent management to a burning corporate priority” (Quarterly, 1998) .
In the '90s Recruiting process put a step to the Strategic Human Resource Management (SHRM), to forecast job opportunities for future organization requirements. “One of the most challenging aspects of adopting strategic human resource management (SHRM) in the industry is employee resourcing, which comprises the staffing, performance, human resource administration and change management functions within contemporary organizations” (Raiden, Ani Birgit, 2004).
The Strategic recruiting process has two main sources for selecting candidates. First and the most important candidates are existing employees because existing employees can easily shape and develop according to the organizational culture and job design of upcoming vacancies in the organization. SHRM is to keep tracking individual employees who aren't interested in working for the organization and Employee Evaluation is guidance to rewarding as well as job leavings/retirements.
The second source is the External candidates. Attracting Top Passive candidates is the biggest challenge to the HRM Division. The selected candidates should be fits to the organizational culture and the job specification. HRM division must have a proper selection procedure to find out the abilities, attitudes, and skills required to do the job efficiently and keep updating about new talents for hire when organization requirements arise.
Uncertain future trends make millennial workforce to change their jobs frequently. Most of the time the HRM Division is responsible for the retention of employees. “People don’t leave jobs; they leave toxic work cultures” Dr. Amina Aitsi-Selmi. Therefore, SHRM stands for forecasting future demands for human resource arise within the organization.
The advancement of SHRM is Talent Management (Figure:1). Nowadays organizations need employees to fill the competency gap in the industry, Identifying and attracting a Higher Performing workforce defined as Talent Management. Talent management needs to address sudden Market changes and trends promptly. “You can win the war for talent, but first you must elevate talent management to a burning corporate priority”
Figure 1:HR Evolution
References
Evi Hartmann, Edda Feisel, Holger Schober, 2011. Journal
of World Business. [Online]
Available at: https://www.sciencedirect.com/science/article/pii/S1090951609000741
[Accessed 13 04 2019].
Available at: https://www.sciencedirect.com/science/article/pii/S1090951609000741
[Accessed 13 04 2019].
Quarterly,
M., 1998. ResearchGate. [Online]
Available at: https://www.researchgate.net/publication/284689712_The_War_for_Talent
[Accessed 13 04 2019].
Available at: https://www.researchgate.net/publication/284689712_The_War_for_Talent
[Accessed 13 04 2019].
Raiden, Ani
Birgit, 2004. EThOS. [Online]
Available at: https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.415851
[Accessed 13 04 2019].
Available at: https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.415851
[Accessed 13 04 2019].
Talent Management and Resourcing at Porsche https://www.newessays.co.uk/wp-content/uploads/2017/07/Human-Resource-Management-Assignment-Sample-Newessays.co_.uk-17.07.17.pdf
Recruting employees is the firstthing in the hrm ..Thanks for the knowledge sharing
ReplyDeleteYes, Kanchana thank you for your comment. Actually recruiting process must focus on the competency gap in the industry.
DeleteWell articulated article,
ReplyDeleteWell said .. As per my understanding from your article. SHRM should find future need for human resource and devolop internaly or recruit from outside .. its proactive way of HRM . Hope i'm right.
ReplyDelete.
Thank you Rashid. yes, you are totally correct. SHRM is for forecast future Human resource requirement
DeleteSHRM involves working with employees in a consensual method to boost retention, improve the quality of the work experience, and maximize the mutual benefit of employment for both the employee and the employer.
ReplyDeleteE-recruitment is one the best ways to attract semi-passive and passive candidate. On the other hand, it will lead to attract a lot of unwanted candidates, which will cost a lot of our precious time, as once a job vacancy is posted on social media, it spreads out of anyone's control.
ReplyDeleteYes Shardha I'm agree with you.
DeleteWe live at time where employees are more prone to change jobs frequently. However attracting candidates with the right competency is the key to retain them. This is where the right talent management practices come into action.
ReplyDeleteCorrect Sanjeewani SHRM for attract the most suitable candidate to the job role.
DeleteVery well explained how the Recruitments should be done and the importance of using the talent of the existing employees because existing employees can easily shape and develop according to the organizational culture. As a result the relationship with an organization and the employees will be very high which will help high performance,
ReplyDeletePlease make sure to cite whatever the references you have listed. In other words, list only the references that you have cited.
ReplyDeleteIt is also important to ensure that staff management, human resource management work with the interests of the organization. Many organizations change and increase their view to HRM is a strategic rather than operational issue, and means that SHRM functions tackled and solved by the particular line manager.
ReplyDeleteWell said. keep it up.
ReplyDelete