The principles of Recruitment and Selection

 

The human resource department of the organization need to be well-well-resourced in the implementation of organizational functions of planning, organizing, directing, staffing, coordinating, controlling, and leading. Moreover, they need to augment their knowledge, competencies, and ability in terms of making use of advanced techniques in the implementation of tasks and functions (Harris, 2000). It is compulsory to plan measures and programs that are essentials for the effective functioning of human resource management. Therefore, it can be stated that human resources need to be well-well-resourced and talented in leading to the overall functioning of the organization (Mullins, 2009) .The principles of recruitment and selection have been stated as follows (Kapur, 2015).

Observation of Rules and Policies – Before formulating the policies of recruitment and Selection, organizations should be aware of the government rules and regulations, (Acarlar & Bilgic, 2012). Organizations should understand this clearly before they are going to implement recruitment and selection of human resources. Therefore, it can be stated that observation of rules and policies will facilitate the implementation of tasks and functions in a well-organized manner (Kapur, 2015).

Job Security – Job security is concerned as an important part  of individuals at every levels. When  employees get appointed within the organizations, they not only are required to grab their knowledge and skills to implement their job duties satisfactorily, but they also need to ensure that their job is secure. To promote job security, there are certain aspects that need to be taken into consideration, these are, performing one’s job duties efficiently, maintaining good terms and relationships with other employees, healthy communication, decision making, and time management skills, maintaining punctuality and making use of technologies, materials, and other resources in an efficient manner (Kapur, 2015). It is vital for all members of the organization at all levels to generate information in terms of factors to enhance job security (Kapur, 2015).

Promoting Consistency – Promoting consistency in the recruitment and selection processes will employees in implementing their job duties in a well-organized manner (Alsabba & Ibrahim, 2013). They can ensure that they make a selection of the right individuals in the right positions at the right time. The consistency principle states that once the employee adopts an accounting principle or method, they need to continue to follow it consistently in the future. Only the changes taking place in the principle or method if the new version in some way increases reported financial results. If such changes are to be implemented, then the members of the organization need to make sure, consistency is promoted (Alsabba & Ibrahim, 2013).

Flexibility – Flexibility is a major factor, which helps in bringing about modifications (Mullins, 2009). For example, when recruitment and selection of individuals takes place for technical positions, they must need to have computer skills and knowledge in that (Mullins, 2009). But, when the training programs within the organization are conducted, which provide them training in terms of various computer skills, then the recruitment and selection of individuals are based on possession of basic technical skills. Likewise, their skills can be honed by getting enrolled in training and development programs that have been initiated by the organizations (Mullins, 2009).

Opportunity for Development for the Employees

The selection policy of the enterprise must be prepared in a manner that may provide challenging opportunities to the employees of the enterprise based on their ability and performance. It will always pursue them to do more and better work.

Alsabba, M., & Ibrahim, H. (2013). Recruitment and Selection Process and EmployeeCompetency Outcome: An Important Area for Future Research. Human Resource Management Research, 82-90.

Harris, M. (2000). Human Resource Management – A Practical Approach (2nd Ed). Harcourt Inc. pp 124 – 166

Kapur, R. (2015). Importance of Recruitment and Selection. 15-20

 Mullins, L. J. (2009). Management and Organizational Behavior. Person Education