Managing Human Resources Master Essay Example | Topics and Well Written Essays - 2750 words

Managing Human Resources Master - Essay Example Traditional human resource methods include but are not limited to placing an add in the newspaper or hiring a head hunter. However, neither effort can specify details of their requirements in a cost-effective way. The purchase of a advertisement leaves the employer unable to afford to pack in so much information in a print add. Traditional recruitment methods also have higher costs per hire. This is especially so in the case of head hunters who require a percentage of the annual salary of the candidate whom is ultimately hired. Human Resource recruitment has been argued to be the process of attracting the best qualified individuals or candidate to apply for a job. In business, recruitment involves three stages, identify and define the requirements including the job description, job specifications, attract potential employees and make sure the most appropriate people are retain for a particular position (Poole 1999). Human resource selection process can take place either through internal or external method. According to Poole (1999) internal recruitment and selection refers to the filling of job vacancies from within the business here, existing employees are selected rather than employing someone from outside (Poole 1999). A business might decide that it already has the right people with the right skills to do the job, particularly if its training and development programme has been effective (Poole 1999). Poole (1999) went further to states how internal vacancies are usually advertised within the business via a variety of sources such as Staff notice boards Intranets, in-house magazines etc. This internal selection method has largely been applauded because of its growth opportunity given to internal employees. For example, Osborne, Hyman & Jack (2006) stipulated that internal selection processes, gives existing employees greater opportunity to advance their careers in the business and may help to retain staff who might otherwise leave and assist in a situation of a short induction training period (Osborne, Hyman & Jack 2006). On the other hand, external recruitment and selection processes refer to the filling of job vacancies from outside the business (contrast with internal recruitment). Most businesses engage in external recruitment fairly frequently, particularly those that are growing strongly, or that operate in industries with high staff turnover (Poole 1999, Osborne, Hyman & Jack 2006). Most often, organizations used several ways to look for staff externally. Some used external agencies, some headhunts, while others use job recruitment and student placement fare (Poole 1999). The main advantages with using an agency are the specialist skills they bring and the speed with which they normally provide candidates. They also