StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

Recruitment as an Important Function of HRM - Essay Example

Cite this document
Summary
The paper 'Recruitment as an Important Function of HRM' intends to discuss the recruitment processes being followed by Qatar Petroleum and Google Inc. The report primarily desires to compare and contrast the recruitment process of the two institutions…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER91.5% of users find it useful
Recruitment as an Important Function of HRM
Read Text Preview

Extract of sample "Recruitment as an Important Function of HRM"

?Compare Between Two s Policies INTRODUCTION Human Resource Management (HRM) plays an instrumental role that greatly assists an organisation in achieving its desired goals along with objectives. It acts as a tool for the organisation to become environmentally and socially sustainable. It has been ascertained that Human Resource (HR) professionals within an organisation mainly perceive the Corporate Social Responsibility (CSR) as their key driver for the accelerated financial performances (Strandberg 1-26). Recruitment frames a vital function of the HR professionals within any organisation. The recruitment procedure provides an open door opportunity for a large pool of candidates to apply for the diversified posts. Furthermore, recruitment procedure assists the organisation in attracting qualified candidates. Recruitment facilitates to devise a strategic mode of selection procedure which is aligned with the organisational goals and objectives along with the specific human resources requirements (Robert 3-26). Thesis Statement. With these considerations, the report intends to discuss the recruitment processes being followed by Qatar Petroleum and Google Inc. The report primarily desires to compare and contrast the recruitment process of the two institutions. LITERATURE REVIEW OF RECRUITMENT AS AN IMPORTANT FUNCTION OF HRM According to the view of Schuler and Jackson, recruitment is a process in which an organisation can rely upon the internal or the external labour market for absorption of the resourceful candidates. It has been further noted that although at the entrance level the recruitment process is not that important but it frames a vital part for other jobs of higher level. It is always considered as a vital process as it enables to draw in an extensive amount of resources. In keeping with the importance of recruitment, it can be well articulated that internal recruiting process mainly relates with the promotion criteria (211-219). According to French and Rumbles, ”If the HRM function is to remain effective, there must be consistently good levels of teamwork, plus on-going co-operation and consultation between line managers and the HR manager” (170). In the recent scenario, there have been a number of organisations that are facing problems regarding the accumulation of a pool of quality candidates. The jobs and the vacancies that pertain the requirement of specialised skills and knowledge absorb a longer phase of time (Brown 50-108). COMPARISON AND CONTRAST OF DECISION MAKING PROCESS WITH RESPECT TO RECRUITMENT OF QATAR PETROLEUM AND GOOGLE INCORPORATION Recruitment Process of Qatar Petroleum. In keeping with the recruitment procedure being followed in Qatar Petroleum, it entails basically four steps. The HR recruitment section of the company effectively manages the entire process that starts with the need identification to the job specification. This entire process is executed by the selection and the interview procedures of the resources. On part of the recruitment process of the company, it has been further ascertained that the department managers gain the full support of the HR personnel. Each of the candidates being selected is based upon merit. Furthermore, the selection of the candidates greatly depends upon their basic skills and competencies (Qatar Petroleum, “QP Recruitment Process”). With regard to the first stage, it generally starts with the application for accumulating a pool of candidates. In relation to the first phase, the candidates apply for the position of their interest through online. Moreover, the application given for the position must comply with their basic and specialised skills. After the application is sent by a candidate, an email acknowledgement is sent to them in return that ensures them the confirmation of their application. The candidates are further provided a system generated application number that frames the base requirement for future communication with the candidate (Qatar Petroleum, “QP Recruitment Process”). The next phase comprises assessment of the candidature. In this particular phase, after the complete submission of the application form, it is reviewed effectively with respect to the positions vacant and the skills required. Furthermore, in relation to this phase, candidates are shortlisted as per the requirement. This is done as the company receives an extensive pool of applications from the candidates. If a candidate is not contacted after 3 months, it can be considered that the application has not been a successful one. The subsequent process comprises interview. This particular aspect includes telephonic interview aligning with the Qatar Petroleum recruiter along with the line managers. Face-to-face or onsite interview also holds the base as this form of interview is regarded as the most extensively used method of judging the right resource for the position. The process pertaining to recruitment ends with the selection procedure. The company provides an offer letter to the selected candidate. After the candidate accepts the offer letter then he/she is sent for a detailed medical examination along with immigration requirements prior to joining Qatar Petroleum. Apart from these procedures, certain pre-employment checks such as identification checks and criminal record checks are conducted to ensure integrity of the selected candidate. The entire recruitment process of Qatar Petroleum has been represented below (Qatar Petroleum, “QP Recruitment Process”). Source: (Qatar Petroleum, “QP Recruitment Process”). Recruitment Process of Google Inc. Similar to Qatar Petroleum, Google Inc., one of the leading global organisations follows a methodical procedure of recruitment. It starts with a formal application process and ends with the interview inline. In contrast to Qatar Petroleum, the interview process of Google is greatly different. In relation to the interview stage, the company depends upon four processes. In accordance with leadership skills, it relates about the capability and flexibility of the candidate to handle diversified situations effectively. Leadership role plays an important part in the growth and development of any organisation. The company’s management keeps a close watch on the individual’s leadership competencies to manage and to execute the team without being appointed as a leader. Role-related knowledge essentially reflects the various differentiated roles being played by the candidates. This particular aspect correlates with the various strengths along with weaknesses of an individual. Moreover, in this type of interview process, the management usually looks for the candidates who endure multiple competencies rather than singular type of skills. In the midst of immense competitive market scenario, employees having few competencies will not be able to assist the organisation in gaining sustainability (Google Incorporation, “How We Hire”). Contrarily to the recruitment process of Qatar Petroleum, the procedure of Google is quite different. In Google, the management is quite concerned about the open thought process of the individuals. The interviewers greatly look into the transcripts, grades and the thinking perspective of the candidates. The interviewers’ greatly seek information about the skills of the candidates by initiating them in the role-play methodology. This provides the interviewers an opportunity to have an insight about the candidates’ competencies in handling critical situation. This also ensures the management about the multiskilling dimension of the interviewee. Furthermore, as compared to Qatar Petroleum, ‘Googleyness’ is another interviewing criterion that is followed by Google. This dimension that is focused upon in the interview process by the interviewers or Googlers refers to having a better understanding of the person’s compatibility level with its surrounding environment. It is believed that employees’ prosperity significantly depends upon the surroundings where they work (Google Incorporation, “How We Hire”). In case of Google, it can be affirmed that the decision making process related to the recruitment phase is largely dependent on the working procedure followed in the organisation. Owing to the fact that within Google, the selected employees need to work with other Googlers of different time zones and across numerous teams therefore at times they are evaluated during the interview process by their potential teammates who act as an interviewer to judge the ability to adjust in the diverse work scenario. This facilitates to judge the nimbleness of the potential candidate to acclimatise within the faced paced diversified work culture of Google (Google Incorporation, “How We Hire”). In another stark contrast with the recruitment process followed at Qatar Petroleum, Google entails an independent committee of Googlers who greatly assist the company in recruiting employees for the long run. This committee reviews feedbacks derived from the interviewers in order to ensure that fair process is followed during recruitment which ensures proper coherence with the goals of long-term growth of the organisation. It is the belief of the company that efficient employees can be involved in the recruitment process, which ultimately will lead to acquiring of more skilled employees. Moreover, in Google the recruitment process has been effectively designed to reduce the lengthy procedures. As an integral part of the recruitment process, Google aims to uphold its status as an equal opportunity workplace along with an affirmative action employer. It intends to establish its stand regarding these facets by celebrating and accepting the positive aspects associated with the difference (Google Incorporation, “How We Hire”). CONCLUSION Recruitment has been acknowledged as a key function of HRM that plays a vital role to drive organisational growth and prosperity. The entire procedures being involved in the recruitment at times gets lengthier. In order to ensure an effective recruitment process, it is necessary to plan the entire procedures in a short tenure. This report provided an idea about the recruitment process being followed in two organisations operating in different industrial sectors. Qatar Petroleum follows the recruitment process in a stepwise manner whereas in Google the recruitment process takes into consideration an assortment of factors that are quite unique. In Google, the hiring of an employee depends upon the interview procedure. The interview process of Google entails role play, situational analysis, adjustment with the environment and interview session by other external Googlers or team members. This diversified approach by Google has facilitated it to uphold a unique position for itself in the global arena. Works Cited Brown, Jane Newell. The Complete Guide to Recruitment: A Step-by-step Approach to Selecting, Assessing and Hiring the Right People. United States: Kogan Page Publishers, 2011. Print. French, Ray, and Sally Rumbles. Recruitment and Selection. 2010. Web. 17 Dec. 2010. “How We Hire.” Google Incorporation. 2013. Web. 16 Dec. 2013. “QP Recruitment Process.” Qatar Petroleum. 2013. Web. 16 Dec. 2013. Robert Gareth. Recruitment and Selection: A Competency Approach. London: CIPD Publishing, 1997. Print. Schuler, Randall S. and Susan E Jackson. “Linking Competitive Strategies with Human Resource Management Practices.” The Academy of Management Executive 1.3 (1987): 207-219. Print. Strandberg, Coro. “The Role of Human Resource Management in Corporate Social Responsibility Issue Brief and Roadmap.” Strandberg Consulting (2009): 1-26. Print. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Compare between two institutions policies Essay”, n.d.)
Retrieved from https://studentshare.org/human-resources/1496520-compare-between-two-institutions-policies
(Compare Between Two Institutions Policies Essay)
https://studentshare.org/human-resources/1496520-compare-between-two-institutions-policies.
“Compare Between Two Institutions Policies Essay”, n.d. https://studentshare.org/human-resources/1496520-compare-between-two-institutions-policies.
  • Cited: 0 times

CHECK THESE SAMPLES OF Recruitment as an Important Function of HRM

Employee Recruitment: Outsourcing Human Resources Function of Finding, Attracting and Hiring Capable and Qualified Employees

With the increasing levels of globalization, technological changes and the complexity of business functions, the current labor functions all influence an organization's decision to get outside help in the core functions of hrm.... One of the business processes that firms are constantly outsourcing is the HRM function of recruitment, selection and training of new employees.... When a firm decides to outsource the business function of hiring, the process usually involves developing a relationship with another firm, which also involves the development of risk....
10 Pages (2500 words) Research Paper

Recruitment and Selection of Talented Staff (Tesco)

Employee recruitment has been the focus of research by many scholars and there has been an increase in the variety of recruitment topics (Breaugh, 2008) thereby suggesting that recruitment is a critical function of the HRM.... Esbjerg, Buck and Grunert (2010) are of the opinion that human resources management (hrm) practices of retailers has not been the focus of researchers although larger retailers face several challenges in managing the work force.... They expect to add 20,000 UK but it is not known to what extent they have a structured recruitment and selection process....
41 Pages (10250 words) Dissertation

Global Market

The history of hrm states that Personal Management was the term that came under use before the terminology Human Resource Management emerged.... The emergence of hrm reveals the fact of the success of the organisations that was due to the behavioral change of employees for their contributions through their hard work (Jackson & Mathis, pp.... With the passage of time, the role of hrm has extensively modified and increased and now it has shifted from the conventional role of administration of the employees to the added-value strategic approach and method that affects the business revenues in a reckonable way (Jackson & Mathis, pp....
12 Pages (3000 words) Essay

How Might the HR Functions Help to Ensure That Competent Managers Are in Place

Ensuring competent managers are in placeThe recruitment and selection function of HR is essential to ensure the right personnel fit for an existing position or able to perform certain tasks required in leadership selected for the benefit of the company.... The hrm, therefore, performs various functions to ensure proper policies and programs are developed and administered, according to the designed plan in mind, to enable effective utilization of the human resource, while steering them for individual development into higher performance and leadership positions in future....
5 Pages (1250 words) Essay

HRM Links at Different Levels

The paper "hrm Function" presents Human Resource Management (hrm) function is one of the most important functions within the business organization and therefore it requires a greater degree of attention by the management.... hrm can be defined as 'a philosophy of people management based on the belief.... recruitment to country-level projects, including processing factories that are put under the direct supervision of senior hrm managers who, in turn, are answerable to the hrm director in the US head office....
8 Pages (2000 words) Term Paper

Differences between Managing an IT department and a Personnel Department

It is impossible for an organization to function with the help of a single department because of the complexities involved in dealing with different.... In other words, it is difficult for the HR department to function same way like the IT department.... In order to function effectively in a team, an IT professional needs good... For example, IT department always focus more on the IT functions of the company whereas HR department concentrates on recruitment, retention and development of manpower necessary for the organization....
11 Pages (2750 words) Research Paper

Management Research Project; Hiring Function Recruitment and Selected

he research topic that has been selected is an analysis on the hiring, recruitment and selection function of the GOME electric company in China.... The research paper that has been chosen to carry forward this particular study is “Acceptance of new technologies in HR: E-recruitment in organizations”.... The concept of e-recruitment has gained its importance in the past few years as it reduces the overall cost of the.... The research aim was to identify the various advantages as well as disadvantages of incorporating e-recruitment in the system....
8 Pages (2000 words) Research Paper

HR Recruitment and Selection

he first and most important function of recruitment is to identify the need of an individual to be hired, i.... Moreover, the other important objective is to retain these employees in the organization.... It is important to consider the term and conditions and policies along with the core values of the organization (Jackson, Schuler, & Werner, 2009).... recruitment is defined as the ability of an organization to identify and provide the source for employment for keeping the organization working in an effective and improving....
8 Pages (2000 words) Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us