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Elements and Importance of Job Analysis

  A typical human resource manager should have to understand for a particular company he or she works for should have a clear and defined answer to questions about what must be done, how it must be done, the best person to do it, and how the person can find satisfaction doing it. It is in an attempt to give answers to these questions that the functions of job analysis and design come in. Dissecting a job to give a general description of its component elements can be termed job analysis (Holst and Pancoast, 1921). It can be a detailed and descriptive study and presentation of skills such as knowledge, abilities, skills, and responsibilities relating to the operation of a specific job. It is through this information that one job differentiates from another and determines the success of a worker in performing his or her duties (PPMS, 2018). Okunade (2015) divided job analysis into two subsets as shown below. Figure 1: An illustration showing the branches of job analysis. Source: (Ok
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E-Recruitment

  Online recruitment is one of the fastest growing areas in contemporary recruitment (Listwan 2010). E-recruitment is the current trend in the recruitment process and it has been now adopted by many organizations. Rudman, Härtel & Fujimoto (2010) states that e-recruitment is applying for employment through Intranet and Internet (internal or external) to select a suitable candidate is known electronic recruitment. Almost all business operations have been streamlined with Technological advances including recruiting. The emergence of computer technology and the Internet has changed the way businesses compete. One area that has changed drastically with the use of information technology is e-recruitment. E-recruitment is an important part of the recruitment strategy for an organization. E-recruitment is also known as “online recruitment”, “web-based recruitment”, “recruiting on the internet” and electronic resumes. Video 1 The video discusses online and mobile recruitment methods. S
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Challenges of Recruitment & Selection

  Selection and recruitment are one of the most important processes in an organization being repeated periodically. Through this, the company attracts the most suitable candidates which have a major influence on the company’s success. Attracting the younger generation would be more challenging as their current need should be addressed strategically and should be presented innovatively. Employment is one of the most important aspects of staff management in an organization, not only because it is a vital factor in the formation of an entity (actually to set up it) but also because it is a permanent activity (Emilian, 1999). To be successful, organizations have to solve the issues regarding the staff efficiently by identifying the right set of people who has the potential to meet the career needs expected using the appropriate methods of selection. Video 1 The video highlights the Recruitment challenges and constructive solutions in the corporate world. The video is presented by Mr. R
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Importance of Recruitment & Selection

  With the deepening of economic globalization, the competition for talents has emerged between enterprises and the key to the survival and development of the enterprise is to differentiate the existing workforce and attract the most talented among them. Recruitment is an important aspect of every organization to have excellent human resources. The company goals could be achieved easily if the right set of people would be attracted to the company and if guided on the right path. So it is seen that the success or failure of the recruitment process directly affects the efficiency of the enterprise operation and even the development and survival of the organization. Watson (1994, p. 185-225) states recruitment and selection are conceived as the processes by which organizations solicit, contract, and interest potential appointees, and then establish whether it would be appropriate to appoint any of them”. If the right candidate is not selected, there can be recruitment throughout the yea
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Methods of Selection

  Selection is one of the most important HR tasks for an organization as it is vital to fill the vacant job positions not only with suitably skilled people but also should be more flexible and should be willing and able to cope with the change (Leatherbarrow & Fletcher, 2015). Selecting the most suitable candidate for the job position can be done using application evaluation, written tests, interviews, background tests, and medical tests. Most organizations use the application evaluation method as the first selection method (Chandrashekar & Sahin, 2014). However, through this mostly interpersonal skills and personality traits would not be encountered and only the paper qualification and job experience would be considered. Therefore, sometimes more qualified and suitable candidates would be ignored through this process. The process of selection more importantly should be unbiased and comply with the relevant legal and regulatory frameworks of the organization and the Human res
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Methods of Recruitment

Recruitment is the primary tool for attracting applicants (de Waal, 2018; Stevens et al., 2010). Recruiters attract potential applicants by sending messages which contain information about the organization, job, career advancement, company culture, etc. through various communication media (Priyadarshini et al., 2017). The HR department of the company must choose the source of applicants when hiring the right person for the job (Harky, 2018).  According to Armstrong and Taylor (2014) the methods of recruitment of a business entity are often categorized into; ·        Internal recruitment  - When the business fills the vacancy from the existing workforce within the organization. ·        External recruitment  - When the business fills the vacancy from a suitable applicant outside the organization.   When selecting between the two sources stated above, the company must take into consideration the nature and level of the job, as well as the company’s HR recruitment policies (D
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Factors affecting Recruitment & Selection

Recruitment and Selection is a significant purpose of Human Resource Management and it’s a combination of numerous factors. Active HR Professionals must understand these factors manipulating the recruitment and selection to take required actions for the improvement of the business. It is considered one of the most important functions of the Human Resource Department of every organization is attracting potential employee(s) who have the required qualification, skills, knowledge, experience, and attitude to take up the job offer to fill a vacancy (Muscalu, 2015). In attracting applicants for a job, management should identify the sources of recruitment. The sources of recruitment an organization could consider are; internal sources and external sources. However, according to Muscalu (2015), it is appropriate to use both sources stated above to increase the company’s chances of attracting the most qualified person for the job.   Figure 1: Factors Affecting Recruitment and Selection
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