The Impact of Recruitment

Question: Write an essay onidentifying the impact of recruitment and selection on the employee performance. Answer: The research work is focused on identifying the impact of recruitment and selection on the employee performance. The current part will be able to introduce the research topic with a greater efficiency and purpose. The proper aims, objectives as well as questions will be most helpful for constructing the pathway for the research work. Research Aim: The research work will investigate the factors of the recruitment policy as well as employee performance with the formulation of proper aims and objectives. The research will be focused on finding out the relationship between recruitment policy and employee performance. Research Objectives: The research objectives will be highly effective for constructing the framework which will eventually pave the pathway of the entire research work. The research objectives are mentioned below: To investigate the factors of recruitment and selection To identify the aspects of employee performance To find out the relationship between selection process and employee performance To suggest ways for improving selection process to enhance employee performance Research Questions: The research questions will be highly crucial for guiding the entire research work with a strict guideline as well as focus. The research questions are mentioned below: What are the factors of recruitment and selection What are the aspects of employee performance What are the relationship between selection process and employee performance What are the ways to improve the selection process so as to enhance employee performance Background and Literature Review: Introduction: In this section of the portfolio, the concerned literatures related with the issue of determining the role of recruitment and selection procedure in enhancing employee performance has been reviewed. A number of literatures have been reviewed in this regard and the concerned concepts and issues have been addressed. Hence, this chapter will provide a brief description of the previous studies conducted in this regard. Presently, recruitment and selection procedure are regarded as one of the most important key operations in the human resource management practice. It is a widely known fact that employees are the backbone of an organization as they determine the productivity and operability of the organization. Therefore, it is quite important for an organization to follow the proper recruitment and selection technique so as to acquire the best possible labor force for the company. This will in turn help the company to sustain in the competitive market successfully. Hence, it is essential for an organization to determine the best possible technique that should be followed for acquiring the most efficient and effective workforce. Concept of Recruitment: According to Sung and Choi (2014), recruitment is defined as the process for searching appropriate candidates for employment and thereby convincing those candidates to apply for jobs in the concerned organization. Therefore, recruitment can be characterized as the process of linking job seekers with the employers. Again, recruitment can also be defined as the process of attracting eligible candidates for employment. The recruitment process begins when application for new recruitments is sought and the process ends when all the applications are submitted. Therefore, the recruitment process gives results in generating a pool of applicants and from that pool the most efficient and perfect employees are selected. In order to conduct the recruitment process effectively the organization should follow a staged approach and fill up the vacant posts. In the first stage of the recruitment process, the organization should determine the vacancies, which are needed to be filled. For determining t he vacancy appropriately, the organizations are needed to conduct a close job survey within the organization and thereby determine the recruitment positions, job roles and responsibilities and the skills and qualities needed by a person to fit into the job. In the second stage of recruitment cycle eligible candidates are attracted. For this purpose, the human resource personnel are required to advertise in the local media, newspapers and televisions mentioning the requirements of the job, responsibilities and other eligibility criterions that are needed to be fulfilled by the candidates in order to apply for the post. The suitable candidates will therefore apply for the position specified and thereby a pool of applicants will be generated. Therefore, the sole purpose of the recruitment process is to generate a pool of perfect applicants and that too in an cost effective manner. Here after generation of the pool of applicants the recruitment process ends. Concept of Selection In the process of recruitment and selection, the last stage of the process is selection itself. This process involves a way by which the recruiters will reduce the number of suitable applicants by the method of short-listing the applications and thereby makes the recruitment decisions. In this, process the human resource personnel of the concerned organization reviews the applications from the pool of applicants and short lists the most suitable applicants. These short listed candidates are then called for an interview and based on the performance on that interview the most appropriate candidates are recruited. However, the interview process may involve a number of stages. According to Patel et al. (2013), companies that are well known for possessing the most efficient workforce are observed to follow a staged interview process. This interview processes may constitute of four to five stages. At first the short listed candidates are called and a telephonic round of interview is conduc ted. Based on the performance in the telephonic round a few selected candidates are then called in for a face-to-face interview and the line managers conduct this interview in most of the time. Again if selected on that interview another round of interview is conducted which is generally be the stressed interview. Finally by performing well in the final round the most suitable candidates are selected. Some times at the first stage an aptitude test is conducted in order to test the intelligence of the candidates. Role of recruitment and selection in an organization: The type workforce possessed by an organization determines the goodwill of the organization. According to Renwick et al. (2013), the more effective a deficient workforce an organization will possess the more productive and profitable the organization will be. Hence, for the wellbeing of the organization it is necessary to adopt proper recruitment and selection procedure. Again as pointed out by Belle (2013), it is quite hard to always find the perfect person walking by during the recruitment process. Therefore, the recruitment process should be so designed that it becomes efficient to attract the most efficient potential employees. Moreover, retention of employees also depends on the techniques of recruitment and selection process applied. If a person is selected as an employee, received training from the part of the organization, and suddenly leave the company, it will involve a huge cost for the company. Therefore, it is also essential to retain the selected employees in an organiz ation. For this purpose, the organization may implement reward facilities as well as the modern employee benefit schemes (Den Hartog et al. 2013). Therefore, in a simplistic statement it can be said that employees are an asset to the company, and to the employees the recruitment and selection procedure develops the initial idea about the organization. Hence these three are interrelated and should be coordinated in an effective and efficient manner. Impact of recruitment and selection on the performance of employees A number of factors determine the performance of an employee, such as, the managerial standards, motivation, and reliability of the organization, job satisfaction and commitment of the employees. All of these factors are dependent on the recruitment t and selection procedure adopted by the organization. The managerial standard is an important determinant of the employee performance. At the first time during the recruitment process the behavior and management of the managers of the organization creates the first impression about the organization on the employees (Parmenter 2015). If the applicants find inefficiency in the managerial capacity, it is quite evident that they will not be willing to discharge their duty up to the full extent. Again, the job description, role an responsibilities mentioned in the advertisement should also be appropriate otherwise the applicants may get disappointed and become disrespectful to the organization. Another vital responsibility of managers is to c heck the details of the employees appropriately, their educational records this will help them to select the appropriate candidates more easily (Kehoe and Wright 2013). The candidates who are absorbed in an organization via proper and effective recruitment and selection process will definitely be respectful to the organization and at the same time, they will definitely put their best in the works. Therefore, for an organization to become successful, it is quite necessary to adopt the right recruitment and selection policy to attract, recruit and retain efficient employees. Research Gap: While conducting the study an extensive review of literature relevant to this topic had been conducted. Based on the knowledge gained by the literature review, the attempts to shed light on the relevant concepts and issues related with the topic. However, while conducting the literature review it has been found that a lot of researches have been done in this context but there is a lack of research that solely concentrates on the role of recruitment and selection procedure in determining the performance of an employee. Therefore, more studies should be conducted in this regard to help the researchers who will conduct their studies in near future. Research Methodologies: Research Methodology is one of the most essential parts of every research work. The methodologies greatly contribute to the research in respect to paving the pathway of the entire study. The chapter mostly focuses on the selecting the appropriate techniques for the research work which will enhance the quality of the research findings along with ease out the research effort (Bolger and Laurenceau 2013). The major techniques of the research methodologies include research philosophies, research approach, research design, sampling size and technique along with data collection techniques.3.1. Research Philosophy: Research philosophy is one of the vital parts of the research work. It formulates the mindset of the entire study as well as individual activities. There are three major research philosophies which are broadly implemented in the academic sector. The research philosophies are Interpretivinsm research philosophy, Pragmatism research philosophy, Realism research philosophy as well a s Post positivism research philosophy. The post positivism research philosophy will be most suitable for this particular research work as this particular research philosophy deeply emphasizes on the scientific approach as well as well defined structure of the entire study. This will help to investigate the impact of recruitment as well as selection on the performance of employees in a scientific as well as well structured fashion. Therefore, the research will be focusing on the selection of post positivism research philosophy. Research Approach: Research approach is also crucial methodology of an entire study as it is greatly focused on directing the research work with a controlled focus towards the effective outcome of the entire study. There are two basic classifications of research approaches which are deductive approach as well as inductive approach. On the one hand, deductive approach mainly deals with the testing of the hypotheses as well as theory of the study by empirical support of the data. On the other hand, inductive approach focuses on generating new theories by analyzing the patterns and styles of the collected data.The current research work is deeply focused on the testing various hypotheses which will identify the impact of recruitment and selection on employee performance. The research work will not need any kind of theory generation approach. Therefore, the respective research work will be selecting deductive approach for conducting the study. Research Design: The research design is another major pillar of the research work which will effectively increase the efficiency of the entire research findings. There are three different research designs which are highly popular in the academic practice. These research designs are exploratory, explanatory and descriptive research design. The descriptive research design will be most effective in the current context as it greatly focuses on describing the aims and objectives of the research work. As the particular research objectives does not need any kind of explanation as well as exploration the descriptive research design will be most appropriate selection (Ioannidis et al. 2014). Considering all of these aspects the research work will select the descriptive research design.3.6. Data Collection Techniques: The data collection technique is highly imperative part of any kind of research work as it is the major factor for ensuring the quality of the research. Data, itself is categorized in two differe nt parts which are primary data as well as secondary data. Primary data refers to the information which is collected fresh sample perception on any specific research topic. On the other hand, secondary data refers to the existing information on the respective research topic which is collected from established literature in the form of books, journal articles, newspapers as well as internet. Both of the research data can be further classified on the basis of the data collection focus. These are quantitative data collection as well as qualitative data collection. Quantitative data collection refers to the data which are collected based on the facts, rates, percentages as well as percentage. On contrary, qualitative data collection refers to the collected information based on the underlying styles and patterns of the information. In this research only primary data will be selected as the project requires fresh perception of the sample. In this context, both of the quantitative and qual itative data will be selected as the research will need extensive clarity of the information.3.4. Sampling Size and Technique: Sample refers to the targeted population which is selected for aiming to reflect the perception of the entire population. In the current context 85 employees will be selected for quantitative data collection. At the same time, 5 managers will be selected for collecting qualitative data collection. The quality of the reflection is deeply relied on the proper selection of the sampling techniques. There are two basic sampling techniques which are used in the research work across the globe (Marshall et al. 2013). These techniques are probability sampling technique as well as non-probability sampling technique. Probability sampling techniques provides random opportunity to all of the respondents to be selected in the research work. On the other hand, the non probability sampling technique mainly selects the respondents with biasness so that the research work can obtain a specialist opinion on the research topic. The quantitative data will need a human influence free perspective from the target population so the sample must be selected in a random manner. Therefore, the research work will select non probability sampling technique. On the contrary, the qualitative data must provide a detailed and expertise view on the research topic, therefore probability sampling technique will be used for collecting the qualitative data. Research Tools: There are various different research tools which are highly useful for conducting the research work. These research tools are survey, interview as well as focus group. In this particular context survey questionnaire will be used for collecting the primary data and face-to-face interview will be used for collecting secondary data (Nelson et al. 2013). Expected Outcome: The research findings will be able to properly evaluate a concrete understanding of the impact of recruitment and selection on the employee performance. The study will be helpful for identifying the factors of the employee recruitment along with various aspects of employee performance.5.0. Contribution of the Research: The research will be highly useful for the HRM professionals for indentifying the factors of the employee performance. Considering the research direction they will be able to modify the recruitment policy so that the employee performance will be enhanced. Moreover, the future researcher will gain a distinct idea on the topic of impact of recruitment on the employee performance.6.0. Conclusion: The above described study will be highly influential for identifying the impact of employee recruitment on employee performance. The study will provide a clear idea of associated theories, models and concepts through the literature review. The methodology will be able to guide th e research through proper pathway. The data analysis will be focused to find out the efficient findings of the entire research. Reference List: Bell, N., 2013. Experimental evidence on the relationship between public service motivation and job performance. 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