HRM533 Assignment 1 ( Current Issue Report) PDF

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GROUP ASSIGNMENT 1:CURRENT ISSUE REPORT (RECRUITMENT AND SELECTION)COURSE NAME: INTRODUCTION TO HUMAN RESOURCE MANAGEMENTCOURSE CODE: HRMSESSION: APRIL – AUGUST 2021SEMESTER: 2PROGRAMME: BACHELOR OF BUSINESS ADMINSTRATION (HONS.) ISLAMICBANKINGFACULTY: FACULTY OF BUSINESS AND MANAGEMENTPREPARED BY: ...

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GROUP ASSIGNMENT 1: CURRENT ISSUE REPORT (RECRUITMENT AND SELECTION)

COURSE NAME: INTRODUCTION TO HUMAN RESOURCE MANAGEMENT COURSE CODE: HRM533 SESSION: APRIL – AUGUST 2021 SEMESTER: 2 PROGRAMME: BACHELOR OF BUSINESS ADMINSTRATION (HONS.) ISLAMIC BANKING FACULTY: FACULTY OF BUSINESS AND MANAGEMENT

PREPARED BY:

1. MUHAMMAD RUSYAIDI SUZOLKEPLY (2020462446) 2. WAN AHMAD AZREEZAL DANIAL BIN WAN AHMAD AZMAN (2020476762) 3. NURUL AINI FATIHAH BINTI MOHD HANAFI (2020489396) 4. WAN NURRI NAILI SAFFIYA BINTI WAN MOKHTAR (2020801872)

GROUP

D2BA2492A

PREPARED FOR:

EN. SHUKRI BIN SALLEH

DATE

13th JUNE 2021

OF

SUBMISSION

Table of Contents 1.0 INTRODUCTION ..................................................................................... 3 2.0

CONTENT ................................................................................................. 3

2.1

Sources of Recruitment and Selection .................................................. 3

2.2

The Effects of Recruitment and Selection............................................ 4

2.3

The Influence of Recruitment and Selection .......................................4

3.0

CONCLUSION .......................................................................................... 5

1.0 INTRODUCTION Recruitment is the process for defining, screening, shortlisting, and hiring potential human resources for the benefit of hiring staff within companies. It is the basic feature of human management practices and the process of choosing the correct candidate position, at the perfect time. Selection is the method by which the best candidate, who is most qualified for the job, is chosen or picked. It is the process of recruiting the candidates and evaluating their credentials that is relevant for a specific job and then selecting the candidates. Choosing the correct candidates for the right positions will help the business meet its desired aims and objectives. It is important to ensure that they have the required credentials, expertise, and abilities to perform the tasks with a well condition when the recruitment of staff takes place.

2.0 CONTENT 2.1 Sources o off Recruitment and Selection There are two types of sources for this recruitment: internal sources and external sources. Internal sources are for those who are already employed by the company, such as HR department who post circulars on notice boards and on the company’s website inviting deserving employees to participate in interviews for reasons such as promotion, familiarity with the company, lower costs, or job posting. For external sources, this means that the company selects individuals without using an agency to send job application requests within the organization. Even when a company's internal candidate is transferred or promoted to another job within the company, a vacancy arises that must be filled externally. For example, advertisements for recruiting and employment agencies can be seen in newspapers, journals, and blogs, among other places. The selection process aims to fill openings with people who have the necessary jobrelated abilities, are self-motivated and goal-oriented, as well as being dependable and productive. Success in the selection process is based in part on our own superiors, which is the business, and for the customer, workers with the correct qualities may accomplish a fantastic job. Employees who lack these talents will not operate as efficiently as those who have them, and the business's efficiency will suffer as a result. Furthermore, it is costly to employ and recruit personnel, the cost is also crucial. To avoid wasting money and resources, the whole cost of recruiting a manager might be as high as once search costs, interview time, reference

screening, and travel expenses are factored in, which is a profit ratio that must be considered when hiring employees.

2.2 The Effects of Recruit Recruitment ment and Sel Selection ection The quality of a company's human resources is highly dependent on the effectiveness of these two functions which is recruiting and selecting. The mistakes that make in the recruiting and selecting employees will occur a huge impact on the company one of the effects will incur losses. The quality of human resources in the organization is highly depends on the quality of the applicants who are attracted. Recruitment and selection in any organization is a serious business as the success of any organization or efficiency in service delivery depends on the quality of its workforce who was recruited into the organization through recruitment and selection exercises. Nowadays, there are numerous methods for recruiting employees, and it is not always necessary to meet face to face prior to the interviewing process. For example, mobile recruiting is the process of recruiting candidates solely through their mobile phone. The impact of this action is that organisational human resource policies and practises are a significant source of influence over employee behaviour and attitudes because it is more important to maintain the positive vibe among the employees and the employers that strengthen a company from the attitude of its own employees. According to Bohlander (2001), it is critical for managers to understand the selection objectives, policies, and practises. Those in charge of making selection decisions should have sufficient information on which to base their decisions. Not only do organisational selection practises determine who is hired; the use of appropriate selection criteria increases the likelihood that the right person will be chosen.

2.3 The Influen Influence ce of R Recruitment ecruitment and Select Selection ion The recruitment process offers the firm with qualified job candidates from which to make intelligent hiring decisions to fill open positions. Proper employment planning and forecasting are the foundations of successful recruitment. There are still advantages and disadvantages to the organisation as well as to the candidate in the recruitment and selection process. Internal and external recruitment are the two types of recruiting that are used to recruit candidates. This section has the advantage of increasing morale, retaining staff, knowing

attendance and work records, and requiring less training, according to internal recruitment. However, the negatives include encouraging a lack of new ideas, settling for less competent candidates to avoid upset feelings, and causing a ripple effect that results in a new vacancy. External recruitment is also effective in terms of recruiting the best candidates to the company, the capacity to bring in people with new and innovative ideas, and the business must face the loss of personnel as well as the migration of staff to other locations. Aside from that, the organisation must confront its own challenges in the recruitment and selection of individuals. Poor Human Resources planning in the company is a prevalent problem in the recruiting and selection process.

3.0 CONCLUSION As a conclusion, recruitment and selection process are important in any organization to achieve their main objective and goals. Successful recruitment begins with accurate job planning and forecasting in the organization. These two processes are also important because when an organization succeeds in selecting those who meet the required conditions, the company will be able to create more employees with good quality and at the same time be able to achieve company objectives. Other than that, it also can help increase the success rate of the selection process by reducing the number of job applicants who are less qualified....