Topic
3 : (Human Resource Recruiting
and Staffing)
Date : 15 October 2012
Venue :
D06-BK6
In the global, the
organization must more effective with acquiring and selecting the qualified of
employees. So, to ensure the organization can gain benefits from the staffing,
the Human Resource Manager must select the suitable candidates at the recruitment
process. According to Kanji & Asher (1996), recruitment needs to be filling
by using benchmarking. It is to identify the quality of service and the gaps
that exist between individual and organization. Then, staffing is the process
of selecting and trains the individuals for the specific job and
responsibilities. Nowadays, the most popular method is e-recruitment. Based on
Schreyer & McCarter (1998), e-recruitment is the recruitment process,
including placing job advertisement, receiving resumes, and building human
resources database with candidates and incumbents.
Reynolds and Weiner (2009) stated
that online recruiting and staffing systems to get information about job seekers
and the process to search a job opportunities. When positions are posted, job seeker
information is collected, and tools for gathering evaluative information on
candidates are deployed. All of this data must be maintained to ensure the roles
in hiring process are effectively and properly. Mostly, the information
generated during these steps like The Human Resource Information System (HRIS),
the applicant tracking system (ATS), or within the system that deploys showing
questions, tests, and other forms of evaluation. For example, Sime Darby has strategy in recruitment process with online application in online recruiting to select the candidates in “Career at
Sime Darby” system online application. Form that system, candidates can choice
the suitable career follow the qualification.
Mathis and
Jackson (2005), “A survey of HR recruiters found that one-third of them felt
Internet recruiting created additional work for HR staff members”. It
is reasonable to expect an increase on the number of applications for a job
opening in an economy suffering a crisis, such ours today. More emails to read,
more resumes reviewing. But this can be dealt with the support of proper
software. The advantages from web-based recruiting and staffing are time
savings and cost of a newspaper or postage.
Recruitment and staffing process are important to
ensure that good and suitable candidates for the working environment for any
position to ensure the organization to prevent loss of profit. Besides that, as
the student human resource the recruitment and staffing as a very good topic
to lean to ensure I have knowledge when to work especially for recruiting new employee in using e-recruitment.
(400 words)
References
Douglas H. Reynolds, John A. Weiner (2009)
Online recruinting and selection: innovation in talent acquisition, John Wiley
& Sons Incorporation, West Sussex, UK.
Hopkins B. &
Markham, J. (2003). E-HR: using intranets to improve the effectiveness of your
people. Gower Publising Limited.
http://www.simedarby.com/Careers_At_Sime_Darby.aspx
Knowles, J. S. a. V.
(2000). Graduate recruitment and selection practices in small businesses.
Career Development International, 21-38.
Mathis, R., &
Jackson, J. (2005). Human resource management: Essential perspectives (3rd
ed.). Mason, OH: Thomson South-Western.
Moreland, S. I. a. N.
(1999). Auditing recruitment and selection using generic benchmarking:a case
study. The TQM Magazine. Volume 11, 333-340.
Othman. R &
Musa,N. (2007). E-recruitment Practise: Pros vs. Cons. Public Sectors ICT
Management Review.
Robert E. Ployhart, Benjamin Schneider, Neal
Schmitt (2006) Staffing organizations: contemporary practice and theory,
Lawrence Earlbaum Associates Incorporation Publishers, Mahwah, New Jersey.
Schreyer, R.,
McCarter, J. (1998). The Employer's Guide to Recruiting on the Internet Impact.
Virginia: Impact Publications Manassas Park.
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