Recruitment
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Recruitment
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HRM Guide publishes articles and news releases about HR surveys, human resource research, HR books and careers that bridge the gap between HR theory and practice. |
| Home Page > HRM in a Business Context > Employee Resourcing > Recruitment > HRM Guide Network |
 Human Resource Management in a Business Context, 3rd edition by Alan Price Human Resource Management in a Business Context provides an international focus on the theory and practice of people management. A thorough and comprehensive overview of all the key aspects of HRM, including articles from HRM Guide and other sources, key concepts, review questions and case studies for discussion and analysis. More information and prices from: Amazon.co.uk - British pounds Amazon.com - US dollars SeekBooks.com.au - Australian Dollars Amazon.ca - Canadian dollars Amazon.de - Euros Amazon.fr - Euros |
RecruitmentChapter 14 of Human Resource Management in a Business Context (2nd Edition) by Alan Price - published by Thomson Learning ContentsObjectivesThe purpose of this chapter is to:- Discuss the meaning and significance of recruitment in its organizational context. - Provide a typology of recruitment strategies. - Critically review preliminary information-gathering techniques. - Discuss the merits of references and biodata Recruitment as a textbook subjectMatching people and jobsThe right person?Selectors and strategiesRecruitment: marketing the jobInformal recruitingWeb-based recruitmentFormal recruitingTargeting and diversityResearching candidatesApplication letters, CVs and resumesApplication forms (blanks)QualificationsBiodataReferencesSummaryRecruitment and selecition are core areas of human resource management but are frequently discussed in a prescriptive manner. They are not simply techniques for filling jobs - they are also levers for organizational change, sustaining employee commitment and achieving high performance. In free market countries, the personnel profession has adopted a 'best practice' model which fits the prevailing business ideology. This model prescribes a quest for the 'right (best) person for the job'. The 'best-person' or psychometric model has achieved the status of orthodoxy in free market countries. But different models of resourcing have been developed with a greater concern for personality and attitude than presumed ability. Recruits may be sought who will 'fit in' with the culture of the corporation; who will be content to build a career within the organization; who will absorb the goals of the organization.Further readingReview questionsProblem for discussion and analysis |
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