Having more tenured employees allows your company to have less control and structure and gives more freedom to your people.
How to Write a Summary of an Article? First, recruitment and selection is discussed. Job analysis is very important in the selection process because it provides a realistic job preview and it identifies relevant traits and abilities needed for the job. Second, the impact of training on organizational effectiveness is discussed.
Training design issues are discussed, and it is argued that training can increase organizational effectiveness although the effects of training are hard to assess.
In addition, training is linked to recruitment and selection in which it is argued that the two HR practices are interdependent. Third, the concept development is discussed in which a distinction has been made between team and organizational development.
Moreover, the concept strategic human resource management is introduced. This concept entails linking HR practices to the strategic management processes and emphasizing coordination or congruence among different HR practices in order to increase the effectiveness of HR policies.
Finally, three different theoretical perspectives on SHRM are discussed; the contingency, the configurational, and the universalistic approach.
Introduction Competition, globalization, and continuous change in markets and technology have caused a transformation in the role of human resources HR from a traditional administrative to a more strategic role Beer, However, the added value of HRM has been subject of debate.
So, there seem to be some indistinctness on what impact human resource practices actually have on organizational performance and effectiveness.
First, the concerning concepts will be defined and discussed. Furthermore, the impact of the three separate HR practice on organizational effectiveness will be discussed. Finally an attempt will be made to integrate these HR practices and their effect on organizational effectiveness.
Organizational effectiveness In order to discuss the impact of the three HR practices, the concept organizational effectiveness needs to be defined which is a very broad, vague concept and therefore hard to define.
This definition of effectiveness remains very broad since there are multiple ways to assess or measure outcomes.
In this paper the typology of Dyer and Reeves will be used, who distinguish between four measures of organization outcomes; human resource outcomes turnover, absenteeism, job satisfactionorganizational outcomes productivity, quality, servicefinancial accounting outcomes return on assets, profitsand capital market outcomes stock price, growth, returns.
Logically, they argue that HR strategies were most likely to have an impact on HR outcomes, followed by organizational outcomes whereas the other two outcomes are more indirectly related. Recruitment and Selection Job analysis and recruitment The first HR practice that will be discussed is recruitment and selection, which is quite essential for organizations since it all starts with recruiting and selecting the right employees.
Job analysis can provide a realistic job preview about what the job will be and therefore reduces early employee dissatisfaction and turnover Fisher et al.
Job analysis is also important for the assessment of job performance in for example degree feedback since a job analysis can set performance criteria.
Once applicants with realistic job expectations are recruited the actual selection process starts. The recruitment process is very important for this because recruiting the right employees with realistic job expectations has a significant impact on the quality of the selection decision Mony et al.
Making right hiring decisions is one of the best ways to improve productivity. Therefore, majority of managers recognize employee selection as one of their most difficult and most important business decisions Mony et al.
The selection process starts with choosing the right selection instrument.
Job analysis is also highly relevant for this since job analysis can identify relevant and specific traits and abilities needed for the job which saves time by not measuring irrelevant traits or abilities Voskuijl, The goal of the selection process is to select those applicants who are likely to perform the best on the future job.
Predictive validity refers to observing employee performance over a period of time to determine whether the selection method has differentiate the successful and less successful employees Mony et al.Size. Recruiting and selection are affected by the size of your organization.
Generally, the smaller the company, the more likely that recruiting and selection are done by the hiring manager.
Impact of Training and Development on Organizational Performance Abstracts - Training and Development, On the Job Training, Training Design and Delivery style are four of the most important aspects in organizational studies. Enterprise recruitment is the basic work of the enterprise human resources management, is also the first step.
The enterprises of our country exist at this stage in the recruitment work problems deeply analyzed, trying to improve the validity of enterprise recruitment theoretically. Recruitment and selection training course run in-house for UK companies.
Learn effective recruitment techniques and strategies for candidate selection/5(30). Recruitment is the process of finding candidates, reviewing applicant credentials, screening potential employees, and selecting employees for an organization.
Effective recruitment results in an organization hiring employees who are skilled, experienced, and good fits with your corporate culture. produce long-term negative effects, among them high training and development costs to minimise the incidence of poor performance and high turnover which, in turn, impact staff morale, the production of high quality goods and services and the retention of.