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Recruitment and selection in a seller's and a buyer's market.
Source publication
Recruitment and selection are critical components of human resource management. They influence both the quantity and quality of the healthcare workforce. In this article, we use two different examples of primary care workers, General Practitioners in the UK and Community Health Workers in low- and middle- income countries, to illustrate how recruit...
Context in source publication
Citations
... The process of identifying and recruiting adequately qualified persons to apply for job openings in an organisation is known as recruitment (Brown et al., 2019). The recruitment and selection models are critical components of the organisation's total resource allocation Case study of academic libraries in India process, allowing individuals to evaluate the people needed to sustain and dominate the organisation in the short and long term (Rozario et al., 2019). ...
... To provide a theoretical underpinning for construct commitment as a mediating variable, the current study followed two established theories. These are the Social Exchange Theory (Blau, 2017) and the Job Characteristics Theory (Hackman and Oldham, 1976). Job rotation can be seen as a positive exchange where employees are provided with opportunities to gain new skills, knowledge and experiences, enhancing their commitment. ...
Purpose
The purpose of this study is to explore the association between select human resource management practices and employee performance in academic libraries in India.
Design/methodology/approach
The current study uses the quantitative method of research. Partial least squares-structural equation modelling (PLS-SEM) was used to analyse the results. The current study uses a cross-sectional approach by using a convenient sampling method. The sample size of the study was 163, which was adequate for conducting PLS-SEM analysis.
Findings
The study found a significant positive correlation between human resource management practices and employee performance in academic libraries. This suggests that the implementation of effective human resource management practices has a beneficial impact on various aspects of employee performance.
Research limitations/implications
The study’s cross-sectional design may limit the ability to establish causality or determine the direction of the relationship between human resource management practices and employee performance. The study may have limitations regarding the sample size and its representativeness. If the sample is small or limited to specific academic libraries in India, it may not be possible to generalise the findings to a broader population of academic libraries in the country or to libraries in other regions or countries.
Practical implications
The study has practical implications for academic libraries in India. By recognising the significant correlation between human resource management practices and employee performance, libraries can prioritise the implementation of effective human resource management strategies. This includes aligning human resources practices with organisational goals, focusing on employee development and engagement and adopting best practices in recruitment, training and performance management.
Social implications
This study can have broader social implications by promoting a supportive and productive work culture that positively impacts the academic library community.
Originality/value
The paper focuses on a quite important and largely unexplored area of human resource management within the academic libraries sector.
... According to Cattermole (2019), recruitment includes increasing one's business, which starts with management defining a hiring need. Brown et al., (2019) Stated that the process of selection is the right chance to fill in many circumstances in the organization. ...
Turnover rate is an important factor to consider as it relates to the performance of employees intending to leave, thus significantly impacting the company’s profitability. This study aims to examine the impact of employee turnover on organizational profit. Employee turnover is examined on organizational profitability with the moderating role of recruitment. This study used quantitative research with a descriptive approach. The finding indicates a significant negative association between employee turnover and organizational profit. Furthermore, the analysis also confirmed the moderation role of recruitment influences organizational profit. This research delivers essential perceptions for organizations about what may influence employee turnover. The research signifies possible pathways to decrease employee turnover and increase productivity in the organization.
... According to Dany and Torchy (2017) selection process is a method to select the person who are fit to job position. Selection of right and match to job position employee is necessary for the execution, costs, and legal obligations (Brown et al., 2019). ...
Turnover is a symptom of a critical structural issue such as inadequate retention management, companies should consider what makes people commit to being loyal and successful. The easiest way to retain employees is to increase their level of satisfaction, but this will only be effective if properly performed. To retain skillful employees, Strategic Human Resource Management (SHRM) practices are required. The purpose of study is to examine the moderating effect of organizational transformation on SHRM practices and employee retention in manufacturing area. Data is collected from employees of textile sector through questionnaire consisted 384 responses. Data statistically analyzed through structural equation modelling using Warp PLS. Results shows that SHRM practices and its dimensions have a significant impact on employee retention, and organizational transformation has a moderating role in the impact of SHRM and on employee retention. The results of study are useful for management of the companies by way of improving the employee retention. This study contributes in the body of knowledge by way of testifying the hypothesized relationships.
... The unemployment rate in these domains was 3.1% in 2019 and grew to 5.5% in 2020. Recruitment and selection can be costly; thus, a budget must be made to help the specialists (Brown et al., 2019). ...
The study proposes a cost management model for recruitment, selection, employment, and integration (RSEI), for the human resources (HR) department in order to identify the possibilities of cost optimization. The proposed model consisted of applying the activity-based costing (ABC) method, as a novelty in the HR field, by developing an algorithm for calculating the cost per employee. To observe the evolution of the analyzed RSEI process costs, the Pareto Chart and the Markov chain model were used. To verify the viability of the model, it was applied within an industrial company. The research results indicated that: in the recruitment process, the most consuming resource is the use of recruitment agencies (89.50% of the recruitment cost); in the selection process, the protocol consumes 66.80%; in the employment and payment processes, salaries consume 52.20%, and insurance taxes 34.80%; in the integration processes, the most consuming resources are tutors with overtime pay (63.30%). After identifying and quantifying the high costs, a plan of measures is drawn up to minimize costs. The study contributes to the RSEI cost literature and has practical implications for human resources practices and organizational performance. The analysis is limited to a few processes of HR, but these are the most consuming resources and the most important in recruitment. The model could be implemented as a future direction for other improvements of the HR processes (performance evaluation, dysfunctional social analysis, motivation, reward and compensation), career management analysis, or other company's processes.
... It is actually a short episode, but I am glad I could play it, because it is a very juicy and grateful role. This is the only time I was offered the role without an audition, which is rare [3]. ...
... The personal and professional skills of the candidates will always be considered in the recruitment and selection process (Baum et al., 2016;Coradini & Murini, 2009). The design of a recruitment and selection strategy is challenging because it should consider several dimensions, such as cost-effective, fairness or acceptability and has the intended effects on the applicant pool, taking small steps towards the goal of the human capital excellence (Brown et al., 2019). Providing the right resources for the candidates to manage their relationship between home and job, engaging employees providing Group dynamics affordable childcare, social activities, paid time off for maternity or paternity leave, increasing positive attitudes towards work and attracting employment to the tourism industry (McGinley et al., 2017). ...
The competitiveness of the labour market is a critical challenge for future professionals. This work intends to analyse the importance of personal marketing in the professionalization of human resources, as well as the most valued skills in the labour market. For this purpose, sample was composed of recent graduates in tourism/hospitality and other areas (for comparison). The main results show that using personal marketing techniques in job search, develop a personal brand and digital social strategically are perceived as key in the tourism industry. This work enables academic institutions to better adjust tourism degree programmes, as well as a more efficient programme assessment and evaluation. It also provides employees valuable information to be more competitive in the labour market. ARTICLE HISTORY
... However, the lack of a skilled workforce, declining reliability and employee responsibility are causing increasing fluctuation and problems in HRM that need to be addressed. According to [43][44][45] managers of companies, responding to the internal and external situation of the company, deal with those HRM processes that they consider a priority in securing the company's goals. ...
After 1989, the countries of Eastern and Central Europe began to undergo significant social and economic changes associated with the process of transformation of the economy into a market economy. Transformation is not only associated with the creation of a business environment, with the formation of new legal and institutional mechanisms, but also with a change in the thinking and behavior of people including employees, managers and owners. The paper aims to identify important processes and trends in developing human resource management in companies in the Czech Republic and the Slovak Republic. We conducted the questionnaire survey in 2018 and 2019 in various areas of business. We obtained the opinions of respondents from 1542 companies. In the research, we assume that in the conditions of a market economy compared to a centrally managed economy, employees are the most important source of development and performance of companies. Descriptive statistics were used to characterize the sampling unit. The other methods used to evaluate data in the paper were the Mann-Whitney test and Spearman Correlation coefficient. The research revealed that despite a long common history, differences in the field of personnel work have arisen in the last 20 years of the independent existence of the Czech Republic and the Slovak Republic. The only exception is employee care. It was also found that in the Czech Republic the strategic orientation predominates, on the contrary, companies in the Slovak Republic focused on operational processes. Differences were also found in the way of adaptation and further training of employees. The results of the findings can be used to design processes with the highest positive impact on business performance.
... The third is to share the lessons learned from our work and to suggest a lowresource approach to selection process development for others to use based on our learning. This approach is not "free", but we believe that investing in selection will pay off, for it provides the foundations for the human capital needed for a successful CHW programme [29]. ...
Background:
Choosing who should be recruited as a community health worker (CHW) is an important task, for their future performance partly depends on their ability to learn the required knowledge and skills, and their personal attributes. Developing a fair and effective selection process for CHWs is a challenging task, and reports of attempts to do so are rare. This paper describes a five-stage process of development and initial testing of a CHW selection process in two CHW programmes, one in Malawi and one in Ghana, highlighting the lessons learned at each stage and offering recommendations to other CHW programme providers seeking to develop their own selection processes.
Case presentation:
The five stages of selection process development were as follows: (1) review an existing selection process, (2) conduct a job analysis, (3) elicit stakeholder opinions, (4) co-design the selection process and (5) test the selection process. Good practice in selection process development from the human resource literature and the principles of co-design were considered throughout. Validity, reliability, fairness, acceptability and feasibility-the determinants of selection process utility-were considered as appropriate during stages 1 to 4 and used to guide the testing in stage 5. The selection methods used by each local team were a written test and a short interview.
Conclusions:
Working with stakeholders, including CHWs, helped to ensure the acceptability of the selection processes developed. Expectations of intensiveness-in particular the number of interviewers-needed to be managed as resources for selection are limited, and CHWs reported that any form of interview may be stressful. Testing highlighted the importance of piloting with CHWs to ensure clarity of wording of questions, interviewer training to maximise inter-rater reliability and the provision of guidance to applicants in advance of any selection events. Trade-offs between the different components of selection process utility are also likely to be required. Further refinements and evaluation of predictive validity (i.e. a sixth stage of development) would be recommended before roll-out.
... The personal and professional skills of the candidates will always be considered in the recruitment and selection process (Baum et al., 2016;Coradini & Murini, 2009). The design of a recruitment and selection strategy is challenging because it should consider several dimensions, such as cost-effective, fairness or acceptability and has the intended effects on the applicant pool, taking small steps towards the goal of the human capital excellence (Brown et al., 2019). Providing the right resources for the candidates to manage their relationship between home and job, engaging employees providing Group dynamics affordable childcare, social activities, paid time off for maternity or paternity leave, increasing positive attitudes towards work and attracting employment to the tourism industry (McGinley et al., 2017). ...
Objectives: The main objective of the present study is to understand the relevance and applicability given to Self-Marketing and Personal Branding in job search.
Methodology: authors used a qualitative approach, performing a total of 12 structured individual interviews to subjects graduated in 2012-2014 who were seeking employment and quantitative approach, with a sample consisted of 152 students from different areas of knowledge (design, management/tourism). The data were collected during the months of November and December of 2018 and was performed in a controlled space (classroom of a Higher Education Institution).
Results: The main results indicate that subjects recognize the importance of developing their Self Marketing and Personal Branding to improve their image as a brand.
Originality: This work represents a theoretical and practical original contribution, in Portugal, regarding this topic.
