Recruitment Selection and Retention in HRM

RECRUITMENT , SELECTION AND RETENTION IN HRM

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[Author 's name]

09 October , 2007

Recruitment , Selection and Retention in HRM

Introduction

It is stated , that 'Human Resource Management (HRM ) in Australia is currently undergoing some revolutionary changes (Sheehan , 2005 ,

br 193 . As a result , the aspects of recruitment , selection and retention in HRM acquire new meaning and draw attention of scholars . Reviewing and elaborating on the issues , discussed in contemporary HRM literature , is essential to monitor the most recent trends in the development of current HRM practices

Recruitment

p The importance of recruitment in HRM constantly increases and is integrated into the organizational HR strategies (Huselid , 1995 . This importance is confirmed by the assumption that economic , political and social contexts , in which organizations exist , urge this integration and make it relevant . As long as recruitment is simply defined as finding the right person for the right job (Fisher Dowling , 1999 ,

. 7 recruitment will be viewed as one of the essential stages in achieving organizational success

The discussion of the issues within recruitment framework is often limited by describing the variety of methods used to hire employees , and their advantages / disadvantages (Michelson Kramar , 2003 . Nankervis Compton Baird (2002 ) have drawn readers ' attention to the problem of recruiting the staff from within . It should be noted , that hiring people from within is the most popular recruitment policy in Australia (Michelson Kramar , 2003 . Thus , promotions and transfers are the basic means to create effective team within a certain organization . Gill (2000 ) speaks about advertisement as one of the widely used methods of recruitment in the Australian HRM . The number of advertising researches in literature is sufficient to conclude , that advertising has for long been taken as the most advantageous recruitment instrument (Budhwar 2004 Crawford , 2004 Milla , 2004 . However , the current social conditions and technological development create additional opportunities to broaden the range of potential employees . Moreover , the effectiveness of advertising has recently been argued by Hollings (1998 : the author relates to advertising as relatively passive and non-flexible means of recruiting new staff this inflexibility is especially viewed towards print media . Such criticism is not only accounted in other works (Cleland , Pajo Toulson , 2000 Michelson Kramar , 2003 , but is used for the objective evaluation of recruitment policies by the authors who have traditionally approved using advertisement in HRM (Milla , 2004 Sheehan , Holland Cieri , 2006 . For example , Irwin (2003 ) recognizes the serious consequences , which misleading advertising may cause to the overall organizational performance , as the applicants risk lacking the required qualifications and skills

The Australian Job Network is known for consisting more than 300 recruitment agencies of various organizational forms (Sheehan , Holland Crieri , 2006 . This data supports the tendency of recruitment agencies towards occupying the leading place among the most popular recruitment techniques . Online recruitment is also discussed by researchers , but it is possible to state that the so-called `e-recruitment ' lacks scholars attention and represents a serious gap in HRM literature . With this method being relatively new , the area of online recruitment is yet to be...