Last type, since it is concerned with the people

Last decades, Human Resources
Management has become the center of attention of many companies/organizations,
regardless of their type, since it is concerned with the people dimension in
management. As Decenzo and Robbins
claimed, “Since every organization is made up of people, acquiring their
services, developing their skills, motivating them to higher levels of
performance and ensuring that they continue to maintain their commitment to the
organization is essential to achieve organizational objectives”. Reducing
wastages of time and effort along with maximizing the use of the resources with
the best way is the basis of management which needs a more careful handling
when comes to human factor as a resource.

Human resource functions refer
to those tasks and duties performed to provide for and coordinate human capital.
(Taylor, 2002) These functions consist
of a variety of methods that can influence all the areas of the company or
organization. Human resource planning, recruitment, and selection, Human
resource development, Compensation and benefits, Safety and health, Employee
and labor relations, and Human resource research are the six Human resource
functions as Taylor occurred from the above definition.

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In the phase of planning,
recruitment and selection are integral and vital functions of Human Resources
management which are interchangeable terms used by many authors and
professionals. According to Mandy and
Noe (2008), recruitment is the process of identifying and attracting
potential employees, whereas selection is the process of making decisions to
select these employees. It is the process of discovering the sources of
personnel to meet the requirements of the staffing agenda and attracting the
adequate number of employees, so as to effectively select the applicants. Focusing
more on the recruitment, it involves communicating with actual or potential job
seekers, inviting them to have an opportunity and try to convince them to work
for the organization by any means of the
fields. Estimations of the work equivalents, personality, interpersonal
qualifications, skills and problem-solving capabilities of potential candidates
along with their fit in the company/organization’s culture should be advanced
upon the recruitment procedure.

There are five interrelated
stages which compose the recruitment process and these are planning, strategy development, screening and
evaluation/control. It is clear that in order to attract the most capable,
eligible and privileged candidates Human Resources Managers should make sure
that every stage of the process has been designed and executed in the best possible way. In more details,
there are some basic steps that are being followed by many professionals during
the recruitment process such as a)
Categorizing the vacant positions, b) Preparing job description and
qualifications, c) Advertising the vacant position, d) Administering the demand
and supply, e) Short-listing, f) Classifying interviews. These steps may change
depending on the nature of every company/organization, the available time and the
method used for the recruitment. Moreover, it is necessary to underline that
unless this procedure is accomplished, the selection and staffing of the
appropriate candidate is impossible, even if it seems to be adjusted. This is
the reason why in this thesis the attention will be given to the recruitment as
a very important and concrete part of Human resources management.