美國留學生HR essay：招聘和甄選的戰略

Of late the companies are creating resource based strategies to attract and retain employees. The company’s strategic effort to keep the momentum in people working for them has increased the success rate and productivity. The failure in this strategy leads to turnover, absenteeism and resignations in a company. Cornelius (2001) explains that through effective human resource management strategies which provide the environment and processes that attract, retain and develop a diverse workforce. Human resource team forms the backbone of a company. Ineffective personnel management has affected a good number of workers and the company as well. Hence the HR team should be equipped with plans and strategies. One such strategic human resource management will assist in building a team with organizational capability, right skills and knowledge, attitude, behavior and commitment. 

The human resource management should implement strategies to procure personnel according to their needs. Resourcing strategy is primarily composed of the planning, branding the employer, strategies f  or retention, absence management, flexibility, talent management, recruitment and selection. Computech failed in three to four above strategies. Hence, building a resourcing strategy has its long time effects in a company. 

Resource planning in Computech

Farnham (2006) says that the significance of human resource planning is for the employers, integrating between the management and their future HR plans. Let us see where the company (Computech) failed and the solutions to those issues. 

Recruitment and Selection strategy for Computech 

Standard and systematic approach to the recruitment helps a company to achieve its goals in human resource procurement. Advantages in the professional approaches helps the efficiency of the workers and consequently results in higher productivity. In Computech, there is a lack of a power pact recruitment and selection strategy. The company has to prepare itself before the recruitment and selection. 

5.Induction 

Soon after choosing the candidate for the job, the new employee is introduced to the company and its employees. The induction is a preliminary program to accustom the employee to the new environment and new people. One of the key features of the induction training is to understand the work culture and related environments. The major advantage of this process is to evade the situation of employee leaving the organization. Taylor (2002) believes that the pre employment phase is crucial in helping to manage expectations and thus in avoiding subsequent disillusionment in the employees.#p#分頁標題#e#

References

1.Armstrong, M. (2009) Armstrong’s Handbook of Human Resource Management, London & Philadelphia: Kogan Page

2.Taylor, S. (2002) The Employee Retention Handbook, http://www.400190.com/HRM London: CIPD Publishing

3.Cornelius, N. (2001) Human Resource Management: A Managerial Perspective, London: Thomson Learning

4.The British Psychological Society, 2007. Psychological Testing: A Test Taker’s Guide [pdf]. Leicester.