EXAMINE EFFECTIVE RECRUITMENT AND SELECTION PRACTICE IN THE 21ST CENTURY.
Human resource management is one of the great challenges for organisations in the present business structure. The organisations invest whole business servers within the organisation to improve their business cultures. With this aim, the organisation's human resource management practices have to be more effective, which can be more fruitful to carry on organisational culture with increasing business competition. Furthermore, the recruitment and selection process of the organisations are improving with time with the next trend song global business culture. Along with this, the study would discuss the recruitment and selection process of the employees to carry forward the business culture by maintaining 21st-century business trends.
The 21-century business model has been changing with the new trends of global business. With this concept, the traditional recruitment and selection process has also changed. As stated by Hmoud and Laszlo (2019), in this new era of business improvement plans, the organisations are including some innovative plans for the recruitment and selection process of the human resources. The organisations are incorporated with some of the critical human resource management theories, which have proved beneficial for the organisations.
Both the small and the large organisations are incorporated with the layout of their basic need of work in the recruitment practices. With the help of the configuration process of the organisational elements, the human resource management team is involved with the recruitment process. The organisations are bound with the social entities, and this causes a huge responsibility of the organisations (Caena and Redecker, 2019), to select more specific people for the organisations to increase the business culture and practices. As well the human resource management team also carries the responsibility of the employees and their basic needs to fulfil, which is also can an influential factor for the recruitment and selection process.
Figure 1: Recruitment process
(Source: Tutorialspoint.com 2020)
Especially, to provide flexible types of work and incorporate the training sessions are also quite essential for the organisations to motivate human resources of an organisation. Apart from this, in the new generation business structure, the organisations believe in quality above quantity, which also triggers the recruitment and selection process more than business needs (Stehle and Peters-Burton, 2019). Meyer and Norman (2022) opined with the aim to match the target of the business goals, and the organisations become choosier with the selection process of the employees to include in their business. Along with this, these organisations are also involved with the provision sessions, which provide more time to the organisations to observe the working pattern of the employees and to recruit them as permanent staff.
As stated by the configuration theory, it can be declared that the HRM management process does not have any universal process, which can be declared as the most specific one of the organisational and work cultures. In the 21st century, the organisations are incorporated with the new business model, and from a chain business perspective, the HRM practices are also changing with time. According to Kim et al. (2019), deep observation of the candidates of the HRM practices, the HR management process is forwarded. There are several aspects that the organisations are using to deal with the observation period of the employees, such as the interview sessions, their resume analysis and also the meeting conferences to examine their skills and knowledge of business (Sheng et al. 2019). After the recruitment and selection process, the employees also need to work as the non-official staff, which also provides the organisations to observe the employee's business skills and their business perspectives.
Figure 2: Investigation of the perspective of HRM practices
(Source: Researchgate.com, 2021)
To control the working relationship and motivate the employees for the overtime work, this recruitment and selection theory proved quite beneficial for the organisation. To incorporate with the demand of the consumer market, sometimes the organisations are hiring the employees for the fixed work roles, where the employees also need to work for the organisation with the bond practices. As stated by Ismail et al. (2018), in this kind of recruitment and selection process, the organisations have to maintain the sustainability of work filed for the employees and also to maintain a good relationship with the hierarchy. In this process, the employees have to feel motivated, as they demand job satisfaction in the work filled. Rozario et al. (2019) opined with the perspective of functional recruitment, several indispensable functions need to be fulfilled within the organisation, which is the best culture for the recruitment and selection process. With the structure of the functional HRM practices, the organisations have to incorporate with the measurement of the presence of the employees and differentiating and integrating the tasks of the organisation (Caena and Redecker, 2019). In the first attempt, the organisations are demanding the best resources, which can be most preferable to maintain a good relationship between the employees and the organisation.
Figure 3: Functional recruitment plan
(Source: Flexiventures.com, 2021)
Those resources are working as the bridge between the employees and the organisation. The process also demands finding the workers for the organisation to tackle all kinds of working patterns. On the other hand, in the differentiating and integrating process, the organisation is involved with the decision making process of dividing the tasks among the employees, which can be more effective for the organisations to control the weak flow with the increasing demand of the consumer market (Otoo, 2019). Dividing tasks among the employees also helps to motivate the employee towards the work culture. Along with that, the employees are also able to connect with the hierarchy with more potential.
With the help of an outline of the phenomenon, the organisation can find more opportunities in the interaction practices of the human resource, which is quite essential for the large scale business practices in the growing business culture of the 21st century. Along with that, it has also been found that the organisations can improve their employee selection process, with the due concern of the employee's responsibility maintenance, as employees need job satisfaction from a business perspective. According to Manzoor et al. (2019), the flexibility of work is also maintained with the adaptation of this theory, which provides a sufficient outcome on the business structure of the employees. With the help of an investigation of the perspective of HRM practices, the organisation can directly communicate with the candidates.
By observing their motive towards the work culture and finding the chances to examine their potentiality towards the organisation, which is the basic need of the organisations before the recruitment and selection process of the employees. As opined by Farashah et al. (2019), a deep observation in the resume, knowledge and skills can be possible with the help of investigation theory of the recruitment and selection practices of the 21st-century business culture. To control relationships with the employees, the organisation has to adopt the functional management theory, which can have more potential for the organisation to improve recruitment and selection practices. Hmoud and Laszlo (2019) stated differentiating the work management culture can also be possible with this theory, as this theory helps the human resource pensioners of an organisation to improve the workflow management practices.
Implementing best recruitment and selection practices are quite difficult for the organisations, as there are not any universal human resource management practices in the global business market of the 21st century that can be more visionary for both large and small scale organisations (Caena and Redecker, 2019). With this perspective, these above-mentioned theories of the recruitment selection process need to be modified within the organisations per the recruitment of the criteria of business perspective of the organisations (Stehle and Peters-Burton, 2019). It can be more effective for the organisation to improve their recruitment practices within the work culture management of the 21st century.
To discuss the recruitment and selection process of the organisations, it can be declared that the organisations also can find the best outcomes with the help of formal and informal management practices, which can be more effective for the recruitment and selection process of the human resources. Formality involves the control of the reliance within the workplace, and it can be more beneficial for the organisation with correspondence of the employee selection process. Formal control also differentiates the needs of the employees and organisation, which can be more effective in the recruitment and selection process. From the other perspective, informal control includes the cooperation of the management, which helps to control the excessive workflow of the organisation, as well as the employee's motivation or hard work management practices.
Direct control management practices can be also beneficial for the organisation, as this management process directly helps to improve the recruitment and selection process more effectively, with the help of choosing the best culture for the human resource management process of the organisation. Expectations also can be matched with the help of these business practices along with the managerial tasks to approach the positive communication needs within the organisation. Hierarchy can also incorporate with the power of control the employees, which help the organisation to control the excessive workflow and help to manage the working outcomes of the organisation's recruitment and selection practices. Supervising the activities of the employees can be more effective for the recruitment and selection of the employees within the workplace, which helps to incorporate the managerial issues of an organisation. With these above-mentioned practices, the organisation can find more opportunities in the recruitment and selection process in the growing business culture of the 21st century.
Reference list
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