Free Essay

Recruitment, Selection and Employment of Managers for Foreign Assignments (Indonesian)

In: Business and Management

Submitted By faizalhdayat
Words 1605
Pages 7
RECRUITMENT, SELECTION AND EMPLOYMENT OF MANAGERS FOR FOREIGN ASSIGNMENTS
(Assignment 1)
Dosen Pengampu: Achmad Sobirin, PhD

Disusun oleh:
Faizal Hidayat – 13311199

Jurusan Manajemen
Fakultas Ekonomi
Universitas Islam Indonesia
2015

Proses rekrutmen dan seleksi bisa dibilang merupakan proses dasar yang tidak bisa terpisahkan dengan ilmu manajemen sumber daya manusia. Menurut Bohlander dan Snell, rekrutmen merupakan suatu proses pencarian karyawan yang dilakukan berdasarkan standarisasi perusahaan. Sedangkan menurut Handoko (2008), rekrutmen merupakan suatu proses pencarian dan pemikatan para calon karyawan atau pelamar yang mampu untuk melamar sebagai karyawan. Seleksi menurut Bohlander dan Snell merupakan suatu proses memilih individu yang memiliki kualifikasi yang relevan untuk mengisi lowongan pekerjaan yang sudah ada atau yang diproyeksikan. Sedangkan menurut Handoko (2012), seleksi merupakan suatu kegiatan dalam manajemen sumber daya manusia yang dilakukan setelah proses rekrutmen selesai dilaksanakan untuk menentukan siapa yang paling tepat mengisi lowongan pekerjaan atau lowongan jabatan yang ditawarkan. Di era global seperti sekarang ini, kegiatan manajemen sumber daya manusia tidak lagi terbatas hanya di dalam satu Negara, melainkan sudah semakin meluas atau biasa disebut dengan manajemen sumber daya manusia internasional (IHRM). Hal tersebut berarti semakin menambah tantangan yang akan dihadapi manajemen sumber daya manusia, dalam konteks ini yang dimaksud adalah proses rekrutmen dan seleksi. Banyak faktor yang nantinya akan mempengaruhi proses rekrutmen dan seleksi SDM asing atau biasa disebut dengan ekspatriat, dalam Kamus Besar Bahasa Indonesia (KBBI) ekspatriat memiliki arti sebagai tenaga kerja asing. Faktor yang paling nyata akan mempengaruhi proses rekrutmen adan seleksi ekspatriat adalah perbedaan budaya (culture), karena kebudayaan yang melekat didalam suatu Negara pasti berbeda dengan Negara yang lainnya. Misalkan Indonesia dengan Jepang, dimana disiplin dan ketepatan waktu sangat diutamakan oleh orang Jepang. Dalam konteks ini, saya tidak mengatakan jika orang Indonesia itu tidak disiplin dan tidak menghargai waktu, tetapi ada beberapa orang yang memang begitu dan budaya orang-orang kita yang terbiasa memaklumi hal-hal tersebut. Perbedaan budaya juga akan mempengaruhi proses adaptasi dari ekspatriat itu sendiri, misalkan seorang ekspatriat asal Indonesia yang merupakan seorang muslim harus bekerja di Negara barat yang mayoritas penduduknya merupakan non-muslim. Maka dia harus membiasakan diri tinggal di daerah yang bisa dibilang kurang memadai untuk seorang muslim, dimana ketika di Indonesia terdapat banyak masjid maupun musholla sebagai tempat beribadah dan pengingat waktu masuk sholat, sementara di tempat dia yang baru mencari masjid bisa dikatakan cukup susah meskipun memang pasti juga ada masjid disana. Hal lain yang tidak kalah susah adalah soal makanan, bayangkan saja jika di Indonesia sangat mudah bagi dia menjumpai produk makanan dan minuman yang halal, sekarang dia harus berusaha lebih keras untuk mencari produk makanan dan minuman yang halal, karena disana memang mayoritas produk tidak menggunakan label halal. Untuk menanggulangi faktor-faktor yang mempengaruhi serta meminimalisir kegagalan para ekspatriat asal Amerika Serikat yang banyak mengalami kegagalan dibanding dengan ekspatriat asal Eropa dan Asia, Maali H. Ashamalla dalam jurnal-nya menyatakan jika harus ada persiapan pra-keberangkatan bagi para ekspatriat. Berdasarkan kajian Henry (1965) kesulitan dalam penyesuaian dengan perbedaan budaya menyebabkan sebanyak 30% ekspatriat dari perusahaan multi-nasional Amerika Serikat gagal dalam penugasannya. Dengan demikian, persiapan yang dapat dilakukan untuk meminimalisir resiko kegagalan ekspatriat adalah cross-cultural training, language training dan leadership training. * Cross-Cultural Training
Cross-cultural training atau pelatihan lintas budaya telah sejak lama dianggap penting dalam mempermudah interkasi yang efektif. Salah satu keunggulan pelatihan ini adalah mampu mengembangkan pemahaman terhadap budaya, sejarah dan warisan dari host country, sehingga ekspatriat dapat berjalan sebagaimana mestinya (Dowling dan Schuler, 1990). Cross-cutrural training juga mampu memberi para ekspatriat yang baru ditugaskan beberapa pemahaman mengenai cara berbisnis di negara penugasan yang mungkin akan sangat berbeda dengan cara berbisnis di negara asal mereka.

* Language Training
Kemampuan berbahasa asing sangatlah penting bagi pengalaman yang sukses dan produktif di luar negeri. Bagi ekspatriat yang berasal bukan dari negara yang menggunakan Bahasa inggris sebagai Bahasa nasional, mampu menggunakan Bahasa inggris sebagai Bahasa internasional tentu akan mempermudah ditambah jika mampu menguasai Bahasa lokal negara penugasan. Mengetahui Bahasa verbal maupun non-verbal dari host country mencerminkan ketertarikan terhadap negara dan budayanya dimana hal tersebut akan membantu membangun kepercayaan.

* Leadership Training
Pelatihan kepemimpinan sudah mencangkup keterampilan seperti kemampuan instruksi, melatih dan menasehati - kapasitas untuk memberi wewenang kepada orang lain – dan kompetensi dalam membangun kepercayaan. Keterampilan tersebut sangat diperlukan oleh manajer yang bekerja di luar negeri bersama orang yang berbeda-beda di lingkungan yang berbeda dengan negara asalnya. Selain training, masih ada beberapa faktor yang mempengaruhi kesuksesan ekspatriat. Sulaiman, Omar, Yussuf dan Othman (2014) melakukan riset terhadap sembilan ekspatriat asal Malaysia sebagai responden dan menyatakan ada beberapa faktor yang mempengaruhi kesuksesan ekspatriat dalam penugasaannya. Faktor tersebut antara lain: * Penyesuaian Diri
Menurut para responden, penyesuaian diri mereka di lingkungan baru menjadi lebih mudah dengan bantuan orang-orang local. Seorang responden menjelaskan “Hal yang membuat penyesuaian diri saya lebih mudah adalah kemurahan hati orang-orang lokal, pikiran terbuka dan keramahan mereka yang membantu saya”.

* Dukungan Dari Pusat
Seorang responden menyatakan jika seorang ekspatriat sedang menghadapi masalah, sebuah diskusi mungkin saja diadakan dengan kolega dan top manajemen di kantor pusat. Meskipun tidak ditemukan solusi sekalipun, masih ada saran yang mungkin didapat”. Hal ini menunjukan jika komunikasi antara manajemen di kantor pusat dan ekspatriat di lapangan sangat diperlukan.

* Kecerdasan Emosional
Dengan memandang peran yang dimainkan oleh kecerdasan emosional dalam mengamankan kesuksesan seorang ekspatriat, seorang responden menyatakan jika kecerdasan emosional mampu menuntun pada kinerja yang luar biasa di tempat kerja.

* Kompensasi Bagi Ekspatriat
Para responden memiliki opini sendiri mengenai kompensasi yang mereka ingin terima selama dan setelag penugasan mereka. Seorang responden menyatakan “Kamu tidak hanya mempertibangkan soal gaji tetapi juga yang lainnya seperti kesempatan merit pay, dana pensiun, benefit asuransi, cuti liburan dan sakit, tunjangan relokasi dan mobilitas yang seharusnya dipertimbangkan sebagai bagian dari kompensasi bagi ekspatriat.
Di era global seperti sekarang ini, persaingan menjadi lebih ketat dimana peran wanita dalam dunia kerja semakin menyaingi peran laki-laki, begitu juga dalam konteks untuk menjadi seorang ekspatriat. Michel Domsch dan Bianka Litchenberger di dalam jurnalnya yang meniliti tentang peran wanita sebagai seorang ekspatriat, menyimpulkan jika sekarang ini pasar internasional sudah semakin kompleks dan kompetitif. Oleh karena itu, perusahaan akan mendatangkan atau mempromosikan orang-orang yang dianggap mampu mengatasi tanggung jawab yang diberikan tanpa memandang jenis kelamin. Dalam kasus ini, wanita menggambarkan sumber daya yang kurang dimaksimalkan. Beberapa perusahaan menyatakan jika wanita lebih enggan untuk menerima penugasan internasional dibandingkan laki-laki. Meskipun belum ditemukan perbedaan alasan yang signifikan mengenai keengganan tersebut (Domsch dan Lichtenberger 1991:337). Sebenarnya, tidak ada perbedaan ketertarikan dalam penugasan internasional, tetapi lebih merujuk pada pola tradisional dan peran dalam keluarga. Kompetisi global merupakan tempat persaingan yang ketat, yang mengharuskan perusahaan memaksimalkan seluruh kemampuan dan kelebihan mereka, serta yang terbaik dari para orang-orang di dalam perusahaan tersebut. Jadi, kesuksesan wanita dalam penugasan internasionalnya mendemonstrasikan jika talenta manajerial wanita memang sesuatu yang diperlukan bagi keinginan dirinya sendiri maupun perusahaan untuk menghadapi persaingan di lingkungan global.
Penelitian yang dilakukan oleh Linehan, Margaret, Walsh dan James mempercayai jika jenis kelamin merupakan penghalang utama dalam proses seleksi dan persiapan penugasan internasional, jika mengacu pada pemikiran stereotip terhadap ekspatriat manajer haruslah seorang laki-laki yang masih ada di organisasi maupun lingkungan. Penelitian sebelumnya memperkirakan jika hanya ada sekitar 3% ekspatriat manajer yang merupakan wanita. Melihat hal tersebut, berarti para wanita harus segara melenyapkan penghalang yang ada dihadapan mereka sebelum mulai mengembangkan karir internasional mereka. Mereka menyarankan jika perusahaan harus meninjau kembali kebijakan organsasi mereka mengenai rekrutmen, seleksi, pelatihan dan pengembangan untuk manajer internasional jika mereka menginginkan orang yang terbaik untuk mewakili perusahaan mereka di luar negeri. Para narasumber dari penelitian ini meyakini jika lebih sulit bagi para manajer wanita untuk dipilih dalam penugasan intenasional dibandingkan rekan pria mereka. Hal itu karena adanya resiko yang muncul dalam penugasan internasional dan manajer wanita lebih tidak diuntungkan dalam proses seleksi. Tapi meskipun begitu, diprediksikan jika jumlah manajer internasional wanita akan meningkat di masa depan dan pihak perusahaan akan lebih memperhatikan proses rekrutmen, seleksi, pelatihan serta pengembangan sumber daya wanitanya sebagai salah satu keunggulan.
Jadi sepertinya tidak ada masalah apakah laki-laki atau wanita yang nantinya dipilih menjadi seorang ekspatriat, asalkan mereka yang dipilih sudah benar-benar melaui prosuder yang telah ditetapkan dan dinyatakan mampu mengatasi beban yang cukup berat sebagai ekspatriat setelah mendapat berbagai pelatihan dan bekal sebelum penugasan internasional. Beberapa kompetensi penting yang diprioritaskan dalam Handbook of HR Management Practices (Armstrong, 2006) antara lain: * Sensitifitas budaya * Kemampuan mengelola perbedaan budaya dan etis * Kemampuan Bahasa * Membangun dan memimpin tim multinational * Kemampuan adaptasi * Motivasi diri * Mengelola keseimbangan kerja dan keluarga
Philips (1992), menuliskan tentang persyaratan seorang manajer internasional yang menekankan pada kemampuan bekerja secara kompleks, lingkungan yang tidak pasti yang dipengaruhi oleh perubahan secara terus menerus. Kompetensi lainnya adalah mampu menanggulangi ambiguitas dan partikularitas ketika bertransaksi dengan budaya bisnis yang berbeda. Dimana tujuan dari semua persiapan ini adalah untuk membantu menyukseskan penugasan internasional seorang ekspatriat agar mampu bekerja efektif dan hidup harmonis selama penugasan internasional mereka di host country.

DAFTAR PUSTAKA
Snell, S & Bohlander, G. 2013. Principle of Human Resource Management (International Edition). Shout Western Cengage Learning. Canada.
Ashamalla, Maali H & Crocitto, Madeline. 1997. Easing Entry and Beyond: Preparing Expatriates and Patriates for Foreign Assignment Success. International Journal of Commerce & Management Vol. 7, No. 2.
Omar, Azura. Othman, Abdul Kadir. Sulaiman, Mohamed & Yusuf, Osman Abdulkerim. 2014. Factors Affecting the Success of Malaysian Expatriates on Foreign Assignments. International Review of Management and Business Research Vol. 3, Issue. 2.
Domsch, Michel & Lichtenberger, Bianka. 1992. Foreign Assignment for Female German Managers. The International Executive (1986-1998).
Linehan, Margaret & Walsh, James S. 1999. Recruiting and Developing Female Managers for International Assignments. Emerald Group Publishing, Limited.
Hurn, Brian J. 2006. The Selection of International Business Managers: Part 1. Industrial and Commercial Training Vol. 38, No.6.…...

Similar Documents

Premium Essay

Recruitment and Selection at Unilever and Ukzn

...Introduction In this assignment, I will discuss and compare University of KwaZulu Natal (UKZN)’s Human Resource (HR) practices to that of Unilever and Johnson & Johnson (J&J). I will critically analyze the case study provided (Johnson & Johnson vs. Unilever) in comparison to university’s current HR practices. The focus will be on recruitment and selection processes, talent management and diversity management. In the case study between Unilever and Johnson & Johnson, the focus is on recruitment selection of managerial staff and also on development of managerial staff, for UKZN I will focus on general recruitment. RECRUITMENT AND SELECTION Recruitment and selection can be described as a process of identifying and hiring the best candidate who is right suited for the job and its requirements, the organizational environment and its culture. According to Robbins, et al. (2009, p. 450) the most important and critical decision HR personnel has to make is to effectively select the right people by figuring out the right match between individual’s ability, experience, attitude, skills and knowledge and job requirements. This is not always easy and in most cases not achievable as lot of factors like organization’s adherence to recruitment and selection policies, processes used, Government regulations e.g. Employment Equity Act, budget for recruitment and lastly the urgency to fill the position shift the focus of hiring the “best” suited candidates. Recruitment and Selection:......

Words: 5391 - Pages: 22

Premium Essay

Hr Recruitment & Selection Assignment 1

...DIVISIONAL HR MANAGER ADMINISTRATIVE ASSISTANTS (4) Recruitment and Selection Proposal HUMAN RESOURCES Recruitment and Selection (HRM782) Assignment 1 TABLE OF CONTENTS Page 3: Introduction Page 4: Proposed Job Advertisement Page 5: Selection Report Page 6: Resume Characteristics Report Page 8: Endnotes Page 9: Bibliography INTRODUCTION Successful candidates for the position of HR Administrative Assistant must exhibit the following competencies (as stated in the job description): Core – Excellent interpersonal skills, flexibility and dependability Functional – Client Service Orientation Job-Specific – Knowledge of MS programs, keyboarding skills of 60 wpm and a minimum of one year administrative experience. In addition to the above core competencies, we also need to gear our screening techniques to ensure we select the recruits with the highest levels of general cognitive abilities and conscientiousness. These predictors have been proven to be the most successful at guaranteeing above average job performance, and therefore the most benefit to the company as a whole.( Catano, V.M., W.H. Wiesner, R.D. Hackett and L.L. Methot. (2010). Recruitment and Selection in Canada, 4th Edition. Toronto, Ontario, Canada: Nelson Education Ltd., p. 174. ) Included in this report is a clearly worded job advertisement, with an in-depth selection proposal. In order to......

Words: 1444 - Pages: 6

Premium Essay

Recruitment and Selection

...International Hotels Graduate Recruitment and Selection Process FAO: The Board of Directors of International Hotels For International Hotels, expansion is the way forward. With the business considering expansion in the UK, I feel as the HR director of the company, that graduate recruitment is a necessity. High quality graduate recruits will assist in supporting the development of International Hotels, with new talent possessing drive, enthusiasm and fresh ideas. With the ever-changing face of the workforce, university graduates acquire many skills, they are enthusiastic learners, and most importantly for International Hotels, they can effectively and efficiently adapt to a new environment. As you, the Board of Directors have decided that the business requires a significant increase in the number of graduates, I am composing this report which I believe will help to further develop the graduate recruitment and selection process of International Hotels. I will also focus on an induction training programme for those applicants successful in their application. The Recruitment Process The Recruitment Process is an essential procedure for any business, according to some; recruitment is ‘the most critical human resource function for organisational survival or success’ (Taylor and Collins, 2000, p.304). Newell and Shackleton (2000, p.113) refer to recruitment as the ‘process of attracting people who might make a contribution to the particular organisation’. International Hotels’......

Words: 1848 - Pages: 8

Premium Essay

Recruitment and Selection

...Introduction Recruitment and selection key points • A well-researched and designed person specification, detailing fair and objective criteria, provides the starting point for the whole recruitment and selection process. • It is important that the recruitment and selection policies and procedures comply with legislative requirements. • Policies and procedures must be backed up by robust employment practices, supported by clear selection documentation. • A combination of suitable selection methods should be used, depending on the nature of the vacancy. • All staff involved in administration, shortlisting, interviewing and other means of assessment should receive appropriate skills and equal opportunities training. • Adequate records should be kept of all stages of the process, including the reasons for selection decisions. • The successful candidate should be the closest fit to the person specification and should fulfil all the essential requirements. In-depth Content on this page • 1Shortlisting o 1.1Equality in shortlisting o 1.2Disabled candidates o 1.3Psychometric testing o 1.4Automated shortlisting • 2Interview planning o 2.1Arrangements for disabled candidates o 2.2Preparing for the interview o 2.3Interviewing o 2.4Interviewing disabled candidates o 2.5Panel interviews • 3Making the selection • 4Record keeping • 5Data protection issues • o 5.1Access to records • 6Job offers o 6.1Conditional offers o 6.2Discovering......

Words: 6517 - Pages: 27

Premium Essay

Recruitment and Selection

...processes for recruitment and selection. Word count (excluding references and front page): 2,995 In 21st Century, tight labour market affects in more complicated and difficult task for organizations which crave to recruit and select talented employees. Fewer qualified applicants, influence in ever greater competition for precocious employees. Deficiency of talented aspirants beg the doom of necessity for successful attract, selection and remaining talented people. Larry Bossidy said that:”If you do not get the right people, you will never fulfil the potential of your business”. Building on that point, future employees are essential to provide the organization with a competitive edge. Bering in mind, that from candidates’ effectiveness depend prosperity of the company, it is essential to recall Jim Collins quotation “People are not your most important asset. The right people are.” Adoption of an effective recruitment and selection process will assure the organization with identification and admittance of ‘right people’. This essay will discuss the aim, most important stages and techniques in recruitment and selection process. It reviews the impact for an organization as a whole and explains importance of effective recruitment and selection process for the business. The particular importance of legal context will be explained and suggestions would be provided. Recruitment process Dowling and Schuler (1990 as cited in Beardwell and Holden 1997) defined recruitment......

Words: 3069 - Pages: 13

Premium Essay

Recruitment and Selection

...Staffing and Recruitment In times of increased competition, in which organisations must continuously learn and innovate, the human element becomes increasingly important in generating value for a company. In fact, the power of a company today is much more based on its intellectual asset than on other tangible equipments. For this reason, the organisation's decisions about recruitment and selection are central to its ability to survive, adapt and grow. Recruitment: The recruitment and selection process is essentially concerned with finding, assessing and engaging new employees who satisfy the human resource needs of an organisation at a minimum cost. In this context, recruitment can be defined as the process of generating a pool of capable people to apply for employment to an organisation. When recruiting applicants for a an organisation, managers commonly pass through different stages. The first stage in a staffing process is to establish the criteria for selecting a new employee. The establishment of this criteria can adopt both a job/task focus (job analysis) and a competencies/role focus (role profiling). Job analysis identifies the behaviours necessary for adequate job performance by using critical tools, such as job description, person specification, in order to identify essential and desirable characteristics and, finally, terms and conditions of employment. Role profiling refers to fundamental characteristics of an individual that may be causally related to superior......

Words: 966 - Pages: 4

Premium Essay

Recruitment and Selection

...2.0 ANALYSIS The analysis section will be divided into two parts, which are the recruitment section and selection section. The analysis is done based on the human resources theories of recruitment and selection, and the theories are supported by the application practices in Deloitte Malaysia. In recruitment section, the theories of employer branding, e-recruitment & social media, university & campus recruitment, and recruitment & executive search firms are applied. As for the selection section, the theories of application form, interview, assessment centers, internships and reference/ background check are applied. 2.1 Recruitment Employer Branding Employer branding is the process of establishing employer identity directed at existing and potential employees, in order to differentiate the firm from its competitors (Sivertzen, Nilsen & Anja 2013). Nowadays, organizations realized that talents are scarce and recruiting the best talents will serve as a competitive advantage over competitors (Love & Singh 2011). Practicing employer branding is a must for organization to establish the favorable and desirable organizational image and identity, in order to attract and hire the best talent (Polyhart 2006; Sivertzen, Nilsen & Anja 2013). According to the Senior Manager of Recruitment, Baboo (2014, pers. comm. 15 May), Deloitte Malaysia had divided the employer branding process into 3 parts, which is attraction, acquisition and integration. In the......

Words: 3511 - Pages: 15

Premium Essay

Assignment # 1-Recruitment and Selection

...Assignment #1 Table of Contents Introduction…………………………………………………….……….….1-2 Job Advertisement…………………………………………………….…....3-4 Selection Report……………………………………………………………5-7 Characteristics Report………………………………………………………8-9 Works Cited…………………………………………………………………10 Pg. 1 Introduction As one of the Divisional HR Managers at Sail, I will be looking to recruit four Administrative Assistants that will each report to their Divisional HR Manager. Before starting the process of recruitment and selection, I have conducted a job analysis in order to determine what kind of people will be the best fit for the position. I will be looking for applicants that possess the knowledge, skills, abilities or other attributes that will allow them to preform successfully for the tasks required for the position. In order to do that, I have used the job analysis process to collect current information that has allowed me to analyze, document, and gather data about the work required for the position. Through work-oriented job analysis, I have conducted interviews, questionnaires, and observations from those employees currently in the position, to determine the work outcomes and descriptions of the various tasks preformed to accomplish those outcomes. After completing the job analysis process, I have determined that in order to find qualified......

Words: 2051 - Pages: 9

Premium Essay

Recruitment and Selection Process

...Nottingham Trent University Nottingham Business School <Module code> Assignment Module leader: <leader’s name> Recruitment and selection issues in POG Azerbaijan Student ID: N0611211 Nottingham Word Count: 145 January 2015 Recruitment and selection is a key business function for attracting and selecting the best individuals to an organization. Its importance has significantly raised during the last decades of globalization. Nowadays, companies are conducting business on an international level, taking advantages of the loosened regulations, modern technologies and infrastructure. Multinational companies play important role in this global business atmosphere as they use a worldwide approach to markets and production. One such company is Premium Oil and Gas, a Dutch holding company, employing over 80,000 staff in 80 countries, best known to the public through its 25,000 service stations. One of its business units, POG Azerbaijan has been involved in oil and gas exploration of Caspian Sea for ten years, but has only recently begun actual production. The company has experienced difficulties implementing its corporate culture in the host country environment, resulting in various issues for its Human Resource policy – recruitment and selection, corporate culture, learning and development. The challenge discussed within the boundaries of this essay are recruitment and selection of staff for the needs of Premium Oil and Gas Azerbaijan. The......

Words: 1473 - Pages: 6

Free Essay

Recruitment and Selection

...Recruitment Strategies As Landslide Limousine prepares to open up their company, it is imperative that the right personnel are selected. In order to achieve the organizational goal of offering first-class limousine service to the Austin Texas area, there must be a consensus among leadership for an open-minded approach to select employees who emulate the diversity and culture of Austin. According to the 2010 census, the city of Austin has now crossed the threshold of becoming a Majority-Minority city. In essence there is not a specific ethnic or demographic majority and for good measure, the median age is 32 (AustinTexas.gov 2014). Knowing these factors will allow Landslide Limousine to select employees who are the face of the current and future city. There is an adage, which states you get what you pay for (Vonnegut 1967) and it is imperative for senior management to either invest in an outside firm or stay with in-house resources when it comes to the hiring of personnel for this location. Austin is a city which, has potential for growth yet many of the affluent are moving further west and east of the city and operating in the city has risks and benefits. How will Landslide Limousine attract customers and how will the employees fair in a market that is still in the process of reaching the top in Texas? Since the company expected revenue for the first year is -$50,000, utilizing in-house resources would be the first plan of action. In today’s society a quick and free...

Words: 1373 - Pages: 6

Premium Essay

Recruitment and Selection

...RECRUITMENT & SELECTION: Hiring the right person INTRODUCTION Human resource management is the strategic and consistent approach to the management of an organization is most valued assets that is employee who is responsible to contributes to the achievement of the organization’s goal. At the start of the 21st century, where the identical non – people resources in kind of finance, raw materials, plants, technology, hardware and software are developing significantly to competing with wide range of different industries which is contribute the challenge to human performance. However, most leaders in developed economies are fully aware of the importance of human resource concerns associated with the success of company performance. One of the most important parts of human resource management is Recruitment and Selection which is concerns as the beginning step of the fully process of HRM. There are huge number of different methods of Recruitment and Selection as many organization chosen depend on the nature of job positon which need to be filled in. However, people performance is unstable, which is might be changed by the affect of people emotion so that in order to maintain the consistence of people performance in real world. In this regard, this study is establishing the importance and role of human resource planning as a corporate activity that drives other human resource functions particularly Recruitment and Selection process. This is also disclosing some of problem that......

Words: 2318 - Pages: 10

Premium Essay

Recruitment and Selection

...Summer Training Project Report ON Recruitment And Selection Submitted in Partial fulfillment of requirement of award of MBA degree of GGSIPU, New Delhi Submitted By: priyanka 015 2010-2012 Northern India Engineering College (Affiliated to GGSIPU) FC-26, Shastri Park, Delhi-110053 ACKNOWLEDGEMENT Connection, dedication and application are necessary but not sufficient to achieve any goal. These must be awarded by guidance. This is to express my earnest gratitude & extreme joy on being bestowed with an opportunity to work in an organization as respected and reputed as BHL, Noida. It is impossible to thank personally all the people who have helped me in completion of this informative project, but it would avail this opportunity to express my profound gratitude and indebtedness to the following people:- I am indebted to Mr. Mohan Kumar Sharma (Officer – Group HR, BAJAJ HINDUSTHAN LIMITED) who gave me the opportunity to work with the organization. I am extremely grateful to my guide and project coordinator Mr. Mohan Kumar Sharma (officer– HR) & Mr. Shankar Singh (Sr.Officer –HR) who removed every stumbling block in my endeavor to complete my project successfully. They proved to be a......

Words: 3485 - Pages: 14

Premium Essay

Recruitment and Selection

...Contents Introduction 4 Fly 540 4 Aldi 4 Internal and external recruitment 5 Benefits to Aldi for Internal Recruitment 5 How Aldi Plc Company will recruit their candidates 6 Benefits to Fly 540 for External Recruitment 6 How Fly 540 Will Recruit Their Candidates 7 Conclusion 7 Introduction 8 Legal and Regulatory Framework in Recruitment and Selection 8 Conclusion 10 Introduction 11 Person specification and purpose 11 Job description and purpose 12 Reasons for Job Application Requirements 13 References 15 Introduction According to Bratton and Gold (2007, p 239) ‘Recruitment is the process of generating a pool of capable people to apply for employment to an organization. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.’ Here Bratton and Gold state that recruitment and selection go hand in hand, but they are two separate activities require a separate range of skills and expertise. Here Fly 540 Fly540 is East Africa’s premier low cost airline offering low fares on scheduled flights all year round to destinations within Kenya, South Sudan and Zanzibar. Headquartered in Nairobi and operating from Jomo Kenyatta International and Wilson Airports, Fly540 Kenya flies to Eldoret, Kisumu, Lamu, Lodwar, Malindi, and Mombasa and across the border to Juba and Zanzibar. Aldi......

Words: 2671 - Pages: 11

Premium Essay

Recruitment & Selection of 5 Different Foreign Organizations Operating in Bangladesh

...SUMMERY Recruitment and selection is a customized process of each individual organization. As business process differs from organization to organization, different organization fill up different types of employee needs. So the process to build the employee pool and finally making the best choice from candidates differs a lot. The report is presenting a portfolio of five different types of organizations, which manifest the customized process suitable for each organization. For example: British American Tobacco Bangladesh (BATB) do not take written test, but Damco take written test for different levels of candidates. According to Shahriar Mahmood of Reckitt Benckiser (RB) ‘there is nothing called first impression in HR’ but in Standard Chartered Bank (SCB); as it is a financial institution, it has to choose employee who are presentable, so first impression is very important at interview. Damco out source much of their root level job but British American Tobacco (BAT), Standard Chartered Bank (SCB), Unilever, and Reckitt Benckiser (RB) do not out-source job, on the other hand; SCB take many of their employees on contract based. So recruitment and selection follow the required business process of different organizations. In this report we have presented our collected data from both primary and secondary sources, and analyzed them to present the information in a flow, that can clarify the individual characteristic of different organizations and as well as their recruitment and......

Words: 7628 - Pages: 31

Premium Essay

Recruitment and Selection

...Goa Institute of Management Sanquelim Goa India 403 006 A Project Report on Recruitment & Selection at Bharat IT Services Ltd (Formerly known as SpiceNet Ltd) Under the guidance of Mrs. Payal Verma Head, Human Resources Bharat IT Services, Noida & Prof. Sambandam Faculty, Goa Institute of Management By Siddharth Goyal PGP 2011-13 Roll No. 2011237 Transmittal Memorandum DATE: TO: FROM: June 10th, 2011 Prof. Sambandam Siddharth Goyal, PGP 2011-13 SUBJECT: Understanding the process of selection and recruitment at Bharat IT Services Ltd. This report pertains to the selection and recruitment process at Bharat IT Services Ltd. This report is required to be submitted as per the requirement for partial fulfillment of PGDM course at Goa Institute of Management. The Human Resource Department is responsible for a lot of functions that are crucial for the organization and Recruitment & Selection is one of them. For any organization to succeed it is essential to select the right candidate for the right job. It is said that if right person is selected for the right job half of the work is done. Thus understanding the process of recruitment and selection in depth is essential for all the management students especially for those who aspire to make their career in the field of Human Resources. 2|Page Goa Institute of Management Sanquelim Goa India 403 006 Post Graduate Program Post Graduate Diploma in Management: 2011 – 2013 Term – IV: Summer......

Words: 7523 - Pages: 31