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Recruitment and Training of the New Employees

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The modern economy has been characterized with rapid economic growth which has affected the tread of employment. Due to the expansion of operations in many institutions, there has been the need for the growth of the employees. This research is aimed at analyzing the important measures that are essential in the recruitment and training of the new employees. Different measures are usually adapted from one organization to the other but they all result in a strategy that is aimed at ensuing that the role played by these employees is not compromised as a result of the strategy that was initially used in the recruitment and training process.


According to the explanation of Collins (2001), the building of an organization that is great requires the involved players to have the understanding that the technology, competition, production or market is not the throttle on which every company grows but instead; the growth is usually based on the ability of the company to maintain in its operations the kind people who are perceived as right. In many industries, human management has been perceived to be a big issue. The employees in the large industries want similar things just like in the small industries. These things includes; working environment that is appropriate, wages that are competitive, respect amounting to the feeling of being valued in addition to work performance rewards. With these ranging issues, the key to success is based not only on the recruitment process but also on maintaining the employees in an organization.

A framework for understanding the process of recruitment and training

Over the last years, the interest of research in relation to the recruitment and training of the employees have substantially increased (James, 2000). In the Barber (1998) discussion of the process of recruitment states three phases which includes; applicant generation, maintenance and job choice decision influence. This implies that certain activities of recruitment have an influence on the type of people that opt to place application for the position. In addition, certain activities may affect the process if there will be withdrawal from the recruitment process by some of the applicants of the jobs. The recruitment actions may also affect whether the there will be acceptance of the job that is actually offered (James, 2000).

When a strategy for applicant's generation is being planned, it will be important to stress on the fundamental question which will address the type of employees that are needed by the organization (this will be in terms of the important skills, knowledge and abilities. Addressing of the other several strategies that are related to the question will be difficult unless there is the determination of the type of employees being sought by the employer. The organization should also address the question of where to conduct the recruitment in addition to outlining on the recruitment sources to be used by the organization in order to ensure that the desired applicant population is reached. Other issues to be addressed are the time when the employer wishes to commence with the process of recruitment. In order to ensure that these basic issues are handled by the employer who happens to be involved directly in the process of recruitment, the clear set of the objectives set by the recruitment should be outlined (Breugh, 1992). Therefore, the initial phase of the recruitment process should be aimed at establishing the objectives.

According to Wanous (1992), a simple goal of recruitment in many companies has been aimed at attracting a number of applicants that is large. The secret behind trying to attract many applicants has been questioned by various researchers. When considering the wide range of possible recruitment objectives, a firm needs to make a wise choice (James, 2000). Some employers may for example by a way of recruitment be aimed at trying to influence the outcomes of post hire. The outcomes of post hire are; new employees job satisfaction, past jobs performance, the ability of the organization to meet the established psychological contract and the new hire first year rate of retention. When establishing the objectives of recruitment, focusing on the outcomes of post hiring is very important for the organization. When looking at these outcomes, the organization should consider the recruitment cost, the speed of filling for the job, the total number of employees that the organization succeeds to hire and the new employee's diversity.

The recruitment process

When an organization is trying to fill in an opening in a job, it should be able to base its consideration on the approach that it will use in order to enable it to reach the qualified individuals for the available vacant position. According to the findings of Ullman (1966), the employees whose employment criteria takes the process that is informal results to lower rates of turnover when compared to the employees who were recruited by use of the formal sources. After the publication of the study of Ullman (1966), several other studies followed in relation to the recruitment.

According to the description of Collins (2001), two steps are described as critical for enhancing success in relation to the management of the personnel. These were; (1), getting on board the right people and off board the people who are wrong and (2), keeping onboard the right people in addition to getting them in the appropriate seat (this approach emphasis at ensuring that not only the necessary conditions for the new employees is satisfied but also the sufficient condition which is responsible for job perfection) According to James (2000), there is the need for the employers to ensure following and respecting the basic rules of recruiting before they indulge in the process of the recruitment of the employees.

Setting of the goals by the company is very important in the process of recruiting and training. The goal of a business can be aimed at targeting all the production parameters that are required to enhance the company to make profits. In addition, understanding and believing in the employer's culture and philosophy is perceived as very important to the employees.

Setting the criteria of the new employees that the organization is looking for should include the basic requirements that are expected of the employee by the organization. Some of the basic criteria include having the positive attitude, willingness to learn in the process, flexibility in adapting to the new environment, ability to have an established social working environment through being able to work with everyone



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