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Essay / Research Paper Abstract
This 8 page paper discusses the statement that “employee recruitment, selection and retention strategies are the key to unlocking the productive potential of organizations”. The paper examines this to determine if it is true, and how it can be achieved in practice as well as theory. This includes outlines a strategy for effective recruitment and factors that will impact on retention levels and how these fit in with maximizing the company’s potential. The bibliography cites 8 sources.
Page Count:
8 pages (~225 words per page)
File: TS14_TErecuitm.rtf
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Unformatted sample text from the term paper:
However it is not the only aspect of HRM that can increase the output and increase the overall potential of a company, only in volume, but also in terms of
innovation, practices and quality. To maximise the potential of any form the right employees with the correct skills and attitude need to be attracted and then recruited. These employees
then need to be maintained not only their physical presences, but their mental attitude and abilities need to be retained. This will then help create an internal environment where the
potential may be maximised. The process begins with the recruitment. There is often a belief the a high salary or hourly rate will attract numerous candidates. High wages may
increase the attraction of the job, but they are not sufficient in terms of acting as a magnet for the right employees and reciting them (Roberts et al, 1989). To
recruit and retain staff it is important that there is a culture which appreciates staff, allows then to know that they are appreciated and also includes them in decision making
processes (Upenieks, 2003). In shirt there is the requirement to communicate the use of these methodologies at the interview stage and then follow them up with tools from the human
relations school of management (Upenieks, 2003). The task of recruitment is complex, the employer needs to know that the individual they are hiring has a positive attitude, will
be honest and reliable as well as hardworking and able to become loyal and also fit in with the existing culture and employees (Preston, 2003). Where the recruitment strategy is
not sufficiently rigorous the cost will be greater than the productivity of a single employee. The impact will be felt by others who work with that individual, morale may decrease,
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