Modern business policy is based upon successful management of resources, especially human resources. Employment and recruitment are becoming human resource basic functions. Companies and organizations must consider again their own business policy and goals, in order to define and realize optimal business policy, particularly human resources recruitment. Recruitment of internal candidates is almost a rule for solving the problem of shortage in certain profile of employees. Yet, mostly, in the situation of insufficient human resources, we focus our attention to external candidates, through cooperation with media, educational institutions, agencies and other communication approaches. Media have emphasized role. Advertising on the Internet, newspapers and TV depends on many variables. Besides cost aspect there is significance in communication aspect, an rising attention onto target group from which we plan to recruit our candidates. Therefore, media role is growing in importance, not only in sales, public relations or promotion, but also in employment, actually, in recruitment of human resources from external sources. Choice of an appropriate media and an adequate message in advertising are becoming more important for the communication effects of employment process, as well as advertising itself. In the Internet domination era and development of new communication approches (social networks and Internet forums), individuals and organizations are focusing their attention to this media and its potential. Growing number of opportunities and target markets' new value system are recognizable through growing number of Internet sites, portals, but also in the Internet browser influence (Google, Yahoo, Bing…). Campaigns for recruitment of new employees through open employment tender invitations on Internet sites of all sorts of companies and organizations are part of this new approach to human resources. Systematic approach, opennes to new opportunities and media, development and focus onto new potentials and resources are part of postulates for business survival.
Table of Contents
1. Introduction
2. New corporate goals
3. Human resources functions
4. Literature on recruitment and selection of candidates
5. Segment of recruitment and selection of employees among human resources functions
6. Case study „KRAŠ“ d.d., Zagreb
7. Recruitment of candidates
7.1. Recruitment of internal candidates
7.2. Recruitment of external candidates
8. Media
9. Employment institute
10. Private agencies
11. Educational institutions
12. Postal informing
13. Special occasions
14. Conclusion
Research Objectives and Themes
This scientific work aims to analyze and present a model for the recruitment of employees within the context of modern human resource management. By synthesizing theoretical insights with practical case study data, the research addresses how organizations can harmonize recruitment strategies with broader business goals to adapt to dynamic environments and ensure long-term organizational success.
- Integration of recruitment into corporate strategic planning.
- Methods and techniques for the effective recruitment of internal candidates.
- Strategies for leveraging diverse media and external sources for talent acquisition.
- Practical implementation of recruitment processes through real-world examples.
- Systematic approaches to adapting human resource functions to organizational changes.
Excerpt from the Book
1.4. Recruitment segment amongst other functions of human resources
Highly qualified, educated, high quality employees are highly demanded and insufficient in even more developed countries and societies, particularly the biology, chemistry, phisics, technical and technology oriented profiles, i.e. technologists, IT engineers etc. Domestic job market has not significant offer for such profiles and it is not enough for domestic companies needs. Lack of employees problem couldn’t always be solved by “jumping” of other employees from the company. Solutions are usually found on external human resources market. External sources mostly consists, Employment institute, private agencies for job finding service, educational institutions etc. These sources offer opportunity for recruitment of various profiles of employees, but also consulting, intermediation, research in this strategic business area. In this area literature offers different, mostly precious informations for recruitment of employees. Yet, precaution is needed, because all foreign or international solutions are not applicable in domestic conditions. Reasons for inapplicabillity are, among others, cultural heritage differences, organization culture etc., and in general development of human resource. Although, recruitment model building is necessary for every organization.
Thesis of this work is that recruitment of employees must be part of corporate strategic plan, and that is particularly important in the situation of continuous changes in the environment. By recruitment of top quality employees companies are ensuring themselves a comparative advantage. According to environment, internal resources and development potentials, these procedures have to be harmonized with business policy and corporate strategy, that ensures stable source for continual recruitment of employees.
Summary of Chapters
Introduction: Provides the foundation for the scientific study by defining the scope of recruitment within contemporary human resource management and explaining the methodology used for model development.
New corporate goals: Discusses how changing business conditions and internal organizational shifts require companies to redefine their strategic goals, placing high-grade employees as the cornerstone of modern success.
Human resources functions: Details the systematic array of human resource activities, ranging from planning and recruitment to professional development and retirement preparation, illustrating their cyclic nature.
Literature on recruitment and selection of candidates: Reviews established academic and professional perspectives on recruitment methods, contrasting American and European approaches to the selection process.
Segment of recruitment and selection of employees among human resources functions: Explains the strategic importance of the recruitment function and argues that it must be aligned with corporate strategy to ensure a stable workforce.
Case study „KRAŠ“ d.d., Zagreb: Presents a practical analysis of recruitment challenges and organizational strategies within a major Croatian company, focusing on specific engineering and technology roles.
Recruitment of candidates: Investigates the dual nature of recruitment by evaluating the advantages and disadvantages of sourcing from both internal and external labor pools.
Media: Analyzes the evolving role of various media channels, specifically the internet, in modern recruitment strategies to effectively reach target candidate markets.
Employment institute: Explores the utility of state-level cooperation and regional institutes as essential partners in managing labor supply and recruitment needs.
Private agencies: Outlines the strategic role of private recruitment firms, particularly for highly qualified and managerial roles, emphasizing the need for clear agreements and long-term partnerships.
Educational institutions: Discusses the long-term approach of building relationships with schools and universities to attract educated talent through structured programs and engagement.
Postal informing: Examines traditional communication methods as a supplement to modern approaches, focusing on the value of direct contact and targeted reach.
Special occasions: Highlights how professional events and conferences serve as effective venues for long-term candidate screening and relationship building.
Conclusion: Synthesizes the core findings, reaffirming that flexible, systematic recruitment models are vital for organizational survival and adaptability in a changing global economy.
Keywords
human resources, business policy, employment, recruitment, external resources, advertising, media, Internet, strategic planning, talent management, organizational change, corporate strategy, job analysis, recruitment models, human resource functions
Frequently Asked Questions
What is the core focus of this research?
The work focuses on the recruitment of employees as a fundamental function of modern human resource management, specifically exploring how to build and maintain effective recruitment models within companies.
What are the central themes discussed in the book?
The central themes include the alignment of recruitment with corporate strategy, the management of both internal and external labor sources, and the strategic use of media and institutional partnerships to acquire high-quality talent.
What is the primary research goal?
The primary goal is to provide a comprehensive framework for recruitment that ensures a company can meet its human resource needs despite environmental changes and global economic pressures.
What scientific methodology is utilized?
The author employs a systematic or contingency approach, combining analysis of existing scientific literature with a detailed practical case study to demonstrate how recruitment models function in real-world scenarios.
What topics are covered in the main body of the work?
The main body covers the theoretical structure of human resource functions, specific methods for internal and external candidate sourcing, and detailed assessments of various advertising media and institutional collaborators.
Which keywords best characterize this publication?
The work is characterized by terms such as human resources, strategic planning, recruitment, talent management, and organizational adaptability.
How does the author characterize the role of the Internet in modern recruitment?
The author identifies the Internet as the dominant media, highlighting its speed, broad reach, cost-effectiveness, and capability for interactive communication compared to traditional methods.
What lessons are derived from the case study of "Kraš" d.d.?
The case study illustrates the practical necessity of documenting job tasks, maintaining systematic evidence of employee data, and the importance of adapting recruitment strategies to specific industry requirements.
- Quote paper
- Darko Lugonja (Author), 2009, Recruitment of External Candidates as a Function of Human Resources Management in the Company, Munich, GRIN Verlag, https://www.hausarbeiten.de/document/172503
