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CMN 114 (2)
Midterm

Midterm Study notes Recruitment and selection.docx

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Department
Communication
Course
CMN 114
Professor
Shavin Malhotra
Semester
Winter

Description
1)  Appreciate The importance and relevance of recruitment and selection to  Canadian organizations Why Recruitment and Selection Matter  Best practices: valid, reliable and legally defensible, comply with legislation, supported by empirical  evidence, not perfect or error free , adds value to org  part of overall success, competitive advantage. • Involve the ethical treatment of job applicants throughout the recruiting and hiring  process • Responsible for 15% of firms return profit and correlate with LT profitability and  productivity ratios • Result from HR professionals following the accepted standards and principles of  professional associations • Are legally defensible (e.g., Human Rights legislation) • Reduce employee turnover, establish employee trust and increase productivity,  2) Know where recruitment and selection fit into the organization as a  whole and the human resources management system in particular RS is but one component of the HR system, but a very important one helps to meet organizational goals and objectives by producing competent, committed effective ppl. Best practices lead to best qualified staffing and greater organizational commitment leading to lower operating costs, heighten productivity, decrease dysfunction When R/S are effective contribute to organizational productivity and worker growth, , must be carried out within context of the organizations system & external environment, The 2 External factors that affect the HR system:  ­Legislative Requirements:  ­Social/ Economic Environment: global competition, rapid IT advances, Changing  workforce demographics, unionized environment Recruitment: the generation of applicant pool for a job  to provide required number of  candidates for a subsequent selection or promotion program Selection: choice of job candidates from a previously generated applicant pool in a way  that meet management goals and objectives, current legal requirements A Systems View of HR Principle 1: HRM must carefully coordinate its activities with the other organizational  units and people if the larger system is to function properly Principle 2: HR managers must think in systems terms and have the welfare of the whole  organization in mind ­HRM must coordinate its activities with the other organizational units and people if the  larger system is to function properly  ­ Recruitment and selection and the HR function  HR functions: ­Must keep abreast of developments in their field through continuous learning ­Responsible for knowing the latest legal and scientific information related to R & S ­Responsible for implementing policies and procedures in accordance with accepted  professional standards Be aware of which professional associations and groups in Canada have  a stake in recruitment and selection   Professional standards: provide guidance on how HR professionals should behave in  certain situations including the use of employment tests CHRP Edge There are six characteristics that define a profession: 1. A common body of knowledge 2. Agreed performance standards 3. A representative professional organization 4. External perception as a profession 5. A code of ethics 6. An agreed certification procedure  Professional associations and groups exist to help HR professionals and their  clients through ethical codes/standards of practice Become familiar with basic ethical and professional issues in  recruitment and selection  Codes of ethics are important 
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