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Strategic Human Resource Management Function and HR Staffing: A Case

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Paradigms: A Research Journal of Commerce, Economics, and Social Sciences
Print ISSN 1996-2800, Online ISSN 2410-0854
2018, Vol. 12, No. 2 Page 153-160
DOI: 10.24312/paradigms120206
Strategic Human Resource Management Function and HR Staffing: A Case Study of Telecom Sector
Rana Nadir Idrees1, Muhammad Waqas2, Imran Haider Naqvi3, Asma Imran4, Zafar-Uz-Zaman Anjum5
ABSTRACT capital (HC) administration. Since inside the human resource
The portfolio attempts to analyze various aspects of management (HRM) archetype, these are not merely
recruitment and selection so as to explore various issues apparatuses to fill vacant positions but may be analyzed like
around it, guidance available under relevant management strategic 'push' and 'pull' levers for organizational change.
theories and practices including a case study of a Recruiting and selecting the right people is of paramount
multinational telecom company. An effective strategic importance to the continued success of an organization as it
human resource management function within firms may allows management to determine and gradually modify the
offer an inclusive reply and exposure to the concerns as (a) behavioral characteristics and competencies of the
which approaches profitable conglomerates to employ in workforce (Henry & Temtime, 2010). Over the years, the
recruiting and selecting workforce, (b) which hiring policies terms used to describe staff and employees in organizations
and programs are typically effectual, (c) how the hiring have changed from Personnel to Human Resource (HR) and
procedures influence corporation bottom line and contribute now to Human Capital. Therefore, it is very important to
towards the organizational strategic goals. This is a understand the concept of human capital, which can be
qualitative study which is based on the understanding gained gained with the help of the following definition by a
during the job, published material, research reports and renowned expert in HR. According to Stockley (2008):
articles including those which has been included in this “The term human capital is recognition that people in
portfolio, the knowledge relating to recruitment and organizations and businesses are an important and essential
selection is being best summarized. In order to study a case asset who contributes to development and growth, in a
from the real world, a multinational mobile company, which similar way as physical assets such as machines and money.
is the pioneer telecom technology company in Pakistan, has The collective attitudes, skills, and abilities of people
been selected to understand their recruitment and selection contribute to organizational performance and productivity.
policy and procedural guidelines. This portfolio is Any expenditure in training, development, health, and
contributing towards the enhancement of understanding of support is an investment, not just an expense.”
Strategic Human Resource Management (SHRM) in general To provide an overview of the hiring procedure in the
and recruitment and selection process in particular along overall strategic HRM context, following diagram by
with the underpinning issues and challenges. Nankervis, Compton, and Baird (2002) could be very useful:
Key Words: Recruitment, Selection, Human Resource, Applications

Human Capital, Management, Merit, Reference Checks, CVs

Interviews, Assessment, Prospective Dynamic

Environment Recruitment Selection
Process Process Preliminary
Interviews
INTRODUCTION Human

Organizations succeed largely through the efforts of their Resource

Plans
and policies
employees. It suggests that selecting the right employee is a Recruitment
Requisition
Testing

cornerstone of a better administration (Taylor & Collins, Vision

2000). The outcomes of right hiring are often clear, whereas, Strategic Human Competency / Background
those of regrettable hiring are not every time conspicuous Business Plan Resource
Strategy
Position Analysis Investigation

and irrefutable. The price of publicity, organization time Key

Stakeholder
occupied in hiring and then coaching and mentoring, and the Position/Job Selection
Description Interview
cost of firing and exit are simple to ascertain.
However, the continuing upshot like declining emotional
Position/Job
state of workers condensed business prospects, a diminished Evaluation Medical

attribute of goods or service are probably much severe. Dynamic

Environment
Recruitment is referred as creating a pool of the candidates;
it is concerned with not only approaching the public but also Budget Check Decsions

making right candidates believe in contending for last

selection (Barber, 1998), however, selection means choosing
Sourcing Pool of Applicants Appointments
suitable applicants for the job; a procedure of excluding
unsuitable candidates (Guion, 1976). The current study
Figure 1: SHRM and Strategic Recruitment and
investigates hiring as a key determinant for effective human Selection

1 COMSATS University Islamabad, Lahore Campus, Email: [email protected]

2 Lahore Business School, The University of Lahore, Lahore, Pakistan
3 COMSATS University Islamabad, Lahore Campus
4 COMSATS University Islamabad, Lahore Campus
5 COMSATS University Islamabad, Lahore Campus

153
Major Issues effective plan and command mechanism. Moreover, the
Major issues confronted by the organizations in contingency theory was formulated by a writer like Tom
connection with HR staffing exercise are outlined hereunder: Burns, Henry Mintzberg, Hershey, and Blanchard. The said
1. Inappropriate assessment of strategic requirements theory declared that each company and each set is diverse
(Bechet & Walker, 1993) and thus entails a diverse style (Burns, 1961; Hershey &
2. In Position analysis, job description and SKA’s are not Blanchard, 1995; Mintzberg, 1979). Above theories may
aligned with strategic requirements (Schneider et al., well or may not well put into operation, as per the
2002). organization situations. The said theory has been
3. HR Policy framework not adequately addresses the social successfully applied to leadership and management
factors, external and internal environment, gender behavior.
discrimination and other statuary obligations (Beattie & Key Challenges
Johnson, 2012; Dawn Metcalfe & Afanassieva, 2005) Following are some of the key challenges, which may be
4. Risk of wrong decision making with respect to various faced by most of the organizations while recruiting and
aspects of recruitment and selection such as mode of selecting the workforce (Heneman, Judge, & Heneman,
recruitment, shortlisting, method of selection, reference 2000; Hsu & Leat, 2000; Teclemichael Tessema & Soeters,
checks, interview and selection decision – candidate may 2006):
be qualified/over-qualified/qualifiable, appointment of 1. Formulation of HR Recruitment and Selection Policy
successful candidate and dealing with unsuccessful 2. Recognition of HRM as a key contributor to organizational
applicants and deployment (Boxall & Purcell, 2011; Cole, success
Feild, Giles, & Harris, 2009). 3. Setup of the dedicated and empowered HR function
Pertinent HR Theories and Practices 4. Uniform application of recruitment and selection policy
There has been a lot of research carried out on HRM and procedural guidelines
including staffing. Some of the pertinent theories in this 5. Addressing the Stereo Type behavior and believes
relation are briefly described as the theory of classical 6. Gender decimation, minority deprivation, and biases
management, scientific management asserts that work can be 7. Upholding Merit and transparency
technically examined; workforce can be methodically 8. Map and standardize staffing and supplementary HR
chosen; training guarantees work and worker fit; and functions, at the right time and with right people in order
administration worker link should be affable, supportive and to accomplish the short, medium- and long-term
fruitful. This theory was employed by Taylor and he corporations’ goals.
basically incorporated the earlier ideas of Robert Owen 9. Locating suitably qualified applicants from inside and
(1771-1858) and his work has been further developed by outside the organization to fit in with job openings.
Henry L. Gantt and Frank and Lillian Gilbreth including the 10. Adopting appropriate and well-structured
ideas of performance-based cash and in-kind incentives and recruitment and selection techniques.
designing job again (Taylor, 1914). The classical 11. Deciding upon the suitability of the candidate with
organization theory is exemplified through the work of Fayol reference to job requirement, job description, and personal
and Max Weber (1864-1920). Fayol identified management specification.
functions as those of planning, organizing, commanding, 12. Compliance with organizational and regulatory
coordinating and controlling (Fayol, 1949). Nevertheless, obligations.
next theorists summarized these to planning, organizing, The Rationale for the Study
leading and controlling activities. Weber classified It is envisaged that the ineffective application and
organizations by authority structures as charismatic, implementation of policies and practices relevant to
traditional or rational-legal (Weber, 1946). There were few recruitment and selection is not appreciable in every sector
researchers who represented transitional human relations of Pakistan. HR staffing is largely responsible for making the
theory, which situates amid traditional management and congenial working environment and gaining competitive
behavioral strategies to the employability with their key advantage. The rationale for this study should, therefore, be
focus on societal elements at workplace covering job groups, viewed in the context of the ground realities associated with
headship modes and unofficial arrangements in companies corporations who are confronting challenges due to the
(Bernard, 1948; Follet, 1918; Urwick, 1944). While the nonexistence or in-adequate formulation and implementation
behavioral school, industrial psychology endeavors to relate of HR staffing procedures while sustaining a bond with
emotional study to the employer-employee link. diverse stakeholders (including coworkers, clients, bosses
Munsterberg employed personality study to choose worker, and dealers etc.) in all sectors.
restructuring the job and training schemes (Münsterberg, Problem Statement
1915). Further, Dill and McKeen made personality Effective HR staffing is not a child’s play. Actual practice
assessments techniques for the hiring of marketing people has not been attained. Is HR staffing handling is pragmatic,
especially the salesmen and management cadre employees rational, specifically in the telecom sector of Pakistan?
(Cattell, 1981; Dill, 1961). In addition to the above Establishing a clear concept regarding the HR staffing
management science, the quantitative school approaches mechanism to the differentiation between the telecom and
emphasis on gauging the results of the job with the other sector organizations in Pakistan is also under research
employment system. Applications comprise manufacturing area (Mahmud, Billah, & Chowdhury, 2012). There are few
timetable, production plans and resulting supervision with studies conducted in the telecom sector of Pakistan but there

154
focus is on the relationship of outsourcing recruitment Chinese multinational enterprises (MNEs) are using hiring
procedure and employee loyalty and dedication (Ahmed, policies and practices which are more prone towards modern
Vveinhardt, Ahmad, & Mujeeb, 2014; Benish Hussain HRM concepts over those of domestic Chinese firms (Shen
Janjua, 2014; Jamil & Neem, 2013) or on E-recruitment & Edwards, 2004). In a survey, Piotrowski and Armstrong
(Malik & Razaullah, 2013). One key study was done to see (2006) found that the majority of the organizations were
the role of recruitment and selection on job performance but using traditional hiring methods. Geerlings and Veen (2006),
in the public sector of Pakistan (Rehman, 2009). So, as per have argued that by simulating the mobility of the staff
authors’ best of knowledge, there is a void in the literature between positions within the organization, it is possible to
because not a single research has been done to study the analyze, in depth the effects of selection policy on a firm’s
relationship of SHRM function and HR staffing especially in employees. In his article, Moy (2006) has suggested that
telecom sector of Pakistan. organizations may use both conscientiousness screening
Objectives of the Study tests and work sample screening tests for assessing the right
To study guidance available under relevant management traits and eventually selecting the right candidates. In order
theories and practices including a case study of a to further understand the findings of the research conducted
multinational telecom company for with respect to selection decision making, following diagram
1. Enhancement of understanding of SHRM in telecom by Moy (2006) may be considered:
sector of Pakistan Conscientio
usness
2. Enhancement of understanding of recruitment and
selection process in the telecom sector of Pakistan English
Communicat
3. Underpinning issues and challenges associated with ion skills
Ideal Five
SHRM in telecom sector of Pakistan Openness to (Desirable) Ideal
Employee
4. Underpinning issues and challenges associated with the experience

recruitment and selection process in the telecom sector of Employers

as
Pakistan information
Extraversion
processors English Successf
LITERATURE REVIEW Communicatio
n skills
Observable ul
Five Applican
Keeping in view the topic under discussion, a number of Appearance
(Assessed
during
articles have been reviewed especially relating to recruitment Related job Interview)
and selection. It is found that human resource management experience
Mandarin
strategies such as hiring should be aligned with SHRM
(Martín Alcázar, Miguel Romero Fernández, & Sánchez
Figure 2: Ideal Employee and Successful Applicant
Gardey, 2013). SHRM is a firm based and interrelated with
Source: Adapted from (Moy, 2006).
HRM practices, focus on stakeholder's value and strengthens
the relationship between HRM practices and organizational Sue-Chan and Dasborough (2006), have researched the
performance. There are basically four perspectives such as effect of hiring decisions based on rule or relation in diverse
universalistic, contextual, contingency and configurational cultural settings of Australia and Hong Kong, China. The
in HRM that define SHRM (Uysal, 2014). Nowadays, research defines the two types of decisions as follow:
managers are required to work as strategic human resource The relation-based decision is a decision which is
managers (Gannon, Doherty, & Roper, 2012). Emphasis on influenced by (a) kinship, that is elder brother-younger
SHRM through HR systems result in firm performance brother or (b) a frequent social relation i.e. friend, co-worker.
(Chadwick, Super, & Kwon, 2015). SHRM practices like In Chinese, this concept is also referred to as “Guanxi”. On
hiring, training, and performance evaluation enhances the the other hand, Rule-based decision is a decision which is
performance of the firm. (Arunprasad, 2017). primarily made by book i.e. based on established norms,
It was found that honesty and integrity in hiring are given policies and procedures rather than relationships. This
more weight than candidates' ability and aptitude in the small concept is generally observed in the west except for
businesses as compared to the large businesses (Bartram, Australia, where friendship is highly regarded in their
Lindley, Marshall, & Foster, 1995). Majority of the cultural values of “Mateship”, which is similar to the Chinese
organizations use the interviewing method for hiring rather concept of “Guanxi”. Mateship can be defined as a
than assessment centers and psychological test (Heraty & multifaceted blend of collectivist and equalitarian values
Morley, 1998). While taking hiring decisions, large grasped at the individual level in companionship.
businesses expect from university graduates to pass through Branine (2008) argued that recruitment procedures for the
training and development programs before practical work selection of graduate candidates used in UK firms are based
(Stewart & Knowles, 2000). Rynes, Colbert, and Brown on a person related rather than job oriented factors. Talent
(2002) have also discussed HR staffing practices and they management through better hiring strategies results in
argued that the practitioners have less faith in personality and enhanced firm's performance (Christensen Hughes & Rog,
intelligence tests as compared to HR literature. In another 2008). In the Egyptian national context, HR staffing process
research, the use of different trends of selection like and associated responsibilities are shared with line managers
assessment centers, psychometric tests, and personality (El-Kot & Leat, 2008). It is found that recruiting criterion is
testing was identified (Kwiatkowski, 2003). Tanova (2003) matched with the competitive environment of organizations
contributed that selection of hiring method is not linked to (Lin, Zhang, Chen, Ao, & Song, 2009). Mapping of
turnover in small organizations. It was also found that competencies has been recommended for better hiring

155
(Reddy & Reddy, 2012). It is also found that the age group telecom industry. According to PTA, Zong has got a 99.3%
of the interviewer's matters during the hiring interview success rate in customer’s resolution of 2017.
(Allen, Schetzsle, L. Mallin, & Bolman Pullins, 2014). Job Recruitment and Selection Policy and Procedures
analysis statement and job descriptions of team positions Based on the interviews of the HR Manager, researcher’s
found missing during the recruitment and selection (Saqib, understanding as to their staffing process is as under:
Khan, Raza, Sohail, & Zainab, 2016). In Nigeria, the use of Policy Statement
recruitment agencies and the referral from the existing The staffing policy is intended to guarantee that HR
employees resulted in more competent and productive department moves from conventional organizational human
employees (Oaya, Ogbu, & Remilekun, 2017). resources function to more applicable and improved
EU agencies have a merit-based recruitment personnel administrative function. The aim of the process is
process (Egeberg, 2017). Ashraf (2017), examines that to make sure that the HR Department and Line Management
hiring procedure in public sector lacks not only in proper job drive and take joint ownership of the process from beginning
analysis but also in providing a proper job description to their till the end and ensure equal opportunity to candidates from
employees. The technical skills and competencies of the market-leading towards quick and right identification of
management accountants are taken for granted now and superior quality applicant in short time.
employers tend to focus more on a person’s appearance and Procedure
credibility (Lepistö & Ihantola, 2018). Summary of the study Approvals- Employee Requisition Form (ERF)
has been provided in Appendix A. The procedure is valid for unfilled current and fresh
position. For fill up, an available or a fresh job position, the
METHODOLOGY
demanding supervisor/ operational level manager ensures
This is a qualitative study which is based on the
that ERF has been submitted and approved by the company
understanding gained during the job, published material,
before the start of the process. The Routing procedure starts
research reports and articles including those which has been
from the request by the concerned Section/ department head,
included in this portfolio, the knowledge relating to
which is endorsed by the division head/ GM, reviewed by
recruitment and selection is being best summarized. In order
director human resources and approved by the company
to study a case from the real world, a multinational mobile
head/ CEO/ COO. ERF should have the standard job
company, which is the pioneer telecom technology company
description (circulated by HR) as its attachment.
in Pakistan, has been selected to understand their recruitment
Profile and JD. On completing the above requirements,
and selection policy and procedural guidelines. Based on the
HR prepares the profile of the applicant using the ERF. The
interviews of the HR Manager based at Lahore office in 2017
profile will comprise relevant key skills, behaviors, and
and subsequent information exchanged, the researcher’s
accountabilities as required for the vacant role.
understanding as to their staffing process is elaborated. Both
Sourcing. If management ascertains that there is no
induction and deduction methods were used to understand
appropriate candidate within the organization, HR will
and draw conclusions.
source through advertisements or source through the HR CV
ANALYSIS AND DISCUSSION Database or through approved Consultants or web or existing
Recruitment and Selection at Zong – A Case Study employees referral scheme, whereby cash bonus, being
Overview of the Organization equivalent to one basic salary of selected employee, is
In order to study a case from the real world, a multinational awarded to referring employee in case of success. The
mobile company, which is one of the largest telecom concerned function/ department will make sure the
technology company in Pakistan, has been selected to availability of funds for external advertisements.
understand their recruitment and selection policy and Short-listing. Once the CVs are received in HR, they are
procedural guidelines. stamped for the date of receipt on each. The HR department
Zong is the fastest growing network in Pakistan with a is responsible to ensure that every application received is
growth rate of 500 percent in just three years. Zong acknowledged in writing. After the last date of the
continuously invests heavily in GSM networks, facilities of application, HR screens all applications according to the
transmissions and their support systems and also in profile.
developing the new technology and new ideas to their Assessment center test. All potential applications are
operations. called for an assessment center test, where, they are tested
Pakistan is one of the largest mobile network users with with reference to their standard assessment test. Those who
134 million users of mobile phones (10% YOY Average qualify the assessment center test ensuring them competitive
Growth). As Pakistan telecom industry is divided between with minimum 50% marks are considered for an interview
five big companies and the competition is always high as the and marked as “I” (interview). However, those who were
competitors provide different offers and packages to attract either not suitable for the job were unable to qualify the test
customers. Khursheed (2017) presents the facts and figures are marked either “R” (reject) or “F” (future use). After
of Pakistan mobile industry in Appendix C. The Appendix screening the applications, marked “I”, and narrowing them
shows that Zong is the second best in terms of 3G/4G down to ten or fifteen; HR holds a session with the head of
subscribers (10.76%) after Ufone and also the second best in the concerned department to further narrow down the
terms of market share (27%) after Mobilink in Pakistan. applications to five or six candidates.
Zong 4G emerged as the biggest and leading network in the Interviews. After the above procedure, interview panels
will be formed as follows:

156
 For all junior management positions at grade G6/T4/S4 decision making, wherein friendship based particularistic
and below – Immediate supervisor, Division Head and HR relationships are more likely to be counted in case of
representative. Australia as compared to Hong Kong, China (Geerlings &
 For all middle and senior management positions grade Veen, 2006).
G5/T4/S3 and above – Immediate supervisor, senior HR In the work of Moy (2006), academic performance has
representative and representative(s) from the HR been used for measuring the candidate’s general intelligence,
Committee. which may not be the case in actual. Sue-Chan and
The interview process is based on consensus recruitment Dasborough's (2006) research examined that how specific
methodology, which is focused on equal assessment of two association dependent on friendship effects recruitment and
dimensions: skills and behaviors (See Annexure B). Each selection practices in a relation-based and rule-based cultural
member of the interview panel will be involved in context but traditional Australian locations have been
interviewing short-listed candidates. Post interview, selected to populate the results for entire Australia, whereas
members of the interview panel will be required to complete this may not be the case in reality. Whereas Egeberg et al.
and submit to HR, the Interview Assessment Form (2017) in his article discusses the selection and recruitment
containing key behavioral competencies which require to be criteria of European agencies that how they select their
assessed, measured and documented by each interviewer personnel and what procedures they adapt to select their
who should focus on past examples of behavior and probe candidates but the study lacks in a sense that it depends on
further to conclude understanding of the required focused qualitative data. According to Ashraf (2017), KPIs are not
areas. aligned with job description is the main reason for the low
Decision. After the conclusion of the interview process, performance of the public sector in Pakistan. It also affects
the interviewers should meet to consolidate and compare the promotion and pay-raises system in public organizations
their assessments, as documented in the Interview of Pakistan. In the researcher opinion, reviewed literature
Assessment Form. In case of differences of view between can be considered a valuable contribution towards the
Panel members, the decision is required to be escalated to the enormous work already carried out in the field of HRM in
HR Committee. general and HR staffing in particular. Despite the fact that
Reference checks. All position grades G5/T4/S3 and these researches have their own implications and limitations,
above requires the approval of the HR Committee for the but still can prove to be a step forward to achieve the end
issuance of the appointment letter. For these position grades objective of HR staffing i.e. “to attract the right person at the
and above, HR checks at least 2 unrelated references right time for the right job.” Specially the consideration of
furnished by the candidate. The outcome of the Reference behavioral aspects, methodologies adopted by the recruiters
Checks is documented in the personal file of the employee. to evaluate desirable and observable personality attributes of
An offer letter of employment is only made after the the prospective candidates and far-reaching impact of
satisfactory completion of this formality. changes in selection policies over the workforce composition
Compensation decision. Pay and benefits are controlled as well as attainment of organizational goals and objectives
through HR only, in consultation with the HR Committee. really guide you through the intricacies of HR staffing and
Evaluation of the Approach at the Company set another dimension for the employers to explore so that
Mobile company is a multinational group company, has they make wise and prudent decisions while recruiting and
put in place a very organized, well-structured and selecting.
standardized hiring approach that is fairly aligned with the HR and Organizational Strategic Objectives-Exploring a Link
theoretical substance, the researcher has gone through so far. Enablers / Facilitators

The role of the HR department is of paramount importance Structural:

- Scope of the evaluation and feedback
and every aspect of employee relation is routed through HR Enablers / Facilitators process, its level of formalization and
periodicity
Enablers / Facilitators
and line managers and senior management is in practice of Structural:
- organization of HR function and related
- Proper selection of assessors
Operational:
Structural:
acknowledging the said fact and any significant matter is - Presence or absence of HR
- representations and related policies
policies
Cultural:
- Availability of required data
- Proper measurement techniques
- Required analytical skills
considered and decided in the HR Committee, which Cultural:
- Importance to HR issues and top
- HR philosophy and internal image of HR
Operational: - Technological support for data
- Flexibility of HR systems collection and analysis
comprises of CEO, CFO, Head of HR and Heads of the management support
Individual: - Competency of HR personnel Behavioral
- Availability of resources - Intended use of evaluation results
- Business and HR knowledge of HR
Department. personnel - Execution efficiency
- Support of line Managers
- Transparency in the evaluation process
- Perceived and real fairness of the
- Intern-personal relationship with top
As a whole, this is a real-time example of a typical management team - Knowledge of HRM and training level
Environmental
process
- Extent of implementation of

strategic recruitment and selection process which - Employment laws and regulations
Labor market conditions
suggestions/ Feedback
- Man hours spent on evaluation and
feedback
incorporates in it an assessment center methodology - importance given to the process
- Incentives for various stakeholders
followed by a panel interview approach of selection. Further,
it shows that organizations, particularly those working in the
service sector are realizing the strategic importance of HRM Business Strategy
Implementation:
Alignment
and trying to maintain an ideal employee-employer HRM

relationship, recruiting applicants purely on the basis of job

External and Internal
fit, ability to deliver and merit, providing employees Environment:
Human resource issues, Human resource programs
Business related changes/issues,
congenial and healthy working conditions. Business mission, vision, values
Objectives and strategies
human resource strategies
and policies
and activities
Evaluation of results

After reviewing the literature, it is found that Hong Kong,

Chinese and Australian cultural context seem to count
Figure 3: HR and Organizational Strategic Objectives – Exploring a
knowledge, skills, and abilities in employee selection
Link. Source: Adapted from Krishnan, S., & Singh, M. (2006).

157
 There is a strong association between the objectives of Organizational recruitment and selection policies must be
Human Resource and Strategic objectives of the developed through a well-thought and structured process and
organization, which can be better comprehended with the should clearly spell out the policy objectives. The objectives
help of the following diagrams: must supplement the HR strategies and objectives, which are
developed within the overall ambit of business strategy, thus
creating inter-linkages.
1. The organizational policies should be followed by detailed
procedural guidelines regarding each and every step
involved in the entire process. However, while developing
such procedures, among others, following external and
internal factors should be carefully considered:
a. Nature of business
b. Corporate status
c. Size and complexity of organizational structure
2. Resource allocation
a. Exiting employee turnover
b. Per employee contribution towards profit
c. Market and economic conditions and competitors analysis
Figure 4: HRM process linkage with the enhanced employee
d. Future growth potential and availability of workforce
performance. Source: Adapted from (Teclemichael Tessema,
e. Legislation
& Soeters, 2006).
2. The barriers to effective recruitment including the
CONCLUSION stereotyping need to be carefully addressed while
As the human capital takes center stage in today’s executing the policy and procedural guidelines so that the
economy, the HR function is becoming a strategic intended objectives of the formulated policy are achieved
powerhouse in organizations. Based on the understanding through its uniform implementation.
gained during the class work, routine assignments, subject 3. After each execution of the recruitment and selection
books, published material, research reports and articles process, a formal evaluation session can serve to be very
including those which has been included in this portfolio, the useful to identify performance and planning gaps, if any,
knowledge relating to recruitment and selection can be best in the entire process.
summarized with the help of the following
REFERENCES
The article reviewed highlights the recruitment and
Ahmed, R., Vveinhardt, J., Ahmad, N., & Mujeeb, M.
selection areas in which HR managers and executives need
(2014). The business outsourcing in the
to focus so as to strike a balance between the behavioral
telecommunication industry: The case of Pakistan.
issues and skills matrix of the prospective employees.
Allen, C., Schetzsle, S., L. Mallin, M., & Bolman Pullins, E.
In order to achieve the job fit person at the right time and
(2014). Intergenerational recruiting: The impact of sales
place, HR managers and executives need to excel in a
job candidate perception of interviewer age. American
number of areas, including HR planning, recruiting,
Journal of Business, 29(2), 146-163.
selecting and training, which should be duly wrapped up with
Arunprasad, P. (2017). Inevitable knowledge strategy: A
the knowledge of strategic contribution, business
paradigm shift in strategic HRM practices to augment the
knowledge, appropriate job requirement analysis and
firm’s performance. Employee Relations.
personal specifications, suitable modes of recruitment and
Ashraf, J. (2017). Examining the public sector recruitment
selection including e-recruitment, which is aligned with
and selection, in relation to job analysis in Pakistan.
organizational cultural context, Scanning of external
Cogent Social Sciences, 3(1), 1309-1340.
dynamic environment, job market conditions, gender and
Barber, A. (1998). Personnel recruitment research:
minority discrimination, merit, legal framework applicable
Individual and organizational perspectives. Thousand
to hiring and firing, and HR technology and latest
Oaks.
happenings. In short, HR is emerging as a driving force that
Bartram, D., Lindley, P. A., Marshall, L., & Foster, J. (1995).
changes the way organizations do business and requiring
The recruitment and selection of young people by small
organizations to look for new ways of hiring and utilizing
businesses. Journal of Occupational and Organizational
people so as to gain a competitive advantage over others.
Psychology, 68(4), 339-358.
Recommendations
Basak, A., & Khanna, K. (2017). A Study on the Selection
Researchers would like to offer their perspective on the
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