Literature Review On Recruitment And Selection

Literature Review On Recruitment And Selection-48
Social Implications: Highlighting the significance of various recruitment practices results in the selection of the right person in the right job, which enhances a healthier working environment in organizations, in turn rendering high quality products and services to the society. Recruiting a probability sample for an online panel: Effects of contact mode, incentives, and information, The Public Opinion Quarterly, Vol. Originality of the study: Prior research has studied various factors that influence internal recruitment, external recruitment, and selection process. E-recruitment: Towards an Ubiquitous Recruitment Process and Candidate Relationship Management.

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Realizing the importance of international recruitment and selection for the business world, researchers have contributed a lot in the Literature on this important issue of International Human Resource Management.

This paper presents a critical review of some recent academic articles and research studies from the Literature on International Recruitment and Selection in the light of internationally accepted Human Resource Management theories and models.

Nowadays many businesses have been focused on the recruitment and selection of the appropriate employees, in order to deploy their entrepreneurial activities.

Besides, on the employees’ behalf, the increased competitiveness in a worldwide level of analysis necessitates that all employees to be facilitated with advanced capabilities throughout the organizational hierarchy.

Besides adopting the latest technology, consideration of the expatriate factor would lead to an effective way of recruitment practices in finding out the right candidate for the right job and thus create a healthier work environment. (2016), Best Practices and Emerging Trends in Recruitment and Selection.

The expatriate factors have not been considered well in the Indian context, but have been given importance in the global context in the process of recruitment and selection. Journal of Entrepreneurship and organization Management, Vol . Managing this workforce in an effective and efficient manner has become one of the most complex issues for multinational organizations.The selection, placement, compensation, training, development, and motivation of the workforce are far more complex processes in international assignments than at the local level (Robbins, Judge, & Sanghi, 2007).In effect, these businesses adopt and develop contemporary processes for their employees’ recruitment and selection, in order to ensure increased productivity and effectiveness in a liquefied economic environment.The development of appropriate schemes of selection and recruitment, in line to the ongoing and in-field investment of education, skills and training, are determining factors to the prosperity of manufacturing industry.The ultimate goals of knowledge management in a strategic, innovative, and operational level of decision making is the achievement of greater awareness of the interactive role of science, engineering, and technology towards businesses’ success, as well as the development of flexible organizational structures that encourage entrepreneurial creativity, structural flexibility, and managerial change.In the present study, the determining parameters of employees’ recruitment and human resources’ selection are presented in a literature overview, while the inclusion of a Case Study –being based on an innovative-oriented pharmaceutical company– reveal this company’s prominent role of indentifying new markets and opportunities that might emerge and then choosing to respond to these long-term visions by activating its competitive advantages in a Management-Technology-Strategy tripartite pattern, rather than being forced into action by competitors.Maral Muratbekova-Touron (2008) stated that “One of the main issues facing the development of the global companies has always been to find the right The Polycentric approach also has other advantages such as reduce the cost of the local (subsidiary) training programs, and the headquarters will get more information or hints of the local (subsidiary) market development or competition.But according to the non-close relationships between the headquarters and subsidiaries, the subsidiaries are often unfamiliar with the headquarters’ corporate culture, policies and practices. Why Does Interest in Government Careers Decline Among Public Affairs Graduate Students? The Annals of the American Academy of Political and Social Science, Vol. 71-90 Leonard Bright., and Cole Blease Graham , Jr.(2015).


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