The Approach to Recruitment, Selection and Retention by the Human Resources Management

Executive Summary

Winner" is a software company which founded in May, 2000. It designs financial management software for trade companies. There are currently 120 employees in our firm. The demand of our software increased very quickly since last year, we decided to expand our business and the size of firm. We except to recruit 10 software designers, who are required professional software design technique, basic economic knowedge, and approximate work experience at least 3 years. This three-part approach will build a new team for the development of our firm.

As a small size company, the way of recruitment, selection and retention should be attention and suitable. Recruitment is based on a mix of traditional and innOvative techniques. It focuses on attracting the suitable people to apply the vacancies of our firm. Selection is the process to select the most suitable people for these positions. Retention is a way to hold employees and reduce employees' turnover.

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Recruitment

Recruitment includes those practices and activities carried on by the organization with the primary purpose of identifying and attracting potential employee. Recruitment is also an area in which there are important social and legal implications, but perhaps most important is the significant part played in the lives of individual men and women by their personal experience of recruitment and the failure to be recruited (Derek Torrington 2002).

Job Analysis

The first step of recruitment is job analysis. Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. hile Jod Analysis data may be collected from incumDents througn interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person (R. Saunders. 1992). So the job analysis torms the basis of the job descripuon.

Winner has one full time recruitment manager and three full time recruitment assistants for our HRM. Through job analysis, we can get the data about the vacant positions of our firm; the job analysis is conducted to see if the positions are necessary to hire new people, how many people should be hire, What are the physical requirements of the vacant positions, and so on. AS a small-sized software company, we should perform low-cost management, and pay more attention to the efficient operation of our irm.

Job Description

The job description clarifies work functions and reporting relationships, helping employees understand these jobs. Job descriptions aid in maintaining a consistent salary structure. Performance evaluations may be based on job descriptions (R. Saunders. 1992). Winner" job description for software designers is designed mainly as below: Winner software Co. Our company, a special software company for financial management, founded in May 2000. There are currently 120 employees in our companies. Because our business increases very quickly, we decide to recruit 10 employees.

Methods of Recruitment

There are many recruitment methods, but some methods are not suitable for smal-sized companies. Our company should select the low-cost, time saving, high efficient recruitment methods. Firstly, we can recruit new employees through local newspaper. Advertising in local newspapers is still the most popular way to attract semi-skilled and unskilled labor. According to a survey by IRS Employment Review, 80 per cent of employers use local newspaper advertisements. Employers also find local newspaper advertisements the single most effective way of recruiting semi and unskilled workers (73.2 per cent).

Secondly, Posting vacancies at Jobcentres and employment centres is the second most popular method (70. 5 per cent), followed by word of mouth (52.4 per cent). Jobcentres were identified as the second most effective recruiting method, with 9.3 per cent of employers convinced of their effectiveness, followed by commercial recruitment agencies at 8.2 per cent and word of mouth at 7.2 er cent. Thirdly, advertising in computer or IT journals. The professional men often book or buy the correlative journals, advertising in computer or IT journals will be easy to attract the attention of people work in this domain. Finally, advertising on internet. Online recruitment sites attract jobseekers by offering value-added services. As a result, jobseekers use the lnternet as a research and information tool as well as a place to actually apply for jobs.

Selection

Selection process affects both employer and recruitment. Suitable selection system can help our firm select employee bases not only on the knowledge, skills and abilities required for the job, but also on the basis of critical behaviors necessary for success in our firm. All applications are reviewed and applicants whose qualifications and experience seem most appropriate to the opening for which they have applied are generally selected for screening interviews with the Office of Human Resources. The office of Human Resource will inform candidates who past the screening, and ask them to take the interview at exact time and date. Before the interview, we will prepare and discuss the intervieWS questions according to each job position.

The president and the manager of each department Will combine the interview panel. Interview focuses on facts in question and answer forum. Through the interview, we can collect information in order to predict how well the candidates would perform in the job which they have applied, by measuring them against predetermined criteria (Derek Torrington 2002). We will ask candidates hand in work sample to test their performing skill. Finally, the interview panel il gather the compositive information of candidates, compare them each other, and select the best suitable candidate to enter Our firm. We will make the job offer as soon as possible, and then start the train program for them.

Retention

Growing firms need to retain their key employees. All companies want to retain their trained and effective staff. Most companies want to grow their staff to realize their potential and serve the organisation. it costs Companies large sums of money to recruit, train and develop stair. 1o lose this investment is unacceptable. Despite what many people believe, most people who leave companies do not do so to increase their pay. Survey after survey indicates that the increase in pay is a result of people searching for a new job; not the cause of people searching tor a new Job.

The prime reason people start to look for a new job is that the present job, or more specifically the manager or organisation, is not developing them, or the person has a goal, an ambition, that the manager or organisation is not helping them achieve (http://www.learningpartners.co.uk/development.html). The new winner retention system indicates three primary drivers of employee retention (Employee Retention Connection).

Stimulating Work

As a small-sized software company, our company can not provide a huge reward program, so we decide to create a harmonious Working atmosphere, and stimulate our employee work hard. At the same time, it can reduce employee turnover. We should identify our employees' talents and then encourage them to stretch their abilities into new areas. For example, the employee who likes planning and coordinaung events, we can ask him (her to organize a departmental meeting. A variety of challenging assignments helps keep the workplace we should give people the best equipment and supplies possible. No one wants to work with equipment that's old or constantly breaking down. AS a software company, we must pay more attention about It.

Although a small-sized company, we ensure that our equipment is properly maintained, and regularly upgrade machinery, computers and software. In addition, provide employees with the highest quality supplies we can afford. The computer software technique develops very quickly, we should create opportunities for our employees to grow and learn. We need to arrange them to take part in professional software meetings; discuss recent journal articles with them; ask them to research a neW Scheduling method for the department. We will create a work force that is excited, motivated and committed. Recognition and reward We should recognize outstanding achievements promptly and publicly, but also take time to comment on the many small contributions our employees make every day to the organization's mission. Our employees know coming in that they wl be asked to work hard and sometimes put in extra hours along with the fast development of our business.

So we should offer fair and competitive salaries. Although pay Is not a key reason why employees stick with a company. pay is also important. 1o retain employees, we will conduct regular reviews of the salaries for all job titles &#8213, entry-level, experienced staff and supervisory-level, and keep statistically reliable averages. Employee longevity typically is rewarded with an annual raise and additional vacation time after three, five or ten years. The vacation of an entry-level employee is 22 working days per annum, 25 days after three years, 30 days after five years, and 40 days ater ten years.

Motivational Leadership

Employees stay or leave because of their bosses, not their companies. A good employee manager relationship is critical to employee satistaction and retenton. we need to make sure our managers are not driving employees away, and give managers the training they need to develop good supervisory and people-management skills, Finally we will make a formal job description for each title or position in our firm, and make sure our employees know what is expected of them every day, what types of decisions they are alowed make on their own, and to whom they are supposed to report.

Conclusion

As a small software company, the human resource management strategies of Winner can not copy from large companies, the methods of recruitment, selection and retention must be suitable our company. We should choose the low costing, time saving and efficient methods in recruitment. Interview IS very important in selection process, work sample helps select the best candidates. The development of our firm also needs to retain sufficient skilled employees, and reduce the turnover. As a small-sized company, we can not provide huge reward for our employees, so we try to create a hamonious working atmosphere and make employees satisfy our working environment. If the our new approach to recruitment, selection and retention is operated, it will stimulate the development of Our company.

Reference

1. R. Saunders. (1992), Job analysis and the preparation of job descriptions, Blagdon: Staff College.Derek Torrington, Laura Hall & Stephen Taylor (2002), Human Resource Management (5th Edition),Pearson Education Limited.
2. John Bratton and Jeffrey Gold (2003), Human Resource Management-Theory and Practice (3rdEdition), the Bath presS: Avon.
   Purcell. J. (2003) Human Resource Management Journal (Volume 13 No. 4, 2003)v http://www.learningpatners.co.uk/development.html

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