HR is somewhere not independent enough to take its own decisions that’s why they have problems in recruiting the right personnel.
Recruitment is done by the departmental head. If a job exists either in term of replacement of an employee or a new hiring respective arrangements are made to recruit people. The replacement procedure goes on throughout the year but for the new hiring CTO & GM (general manager) HR approval is necessary before taking the final decision. Candidates are selected by the departmental heads and HR either negotiates or decides what salary package should be offered to the employee depending on his/her own talent and the budget of the company. Somehow we can say HR is dependent on the senior management or either not following the HR best practices in the organization.
Effective screening can save a great deal of time and money. Care must be exercised, however, to assure that potentially good employees are not rejected without justification. In screening, clear job specifications are invaluable. It is both good practice and a legal necessity that applicant’s qualification is judged on the basis of their knowledge, skills, abilities and interest required to do the job. More specifically, workforce planning is a systematic process for identifying and addressing the gaps between the workforce of today and the needs of tomorrow. This will assist in determining the long-term recruitment needs and identify ways to address skills and diversity gaps.
No comments:
Post a Comment