Analysis of the used policies and practises
To analyse the recruitment and selection process of this organisation, a comparison with available literature must be made. By doing so the differences in the policies of the Bibliotheek Arnhem and the best practises from within the literature will surface – or not if there are none –. After these potential differences are pointed out, a recommendation is given on how to improve these factors.
To start off, some of the really strong points of the recruitment and selection processes within these organisation will be mentioned. First of all, employee referrals are a really strong method within the organisation. Taylor & Collins (2000, p.311) link the use of this method to an increase in performance. …show more content…
Informing candidates is one of the most important themes within recruitment and selection (Ryan & Tippins 2004, p.310).
Finally, the selection method of having an interview panel is recommended by Gabb (1997, p.64). The reason for this is that is takes away a possible personal bias that a manager can have of the candidate. Interviews are still the most valuable because it allows for personal face to face contact with the candidate (Branine 2008, p. 501). The claim of the interview still being the most popular within selection and is still imbedded in its best practises, gets supported by Sackett and Lievens (2008) and Anderson and Witvliet …show more content…
Whenever this organisation goes through the whole process of recruiting and selecting it ends with filling the job opening. However, there is no formal evaluation whatsoever. Lynn Leeman did mention that individual cases of recruitment and selection got talked about within the organisation, but nothing is formally documented. So strengths and weaknesses within the methods were just accepted. Possible shortcomings got ignored or the problem got solved, but without any documented proof of why this was a problem in the first place. Simpson (2014) states that evaluation is a good way of collecting data about a specific process and that it can also be used to better that same process. She concludes by saying that an innovative workforce is a good way of improving your long term results. Benneyan & Chute (1993, p.35) also acknowledge the importance of evaluation. More specific, they highlight the importance of evaluation methods – like total quality management, statistical process control and the Deming PDCA circle – . They state that these methods are ‘used to gain an understanding of the present system and to identify potential system improvements’. This research might be done within a totally different industry and part of an organisation, but this statement still holds value. If an organisation uses an evaluation tool it becomes more self aware. This means seeing the strengths and weaknesses within an
To analyse the recruitment and selection process of this organisation, a comparison with available literature must be made. By doing so the differences in the policies of the Bibliotheek Arnhem and the best practises from within the literature will surface – or not if there are none –. After these potential differences are pointed out, a recommendation is given on how to improve these factors.
To start off, some of the really strong points of the recruitment and selection processes within these organisation will be mentioned. First of all, employee referrals are a really strong method within the organisation. Taylor & Collins (2000, p.311) link the use of this method to an increase in performance. …show more content…
Informing candidates is one of the most important themes within recruitment and selection (Ryan & Tippins 2004, p.310).
Finally, the selection method of having an interview panel is recommended by Gabb (1997, p.64). The reason for this is that is takes away a possible personal bias that a manager can have of the candidate. Interviews are still the most valuable because it allows for personal face to face contact with the candidate (Branine 2008, p. 501). The claim of the interview still being the most popular within selection and is still imbedded in its best practises, gets supported by Sackett and Lievens (2008) and Anderson and Witvliet …show more content…
Whenever this organisation goes through the whole process of recruiting and selecting it ends with filling the job opening. However, there is no formal evaluation whatsoever. Lynn Leeman did mention that individual cases of recruitment and selection got talked about within the organisation, but nothing is formally documented. So strengths and weaknesses within the methods were just accepted. Possible shortcomings got ignored or the problem got solved, but without any documented proof of why this was a problem in the first place. Simpson (2014) states that evaluation is a good way of collecting data about a specific process and that it can also be used to better that same process. She concludes by saying that an innovative workforce is a good way of improving your long term results. Benneyan & Chute (1993, p.35) also acknowledge the importance of evaluation. More specific, they highlight the importance of evaluation methods – like total quality management, statistical process control and the Deming PDCA circle – . They state that these methods are ‘used to gain an understanding of the present system and to identify potential system improvements’. This research might be done within a totally different industry and part of an organisation, but this statement still holds value. If an organisation uses an evaluation tool it becomes more self aware. This means seeing the strengths and weaknesses within an