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Le Contrat De Travail

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Par   •  22 Juillet 2013  •  1 312 Mots (6 Pages)  •  556 Vues

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According to the CIPD," Recruitment is the process of having the right person, in the right place, at the right time and it is crucial to organisational performance.

Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. However Selection consists of the processes involved in choosing from applicants a suitable candidate to fill a post.

Better recruitment and selection strategies result in improved organisational outcomes. The more effectively organisation recruit and select candidates, the more likely they are to hire and retain satisfied employees. Today many companies accommodate their recruitment and selection strategies to the position they are seeking for and these strategies might be different according to the position, either internally within the company or externally.

The advantages of internal recruitment are, significant savings can be made as people inside the firm know already how the company operates and this will result of a short time and period of training to fit the position. The firm may be disturb by someone who works with others before. Internal promotion may incite people within the firm to work hard. The strengths and weakness of an insider is already known. And the disadvantages within are, you will need to find someone else at the position of the staff promoted. they will be a jealousy within the firm. An insider may be less likely to make the essential criticisms required to get the firm working mote effectively.

They also prefer external recruitment, that could bring new talent, experience and ideas within the organisation. But cost a lot and the problem is you can find someone who was good at the interview with a good CV and less effective at the position.

It is important to diversify the recruitment process at each stage. This, need to be review often to avoid blocking new talent to enter the company. Also it is important to avoid discrimination during the interview and shortlist.

The recruitment process involves working through a series of stages which are;

defining the role involves the job analysis, the job description and the job profile.

Attracting application by internal methods, employee referral schemes, external methods ( paper and online advertisement ) consists on the requirements of the job, the nature of the organisation's purpose, the place of the job, the reward package, the contract length, how to apply and an external recruitment services.

managing the application and selection process and making the appointment.

Recruitment Objectives and Strategies

According to Compton et al 2002, p.17 " The main function of recruitment is to ensure that organisation is a adequately and effectively staffed at all times. The purpose is to attract suitable people to apply for employment vacancies by making them aware that such vacancies exist.

Normally the practice in the firm is to fill a job vacancy from within or outside the firm depending on the position skills. Some different methods used to recruit employees include job posting, advertising and executive search ( Stone1998, p.11)

Selection Objectives and Strategies

According to Stone (2005,p.212) " Employee selection strategies when aligned with the organisations business strategies produce a position contribution to organisational performance".

the selection procedure is concerned with securing relevant information about an applicant.

Also the main objectives in a business is to found out the needs of the company, also to ensure the goals and try to create a new image.

Job specification.

A job specification goes beyond a mere description - in addition, it highlights the mental and physical attributes required of the job holder. For example, a job specification for a trainee manager's post in a retail store included the following:
'Managers at all levels would be expected to show responsibility. The company is looking for people who are tough and talented. They should have a flair for business, know how to sell, and to work in a team.'
Job analysis, description, and specification can provide useful information to a business in addition to serving as recruitment instruments.


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