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Recruitment, Selection And Retention Essay

1917 words - 8 pages

TO: Mr. Edward Bennett Williams, PresidentWinner software Co.From: Peter, CaoManager of Human Resources ManagementRe: Our new approach to recruitment, selection and retentionDate: 16 December 2003Executive 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 knowledge, 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.RecruitmentRecruitment 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 AnalysisThe 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. While Job Analysis data may be collected from incumbents through 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 forms the basis of the job description.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 firm.Job DescriptionThe 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....

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