CORPORATE MISSION, OBJECTIVES, STRATEGIES AND TACTICS (MOST) AND RECRUITMENT
Corporations have started linking their Mission, Objectives, Strategies and Tactics (MOST) to the functions of recruitment and selection. The economic liberalizations and consequent competition through quality and services necessitated the companies to search for and attract competent human resources. Corporations focusing on new business development will have to seek entrepreneurial abilities. Companies chasing growth alliances should employ people comfortable in different cultural backgrounds. Above all, companies must hire for the future, anticipating jobs that may not be in existence yet. Recruitment managers must focus for attitudes and approaches that fit the corporate goals and culture.
Recruitment policy of any organization is derived from the personnel policy of the same organization. In other words the former is a part of the latter. However, recruitment policy by itself should take into consideration the governmentâ€™s reservation policy, policy regarding sons of soil etc., personnel policies of other organizations regarding merit, internal sources, social responsibility in absorbing minority sections, women etc.
Recruitment policy should commit itself to the organizationâ€™s personnel policy like enriching the organizationâ€™s human and handicapped people of the society. The policy must incorporate motivating the employees through internal promotions, improving the employee loyalty to the organization by absorbing the retrenched or laid-off employees or casual / temporary employees or dependents of present / former employees etc subject to their capabilities..
The following factors should be taken into consideration in formulating recruitment policy. They are:
1. Government policies;
2. Personnel policies of other competing organizations;
3. Organizationâ€™s personnel policies;
4. Recruitment sources;
5. Recruitment needs;
6. Recruitment cost;
7. Selection criteria and preference etc.
Impact of Personnel Policies on Recruitment policies
Recruitment policies are mostly drawn from personnel policies of the organization. According to Dale Yodar and Paul D. Standohar general personnel policies provide a variety of guidelines to be spelt out in recruitment policy. After formulation of the recruitment policies, the management has to decide whether to centralize or decentralize the recruitment function.
Centralized Vs Decentralized Recruitment
Recruitment practices vary from one organization to another. Some organizations like commercial banks resort to centralized recruitment while some organizations like the Indian Railways (for junior level positions) resort to decentralized recruitment practices. Personnel department at the central office performs all the functions of recruitment in case of centralized recruitment and personnel departments at unit level / zonal level perform all the functions of recruitment concerning to the jobs of the respective unit or zone.
Merits of Centralized Recruitment
1. Average cost of recruitment per candidate/unit should be relatively less due to economies of scale.
2. It would have more expertise available to it.
3. It can ensure broad uniformly among human resources of various units/zones in respect of education, skill, knowledge, talent etc.
4. It would generally be above malpractices, abuse of powers, favorites, bias etc.
5. It would facilitate interchangeability of staff among various units / zones.
6. It enables the line managers of various units and zones to concentrate on their operational activities by relieving them from the recruitment functions.
7. It enables the organizations to have centralized selection procedures, promotional and transfer procedure etc.
8. It ensures the most effective and suitable placement to candidates.
9. It enables centralized training programs which further brings uniformity and minimizes average cost of staff.
Despite these advantages of centralized recruitment some organizations resort to decentralized recruitment for the following reasons:
Merits of Decentralized Recruitment
1. The unit concerned concentrates only on those sources / places where it normally gets the suitable candidates. As such the cost of recruitment would be relatively less.
2. The unit gets most suitable candidates as it is well aware of the requirements of the jobs regarding cultural, traditional, family background aspects, local factors, social factors etc.
3. Units can recruit candidates as and when they are required without any delay.
4. The units would enjoy freedom in finding out, developing the sources, in selecting and employing the techniques to stimulate the candidates.
5. The unit would relatively enjoy advantage about the availability of information, control and feedback and various functions / processes of recruitment.
6. The unit would enjoy better familiarity and control over the employees it recruits rather than on employees selected by the central recruitment agency.
Both the systems of recruitment would suffer from their own demerits. Hence, the management has to weigh both the merits and demerits of each system before making a final decision about centralizing or de-centralizing the recruitment. Alternatively management may centralize the recruitment of certain categories of employees preferably middle and top level managerial personnel and decentralize the recruitment of other categories of employees preferably lower level positions in view of the nature of the jobs and suitability of those systems for those categories of positions. The management has to find out and develop the sources of recruitment after deciding upon centralizing or decentralizing the recruitment function.
In conclusion there is no hard and fast rule what type of recruitment is to be followed. The organization can be international, multinational, government or private each of them follows the methodology what they consider it as effective.