Throughout the past decades economy of Sri Lanka has booms and busts due to different reasons such as war and Government changers (Weddikkara and Devapriya, 2000). Silva (2018), cited that after the 30 years of war government and private sector (local and foreign) allocate bulk of investments to the development of Sri Lanka in past years and prepared development plans for the future. Also Halwatura (2015) implies that Construction projects are the most important national assets plans method in Sri Lanka. According to Rameezdeen (2006), Sri Lankan Construction industry contributing 6-7% of GDP throughout the past decade and due to the Sri Lankan construction industry is a labor incentive industry, which offers employment to 4-5% of the labor force within the country. Due to this vast scale of construction development it’s occurring higher demand on human resources in the industry.
A proper employee management
helps employees to perform at their best and to achieve business goals (Byars and Rue 1987). It’s a
holistic process that covers almost everything related to human resources such
as new employee recruitment,
payroll management,
performance management and
more (Byars and Rue 1987).
In the recent competitive construction
job market, not only the job seekers are struggling for getting a suitable job
but also organizations are striving for conducting effective recruitment and
selection activities to place and retain highly qualified employees in the
suitable position (Byars and Rue 1987). An
effective recruitment and selection program ensures a right number of qualified
employees for achieving organizational strategic goals in a cost-effective way (Byars and Rue 1987). Recruitment is the systematic process of
discovering and inviting a large number of prospective competent candidates
through informing the market to fill the vacant job positions timely. Recruitment can be regarded as the process of
attracting candidates in sufficient numbers and with appropriate skill-sets and
encouraging them to apply for vacancies within the organisation (Byars and Rue 1987).
The recruitment process typically consists of a sequence of steps that
need to be followed to ensure that the best possible job applicant is appointed
in terms of relevant knowledge, skills and capabilities. (Byars and Rue 1987). These steps provide
a sequential and systematic way of managing the recruitment process.
Selection is the procedure of
collecting and evaluating qualified candidates’ information and picking
suitable candidates from the candidates’ pool whose qualification meet the job
requirement to place in the vacant position (Vencatachellum, I. and Mathuvirin,
N. 2010). The aim of selection task is acquiring the right employee for the
right position, establishing and retaining employer’s reputation in the market
and ensuring cost-effective selection process (Vencatachellum, I. and
Mathuvirin, N. 2010).
As a summary it can be highlighted that recruitment and selection are major pillars of Human Resource
Management in Sri lankan Construction industry. Recruitment and selection are
two different types of activities. Recruitment refers to the mechanism by which
people generate interest in the job. The selection is the final decision of a
specific candidate for a particular position. For any organization, the people
who are recruiting must have the abilities, talents, and insights you need. In
the long run, organizations need employees who are capable of facing challenges
and continuing to learn. Therefore, organizations have more opportunities to
gain a competitive advantage. For long-term approaches, orientation and ability
are more important than current command and knowledge (Elern, 2009).Therefore, it
should considerably focus on the process of recruitment and selection because
organization productivity depends on that. If productivity got damage due to
wrong selection then the organization’s cost overruns, cannot achieve the
targets, harm to the goodwill of the organization and profit can be less.
References
Elren, 2009, [online] https://www.sciencedirect.com/book/9780080557434/recruitment-and-selection-revised-edition.
Halwatura, R. U. (2015) ‘Critical Factors which Govern Labour Productivity in Building Construction Industry in Sri Lanka’, PM World Journal, IV(Iv), pp. 1–13. Available at: www.pmworldjournal.net.
Jayawardane, A. K. W. and Navaratna, D. (2007) ‘Total Factor Productivity in the Building Construction Industry in Sri Lanka’, ENGINEE, XXXX(01), pp. 63–70.
Rameezdeen, R., 2006. Construction Sector in Sri Lanka. [Online] Available at: http://cowam.tec-hh.net/060419_Construction_Sector_SL.pdf [Accessed 19 11 2017]. Shamsuzzoha, A. & Shumon, M., 2007. Employee Turnover- a Study of its Causes and Effects to Different Industries in Bangladesh. Manufacturing Engineering/ Vyrobne Inzinierstvo, 6(3), pp. 64-68.
Silva, G. A. S. K. (2018) ‘a Review of the Skill Shortage Challenge in’, International Journal of Economics, Business and Management Research, 2(01), pp. 75–89.
Swanepoel, B.J., Erasmus, B.J. and Schenk, H.W. 2008. South African Human Resource Management: Theory, practice. 4 th ed. Cape Town: Juta.
Vencatachellum, I. and Mathuvirin, N. (2010). Investigating HRM practices role towards customer service excellence in the Mauritian Hotel Industry. International Research Symposium in Service Management, August 24-27. ISSN 1694-0938.
According to RG Group a UK based leading construction company, one of the biggest challenges they face in recruitment is attracting millennial's to the job. With the current workforce consisting more of older generations who are on their way to retirement, recruitment becomes an important factor. Therefore, RG Group suggests few straightforward steps to improve recruitment in the construction industry ( RG Group , 2019).
ReplyDelete1. Simplify the process – because younger generation does not want to go through complicated processes
2. Be clear on the role and what it offers
3. Manage the applications process - stay in touch with candidate, manage their expectations and keep them up to date about progress
4. Provide feedback and maintain communication – Even if the candidate doesn’t make it or wants to join the first time, it’s possible they could be suitable for the job at a later date or want to join the company in future. So maintaining positive communication after the process is finished can be useful
As such it could be suggested the same process can be considered in Sri Lankan context in recruitment process for better results.
Agree with you Sonali. Yes it can be implemented in Sri lankan context too. If so it may increase the success rate of selection process and it will benefits the organization. But in construction industry mostly employees hired for short period and they are more looking on the offer.
DeleteInterviewing is an art and a science. One needs to have expertise as well as experience in successfully handling recruitment interviews. Defining the right requirement, discovering the right match and deciding on the right candidate are the vital steps to follow. Sri Lankan managers, administrators and leaders alike can improve on all these aspects in order to ensure that the right person handling the right job in the right manner in producing right results.
ReplyDeleteEvaluating the abilities of a human being is an extremely difficult task. interview processes are dynamic and sometimes very sensitive and as such, they need to be managed effectively and efficiently by evaluating applicants equally without showing favor or prejudice prior, during and until all processes have been completed (Odeku ,2015).
DeleteSelecting the right candidates for the right positions will help the organization achieve the desired goals and objectives. When selecting employees, it is essential to ensure that they have the necessary qualifications, skills and abilities to perform their job duties in a properly organized manner (Kapur, 2018).
ReplyDeleteSelection process is conducted by managers or any other and uses specific tools to choose a person or persons who like to succeed in the job. Recruitment and selection of employees is a main activity of human resource management. Within the organization, there are designated specialists or human resource managers to select, acquire the workers, develop and reward them (Storey, 1995)
DeleteThe conduction of the recruitment process is based upon the plans made by the HR and are in line with the selection processes which are used by organizations to assess the suitability of candidates for the job profile, and the selection can only work if the recruitment process creates an adequately large pool of prospective workers from whom most suitable candidates may be selected. Recruitment begins with the creation of a vacancy which is then asked to be filled by the top-level management to HR personnel. Currently in many organizations it is common for functional department heads to be involved in the process to ensure that technical considerations are assessed during recruitment and selection. Organizations also face the decision as to whether it is preferable to recruit internally or externally, and there are advantages and disadvantages to both approaches. There are also legal considerations associated with recruitment and selection which it is imperative that an organization adheres to (Aylott, 2014).
ReplyDeleteRecruitment defined as the process of attracting future employees and encouraging them to apply for a particular position in an organization. Armstrong & Taylor has cited that recruitment is about understanding every activity in relation to the position and directed the potential employees (Odeku, 2016)
DeleteAccording to Adu-Darkoh(2014) construction industry did not have any formal policy for
ReplyDeleterecruitment and selection. These are the challenges contractors encounter in the Recruitment and Selection of Workers,
a) Poor human resource (HR) planning,
b) Ineffective job analysis,
c) Competency level on the part of employee,
d) Cost of recruitment and selection of employees,
e) Poor working condition of workers.
Typically there cab be such issues, but Selection is the procedure of collecting and evaluating qualified candidates’ information and picking suitable candidates from the candidates’ pool whose qualification meet the job requirement to place in the vacant position (Vencatachellum, I. and Mathuvirin, N. 2010). The aim of selection task is acquiring the right employee for the right position, establishing and retaining employer’s reputation in the market and ensuring cost-effective selection process (Vencatachellum, I. and Mathuvirin, N. 2010).
DeleteThe length and complexity of the recruitment process will vary depending on an organization’s size and resources. Therefore, each of the following stages should be present and are explored during the SHRM recruitment process (CIPD Recruitment Fact Sheet 2020).
ReplyDelete• Defining the role.
• Attracting applicants.
• Managing the application and selection process.
• Making the appointment.
Agree with your comment. Adding to that the recruitment process typically consists of a sequence of steps that need to be followed to ensure that the best possible job applicant is appointed in terms of relevant knowledge, skills and capabilities. (Byars and Rue 1987). These steps provide a sequential and systematic way of managing the recruitment process.
DeleteDessler (2002), state that recruitment and selection is a process of engaging people for a job opening. According to Jovanovic (2004), recruitment is a procedure of stimulating a group of high-quality candidates so as to select the best among them. Robert (2005) also defined selection as appraisal of candidates, using stipulate methods and strategies to find out how best to choose highly qualified personnel. Selecting the best applicant can be a difficult task, but at the end of the day, employs hold the organization’s popularity (Henry & Temtime, 2009).
ReplyDeleteAgreed with you, also the selection process should be able to evaluate the candidate’s suitability and expectations of the job, at the same time it can also expressed as suitable person for the suitable place (Roberts, 1997).
DeleteThere is no single accepted definition of recruitment. Hence, recruitment has been defined in diverse ways by various authors. However, all the definitions portray the same meaning by stating that recruitment is a practice of attracting potential applicants having the required qualities to fill available job openings within the firm (Winifield, Bishop, & Porter, 2007). As you have correctly mentioned in the In the recent competitive construction job market, not only the job seekers are struggling for getting a suitable job but also organizations are striving for conducting effective recruitments. Hiring talented individuals is critical to an organization’s success. But in order to hire the most talented, you must first recruit them. Recruiting
ReplyDeleteemployees can be a challenging task. Even in a recession, it can be difficult to fill certain types of jobs,1 so recruiters have to make important decisions, including whom to target, what message to convey and how to staff recruitment efforts (Breaugh, 2004).
Agree with you. There can be many definitions. Recruitment defined as the process of attracting future employees and encouraging them to apply for a particular position in an organization. Armstrong & Taylor has cited that recruitment is about understanding every activity in relation to the position and directed the potential employees. This also a best suit introduction.
DeleteRecruitment can be recognized as finding of the perfect candidate for a specific job, within a given period, in a cost-beneficial manner (Leisink & Steijn, 2008). It is noted that outsourcing of labor (recruiting through subcontractors and other intermediaries) has become a leading cause for making construction work immensely insecure and temporary, further affecting the pay scale differences, training and skill development differences (ILO, 2001).
ReplyDeleteEmployees are one of the most vital resources of any business, and so it is important for organizations to have a systematic recruitment and selection process. Recruitment and selection process is concerned with identifying, attracting and choosing suitable person to meet organizations human resource requirements. (Anderson, 2001).
DeleteHi Isuru , In Sri Lankan context Kumari .N,(2012) have noted that , helps to create a talent pool of potential candidates for the benefits of the organization , to increase the pool of job seeking candidates at minimum cost, helps to increase the success rate of recruitment process by decreasing the no of visits qualified or over qualified job applicants, helps to identifying and preparing potential applicants who will be the appropriate for the job are benefits and importance of the recruitment process.
ReplyDeleteAgreed. It also can be added in global context also. Recruitment plays a vital part in both new and established businesses alike and affects the overall performance of a company (Tomčíková, 2016).
DeleteAccording to Kapur (2018), recruitment and selection is the key function of the HRM. It is an important factor in winning strategic planning. New employees’ finding is a costly thing for organizations. According to Kumar and Gupta (2014), recruitment and selection is the best solution to overcome this situation.
ReplyDeleteWatson (1994, p. 185-225) state “Recruitment and selection are conceived as the processes by which organizations solicit, contract and interest potential appointees, and then establish whether it would be appropriate to appoint any of them”. Recruitment is the process of seeking applicants for positions within a business - on either a general basis or targeted to address particular vacancies.
DeleteAgree with you. Recruitment and selection play a major role in achieving the HR strategy of the company and that is to attract and retain suitable employees within the organization (Anderson, 2001). Those two functions can be identified as key functions of HRM of the organization where the effectiveness and efficiency of such functions directly impact on the success of the organization.
ReplyDeleteAlways, A proper employee management helps employees to perform at their best and to achieve business goals (Byars and Rue 1987)
DeleteFor a company to stay competitive it must recruit, select and retain an efficient and effective team of employees (Taylor, 2002). According to Torrington et al (2014), recruitment is the process of seeking applicants for positions within a business - on either a general basis or targeted to address particular vacancies. Selection takes the next step, where the employer makes a choice between two or more interested applicants. However, applicants also select their future employer, making decisions as to how further they wish to pursue their original employment enquiry.
ReplyDeleteThe selection of right candidates for the right positions will help the organization to achieve its desired goals and objectives. Job analysis is also important when primary managers make evaluation of the staff performance, managers must understand each one task of the work to be accomplished, and this process can be regarded as the overall search process for a potential problem of the organizational structure (Arthur, et al, 2005).
DeleteAccording to Tallo (2007), recruitment needs can be of three categories. Such as Planned- The need of occurring since amendment in organization and retirement policy.
ReplyDeleteAnticipated- These needs are of those types in which movements can be forecasted by going through the movement in internal and external environment.
Unexpected- The need can arise when resignation, termination, illness or death of the employee.
According to Armstrong (2009), recruitment and selection process comprises of four stages: defining requirements, attracting candidates, selecting candidates and placing them on the job.
DeleteSelection must be differentiated from recruitment, though these are two phases of employment process and recruitment is considered to be a positive process as it motivates more of candidates to apply for the job(French & Rumbles, 2010).
ReplyDeleteYes Kalum, But consider that selection methods should include these methods of ability test, Integrity tests, Personality describing tests, Knowledge about the job tests, Structured Interview tests, Situational tests, Physical ability tests, Realistic job previews, Forms of the applicants and Preliminary screenings (Anderson, 2001).
DeleteThe nature of recruitment and selection for a company that adopts a human resource management approach affects the position of the labor market and their potential within it. Companies need to monitor how labor market conditions relate to potential recruitment by projecting an image that will have an impact on applicant expectations (Adu-Darkoh,M.2014).
ReplyDelete