Recruitment and Selection in the Manufacturing Sector
I have selected the manufacturing sector for my study. I have researched and read one journal article that touches on the recruitment and selection process to create an overall understanding of what recruitment and selection entails. The other four articles are based on the manufacturing industry across the world. I have noted that the manufacturing sector, like other sectors, considers recruitment and selection as an integral part of its daily operations. This is because recruitment and selection ensure that the sector achieves its defined goals and objectives. To achieve all this, the manufacturing sector ensures that the staff recruited possess the right skills to perform tasks effectively.
Article 1
This article gives a clear understanding of what recruitment and selection process is by analyzing recruitment and selection practices’ effectiveness within the public sector. The study uses a public university in Pakistan as a basis for carrying out the research. The primary objective of this study is to create and investigate the effectiveness of recruitment and selection in the public universities by keeping in mind the procedural fairness, gender issues, Human Resource competency, politics, and transparency. The study paid strict attention to data collection which was conducted through personally administered questionnaires. The findings of the study were that line management, as well as politics, have possessed the greatest influence on the fairness of effective recruitment and selection process. Nonetheless, the study also found out that the recruitment and selection processes proved to be related.
Since this article applies to all organizations, the findings from it will be useful in my study of the manufacturing sector. This is because the article identifies that recruitment and selection are interrelated no matter the sector in which they are used. Additionally, this article is also important to the manufacturing sector because it identifies some of the factors that affect the effectiveness of carrying out a recruitment and selection process. These factors consist of the organizational politics as well as the line management. As a result, I shall use the findings of this article to determine if line management and organizational politics affect recruitment and selection’s effectiveness in the manufacturing sector. Also, the findings will assist in conducting an assessment to determine the extent to which these factors affect the recruitment and selection process within the manufacturing sector. In addition, the findings will also help in analyzing how the recruitment and selection processes relate to each other within the manufacturing sector and how they affect an organization’s performance.
Effectiveness of Recruitment and Selection in Manufacturing Sector: Lessons from Pakistan
The aim of this article is to examine the Human Resource Management practices in Japan’s SMEs. Particularly, the article seeks to understand if there exists any relationship between SMEs job performance and recruiting and selection process, thus avails a mediating link between the two. The reason that led to the study was due to the downward trend in the entry of businesses in Japan while the exit rate indicated an upward trend and exceeded the entry rate. Questionnaires were used to collect data whereby they were sent to 436 manufacturing SMEs found in Aichi prefecture. 144 of the total firm responded to the questionnaires, setting the response rate at 32%. The findings of the study after data analysis indicated that a strong relationship does exist between the Japan SMEs’ business performance, organizational activities, as well as the recruitment and selection practices. Additionally, the study statistically confirmed the mediating link between the Human Resource’s outcomes between Japan SMEs’ performance and recruitment, and selection.
While this study is associated with the manufacturing sector, the findings resulting from the study are very applicable to my study of the manufacturing sector. This is because the data analyzed from the study clearly indicate the manufacturing business performance has a strong relationship with the recruitment and selection process. Nonetheless, the study is useful because it has clearly indicated that the manufacturing SMEs’ activities cannot be effectively performed in the absence of the recruitment and selection process. I shall make use of this study’s findings to analyze the effects of recruitment and selection practices on performance in the manufacturing sector. Further, I shall use the findings to analyze the kind of relationship that exists between the two and the effects on performance in the instance where recruitment and selection are poorly done. Thus, this will help draw a conclusion on the association between the manufacturing sector’s performance and the recruitment and the selection process.
The objective of this study is to examine if there are differences and similarities that exist between the private and public sector manufacturing organizations that are located in Bangladesh. The factors used to conduct the relationship were recruitment and selection practices, devices used for selection, and the sources used for recruitment and selection. The study’s objectives were to establish the similarities and the differences that exist between firms in the private and public manufacturing sector which are located in Bangladesh, basing the argument on the recruitment and selection process. Second, the study seeks to suggest policy implications that can be used to improve the recruitment and selection process of the firms under study. The study’s null hypothesis seeks to suggest that there does not exist any difference in the private and public manufacturing sectors basing the argument on recruitment and selection. The study concludes that the private sector has better recruitment and selection activities than those in the public sector in Bangladesh.
Recruitment and Selection in Japan’s SMEs and its Impact on Business Performance
Since this study applies to the manufacturing sector, its findings will be very helpful in my sector of study which is the manufacturing sector. This is because the findings from the study define the similarities that exist between the manufacturing sector both in the private and public companies based on recruitment and processing process. Further, these findings are useful in the study of the manufacturing sector’s recruitment and selection process because it offers suggestions on how recruitment and selection activities can be improved to enhance organizational performance. I shall use these findings to figure out what makes the private sector to have better recruitment and selection processes. By so doing, the variance can be identified and improvements suggested to the public sector on how it can improve its processes to remain competitive. The findings also are important as they assist in determining the nature of the difference in the recruitment and selection activities.
The article seeks to carry out a comparison of the recruitment and selection methods that are used in the manufacturing sector and the service organizations that are operating in India. The study’s primary objective was to analyze the recruitment and the selection processes that are practiced by firms which operate in India. The sub-objectives for the primary objective were to analyze the recruitment and selection practices’ variations between India’s manufacturing and service organizations. The study analyzed primary data of 426 respondents. The study concluded that there was a variation in the recruitment and selection activities across India’s industrial sector. Compared to the manufacturing sector, the service firms makes use of recruitment and selection practices more. The recruitment and selection techniques that are most used by the manufacturing sector are placement consultants, company website, direct applicants, and employee referrals. However, the recruitment and selection methods that are adopted by the service firms include employee referrals, head hunting, temporary staffing, advertisements on the firm’s websites, and job portals. Additionally, the study concluded that the selection that was used in the manufacturing sector are general interview as well as written tests. Nonetheless, in the case of the service organizations, the selection techniques used are written tests, including tests that are based on specific skills.
Because this research applies to the manufacturing sector, it will assist me in studying the manufacturing sector because it tries to elaborate some of the recruitment and selection techniques that are adopted in this sector. Additionally, the study is useful in the study of the manufacturing sector since it tries to create a distinction between the manufacturing sector and the service industry regarding the recruitment and selection techniques that are used. I will use this study’s findings to determine the reason for the difference in terms of the recruitment and selection methods that are used. Nonetheless, the findings will help me in carrying further analysis to determine if the recruitment and selection techniques used in other sectors are also different as to those used in the manufacturing sector.
Comparison of Recruitment and Selection Methods between Manufacturing and Service Organizations in India
The article carries out research to identify the recruitment and selection process’ impacts on the employees’ performance using three selected manufacturing firms in Nigeria. The study’s primary objective is to identify the recruitment and selection strategy that improves the staff’s performance, aimed at achieving and sustaining organizational efficiency. The other objectives are to analyze the relationship between staff’s job efficiency and the recruitment method, and to investigate the relationship that exists between employee productivities and the application of Employment Agency. The research questions for this study include: what relationship is there between staff’s job efficiency and the recruitment technique? What relationship exists between employee productivities and the use of the Employment Agency? The study concluded that making use of the internal employee recommendation as well as the recruitment agency in the process of recruitment and selection is beneficial to the sector since it helps in recruiting committed and productive staff. However, the use of the influence of the host community to recruit and select employees results in inefficiency within an organization.
Since the study applies to the manufacturing sector, it will be very useful in my study of the manufacturing sector because it provides information on the best technique to be used to carry out recruitment and selection. The findings from the study are also important for my study because it identifies the recruitment and selection strategies that result in inefficiency within the manufacturing sector. I shall apply the findings from this study to investigate how the recruitment agency and the internal employee recommendation helps in recruiting and selecting only the most productive and committed employees.
References:
Nabi, G., Wei, S., Husheng, X., Shabbir, M., Altaf, M., & Zhao, S. (2014). Effective Recruitment and Selection Procedures: an Analytical Study Based on Public Sector Universities of Pakistan. Public Policy and Administration Research, 4(10), 12-20.
Gamage, A. S. (2014). Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance, 1(1), 37-52.
Absar, M. M. N. (2012). Recruitment & selection practices in manufacturing firms in Bangladesh. Indian Journal of Industrial Relations, 436-449.
Kundu, S. C., Rattan, D., & Gahlawat, N. (2012). Recruitment and Selection Techniques in Manufacturing and Service Organizations Operating in India. Journal of Strategic Human Resource Management, 1(3), 9.
Oaya, Z. C. T., Ogbu, J., & Remilekun, G. (2017). Impact of Recruitment and Selection Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria. International Journal of Innovation and Economic Development, 3(3), 32-42.
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