Recruitment And Selection Methods In Manufacturing Industries: A Literature Review

Literature Review

Write a literature review on the recruitment and selection methods in the various industries, specifically in the manufacturing industry.

Recruitment and selection are considered to be the two most important functions of the human resource management (Jabbour & de Sousa Jabbour, 2016). Recruitment is the foremost stage in the process that continuous with the process of selection and then ends with candidate placement. This paper is going is present a brief analysis of the different recruitment and selection process used in three different manufacturing industries- the electronic industry, the Sugar industry and the Cement industry. Hence, the main aim of this paper is to identify the general practices that are used by the organisations for recruiting and selecting the employees.

The process of recruitment includes the process of findings, developing the prospective employees and then attracting them in order to apply for the jobs in the organisation. On the other hand, selection refers to the process of finding out suitable candidates for the job (Stone et al., 2015). It facilitates in acquiring the types and the number of people that are necessary for ensuring ongoing operations of the organisation. However, the main objective of the process of selection is to determine whether or not the prospective candidate is possessing the skills and qualification that is required for the specific job. As stated by Trivedi and Muduli (2015), recruitment is the process of searching for the prospective employees as well as stimulating these employees in order to apply for various jobs in the company. Also, as it is defined in the business dictionary, selection of employee is a process of evaluating and interviewing the candidates for a particular job and then selecting an individual for the purpose of employment depending on different criteria. Also, the process of selection is defined by Swider, Zimmerman and Barrick (2015), as a process of differentiating applicants for identifying the ones with greater possibility of success in the job. Hence, there is a difference in the recruitment and selection process.

Fig 1: Recruitment and Selection Process

Different industries have different recruitment and selection method based on their needs and requirements (Boxman & Flap, 2017). In the cement industry, the ability to learn new things and flexibility are the key competencies that are evident in all the new recruits. The staffs and the management of the industry works in partnership in order to identify the learning needs and then seek ways for satisfying them. This industry provide considerable amount of coherent sources of energy for creating high quality of selection system (Ahmad & Tahar, 2014). The organisations in this sector capture the capacity of the applicants to do the work. The recruitment method that is used in this industry is looking for core competencies and pre-hire testing. In electronic industry, the recruitment is done either by internal methods like employee referrals and promotions or transfer, or by external methods such as job portals, outsourcing, and consultancy and campus recruitment (Gellert, Ramirez & Webster, 2015). They also Review Resumes. Furthermore, in sugar industry, the advertisement for the process of recruitment is done through leading local and national newspapers.  As being a seasonal industry, this industry has different types of staff strengths (Biddy et al., 2016). They also appoints the trainees through the applications that they receives. They hire both contract and fulltime labourers. They also use the method of Pre-hire testing and Prepare to recruit as their selection and recruitment method. The skills set for the employees in this industry are skilled, unskilled (seasonal based), technical, managerial, clerical, sales executive belonging form MBA, BBM and Bcom, chemical, mechanical, electrical and production engineers.

Data Analysis and Interpretation

A number of 150 employees working in different sectors have been selected for this purpose and analysis has been done based on questionnaires.

Interpretation-  from the above graph and table, it can be observed that 20 respondents have accepted that these industries make use of internal recruitment sources, 30 of them accepted that they follow the external sources, 100 of them have expressed their view that these industries adopts both the form of sources.

Interpretation- From the above graph and table, it can be said that 50 respondents have accepted that their company provides preference to the qualified candidates and 25 of them have said that their company prefer the ones with more experience in the field. However, majority of them (about 72) have stated that their company give opportunities to both the qualified and experienced candidates. Also, three among them have said that their company give preference to some other criteria expect these such as family relation, friendship etc.

Interpretation- From the graph and table mentioned above, it can be observed that 30 of the total members have agreed that their company follows written test, 25 of them said that they follows group discussions with the candidates and the other management team. Also, 50 of them have expressed that their company takes interview of the candidates and the rest others have stated that their companies follow all the above mentioned particulars as the main sources of selection of candidates.

This study has revealed that the selection and recruitment processes that are been followed by the Sugar, Cement and Electronic industry are effective. The human resource manager of these industries are focused on the selection of right candidate by means of different sources. They select the candidates based on their knowledge, skills, abilities and potentials.

• It is recommended that the three selected industries must follow their existing selection and recruitment policies in the near future as well
• They must give equal importance to the external sources such as the agencies, data banks and the references to get the required and desired candidates
• Along with the experienced employees, they must also encourage each and every fresher based on their knowledge and skills.
• They should also adopt the latest interview methods or techniques in order to recruit the prospective employee

References

Ahmad, S., & Tahar, R. M. (2014). Selection of renewable energy sources for sustainable development of electricity generation system using analytic hierarchy process: A case of Malaysia. Renewable energy, 63, 458-466.

Biddy, M. J., Davis, R., Humbird, D., Tao, L., Dowe, N., Guarnieri, M. T., … & Beckham, G. T. (2016). The techno-economic basis for coproduct manufacturing to enable hydrocarbon fuel production from lignocellulosic biomass. ACS Sustainable Chemistry & Engineering, 4(6), 3196-3211.

Boxman, E., & Flap, H. (2017). Getting started: the influence of social capital on the start of the occupational career. In Social capital (pp. 159-181). Routledge.

Gellert, G. A., Ramirez, R., & Webster, S. L. (2015). The rise of the medical scribe industry: implications for the advancement of electronic health records. Jama, 313(13), 1315-1316.

Jabbour, C. J. C., & de Sousa Jabbour, A. B. L. (2016). Green human resource management and green supply chain management: Linking two emerging agendas. Journal of Cleaner Production, 112, 1824-1833.

Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), 216-231.

Swider, B. W., Zimmerman, R. D., & Barrick, M. R. (2015). Searching for the right fit: Development of applicant person-organization fit perceptions during the recruitment process. Journal of Applied Psychology, 100(3), 880.

Trivedi, J., & Muduli, A. (2015). Research on recruitment outcomes and recruitment methods under the mediating impact of credibility & satisfaction. International Journal of Advancement in Engineering, technology, Management and Applied Science, 2(9), 26-53

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