Summary
Kumari’s article 'A Study of the Recruitment and Selection process: SMC Global' is based on a study that aims to identify the impact of selection and recruitment process on the organizational outcomes (Kumari, 2012). The purpose of the research is, therefore, to determine the current recruitment and selection processes used by employers and also learn the best approach in guiding the HR procedures so as to enable organizations to gather the best workers in an organization. The qualitative methodology of research further enabled the identification and evaluation of the possible actions.
The study took place at the SMC Global Securities Ltd with thirty employees conveniently selected to participate (Kumari, 2012). The SPSS software was then used to analyze the data collected. In the end, the results of the study portrayed that employees considered employee-referencing as the major factor that influenced resourceful hiring while the company relied on the portals through cost-benefit ratios.
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Research methodology
Through an exploratory design of this study, the author used semi-structured questionnaires that were administered to thirty employees of the SMC Global Securities Ltd. The exploratory approach was relevant because it was cost effective based on the minimum rate of resources needed and focused on non-numerical aspects in the organizational setting. It was also appropriate for the measurement and the categorization of issues such as attitudes of employees versus that of the employers on the best strategies in the recruitment process (Kumari, 2012). The correlation of the few sources of information with the purpose to maximize on the initial study for use in the future applied to the mechanics of choosing this design.
During sampling, the researcher used the convenience technique by handpicking employees within the organization as the participants. Through the subcategory of the judgmental sampling method of research, the author established the appropriate traits in an individual to fit in a study group that diversified the age concept. This sampling method is relevant to the selection and recruitment criteria because employers scrutinize their new employees through interviews to save on the cost of training, to identify performers and minimize the legal implications of hiring new employees. These impacts include incompetence of appointed individual which in the end might have negative financial and reputational consequence on the organization's performance and productive outcomes.
Implications
The ethical implications of this study include the bias in the sampling technique where the researcher determined the characteristics of the sample population. This disqualifies the anti-bias rule by exposing the scientist to a personal context thereby sabotaging the accuracy of the results. Additionally, the exploratory study is indefinite in the sense that the for the results to apply to a wider scope, the researcher needs to widen the sampling to other companies that have HR departments rather than the isolation of SMC Ltd.
Recommendations
The results of the study are of significant impact to HR context because the researcher identified ‘talent acquisition as one of the most important factors that impacts on successful selection and recruitment criteria. Future research should, however, focus on the aspect of talent acquisition and minimizing organizational costs in the process. This is because such factors undermine the company’s objective of maintaining a productive workforce while ignoring the cost of training and sharpening the skills of each employee. This can be through conducting and publishing the research that covers HR departments of successful companies to disseminate such useful information on the best strategies for HR selection and recruitment. Publication of such results improves the spread of knowledge on the importance of training on long-term performance. Furthermore, it improves job satisfaction, performance and reduces turnover rates.
References
Kumari, N. (2012). A Study of the Recruitment and Selection process: SMC Global. Industrial Engineering Letters , 2 (1), 34-43.
