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Strategic Human Resources Practices Essay Example

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Strategic Human Resources Practices

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For the job. Result of the recruitment should be provided to the concerned person in a reasonable time. It is noted that active candidates continue busy in finding new jobs. Recruitment should be posted in a way that the message is appealing and catches attention of the people required for that purpose. After the candidate shows his intention to apply for the job, a prospectus of the company should be provided to him. Positive information about organization reflects the candidate in recognizing the scope of his job. Next step is of the job application. Potential applicants are allowed to fill an online form of the job application. Application would be sort out, and capable candidates will be called for an interview. The interview of potential candidates might be taken online (Fresh Human Resources, 2014).The performance of the employee will be expressed in communication with the client. High performance of the employee will attract more customers. Capabilities of employee would lead them to work quickly. Professional employees can do multiple tasks with particular experience. Recruitment process will make the employee so hard and bold as he would be able to adopt big challenges. Excellent performer will go onwards for training and development. Good employees will put forward the ideas, and they will take interest in new work practices. Other staff members will be inspired by the marvelous performance of an employee. As a result, the mutual product would be beneficial to the organization (Armstrong, 2010).Employees Selection states the selection process of an employee. The interview of an employee and final selection for a job is known as a selection process. Selection process may be longer or shorter. The period of the selection process depends on the criteria of the job. Large organization will also take time in this process because of their high-level designation (Campbell, 2012).An organization has to identify the aim of the particular work of the employment. It should be conveyed to the candidate before its selection. The interviewer has to clear the picture in his mind about the profile of the person to be selected. Review of the recruitment will provide the facility to interviewer to get an idea about the seriousness of the concerned person. Screening has importance in this process. Candidate if selected is to be informed by phone call or message. The

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