Recruitment and Selection (Human Resources Managment) Essay

Recruitment and Selection (Human Resources Managment) - Essay Example In today’s rapidly changing world and with the strategic focus, selection also needs to be strategic. Strategic selection demands a range of activities in the general stream of looking for candidates to fit in the jobs. It involves not only the job at hand but potential range of matches for the person in future jobs. Additionally, the enhancing reach of globalization demands much more flexibility and certain interpersonal and personal skills for a candidate to undertake the ever changing and challenging environment i.e. effective selection by the HR selectors. However, the basic match of candidates to the job description is of significant value because otherwise, achievement of organizational goals and attaining appropriate return on investment (on human capital) is not possible. In true terms, no training or motivation or praise can make individuals work beyond their capacity. Current scenario For Toyota R & S policy The globalization of business has shift from trade and busi ness to strategic alliances, integration of businesses etc. This change has significantly affected the HR practices. One of the major challenges, which global organizations are facing today, is attracting global talent. Toyota, one of the largest shareholders of the global automobile market, is no exception when it comes to facing HR problems, particularly in the US, and in other countries as well where their business has grown. Over the years, the observation has been a general and massive shift of jobs from manufacturing and agriculture to service industry and telecommunication. US economy is moreover a services based economy with 80% of the jobs belonging to the services industry. The trend is expected to continue, resulting in increased demand for services industry jobs and reduced inclination towards agricultural or manufacturing units. Toyota being a manufacturing firm hence suffered from this trend. It meant for Toyota lesser pool of candidates available for recruitment and s election. Changing demographics, shortage of highly skilled and qualified specialist and legislative problems are some of the problems Toyota’s HR has to face globally. (Robert L Malthis, 2008) In order to handle this issue, Toyota should make use of various internal and external recruitment models. The forthcoming sections of this report discuss the various aspects of recruitment and selection model used by Toyota. Nature and composition of workforce Toyota believes in low cost and high performance, which is why the business has developed a proper recruitment and selection process that reflects Toyota’s philosophy. Toyota’s main objective is cost reduction and lean management but they believe in valuing their human capital. Same methodology is followed in recruitment and selection. There are a number of temporary and permanent employees in the organziation. Toyota also makes use of off shoring and outsourcing in countries where there is shortage of skilled labo r such as USA and other North American countries. Sound procedures in