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  • International Journal of Business and Management Tomorrow Vol. 2 No. 5

    ISSN: 2249-9962 May|2012 www.ijbmt.com Page | 1

    Issues and Problems Faced by Organizations in

    Recruitment;

    A Case of Telecom Sector in Pakistan

    Dr Shaukat Malik, Institute of Management Sciences, Bahauddin Zakariya University, Multan

    Abdul Waheed, Institute of Management Sciences, Bahauddin Zakariya University, Multan

    Sajid Tufail, Institute of Management Sciences, Bahauddin Zakariya University, Multan

    Hashim Zameer, Institute of Management Sciences, Bahauddin Zakariya University, Multan Mehboob Hussain, Institute of Management Sciences, Bahauddin Zakariya University, Multan

    Abstract Human resource department is very important for any organization. There are different objectives and roles

    which HR department play, mainly selection of the employee, training of the employees, implementing the roles

    and regulations, deciding salaries and all benefits packages related to the employees who working within the

    organization. Recruitment is one of very critical and important decision taken by the Human resource

    department. This paper helps to understand the issues and problems faced by organizations of Pakistan in

    recruitment. This paper also identified that prejudice has its higher affect and considered as a major issue in

    employee recruitment in Pakistan and selection standards is considered as a least affecting issue. Further, in

    public sector, environment is major issues and in private sector again prejudice is considered as major issue of

  • International Journal of Business and Management Tomorrow Vol. 2 No. 5

    ISSN: 2249-9962 May|2012 www.ijbmt.com Page | 2

    recruitment. So, HR department will be able to hire right person for right job by resolving these issues and

    problems of recruitment.

    Keywords: Human Resource Department, Recruitment Problems, Telecom Sector

    1. Introduction Recruitment is very crucial and important for any organization because its very necessary for an organization to

    select a right person for right job. The employees of the organizations directly effect on the performance of the

    organization and its important decision like to select right person for right job on right time. When HRM

    department will hire a suitable person for required vacancy then obviously that person will perform his/her task

    and job obligation in more effective and efficient way. So, in the way of right recruitment or selection different

    organizations face different issues and problems to hire a right person. our objective is to see these issues and

    problems in the context of Pakistan. For that purpose, Telecom Sector of Pakistan is being selected. HR

    managers are targeted as respondents. We know Human resource department is very important for any

    organization. HR department was renamed from personal department to human resource department during

    the late 1970s and early 1980s. There are different objectives and roles which HR department play like its main

    objective is to meet organizational needs of organizations. This department is responsible to play the responsibilities of the selection of the employee and to take interview and train the employees. Human Resource

    Department is also liable to implementing the roles and laws, salary as well as the benefits packages of the

    employees. According to one researcher, HR department also clarify & sets the goals for the company (Handy

    1999). It is liable to organize the employee of the entire company and plans as well as objectives of people and

    the company. The HR department is also very important because, it perform all activities related to the

    employee like; it is responsible to manage the holidays offer, ending of the year incentives, salary increment,

    awards, provision of flexible work hour and career development for the employee to provide better satisfaction.

    Telecom sector of Pakistan is considered as a major service sector. This sector is considered more developed

    sector in Pakistan. Telecom sector also contributed the significant amount in gross domestic product (GDP). The

    number of subscriber is also increasing in each year. Furthermore, according to the Pakistan Telecom Authority

    (PTA) the subscriber of this sector is exceeded up to 95 million. Telecom sector of Pakistan is growing in a fast way. According to survey the growth of cellular industry during last five year broke the all global records in

    numbers of subscriber. There are five major telecom companies are working in the Pakistan like Ufone,

    Mobilink, Telenor, Warid and Zong. Some other companies are also working like PTCL, world Call, Wateen

    Telecom etc

    The objectives to conduct this research are to find out the issues and problems faced by organizations in telecom

    sector of Pakistan. Through making questionnaire and some interviews, primary data is collected and result

    shows that interview, environment, reference, selection standard, prejudice as well culture are those issues and

    problems which have affect and are issues of recruitment in Telecom sector of Pakistan. But among those, some

    factors like prejudice is a major issue which affect while recruiting the employees.

    Comparatively, if we analyze public sector and private sector then environment is an issues which is highly

    affect in recruitment is public sector. And public sector needs to focus on this factor to control and to resolve

    this issue as compare to other recruitment issues. The least issue which exists in public sector is reference which

    is also issue but has least impact rather than interview, environment, selection standards, prejudice and culture.

    Private sector and result shows that the higher issue is prejudice which is faced by private sector of Telecom

    industry as compare to other factors like; interview, reference, selection standards, environment and culture.

    Selection standards is least considered issues in private sector having less affect in recruitment as compare to

    interview, environment, reference, culture as well as prejudice.

    2. Literature Review HR department have vital importance in any organization. HR department is responsible all responsibilities

    related to humans of the organization. According to researcher HRM practices shape firm performance through

    three key channels; increase employees knowledge, skills, and abilities (KSAs), motivate employees to leverage their KSAs for the firm benefits and empower employees to do so (Huselid 1995). According to researcher

    weather some practices have stronger affect rather than others and whether complementarities among such

    practices can further enhance organization performance (Baird and Meshoulam 1988). HR department is

    affected by different factors but if HR department is following the HR practices & policies then it may enhance

    the value of organization like according to researcher HRM practices have a larger influence on the firm

    performance rather than other well-researched factors such as the independence of a firms board of directors

    (Dalton, Daily et al. 1998). According to others researchers the HRM practices have great impact over the firm

  • International Journal of Business and Management Tomorrow Vol. 2 No. 5

    ISSN: 2249-9962 May|2012 www.ijbmt.com Page | 3

    performance than other well researched factors like CEO incentive compensation (Tosi, Werner et al. 2000).

    There is great importance of right selection like according to researcher who discuss that right selection is the

    set of activities used to obtain a sufficient number of the right people at the right time from the right places and

    its purpose is to select those who is best meet the needs of the work place, and to develop and maintain a

    qualified and adequate workforce though which an organization can fulfil its human resource plan (Briggs 2007).

    2.1 Recruitment Problems According to different researcher the different issues and problem of recruitment are identifies like; reference

    (Moran and Morgan 2003), , prejudice (Schmidt and Hunter 1998), recruitment timing (Rynes, HENEMAN III

    et al. 1980), delays in recruitment (Rynes, HENEMAN III et al. 1980) invalid standards (Briggs 2007), environmental influence like; technology, social, economic demand, political (Briggs 2007), methods or sources

    of recruitment (Basu 1994), unavailability of skills needed (Manchester 1998), lack of independencies,

    increasing pressure from the applicant, sources of recruitment (Briggs 2007), culture (Segalla, Sauquet et al.

    2001), skills and abilities are not directly observed (Moran and Morgan 2003), poor interview (Lunenburg

    2010), unfamiliarity with job (Fry 2006), emphasis on negative information, personal biases, unfamiliarity with

    job and hiring quotas are also recruitment problems (Fry 2006), , selection cost (Myrna L. Gusdorf 2009), ,

    selection cost (Myrna L. Gusdorf 2009), selection cost (Myrna L. Gusdorf 2009), flexibility in recruiting process

    (Im and Chee 2005) and premature decision (Fry 2006) etc. selection cost (Myrna L. Gusdorf 2009), flexibility

    in recruiting process (Im and Chee 2005) and premature decision (Fry 2006) etc.

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