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Decision making is the most important and critical role that a manager must make as a routine duty. In the employee recruitment several decisions must be made at each stage of the recruitment process.
Kahneman and Tversky suggest that, “During decision making the steps to be followed include: identification of opportunities, searching of alternative courses of action, evaluation of the alternatives, choosing from the alternatives and implementation of the chosen course of action” (23). In a given selection process various decisions points have been considered but probably much more were not looked into.
First decision to be made is the design of the advertisement that should attract qualified interested candidates for consideration. This decision must also take into account which advertisement channel should be used, that is the media chosen should be one that can reach the targeted and qualified candidates. In the advertisement the job description and any required professional and personality traits must be categorically stated (Kahneman and Tversky 67).
Secondly, decisions must also be made as on which type of recruitment would be appropriate; internal or external recruitment method. This decision looks into whether the required skill can be found from among the organisation employees or from outside the organisation. The selection will also depend on the motive of the firm and the cost the organisation is ready to incur in the recruitment process.
Kenper and Tregoe, claim that another important decision that must be considered in the staffing processes is the time (34). Time must be of great essence as it will determine when a new employee is to join the organisation. This decision depends on the manpower need as per the organisations activities. During the staffing process some factors about the candidates should also be considered. They include: diversity, culture of the applicant, gender together with race.
In the selection criteria consideration as to the retention of the hired candidate is factored. Retention needs help to minimise the cost of high employee turnover that may lead to increase of organisations staffing cost. During selection, the decision on references is crucial as it is through this that the candidate’s previous performance and capabilities are determined.
This performance must be matched with the job requirement to ensure it is applicable with the job requirement. The right number of personnel requirement has to be looked into. This number is based on the evaluation of the number of vacancies and any other need that may demand further consideration.
Moreover development decisions integration is to be focused. This decision identifies the opportunities for career growth and upward mobility of an employee in the organisation. The decision is determined by the candidate’s ability to learn and improve his skills together with the improvement of actual performance. The human resource department has to come up with the premises for measuring performance and identifying the growth ability in the organisation.
Industrial decisions are also a vital factor for making staffing decisions. Since organisations operate in a competitive environment they need to monitor the trend and rapid changes around thus making staffing decisions essential. Organisation has to consider the industry’s remuneration rates and working conditions. This will assist in the design of the contract agreement and condition.
Finally, decisions on the posting, orientation and rewards for the employees are made. This decision acquaints the picked candidate with the motivation and knowledge needed to start executing the organisational mandate. Human resource department has the duty to attract and employ candidates who can improve the efficiency and organisations performance.
Work Cited
Kahneman, Daniel and Tversky, Amos. Choice, Values, Frames. London: The Cambridge University Press. 2000. Print.
Kenper, Charles and Tregoe, Benjamin. The Rational Manager: A Systematic approach to solving and decision making. New York: McGrawl-Hill. 1995. Print.
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