Recruitment and Compensation of Employees

Recruiting and Compensation of Employees
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Introduction
Employees are essential personnel in driving the daily activities and the operations of the mission and vision statement of an enterprise. Therefore, any organization under the human resource department strives to utilize the available workforce maximum to achieve the primary objective of the firm therein. Recruitment and compensation are the among the core activities of the human resource management in a business (Uggerslev, Fassina & Kraichy, 2012). Recruitment entails the process of selecting and appointing the appropriate employees who possess the job description requirement. Besides, the employees should have the skills and competence that aids in performing the tasks with considerable expertise. In this case, therefore, the recruitment process aims at attracting the suitable employees in the functions along the organizational structure. Compensation refers to the reward that the human resource management gives the employees in return for the services they offer to the firm in term of performing their tasks and responsibilities (Leah-Martin, 2017). The essay thus presents an in-depth analysis of the two human resource management elements as well as the significance they have on the organizational strategy achievement.
Overview of the Recruitment Process
The Human resource team needs to perform an implementation crackdown on approaches in fulfilling the organizational workforce efficiency.

Thus this process should be fair enough to accommodate all the employees regardless of their gender, race or ethnic group (Uggerslev, Fassina & Kraichy, 2012). There should be any form of discrimination whatsoever. It is important to always address recruitment and selection process with the highest level of professionalism to take up the right individuals in an organization.
The recruitment process is in three categories which usually depend on the situation of an organization. First, the planned recruitment usually occurs when cooperation amends policies to outsource to new personnel for particular job description. Second is the anticipated recruitment which occurs as a movement of forecasting the organizational goals alongside the future workforce capability. Third, the unexpected hiring is placed in settling any illness, resignation, and termination or death of an employee. Therefore, under these categories of recruitment processes, organizations are faced with different decisions in setting out preferable recruitment as either internally or externally outsourcing.
Nonetheless, the human resource manager usually develops guidelines in the recruitment process. The initial directive is to plan through thinking out the desirable goals of competent employees (Uggerslev, Fassina & Kraichy, 2012). The second instruction for the resource manager is the strategic expansion process aims at attempting to achieve high growth compared to the past achievement in a firm. Thirdly, the human resource manager probe for appropriate skills in a job description in an organization. Fourth, the resource manager needs to select through a thorough process of choosing carefully the right person to undertake a particular task in an enterprise. Finally, the resource manager needs to assess the ability of the elected personnel through his/her qualities and forming an opinion of the right person. The recruitment process can be either done internally or externally with various analyses on choices of selection.
Internal Recruitment
The Human Resource panel usually opens in a position as vacant and may opt to use the existing employees in assigning a new job description. Internal recruitment is the process of promoting the current employees in an organization to perform a different job description of a higher rank in a company (Uggerslev, Fassina & Kraichy, 2012). Usually, this type of recruitment is regarded as the more significant process of selecting candidates whose records and workforce efforts have been seen within an organization. Therefore, there are some reasons and advantages as to this form recruitment and selection is significant in a company.
External Recruitment
It refers to the process of selecting an appropriate candidate with the relevant qualification and experience from his/her previous work (Uggerslev, Fassina & Kraichy, 2012). Many organizations usually prefer this form of the recruitment process in acquiring new personnel for a particular position. Once the firm has identified the need for new workforce, the process of selection consists of advertising and publishing the post through the different channels of reaching out new employees. In this case, the newspapers, websites and bulletin boards are used in accessing several applicants for a job. The external recruitment has its advantages and disadvantages as outlined below with in-depth discussion in each.
Compensation
The concept of refers to the equivalent rewards that the employees receive from the services rendered to the particular firm.  In this case, the payment entails a fixed basic salary and other additional benefits which are either long-term or short-term (Leah-Martin, 2017). The short-term incentives involve the interests relate to performance improvement within less than one year while the long-term incentives refer to a performance improvement of an extended period. It includes aspects such as share options and cash bonuses. The additional incentives vary from one company to another depending on the nature and culture of the business. For instance, some firms pay their salespeople by their performance, giving commissions, piece rate or time rate payments, bonuses and a share of profits among others. An excellent remuneration system rewards the sales force by the performance and thus motivating the employees to be more productive to get more incentives (Leah-Martin, 2017).
Conclusion
The human resource management aid in propelling the organizational activities by managing the welfare and the operation of the employees in the company. Moreover, it is a very critical functional element in any particular entity. They recruit the most suitable staff with the aim of boosting the proficiency and productivity of the operations. Additionally, the compensation aspect helps in motivating employees and thus promoting the performance. An organization that values the employees is bound to have smooth operations resulting to the achievement of the core goals in the company.

References
Leah-Martin, V. (2017). Relative Compensation and Employee Satisfaction. SSRN Electronic Journal. http://dx.doi.org/10.2139/ssrn.2896268
Uggerslev, K., Fassina, N., & Kraichy, D. (2012). Recruiting Through the Stages: A Meta-Analytic Test of Predictors of Applicant Attraction at Different Stages of the Recruiting Process. Personnel Psychology, 65(3), 597-660. http://dx.doi.org/10.1111/j.1744-6570.2012.01254.x