Chapter 1

Introduction:

Companies are investing on the role of the human capital by elevating their Human Resource
Department for the growth of their company.

Human resource is a strategic, integrated and coherent approach to the employment, development and
well-being of the people working in an organization (Armstrong, 2008). The Human Resource has a
significant role in ensuring worker performance and positive organizational outcomes.

Recruitment and selection is one of the essential tasks of the Human Resource Management.
Recruitment involves a strategic process to create a pool of capable candidates. It is the process of
attracting applicants for the organization’s needs. Selection is the process of coordinating available
human resources to jobs in a company. Selection of workers is not only about replacing employees or
adding people to a workforce, but it also aims to put in place workers who can perform at a high
professional level and demonstrate eminent responsibility. (Bellantyne, 2009).

In an increasingly global and sophisticated marketplace, recruitment and selection has become an
significant platform for organizations to ensure that they have the human resources necessary to
achieve their strategic direction and to have a continuous innovation and growth. Recruitment and
selection has become important as a way of delivering behaviors seen as necessary to support
organizational strategies (Iles, 2001).

Effective recruitment and selection can also provide significant improvements in productivity and
employee morale and allow organizations to build a workforce of more able employees who collectively
provide a superior product or service (Robertson, et al., 1996).

Managing people as assets are fundamental to the competitive advantage of the organization.

The overall purpose of Human Resource Management is to ensure that the organization is able to
achieve success through people.

References:

Armstrong, M., (2008).Strategic Human Resource Management. London: Kogan Ltd .

Iles, P (2001),Employee Resourcing, in Human resource management: A critical text eds. by John Storey,
2nd ed., London: Thompson Learning.

Robertson, I., Bartram, D. and Callinan, M. (1996) Personnel Selection and Assessment,inWarr, P
(ed.)Psychology at Work,Harmondsworth: Penguin, 4th Ed.

II. Objectives of the study

 - To know the employment preference of HRM in selecting employees.
- To know the impact of being a graduate of a certain university in the employment preference of
HRM.
- To know which industries Bachelor of Arts graduates have advantage, based on the university
they graduated.
- To know the advantages and disadvantages of each university in different industries.

III. Theoretical framework

- Similarity Bias
- Unconscious Bias Theory in Employment Discrimination Litigation
- International Employment Discrimination and Implicit Social Cognition: New Directions
for Theory and Research
-

IV. Conceptual framework

- Input Process Output (Road Map)

V. Hypotheses
VI. Significance of the study

- Graduates
- SHS
to know what school to choose (joke) anti poor to. EVERY ONE WANTS THE BEST SCHOOL, PERO
THEY HAVE NO MEANS TO DO SO.
- Employers/HRM
To have a guide . To avoid bias and unhealthy stereotyping
- Applicants
To help them understand employment preference of the HRM. To help the prospective
companies they wish to enter to.
- To the companies:
This study will give guide to HR department of their companies to strengthen their human
capital and get the most efficient and effective workers to achieve their organizational goals.
- To the Researchers
Being AB Legal Management students who are knowledgeable of the corporate and business
industry, this research could also help them should they choose to travail the food and business
industry.
Chapt 1
-intro
-objectives of the study
-theoretical framework
-conceptual framework
-hypothesis
-significance of the study

Theoretical framework:
- Attribution Theory
https://www.researchgate.net/publication/254340729_The_Role_of_Attribution_Theory_in_Personnel
_Employment_Selection_A_Review_of_the_Recent_Literature
-models http://www.managementstudyhq.com/hrm-models.html
-thesis http://shodhganga.inflibnet.ac.in/bitstream/10603/37941/9/09_chapter%202.pdf
-SONARA (madaming theories)
https://gupea.ub.gu.se/bitstream/2077/32626/1/gupea_2077_32626_1.pdf
-rec & selec (by ray french & sally rumbles)
http://mrmartin.moonfruit.co.uk/download/i/mark_dl/u/4006123420/4630131706/Chapter%209%20Ef
fectiveness%20of%20Recruitment%20and%20selection.pdf