A Critical Appraisal of Human Resource Planning, recruitment and selection processes at Hotel Kong

An interview survey of 54 businesses with between 25 and 250 employees was carried out in an effort to discover the strengths and weaknesses of current personnel practices in smaller firms. Most firms seemed to do reasonably well in terms of written personnel policies, providing praise and recognition for employees, and in carrying out informal job analyses. Areas needing improvement were human resource planning, job descriptions, performance evaluation, motivation and satisfaction of employees, creative recruitment and selection methods, pension planning, and upgrading the overall knowledge about personnel by those responsible for the human resource function. Recommendations for cost effective ways of addressing these shortcomings are made.

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Examining the effect of human resource planning on the performance of public sector organizations

International Journal of Research in Business and Social Science (2147-4478) ◽

10.20525/ijrbs.v10i5.1289 ◽

2021 ◽

Vol 10 (5) ◽

pp. 72-82

Author(s):

Chizomam Ubah ◽

Umar Abbas Ibrahim

Keyword(s):

Public Sector ◽

Human Resource ◽

Selection Process ◽

Pearson Correlation ◽

Resource Planning ◽

Organization Performance ◽

Human Resource Planning ◽

Public Sector Organizations ◽

Recruitment And Selection ◽

The Right

The study examines the effect human resource planning has on the performance of public sector organizations in Nigeria. The study adopted a cross-sectional survey research design with the collection of primary data using a questionnaire that was administered to 100 employees in the human resource department of the Ministry of Works and housing in Abuja, Nigeria. Correlation analysis using Pearson correlation was employed to determine the relationship between the variables and regression analysis was used to analyze the hypotheses with the aid of the IBM statistical package for social sciences. The result findings revealed that the multiple correlation coefficient indicates a strong correlation between the variables (R= 0.779). and that projected demand for workforce and recruitment and selection account for 60.7% of the total variation in organization performance. Of the two variables used, the recruitment and selection process account for the highest contribution to organization performance. Effective human resource planning in terms of projected demand for workforce and recruitment and selection will enable institutions to attract the right kind of people in the right numbers, improve employees' expertise, talents, and abilities, and keep them in the business. The study recommends that the recruitment and selection process should be open and transparent with little or no political interference to allow for the selection of applicants with the right expertise and skills into the workforce.

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Peningkatan Profesionalisme Pegawai Negeri Sipil Dilihat Dari Sistem Rekrutmen Berbasis Kompetensi

Jurnal Ilmu Pemerintahan Nakhoda ◽

10.35967/jipn.v10i1.1600 ◽

2013 ◽

Vol 10 (1) ◽

pp. 49

Author(s):

Muhammad Ridwan

Keyword(s):

Human Resources ◽

Human Resource ◽

Resource Planning ◽

Civil Servant ◽

Civil Servants ◽

Human Resource Planning ◽

Vacant Position

Quality of human resources-civil servants, among others, which is determined by the recruitment processof seeking and finding HR activities-civil servant who has the motivation, ability, skills and knowledgerequired to carry out its duties in office. Organizational recruitment as human resource planning must becomprehensive programmed to be able to predict the needs of both quantity and quality as well asplanning professionals. Theoretically, many methods and selection techniques to evaluate applicantsaccording to a vacant position within the organizationKeywords: professionalism, recruitment, competence

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