Attraction and Retention The definition of recruitment is the process of generating a pool of capable people to apply an organization for employment. therefore this means that there is a need to generate people’s interest to apply for the job. This means that people have choice to choose This is why an organization has to consider this strategic choice. To be precise, attraction means…. For the internal sources this is associated with retention which means
When considering attraction and retention strategy, an organization might first of all apply the concept of Fitting the person to the environment, organization As this diagram illustrates In an organization Whereas HR plocies will be designed to achevive particular organizational targets and goals, those policies also provide an opportunity for individual needs to emerge and be satisfied. This view assumes that a fit between a person and the environment can be found so that commitment and performance are enhance (Kristof, 1996).
This not only gives a high performance advantages but also lead to “retention” Criticism However, commentator have Doubted whether such mutuality could develop on the basis of equality because organizational need would always be superiority. In typical form of profit-organistaion, the issue of profits maybe considered outweight individual needs. Competencies Another important element when considering attraction and retention strategy in recruitment and selection is to set out, what is it referred as “competencies” which are developed within the organization.
A set of behavior patterns that the incumbent needs to bring to a position in order to perform its tasks an functions with competence. (The ability, skills and knowledge obtained by candidates and relevantly required and matched with organizational goals and targets) For instance, In large financial services organisations in the UK set out its competencies for example self-control …. etc If we look at Lloyds TBS’s, one of large financial services, it provides its vision and projected image of its organisation that