Background Two Primary Outcomes of Human Resource ManagementRequired Material

Pollitt, David. (2005). E-recruitment gets the Nike tick of approval: System frees HR staff to perform more consultancy. Human Resource Management International Digest, Volume 13, Issue 2, pp. 33-35.

John Cullen. (2004). Identifying sectoral management cultures through recruitment advertising. Leadership & Organization Development Journal, Volume 25, Issue 3, pp. 279-291.

Alfred T Spada. (2001). HR foundrymen focus on workforce recruitment, retention. Modern Casting, Volume 91, Issue 4, p. 50 -51.

Rita Claes and Mieke Heymans. (2008). HR professionals' views on work motivation and retention of older workers: a focus group study. Career Development International, Volume 13, Issue 2, pp. 95-111.

Meganck, Annelies and De Vos, Ans. (2009). What HR managers do versus what employees value: Exploring both parties' views on retention management from a psychological contract perspective. Personnel review, Volume 38, Issue 1, pp. 45-60.

Peter Prowse and Julie Prowse. (2010). Whatever happened to human resource management performance? International Journal of Productivity and Performance Management, Volume 59, Issue 2, pp. 145-162.

Chen, Shyh-jer; Lin, Pei-fen; Lu, Chia-mei; Tsao, Chiung-wen. (2007). The moderation effect of HR strength on the relationship between employee commitment and job performance. Social Behavior and Personality: An international journal, Volume 35, Issue 8, pp. 1121-1138.

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The two primary outcomes of HR management are recruitment and retention. Through HR planning, managers anticipate the future supply of and demand for employees and the nature of workforce issues, including the retention of employees. These factors are used when recruiting applicants for job openings. Being able to recruit and retain the "best" employees have been difficult tasks for HR managers. The "best" employees are not necessarily the most qualified individuals (e.g., the most educated or with the most work experience), rather it is the individuals who provide value to an organization, who complement the organization, who understand and embrace the organization's mission, and who fit the culture of the organization. This quandary is a result of a number of different variables such as: job satisfaction, organizational commitment, job performance, and motivation. The following figure illustrates the two outcomes of HR management.

Two Main Outcomes of HR

Furthermore, contemporary HR managers also are tasked with assisting with peak performance initiatives because of escalated global demands and competition.

Case Assignment

Drawing on the material in the background readings and doing additional research, please prepare a 3-5 page paper (not including the cover and reference pages) in which you:

• Discuss the connection between recruitment and retention.
• You will discuss whether you believe it is better to (1) hire hard and manage easy or (2) make up for bad selection with good training.
• Discuss strategies for retaining employees.

Assignment Expectations

Your paper will be evaluated on the following points:

• Precision: Does the paper address the question(s) or task(s)?
• Clarity: Is the writing clear and are the concepts articulated properly? Are responses made through paraphrasing and synthesis of concepts? (Or is there excessive use of quotations?) Are headings included in all papers longer than 2 pages?
• Breadth: Is the full breadth of the subject addressed?
• Depth: Does the paper address the topic in sufficient depth?
• Grammar, spelling, and vocabulary: Is the paper well-written? Are the grammar, spelling, and vocabulary suitable to graduate-level work?
• Referencing (citations and references): Does the paper use citations and quotation marks when appropriate?
• Critical thinking: Is the subject thought about critically, i.e., accurately, logically, relevantly, and precisely?