c
 

   
 
 

  
   c

 



 

The process of hiring and recruiting the potential employees has been
characterized to be the part of the functions and responsibilities of Human Resource
Management. Within this department, the HR manager can apply the policies and
practices that involves in the recruitment and selection. The employees who are chosen to
be part of the organization are shaped according to the organizational objectives and are
expected to bring the success for the organization in return.



 
 

The functions of human resource and the managers are valued in terms of
handling the human capital. In the area wherein there is a great impact for globalization
and international competition, different strategies are prepared by the human resource
managers for gaining the appropriate talent in the organization. Hiring the right people
and continuous training can greatly affect the performance of the people but within the
start of recruitment and selection, human resource managers applied the suitable strategy
that can support the competitive advantage in the business. Within the functions of
human resource management, there are five essential functions which include the
recruitment and selection, development and training, performance evaluation,
remuneration and compensation, and labor relations. However, on what ways will the
recruitment and selection process helps the organization to marinating the competitive
advantage?

 

c

 
The main aim of the study is to analyze the recruitment and selection process for
maintaining the competitive advantage of an organization. In order to gain the necessary
information, there are three objectives that need to be considered. The first objective is to
understand the different ideas involved in the human resource management especially in
terms of recruitment and selection. Second is to elaborate the strategies involved in the
recruitment and selection. And the third is to compare the different HR strategies of
various organizations and analyze the effectiveness of recruitment and selection in the
organizations.




The underlying principle of the study is to examine the theories, policies, and
practices involved in recruitment and selection process of the human resource
management. The investigation of the process will help the organizations uncover the
strategies in maintaining the competitive advantage they have in the industry.

! 
   "
Recruitment and selection are the known process of the HRD in which an
organization takes in new members. Simply, recruitment involves attracting a pool of
qualified applicants for the positions available, meanwhile, the selection requires
choosing form this pool of candidate whose qualifications are closely matched in the job
requirements. In this area of expertise, the function of the international human resource
management becomes increasingly more complex. In UK or the countries that are
members in the European Union, the citizens of the member countries can work even
without the permit (Trevn, 2001; Mouyiasis, 2007). Meanwhile, in UAE the human
resource functions differ in the west countries in most of its parts. From the procedures to
the culture involved, UAE is outstanding in training the selected person in their
organization, and preparing them to face the challenges in the beginning of the
recruitment and selection. The performance-based model is applied in the HR
departments in UAE to test that the skill of the individuals and to determine if the
candidate can respond in different trends of time (JCCP, 2009). The international staffing
of the different cultures strongly affects the type of the employee and the nature of the
company. In the approach to the recruitment and selection, different practices and
influences are expected to appear in their policies and functions. But choosing the right
candidate should be balance in the international performance of the organization and be
suitable to the internal corporate consistency and sensitivity to the local labor practices.
But all HR functions have one strong aim and that is to select the people or an
individual¶s personal characteristics fit the job (Treven, 2001).

 
The applied method in the study is the use of the secondary information. The
materials that can be used are the books, journals, case studies, previous researches, and
reliable internet libraries that can give details about the HR functions on recruitment and
selection and the process itself.



Different expectations are presented by the business leaders as well as the HR
managers for their workforce. Therefore, at the beginning of the recruitment and
selection, the candidates should possess the right attitudes that the organization is
expecting from them. With the help of examining the process of recruitment and
selection, the organization can analyze the strategic ways to maintain the competitive
advantage in the industry.

  
#
1.? JCCP., (2009) ³Customized Program on ³Human Resource Management (HRM)
in Kuwait (KNPC) and UAE (TAKREER)´, u
 
 u

 
u  [Online] Available at:
http://www.jccp.or.jp/english/training/pdf/dispatch/h20_03.pdf [Accessed 05
October 2010].
2.? Mouyiasis, P., (2007) ³HRM Concepts in Europe: A Comparative Study of Two
Member States Sweden vs. Cyprus´, 4 4
   
3.? Treven, S., (2001)´Human Resource Management in International Organizations´
`