attached is the previous rough draft. I want you guys to extend this rough draft into the final draft.
So i need 4 pages more to be added over the attached word document.please include in text citations and follow the APA 7th edition.
Running Head: HUMAN RESOURCE MANAGEMENT1 HUMAN RESOURCE MANAGEMENT 2 HUMAN RESOURCE MANAGEMENT Tarek Ben Fehri Department of Business, California Miramar University HRM 6180: Human Resource Management Instructor: Patrick Caze, PhD Table of Contents Introduction3 New Employee Recruitment Program3 Importance of Effective HR Recruitment Program4 Conclusion5 References6 Introduction In order to give excellent dispatch assistance to your firm in the twenty-first century, a company must be willing to serve anyone. There are no longer any days when all you had to think in was finding work, earning a living, and making sure the laws were followed. Human resource specialists play an essential part in the growth of employees, creating a work environment, and developing innovative company strategies in several affluent firms today. A human resources program may be a helpful tool in acquiring the information and skills required for effective employee engagement. It offers enterprises and organizations a significant strategic advantage in a highly competitive market. People are the most valuable competitive advantage that any company may have today. They are the driving force behind all companies' choices in the current day. Any decent human resources training will teach you that you should never underestimate the significance of this critical component. The current study will outline the new employee recruitment programs and explain the importance of effective human resource recruitment strategies. New Employee Recruitment Program Hiring top-tier employees is a high priority for successful business owners. After all, the level of productivity and performance of a business is directly related to the level of satisfaction of its employees (Cooke, Schuler & Varma, 2020). While evaluating candidates, keep in mind that various things must be considered, including qualifications, creative history, temperament, and talents. This section of the employment process occurs as businesses strive to build a pool of qualified candidates. In order to find qualified candidates, businesses utilize a variety of methods, including job posts on company and external websites, job referrals, assistance requested adverts, and resources on university campuses and social media. Instead of just demonstrating the company's expertise, today's recruitment process allows the company to attract the most qualified candidates while saving money and time on the costs of finding, acquiring, engaging, and retaining employees with the right talents. As Strohmeier (2020) stated, when it comes to generating achievement in any firm, individual employees play a critical role. Their specialized skills and expertise are highly vital for the business since tech workers are often the ones who are pushing innovation in their respective fields. On the other hand, employers must have a well-defined plan for enabling their knowing employees to succeed and get the most out of their expertise. Knowledge workers in businesses are expected to innovate regularly, coming up with new and better methods of doing things and thinking outside of the box to achieve success. The majority of them have highly specialized jobs and abilities that the rest of the workforce may be lacking in or unfamiliar with. Importance of Effective HR Recruitment Program As examined by Collings, McMackin, Nyberg & Wright (2021), a successful process aids in the proactive creation of a talent pool, which in turn aids in the achievement of medium- to long-term corporate objectives. Recruitment includes a large number of stakeholders, including top executives inside the organization, and maybe both time-consuming and costly to complete. Increase the possibility that new workers will be more engaged and motivated from the start and their long-term potential to strive to succeed at work and help create a firm by providing them with a fast and flawless recruiting process. In the field of human resource management, recruitment is very significant. In order to guarantee that future workers contemplating joining the firm are an excellent match for the company and demonstrate the professionalism of the whole organization from the time potential employees desire to board, recruitment must take place before any offers are made (Azizi et al., 2021). Employees' direct supervisors analyze yearly performance, conduct employee engagement surveys, and eventually have face-to-face meetings to judge the quality of work performed by their direct reports. These tests evaluate a person's personality, aptitude, and abilities. Employee evaluations are often conducted for various reasons, including salary review, performance improvement, promotions, and terminations. Conclusion The above study is based on human resource management in recruitment strategy. The study explained the new employee recruitment program in applying growth of oneself and in the organization. In addition to that, it outlined the significance of an effective HR program in recruitment. Finally, it explained that most companies currently concentrate on recruiting new employees and developing a systematic approach to hiring and onboarding new employees. To sum up, this is considered to enrich the working culture and working environment. References Azizi, M. R., Atlasi, R., Ziapour, A., Abbas, J., & Naemi, R. (2021). Innovative human resource management strategies during the COVID-19 pandemic: A systematic narrative review approach. Heliyon, 7(6), e07233. Collings, D. G., McMackin, J., Nyberg, A. J., & Wright, P. M. (2021). Strategic human resource management and COVID‐19: Emerging challenges and research opportunities. Journal of Management Studies. Cooke, F. L., Schuler, R., & Varma, A. (2020). Human resource management research and practice in Asia: Past, present, and future. Human Resource Management Review, 30(4), 100778. Strohmeier, S. (2020). Digital human resource management: A conceptual clarification. German Journal of Human Resource Management, 34(3), 345-365.