Reading Time: 3 minutes

Finding the proper candidate is difficult. Every organization needs a skilled workforce to continue to survive. However, many confuse recruitment with selection. A clear understanding of the diff between recruitment and selection will help you be successful in HR. Let me get right into it.

What is Recruitment?

Recruitment is the first step in hiring. Recruitment teams must go about trying to attract talent, using a variety of media. Job portals, referrals, and social media are many, many ways to connect to potential candidates. The recruitment system is an open process – anyone can apply, as long as they meet the criteria.

Recruitment will create an applicant pool. If the recruitment process has not been effective, it will be doubly important to implement a strong selection process. As such, the recruitment process is a two-fold process of talent acquisition – quality and quantity.

Key aspects:

• Recruitment is about finding candidates.
• Recruitment is about creating a pool of talent.
• Recruitment takes the shape of advertisements and job portals, as well as requesting referrals.

What is Selection?

Selection follows the recruitment process. Selection is about choosing the best candidate. HR managers can select when they use different tests and interviews, and assessment tools. The selection process is rigorous and systematic. Candidates are screened through a process that narrows it to the best fit for the role.

Key takeaways:

• Selection is choosing the fit.
• Selection is assessments and interviews.
• Selection is quantity vs quality.

Diff Between Recruitment and Selection

Let’s now highlight the diff between recruitment and selection clearly. Recruitment is positive and inviting and focuses on bringing in candidates. 

Recruitment is a search. Selection is more of an active decision. Recruitment is about options. Selection is about the right option. The two processes are intermixed, just like recruitment and selection are both essential to an HR strategy.

Key takeaways:

• Recruitment builds options. Selection ends with a choice.
• Recruitment is wide. Selection is narrow.
• Recruitment is attracting applicants for the vacancy. 
• Selection is filtering the vacancy.

Role of Recruitment and Selection in HR

They provide assurance that the right people will enter the workforce. Successful recruitment provides companies with a variety of talent. When a company is good at both recruitment and selection, it will normally have an outstanding workforce. Recruiters have to balance the two processes. If there is no balance, recruitment can be weak. Understanding the difference between recruitment and selection also helps HR Teams create smarter hiring processes.

In the Second last:

• Both help to maintain a capable workforce.
• They are important to growth and company culture.
• They help to mitigate risks when hiring.

Recruitment Approaches in HR

Proper recruitment involves planning and proper thinking. You will find that the digital job boards, networking, and referrals work well. Employer branding is also an important factor in recruitment; organizations with good employer branding attract talented employees quickly.

In last:

• Employer branding will help recruitment.
• HRMS tools streamline the recruitment process and increase efficiency.
• Networking and referrals are low-cost. 

Benefits of Knowing the Diff Between Recruitment and Selection

Understanding the diff between recruitment and selection provides clarity. It helps HR create more effective systems. It reduces duplication and confusion. This saves money and time and thereby leads to more successful hiring outcomes.

Organizations that train HR teams on this difference tend to do much better than organizations that don’t. Sound processes lead to improved outcomes.

 

Summary points:

• Clarity in HR improves planning and organization. 
• Training leads to improved outcomes.
• Efficiency saves time and costs.

 

FAQs 

• Why is recruitment an important function of HR?

Recruitment provides a pipeline of qualified talent. Without it, the selection process becomes ineffective. 

• Why is selection an important function of HR?

Selection chooses the right fit and reduces risks and turnover.

• How can technology help in recruitment and selection?

HR technology such as Savvy HRMS facilitates the recruitment and selection process. Also, automates tasks of all kinds. This saves time and leads to smarter hiring.

Conclusion

The diff between recruitment and selection may seem simple, but it is critical. Recruitment attracts. Selection filters. Unfortunately, many organizations place too little emphasis on both to create a strong workforce, while many HR teams under-value the importance of both their recruitment and selection functions. How can HR be successful if they can’t demonstrate competence in both recruitment and selection?

 

If you are interested in making hiring simpler and smarter, then Savvy HRMS is the recruitment and selection software for you.

Reading Time: 3 minutes

In the highly connected world we find ourselves in, business has no borders. Companies are expanding geographically beyond borders, which presents exciting opportunities — but it also presents challenges to working and managing people. Enter International Human Resource Management (IHRM). HR touches on the various stages of hiring, training, performance management, compliance, and employee engagement across the globe.

What is International Human Resource Management?

Essentially, it involves managing people from different countries and aligning policies with various cultures, laws, and ways of working. 

Why is International Human Resource Management Important?

To keep ahead of the competition, it has never been more important to access and leverage the top talent around the world. Here are five compelling reasons why IHRM is important:

• It enables compliance with global labour laws.
• It enhances cross-cultural communication.
• It builds an inclusive workplace.
• It facilitates employee satisfaction and retention.
• It practically eliminates risks to legal liabilities and turnover without the proper IHRM. 

Main functions for international human resource management

• Global recruitment and selection

 It is difficult to find the right talent. It’s hard to find it globally. IHRM uses advanced recruitment tools and networks to attract talent worldwide.

• Cross-cultural training

Culture affects communication, teamwork, and management. IHRM ensures that employees understand the cultural differences.

• Global Talent Development

Training programs prepare employees for international roles. Skills are important in management, technology, and collaboration.

• Compliance and labor law control

Each country has its own rules. IHRM ensures that guidelines correspond to local laws.

• Performance Management

This sets clear goals and evaluates performance in various areas.

Challenges in international governance of human resources

Management of global employees is rewarded, but complex:

• Cultural differences can cause misunderstandings.
• Time field collaboration makes it difficult.
• Legal variations require continuous updates.
• Employee transfer includes costs and logistics.

Smart HR managers use HR software solutions like HRM to simplify these challenges.

Best Practices in International Human Resource Management

• Use HR analytics to evaluate performance and engagement.
• Implement a lifelong learning academy.
• Champion diversity and inclusion.
• Leverage technology to manage HR processes.

The Importance of Technology in International Human Resource Management

Technology is changing the way HR is provided all over the world. With clear deadlines, human resource functions can save time, minimize errors, and ensure transparency, but most importantly, technology helps bridge the geographical distances between workers and decisions across the globe when used with ease via well-organized collaboration tools relevant to each worker’s context and through real-time HR data to support informed decision-making.

The Future of International Human Resource Management

The future of IHRM is about agility and creativity (for example, hybrid work structures, remote global hiring, well-being as a priority, and sustainable HR policies). The “countries” that organizations operate in require HR Managers to consider flexibility and adaptability in the pursuit of an effective employee culture in multiple, or global, markets. Organizational growth and potential will come from embracing ESG cultural strategies and employee-focused processes. Understanding global workplace trends will help “estimate” employee value and expand both the competitiveness and appeal of the organization to employees around the world.

Conclusion

International business requires international human resource strategies, and IHRM allows businesses to procure, onboard, and retain the best talent anywhere in the world while furthering a commitment to compliance, equity, diversity, inclusion, and competitive advantage through people. 

FAQs

• What is the purpose of IHRM?

IHRM’s objective is to provide a smooth process to hire the right people through different geographies despite differences in each country’s practices, culture, and laws.

• How is IHRM different from domestic HRM? 

IHRM exists in different international contexts and hence focuses on cultural, legal, and physical aspects of addressing HRM.

• Why is cultural training important?

Cultural training can result in better communication, collaboration, and productivity as teams work together across global contexts. 

 

Are you ready to simplify your IHR process? 

Savvy HRMS offers the features of international recruitment, performance management, payroll, and compliance from a trusted platform. 

Become the organization that builds the best workforce where they are, with Savvy HRMS.

 

Reading Time: 2 minutes

Organizations that do not upskill their people will be left behind. For this reason, human resource training and development are no longer optional. 

Companies without a trained workforce won’t be able to keep up. They guide employees’ development, help maintain productivity, including morale and lower stress levels, and ensure corporate sustainability.

What is Human Resource Training and Development?

Human resource training and development is the practice of developing skills, knowledge, and competencies in employees. Together, they produce an adaptable workforce that embraces innovation, confidence, and results.

Significance for Contemporary Businesses

People are essential to a company’s success. With a good training program, employees are more relaxed, efficient, and motivated. In addition, HR development ensures that today’s leaders are developed into tomorrow’s leaders.

Good training and development in human resources can: 

• Help people perform their jobs better.
• Enhance employee engagement.
• Decrease turnover.
• Increase overall productivity in the workplace.

Key Elements of HR Training and Development

To develop relevant and effective training and development programs, HR professionals will need to consider these important elements: 

• Needs Analysis 

Identify skills deficiencies and training needs. The purpose of conducting a needs analysis is to ensure that the training and development programs meet the actual business needs or meet the employee expectations. 

• Structured Training Programs 

If possible, engage the learner through a mixture of classroom/online learning and workshops. By offering a diverse menu of training options, you may engage more learners.

• Staff Development Plans 

Unlike short-term skill-based programs help an employee hone their skills. A development plan creates a growth path to help employees grow within the organization. 

• Leadership Development 

Train the future leaders to assume new responsibilities. This helps with succession planning and organizational stability. 

Best Practices for HR Training and Development

• Align the training objectives with the business goals.
• Utilise technology and HR software to capture performance-related, real-time data and track learning progress.
• Provide on-the-job learning opportunities.
• Seek opportunities for mentoring and coaching
• Provide training options in flexible learning formats such as mobile learning, e-learning, etc.

How Technology is Changing

human resource training and development

New technologies have changed how training is delivered and monitored. Technologies, including learning management systems (LMS), HR analytics dashboards, and AI aspects, have enabled HR professionals to build personalised learning interventions, making dependency on each other less necessary.

 

An example is Savvy HRMS, which allows HR teams to properly manage all of it. The training schedules, track attendance, and measure improvements in skill hypertrophy.

Common Difficulties in human resource training and development

It goes without saying that some programmes will suffer the same challenges:

• Limited budget.
• Lack of management buy-in/support.
• Poor employee engagement with training.
• Lack of measurement around ROI.
• It is a proven process when addressing such issues, requiring ownership and prompt communication
• Leaders are creative/ supportive, and efficient HR software is being leveraged.

Conclusion

In today’s competitive market, people are the largest assets. Companies that invest in human resource training and development gain a Lead. Planned training promotes skills, productivity, and commitment. Strong HR strategies provide long-term success. As employees grow, the organization also increases.

Revolutionize your HR training program with Savvy HRMS. Whether it is tracking progress or delivering engaging learning experiences, Savvy HRMS provides the tools to enable your workforce and enhance the operations of your business.

Reading Time: 3 minutes

A work environment without policies is like a boat that has no rudder. It may stay afloat, but it will drift terribly. HR policies and procedures represent that rudder. They provide direction for employees. It allows for equity. They keep the organization moving forward.

When these policies and procedures are clear, everyone is aware of what to expect. When they are not clear, confusion takes over. Therefore, it is essential that every organization, small or large, has good human resource policies.

What are HR Policies and Procedures?

HR policies are the official company policies that describe how a company will react to various workplace issues. HR procedures detail the specific steps to take in order to comply with the company’s policies. 

 

For example:

 

• A leave policy outlines how many days an employee can take off.  
• The leave policy will outline the procedure for making a leave application.  
• These policies cover hiring practices, training, employee benefits, conduct in the workplace, etc. Policies protect the business and its people.

Why Are HR Policies and Procedures Important? 

HR policies and procedures offer a clear and consistent basis so employers can create a fair workplace. They:

• Set clear expectations for employees.
• Assist managers in making fair decisions.
• Minimize conflicts and misunderstandings.
• Ensure compliance with labour standards.
• Build trust between managers and employees.

When not followed, decision-making is often referred to as biased decision-making.

Key Areas Determined by HR Policies and Procedures

An effective policy and procedure generally includes an HR framework of:

• Recruitment and Selection – How are new employees hired?
• Training and Development – How does the company allow opportunities to develop skills?
• Workplace Conduct – Conduct policies that encourage respectful interactions.
• Leave and Attendance – Guidelines related to time off from work.
• Compensation and Benefits – Salary, bonuses, and benefits.

Including these areas of policy and procedure will eliminate misunderstandings and legal complications.

How to Develop Effective HR Policies and Procedures

Developing them requires planning and attention to detail. Follow these steps:

• Understand Applicable Laws and Regulations- Each jurisdiction has different labour laws.
• Understand the needs of your organisation- Every organisation is different.
• Use easy-to-understand language- Avoid jargon.
• Obtain authorisation from leadership- Policies need to line up with the company vision.
• Train employees- Communicate to everyone what these policies are.
• Review periodically- Policies need to be updated to stay relevant.

Common Traps to Avoid

Even the best HR policy teams will make mistakes. Some of those mistakes include:

• Writing the same policy that another company has without changing anything.
• Using unnecessarily complicated legal language.
• Not communicating changes or updates to your staff.
• Not holding everyone accountable to the policies.

How Technology Can Help with Managing HR Policies and Procedures

Modern-day workplaces are busy workplaces. Managing policies manually is not only a time sucker, but it also exposes huge amounts of risk. HR software, like Savvy HRMS, provides employees with a single repository to store policies, manage policy updates and changes, and allows employees to access policies when needed. 

This provides better transparency, saves staff time, and keeps the workforce in the loop.

FAQs

• How often should HR policies be updated?

At a minimum, annually. They should also be updated whenever there are significant changes in laws or legislation.

• Are HR policies universal?

No. Each company must tailor their HR Policies to fit the company’s unique needs and culture.

• Are HR policies allowed to be digital?

Yes, HR policies can be digital. Companies can use tools such as Savvy HRMS to make their digital HR policies easily available online.

Conclusion

A healthy workplace requires great HR policies and procedures. Policies build trust, reduce conflict, and ensure compliance with laws. They act as protection for both the employer and employee.

If you’re looking for a simple, fast, and clear HR management solution, you should check out Savvy HRMS. Our tool lets you store your HR policies online in a digital format, and you can update them as needed, and employees can have direct access to them as well. We want to be your partner in finding ways to build a modern and effective workplace.