Drawing on research evidence, critically review the importance of recruitment and
selection to organisations and the ways that firms can go about recruiting and
selecting the best staff.
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Recruitment and selection are process that are essential among any
organization. To begin with, the procedure through where applicants are
presented for employment in an organization is known as recruitment. It occurs
when potential workers are found out and then persuaded to send out
applications for positions inside the organization (Barber, 1998: 5). The
selection process consists of choosing an employee among a group of job
candidates who has the necessary skills and credentials to fill a position in the
organization. This is a process for the human resources department, and
they employ a number of strategies to assist distinguish among applicants who
are eligible and those who aren't. As many applicants come in, most
organizations use a certain selection process to speed up the process in the
most effective way. This process consists of initial, substantive and contingent
selections. First of all, to make early decisions and determine how much a
candidate satisfies the essential requirements for a position, initial selection
techniques are utilized. Initial methods of selection include application forms and
resumes. Relying upon how the organization manages the selection types,
background checks might be both an initial and a contingent selection. A few
companies favour doing an immediate check on candidates. Some hold off hiring
the candidate until all other considerations have been met. Part of the reason this
practice is debatable is that it hinders workplace diversity, which can improve
organizational effectiveness. Many application forms will be submitted and
provide crucial information regarding the applicant’s qualifications. It is a good
initial process; however, questions regarding race, ethnicity or gender should not
be asked by the recruiter. Online applications are strongly encouraged by many
recruiters. They simply need a small amount of time to complete, yet simple to
transmit the completed application to the decision-makers in the recruiting
process. Furthermore, background and reference checks are employed by
organizations to know more about the applicants past jobs performance.
Substantive and contingent selection procedures are used once a candidate get
past the first tests. Written examinations, performance-simulation tests, and
interviews are just a few of the selection techniques that are used. The
intelligence capability assessment is one sort of written exams. The goal of this
assessment is to determine an applicant's creativity when it comes to solving
sudden problems. In addition, its outcomes offer insightful information about
someone's willingness to retain information, grow, and complete difficult duties,
assisting organizations in determining whether an applicant is appropriate for the
job. Moreover, there are several tests available that examine the personality of a
possible candidate. As for the integrity test, it is powerful method of testing the
accountability the organization can have on a certain applicant. Moreover,
organizations rely on performance simulation tests to assess applicants for open
positions. The fundamental idea behind a performance simulation assessment is
to see an applicant do their real-world job duties while being monitored. For
instance, work sample tests and assessment centers are both ways of observing
the performance of applicants. An advantage of using simulation testing is that
candidates are more engaged in the task and enjoy challenging themselves to
solve the challenges put forth. Candidates are put through the actual work and
hence if they themselves feel they are not suitable for the position they can back
out saving time and money. Furthermore research has also proven that
assessment centers have been able to quite accurately predict the managerial
potential of the candidate. Lastly, the most- known and the traditional way of the
selection process are interviews. They offer many advantages during the
process, most importantly the recruiter can obtain a huge amount of information.
To conclude, all of the methods mentioned above are key to aid organizations
examine and select the most suitable candidate for the position. As this is the
most advantageous and cost efficient procedure to implement.
‘Organisations have a responsibility to promote the health and wellbeing of
their employees’ (World Health Organisation, 2005). Drawing on research
and theory, what can organizations do to maximise the wellbeing of their
workforce?
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The welfare of employees in their profession is largely dependent on both their
physical and mental health. Individuals may boost the efficiency and
the professionalism of work they perform by making sure they put their health
first. Recognizing the actions that can be considered as an
organization will guarantee the wellness of employees and will enhance the
working atmosphere and the quality lifestyle for every employee inside the
company. To begin with, there are psychological, physical, and social well-being
dimensions. Psychological well-being underlays the subjective experiences and
mental health of people; on the other hand, physical well-being mainly address
the physical health of individuals. Moreover, the quality and quantity of
relationships specifies the social well-being of an individual. However, individuals
experience different types of stress daily, which affect their daily life activities and
work. Stress is the state of mental tension and overthinking due to the
responsibilities and duties an individual is assigned with. Furthermore, the three
main categories of stressors are environmental, organizational and personal.
Environmental stressors are aspects of working conditions that put employees
under more emotional or psychological stress. Working in an environment that
is excessively warm or freezing is one example of such stresses. Moreover, work
overload, work related conflicts or close deadlines are all factors that create
stress for employees. For instance, business are starting to use technology more
often and enable individuals to do their work from home; however, it can make
individuals feel lonely and not part of the team. “The sense of belonging is very
challenging for virtual workers, who seem to be all alone out in cyberland" (Ellen Raineri
of Kaplan University). Situations or circumstances in someone's life which may have a
negative effect on the wellness of the people closest to them are referred to as personal
stressors. There are some procedures that can be implemented to tackle the stress
situation many individuals face. Challenges might escalate when staff members are
too afraid to speak with their management. To effectively combat this negatively
impacting tradition, organizations have to encourage discussions about mental
wellness and increase consciousness about it. Wellness of workers and
participation are related. Individuals are more motivated and better able to
see what they do connects towards a bigger context when they feel educated
and engaged with the business. Organizations should strive to include all
employees with choices regarding the long-term goals and future plans of the
business, as well as decisions affecting the way each employee performs their
current duties. Workers desire to know that they're respected, encouraged, and
reassured that what they do has importance. Building the confidence and honesty
is necessary to keep employees committed and productive, it requires a healthy
workplace that appreciates every employee and makes investments in their abilities and
growth. Whenever affordable, provide chances for employees to grow; furthermore, this
can be achieved by creating mentoring and education options inside the company, this
may be accomplished in a way that is inexpensive. Sometimes it's simpler for
individuals to talk to a person that isn't actually their supervisor. Peer assistance
enables coworkers to assist themselves independently as well as it is a fantastic
method to utilize the variety of knowledge and expertise that exists inside
a company. Coaching and companion programs may aid all employees in
building courage and learning new abilities while also assisting newly hired
workers in becoming more familiar with the business.
Equity theory is one of the most important process theories of work motivation.
Critically evaluate this theory and explain how recent research has expanded the
meaning of equity.
The term motivation is a crucial component in a human-being’s daily life
activities. Although generic motivation is associated with work towards any objective,
the main focus will be on organizational objectives. Motivation is described as the
procedures that take into consideration for a person's determination and amount of
energy spent towards reaching a particular objective. As stated by Locke and Latham
(2004), there are internal and external motivational factors that can have an effect on
obtaining a result.