Importance of recruitment and selection of a right person to pharmaceutical company
Recruitment is the process of finding and engaging the people the organization needs. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs. Recruitment can be costly. The 2013 CIPD survey of resourcing and talent planning found that the average recruitment cost of filling a vacancy for a director or senior manager was £8,000 while for other employees, it was £3,000 (Armstrong and Taylor, 2014).
Through the recruitment and selection process, organizations will show successful growth and progress in certain areas of the business. There are different types of organizational tasks and activities to achieve with competent, talented employees. Hence recruitment and selection process is essential for future runs.
Petts N (1997): Building growth on core competences-A practical approach- journal of management)
Further, candidates should have essential knowledge, skills, and abilities. Various factors must be taken into account in implementing these functions. These include educational qualifications, experience, skills, aptitudes, personality traits, employee mental and health conditions, and job requirements. Candidates need to go through various interview rounds and in some cases may even have to take other methods like written tests, group discussions, and medical check-up, which they finally selected. An important factor to consider when selecting candidates is whether they will be able to perform their job duties in accordance with the expectations of their employers.
The recruitment and selection process is very important and should be based on working properly for its success. The better the recruitment process, the better the organization's reputation and operations, and the better the company's reputation, the better the international market share of the business. The main source of the recruitment process is to hire the best person, the best talent, the best talent for the best and busiest tasks in an organization. Recruitment involves the process of properly finding employees for the organization. When looking for new employees for organizations, there are many methods, including proper search methods. The search process should be fairly good, and many qualified applicants will seemingly reach for organization ads or job offers.
Furthermore, according to Groysberg, Nanda and Nohria, (2004) said The risky business of hiring stars. Havard business review,.when a company hires a star, the star's performance plunges, there is a sharp decline in the functioning of the group or team the person works with, stars don't stay with an organization for long, despite the astronomical salaries firms pay to lure them away from rivals. For all those reasons, companies can not gain a competitive advantage by hiring stars from outside the business. Instead, they should focus on growing talent within the organization and do everything possible to retain the stars they create.
Today, pharmaceutical organizations face stiff pharmaceutical competition driven by a host of factors, including rapidly changing market dynamics, health care reforms, and uncertainty about the future of the economy. The pharma industry is the fastest-growing industry in Sri Lanka. It has high business potential. Hence, most companies try to engage with the international market also. Therefore it has a big competition within the country also. As an organization, it will try to recruit and select the most qualified and skilled applicants. As an organization, it must maintain from a place of select raw materials to sell the final product for consumers. Sometimes, they have o maintain the cold chain, quality, the efficacy of the medicines or wellness products. Hence, the employee must competent, qualified, and skilled. From top managers to low-level employees have huge work responsibilities in the pharma industry.
Any industry must concern and discover new recruitment and selection for the organization's future outcomes. The study investigated the effect of recruitment and selection on the performance of SMEs in Kisumu Municipality, Kenya. Kenya has 1.6 million SMEs, constituting 96% of business enterprises, employing 75% of the labor force and contributing 20% to GDP. But their performance has been poor in the last decade. Hence the need to determine the suitable recruitment and selection strategies that could increase their performance. The study found that the overall average performance of SMEs in Kisumu Municipality was 60.71%. There was a significant positive correlation between recruitment and selection, and the performance of SMEs at α = .01. The average performance of SMEs with good recruitment and selection was 81.90%; with moderate was 67.94%, with poor was 53.90%. Recruitment and selection account for 40.8% of the total variance in the performance of SMEs. The study concludes that recruitment and selection have a significant effect on the performance of SMEs in Kisumu Municipality ((Omolo, Oginda, and Oso, 2012).
On other hand, the pharma industry must change to developed industrial quality through recruitment and selection. It is most important to get the best revenue. The Pharmaceutical industry and big Pharma ( < $3 billion annual sales) in
particular are now experiencing the same phenomenon that many other industries have
faced in the past where many companies have been forced to try and reinvent themselves
in the face of challenges in their business environment. It happened with the computer
industry for example International Business Machine Corporation (IBM) moving to a
service model, the steel industry (outsourcing and diversification), and more recently, the
technology sector with the bursting of the dot-com bubble. One thing has become clear.
Only the companies that are willing to change or modify their strategies and follow that
with excellent execution of these strategies will have long-term success (Baines, 2010).
The recruitment and selection process is directly influencing organizational performance. The more effectively organizations recruit and select candidates, the more likely they are to hire
and retain satisfied employees. In addition, the effectiveness of an organization‟s selection
system can influence bottom-line business outcomes, such as productivity and financial
performance. Hence, investing in the development of a comprehensive and valid selection
system is money well spent. Recruitment and
Selection is a vital process for a successful organization, having the right staff can “improve
and sustain organizational performance (Petts. 1997).
Reference
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. 13th ed. London: Kogan Page, pp.266.
Armstrong, M., 2006. Armstrong's handbook of human resource management practice. 10th ed. uk: Kogan Page, p.401.
Baines, D., 2010. Problems F problems Facing the Pharmaceutical Industry acing the Pharmaceutical Industry and Appr y and Approaches t coaches to Ensure Long Term Viability. University of Pennsylvania, 1, p.10.
groysberg, b., Nanda, A. and Nohria, N., 2004. The risky business of hiring stars. Havard business review,.
Omolo, J., Oginda, M. and Oso, W., 2012. Effect of recruitment and selection of employees on the performance of small and medium enterprises in Kisumu municipality, Kenya. [online] Edocs.maseno.ac.ke. Available at: <http://edocs.maseno.ac.ke/handle/123456789/2752?show=full> [Accessed 8 September 2021].
Omolo, J., Oginda, M. and Oso, W., 2012. Effect of recruitment and selection of employees on the performance of small and medium enterprises in Kisumu municipality, Kenya. [online] Edocs.maseno.ac.ke. Available at: <http://edocs.maseno.ac.ke/handle/123456789/2752?show=full> [Accessed 8 September 2021].
Well discussed Roshini Herath. Above your view, Chiradeep (2020) also explains that employee engagement and employee satisfaction are two different things where satisfaction refers to a state of contentment with regard to the job role while engagement refers to the purpose and passion for work with the self-Investment. The author also makes it a point to highlight that Job satisfaction is the foundation to build the employee engagement.
ReplyDeleteYes Lakshan, I am Sanjeewani and agreed with your arguement.
DeleteI also agreed with your argument regarding this matter. Not like other industries, healthcare industry is one of the essential services in the market, so the HR function is the key to any provisioning and reduce the white space of staff processing, emphasize on the job rotation concept and right person to right position in right time should be practice (Trpathi & Srivastava, 2017). organization branding also depend on the employee branding which has to be considered under recruitment process of the pharmaceutical industry(Mansson et al, 2010).
ReplyDeleteThanks your valuable comment. Additionally, recruitment and Selection is a vital process for a successful organization, having the right staff can “improve and sustain organizational performance (Petts. 1997).
DeleteAgreed. Every business faces challenges by attracting the best talent, selecting those who will fit the culture, and retaining the best performers in the organizations (Goldstein et al., 2017). Khalid Zaman (2012) expose that the proper recruitment process with qualitative HR process/ policies and organization reputations increase the attraction of skilled employees.
ReplyDeleteYes Amila. I would like to add few, Because hiring the wrong people or failing to anticipate
Deletefluctuations in hiring needs can be costly, it is important that conscious efforts are put into
human resource planning (Biles & Holmberg, 1980; Djabatey, 2012). It has also been argued that in order for the enterprise to build and sustain the competitive advantage, proper staffing is critical (Djabatey, 2012).
Agreed with you and as per the Myrna G., (2008) recruitment is not a just filling position, its import to choose right person. I think this statement is very important to industry like pharmaceutical.
ReplyDeleteThank for your comment. And also, The premise in the human capital theory, according to Armstrong (2006) is that people and their collective skills, abilities and experience, coupled with their ability to deploy these in the interests of the employing organization, are now recognized as making a significant contribution to organizational success and also constituting a significant source of competitive advantage.
DeleteAgreed. Finding people, screening them, recruiting them, keeping them on payroll, and providing them with corporate benefits all cost money (Costello, 2006). If organizations hire the wrong person for the job, they will suffer additional costs in the form of sunk compensation and the need to restart the hiring process. In reality, how firms recruit will have an impact on the types of individuals they attract, resulting in either a good or disastrous hire. As a result, where and how the organization recruits should have a big impact on what the organization looks for in applicants (Sparrow, 1999).
ReplyDeleteYes Menupa. . According to the Resource-Based view, firms should constantly evaluate their workforce to ensure that they have the right people with the right skills in the right places to ensure sustained competitive advantage (Barney, 2001) and when this is not the case, firms should make-up for the shortfall by employing appropriate recruitment and selection criteria.
DeleteHealth care industry is one of the largest industries in the world. As per the Merlyn D’souza (2012), broad test of selection process is needed to evaluate the personnel hired.That selection panel must ensure the competent and committed of personal.
ReplyDeleteYes Menaka. Further, finding competent workers is an important organizational challenge (McEvoy, 1984; Deshpande & Golhar, 1994; Atkinson & Storey, 1994), with the difficulty centering on recruiting and selecting employees with the correct qualifications to help achieve goals (Priyanath, 2006). As further argued in Priyanath (2006) this problem is compounded by the lack of systematic method for recruiting and selecting employees.
DeleteIt is a process of evaluating and interviewing candidates for a particular job and selecting the right person for the right position (Abdullah & Abdul Rahman, 2015). Once the organization has decided on the appropriate means through which they will recruit potential candidates for the job their next task is to identify the most appropriate and effective method to use in order to select the right person. When there is vacant position in an organization (Anwar & Abdullah, 2021). Human resource Management take a responsibility for finding and selecting the right person for this vacant position (Anwar & Shukur, 2015)
ReplyDeleteYes Chandana. A systematic recruitment process according to Gamage
Delete(2014) involves indentifying vacancies, job analysis, job description, person specification and advertising. As against informal process for recruiting and selecting employees, a systematic selection process involves the recruiting process, gathering information about qualified applicants, evaluating the qualification of each applicant and making decisions about employment (Gamage, 2014).
Agree with you and not only pharmaceutical but in all industries they should ensure that the recruitment plans align with the business goals and also analysis of the past history should be done. Accordingly the most suitable recruitment method should be selected bearing in mind company's budget, skills, knowledge and abilities required and through same right person should be acquired with least expense. (McIntyre, 2010)
ReplyDeleteThank you for for your comment. According to Khatri (1999), people are one of the most
Deleteimportant factors providing flexibility and adaptability to organizations. Rundle (1997) argues that one needs to bear in mind that people (managers), not the firm, are the adaptive mechanism in determining how the firm will respond to the competitive environment.
Agreed. Furthermore, according to Chaudhuri (2010), the main assumption of selection is "the right individual for the right position," which can only be achieved through scientific recruiting and selection. This is because an organization's ability is mostly determined by its people's abilities. Employers all across the world have begun to believe that a competent workforce is a key to an organization's success, displacing the traditional idea that money was required for growth.
ReplyDeleteThank you for your comment. Several scholars have noted that managing people is
Deletemore difficult than managing technology or capital (Barney, 1991; Lado and Wilson, 1994). However those firms that have learnt how to manage their human resources well would have an edge over others for a long time to come because acquiring and deploying human resources effectively is cumbersome and takes much longer (Wright et al., 1994).
Agree with above content. Recruitment is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment, selection begins when the right caliber of candidates are identified (Walker, 2009)
ReplyDeleteThanks for the comment. Also I would like to add more, According to Montana and Charnov (2000), recruitment includes sourcing candidates by advertising or other methods, screening potential candidates using tests and interviews, selecting candidates based on the results of the tests or interviews, and on-boarding to ensure that the candidate are able to fulfill their new roles effectively.
DeleteYes, and also recruitment and selection process in an organization is very crucial practice in order to gain an effective man power. This is important as it would be the determination of success of the organization and would affect the whole organization operation. Man power is one of the most valuable assets in any organization (Mondy, 2019)
ReplyDeleteYes Hemachandra, recruitment process is align with job analysis and effective selection procedure and other relative effectiveness on employee performance have to be well managed(Bako, 2017).
DeleteRecruitment and selection process are considered as one of the top priorites of an orgaganizations seeking success and growth (Kapur, 2020). She further explains the vitality of inducting capable, loyal and efficient employees. The debate certifies the importance in having the right person in the pharmaceutical industry is important as any other industry.
ReplyDeleteThank you for the comment and agreed your argument. Sang (2005) also
Deletediscovered a positive association between recruitment and selection and business performance. Recruitment is the process of attracting, screening, and selecting qualified people for a job (Hoover, In Press). According to Montana and Charnov (2000), recruitment includes sourcing candidates by advertising or other methods, screening potential candidates using tests and interviews, selecting candidates based on the results of the tests or interviews, and on-boarding to ensure that the candidate are able to fulfill their new roles effectively. Recruitment form a major part of an organization's overall resourcing strategies, which identifies and secures people needed for an organization to survive and succeed in the short to medium-term (Elwood & James, 1996). Moreover, as Zheng (2006) and Croucher (2008) point out, there is a positive and significant relationship between recruitment and selection and the performance of a firm.
The contribution of each employee plays a major pivotal role in the sustainability and growth of that business, it is extremely important to select the right person for the job (Abdullah & Abdul Rahman, 2015).
ReplyDeleteYes charthuri. Recruitment has been analysed as a key process for understanding the reproduction of gender segregation and discrimination in the labour market and within organizations (e.g. Curran, 1988; Collinson et al., 1990; Harris, 2002; Reskin and Roos, 1990; Teigen,2002).
DeleteYes. Recruitment is the process of selecting the right person for the right decision at the right time. The education qualifications ,experience ,abilities and skills of the individuals need to be taken into consideration when recruitment takes place.( Kapur,2018)
ReplyDeleteYes Roshini. Snell and Bohlander (2007) pointed recruitment is the process of positioning those individuals who might join an organization and heartening them to apply for current and anticipated job openings while selection is the process of choosing individuals who
Deletehave relevant qualifications to fill current and anticipated job openings.
Thanks for you comment. further, additionally, a pool of activities embedded in talent management concerned with attracting, selecting, developing and retaining the talented employees to unveil the potential of competent individual who excel at specific activities and performance effectually within organization(Scullion & Collings, 2011).
ReplyDelete