Research Paper on:
Employee Recruitment and Performance Appraisal Systems

Unformatted Sample Text from the Research Paper:
much change within the Human Resources (HR) function in todays business environment. Some of HRs traditional duties remain intact, however. The recruiting process and performance appraisal system have  more benefits than superficially are visible. 1. Many employers dont have time for lengthy recruitment and selection processes. Shouldnt an employer just be able to recruit who they  want, when they want? Discuss. Certainly employers can hire people about any time they want, and if they are either large enough  or small enough to escape intense regulatory scrutiny, they also can hire about anyone they want. Neither does the busy HRM function need to trouble itself too greatly over  matters of recruiting or selection. These employers competition will be operating in the 21st century, however, and using strategies in HR that can bring benefit to the rest of  the organization, positively affecting the companys ability to successfully compete in the increasingly competitive business environment. Today as never before, placing the "right"  people in the right jobs is a matter that can positively contribute to the organizations bottom line. This positive contribution arises not only from gaining greater productivity from the  position and the individual filling it, but it also stems from the avoidance of the high costs of recruiting. Placing the right individual in the proper position in which  s/he can be most productive also serves to enhance and preserve morale in other areas. More than a decade ago, the Chubb Group  of Insurance Companies studied its HRM function and the companys relationship with employees. It found that in 1997, replacing an hourly employee cost 97 percent of that employees salary,