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Question: Discuss about theHuman Resource Managementfor International Perspective. Answer: Importance of recruitment and selection in attracting and retaining employees Recruitment refers to a process of attracting, selecting and appointing the candidates in one or more jobs. The candidates who are appointed in the organization can be on a permanent basis or on a temporary basis. The human resource manager of the organization takes into consideration the recruitment and selection process. The candidates who possess the skills and qualities are selected to conduct the operations in the organization. The candidates are also selected for conducting the activities of the business. The focus is given on appointing the candidates for the job opening in the organization. Selection is the method to conduct the interview of the candidates for the specific job. The individual is selected on particular criteria that help the organization to operate the activities in a proper way. It is very difficult to select an appropriate candidate for the organization. There are various laws that should be taken into consideration by the human resource manager to select the candidates for the company (Serrat, 2017). To employ the right candidate for the business is the important aspect of the organization. If the recruitment and selection are done properly then it is seen that the turnover is reduced. Interview and background check helps to employ the candidates who are reliable and also carries a positive attitude towards the work. If the candidate who is appointed to the job is efficient enough then it is seen that the company can offer quality products to its consumers (Rees Smith, 2017). Recruitment is very important to analyze the skill and talent of an individual. The candidate who is eligible to conduct the day to day activities of the organization is appointed in the organization. To fulfill the job post it is essential to appoint the candidates who possess the required skills and qualification. At the time of recruitment, the company should always mention the exact criteria that are needed for the job. By this the company can easily employ the candidate and also the better results can be attained. The process of interview offers a great opportunity to the candidates so that they can easily work in the organization. The process of interview helps to find the opportunity that is related to the goals and vision of the company. At the time of the interview, it is very necessary to analyze the candidate so that the eligible candidate can be selected for the organization (Sparrow, Brewster Chung, 2016). Recruitment helps the company to attract new and prospective employees to the organization. As it is analyzed that the recruitment is only the step from which the company can analyze the skills and capability of the candidate. The employees are attracted towards the company if the recruitment is open for the organization. If the interview is not conducted then it can create a conflict for the organization to survive in the market, because it is only the process by which the proper analyzes is made of the qualities and skills of an individual (Oladapo, 2014). ecruitment and selection method is significant for an organization so that the goals can be attained in a proper manner. When the right candidates are selected, the employee's will give effective results and will stay in the company for a long term. If the process of selection is not done in a proper manner then it is seen that the employees can make the mistake that can give direct impact on the financial position of the company. It is also seen that the time, of the human resource manager, is wasted when the appropriate candidate is not selected for the job opening. If the right candidate is selected for the job, then it is seen that the employee works with full dedication towards the work. If the candidate who is selected is satisfied with the job, then the organization can effectively retain the employees in the organization. Recruitment and selection is a process that gives focus on identifying, attracting and selecting the candidates who are best for the organization. Recruitment is related to identify the needs of the employees who applied for the job. The recruitment is done on two bases one is related to internal recruitment and the second one is related to external recruitment. The benefits that are seen in the internal recruitment are that it acts as an incentive for the employees who are working in the organization (Gooderham, Morley, Parry Stavrou, 2015). External recruitment is related with the talent of the candidate and also it gives various offers to the candidate who brings various different ideas and experience in the business. Internal recruitment method is an area for the candidate who possesses the qualification. It is a process of collecting the information and also to conduct the job analysis of the candidates. The database of the employees helps the organization to access that the re quired qualification for the job is possessed by an individual or not (George, 2015). Recruitment and selection is a crucial step for the organization, as it seen if the right candidate is not selected for the job then it can create a serious problem for the organization. So it is very important that by conducting proper analyzes the candidate should be selected so that the organization can easily attain the goals and objectives. If the employee who is not interested to work is appointed, then it will give negative impact on the organization (Storey, 2014). Employee retention is also considered as an essential aspect of the organization. It is a method that is taken into consideration by the management to assist the employees to survive for a long term in the organization. This strategy is adopted on a long-term basis. It gives motivation to the employees so that they can survive in the market for the long term and can give their best towards the work. The efforts of the employees should be taken into consideration by the organization so that the growth can be attained in an effective manner. In the recent scenario, it is seen that to retain the employees in the organization it is very important to motivate them to work in an effective manner (Citp Ballaro, 2014). To retain the employees in the organization it is essential that they should be given proper training so that they can work with full dedication. Recruitment and selection is also a process that attracts new talent in the organization and also encourages the candidates to apply in the organization. It is seen that a pool of candidate is attracted towards the company. It also makes a connection with the employers and the employees of the organization. The cost incurred is less and a pool of candidate can be analyzed for giving the job (Breaugh, 2017). If the recruitment is effective enough then it is seen that the company meet all the legal and social obligations that are related to the workforce. It also helps in accessing and preparing the job applicants who are eligible for conducting the operations of the organization. By recruitment, it is analyzed that the organization and the individual effectiveness is enhanced and also there are many sources for all the job applicants. It also helps in enhancing the rate of selection process by minimizing the qualified and unqualified job applicants. It is important for the organization to analyze the candidate, because if proper analyzes are not made then it can create a downfall in the business. Every organization requires the employees who are efficient enough towards the work (Marler Fisher, 2013). The recruitment and selection process assist to minimize the probability that if the candidates are selected then they will not leave the organization, but finding an appropriate candidate is very difficult as there are various competitors in the market. To select and recruit the eligible candidate, it is seen that it is a very difficult task as the future of the business depends upon the workforce or the employees of the organization (Armstrong Taylor, 2014). The main responsibility of the human resource manager is to appoint the candidates who are eligible to operate the activities of the organization. If the vacant position in the organization is not filled then it will give direct impact on the corporate revenue. It is essential to maintain proper work needs and the balance between the employees. It is important for the job recruiter to ensure that the skillful and competent employees are being selected for the job recruitment (Marchington, Wilkinson, Donnelly Kynighou, 2016).If the human resource manager appoints an appropriate candidate for conducting the functions of the organization, then the organization can easily attain the success in the organization. The turnover of the organization is reduced if proper recruitment and selection process is carried out. The right person for the right job should be selected so that the activity can be conducted properly. The interview and background check helps the organization to appoint a can didate who is reliable and can carry out the objectives that the organization planned. So every organization should conduct effective recruitment and selection process. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Breaugh, J. A. (2017). to Recruitment.The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, 12. Citp, C., Ballaro, J. M. (2014). Developing an organization by predicting employee retention by matching corporate culture with employee's values: A correlation study.Organization Development Journal,32(1), 55. George, C. (2015). Retaining professional workers: what makes them stay?.Employee Relations,37(1), 102-121. Gooderham, P. N., Morley, M. J., Parry, E., Stavrou, E. (2015). National and firm-level drivers of the devolution of HRM decision making to line managers.Journal of International Business Studies,46(6), 715-723. Marchington, M., Wilkinson, A., Donnelly, R., Kynighou, A. (2016).Human resource management at work. Kogan Page Publishers. Marler, J. H., Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management.Human Resource Management Review,23(1), 18-36. Oladapo, V. (2014). The impact of talent management on retention.Journal of business studies quarterly,5(3), 19. Rees, G., Smith, P. (Eds.). (2017).Strategic human resource management: An international perspective. Sage. Serrat, O. (2017). Building a learning organization. InKnowledge solutions(pp. 57-67). Springer Singapore. Sparrow, P., Brewster, C., Chung, C. (2016).Globalizing human resource management. Routledge. Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals). Routledge.