TO: Mr. Edward Bennett Williams, President
Winner software Co.
From: Peter, Cao
Manager of Human Resources Management
Re: Our new approach to recruitment, selection and retention
Date: 16 December 2003
"Winner" is a software company which founded in May, 2000. It designs financial management software for trade companies. There are currently 120 employees in our firm. The demand of our software increased very quickly since last year, we decided to expand our business and the size of firm. We except to recruit 10 software designers, who are required professional software design technique, basic economic knowledge, and approximate work experience at least 3 years.
This three-part approach will build a new team for the development of our firm. As a small size company, the way of recruitment, selection and retention should be attention and suitable. Recruitment is based on a mix of traditional and innovative techniques. It focuses on attracting the suitable people to apply the vacancies of our firm.
Selection is the process to select the most suitable people for these positions. Retention is a way to hold employees and reduce employees' turnover.
Recruitment includes those practices and activities carried on by the organization with the primary purpose of identifying and attracting potential employee. Recruitment is also an area in which there are important social and legal implications, but perhaps most important is the significant part played in the lives of individual men and women by their personal experience of recruitment and the failure to be recruited (Derek Torrington 2002).
The first step of recruitment is job analysis. Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. An important concept of Job Analysis is that the...