Assignment Recruitment & Selection with Observed Skills. Management

Reflective Essay Assignment Recruitment & Selection with Observed Skills
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Contents TOC \o "1-3" \h \z \u Abstract PAGEREF _Toc530306320 \h 2Introduction PAGEREF _Toc530306321 \h 2Recruitment process PAGEREF _Toc530306322 \h 3Applicant screening PAGEREF _Toc530306323 \h 4Long listing and Shortlisting PAGEREF _Toc530306324 \h 6Candidates Interviews PAGEREF _Toc530306325 \h 7Management and Development Programs PAGEREF _Toc530306326 \h 8Resourcing and Talent Management Skills PAGEREF _Toc530306327 \h 10Conclusion PAGEREF _Toc530306328 \h 11References PAGEREF _Toc530306329 \h 12
Abstract
This paper explains my experiences as a human resource official in the United Nations during the time when I would as a volunteer in the human resource department of United Nations Environment Programme. The experiences are based on the process of recruiting and selecting, here I will evaluate the strategies and the policies that are used by UN organizations, and I will also examine the training and development programs that UN organization provides to its employees as a way of enhancing their competencies. The paper will also outline the things I learned throughout these processes.
Introduction
Recruitment is the process of identifying, screening, shortlisting and hiring the best-qualified employees from within or outside the organization to fill up any vacant positions in the firm. This is the core function of the human resource department. The process of recruiting staff is complex and it involves many stages which may include conducting an analysis of the requirements of the given positions, attracting the potential candidate to a job position, screening the applicants and selecting the best applicant for the job. Later the organization helps in the training of the new employees.
In this reflection, paper am going to apply the Gibbs' reflective cycle. This model has six stages which include the description of what one is reflecting, one's feeling about the experiences, evaluation of how things happened, the analysis of the things that promoted the experiences, a conclusion about the things I learned and an action plan outlining the things I will do to improve next time (Gibbs, 1988).
Just like in many organizations, recruitment in the United Nations (UN) is mostly administered in-house with only a few chances of outsourcing. It is, however, important to note that recruitment outsourcing has grown over the years and many organizations are outsourcing some of the human resource functions. This trend is contributed by the benefits of outsourcing which include effective and faster recruitment process and the availability of data that may be used for pro-active planning in the organizations. I work at the United Nations Environment Programme (UNEP) which is a UN organ as a volunteer for six months. During this time I learned several activities related to how the HR departments in UN organizations recruit and select new employees.
Recruitment process
First I learned that the process of recruitment in the UN is divided into two phases which are Job opening and shortlisting (United Nations, 2018). Job opening phase involves two main activities which are vacancy declaration a...