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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 Executive Summary 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 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 Job Analysis 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 analysis is conducted of the Job not the person While Job Analysis data may be collected from incumbents through interviews or questionnaires
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