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During the First World War there was fast development in the field of personnel management to encourage the best skilled people. The ministry of weapon set up its own Industrial welfare development in 1916 and Seebohm was in charge. The main responsibility for Seebohm was to introduce new welfare policies and soon it was compulsory to have welfare employee in all explosive factories. During this phase on how to test abilities and IQ and research was taken into human factors at work. The National Institute of Industrial Psychologists was created in 1921 and their members published result of studies on selection tests, interviewing techniques, and training methods.

Human resource management is the strategic approach to the management of an organization's most valued assets - the people working there, who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. The goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. Human resources management comprises several processes. Together they are supposed to achieve the goals set by the organization. These processes can be performed in an HR department.

The process of recruitment and selection are linked, as both activities are to obtain suitable and skilled employee for the respective jobs. The two activities are closely linked with each other but each requires a separate range of skills and expertise. Recruitment can be defined as:

1- all activities directed towards locating potential employees

2- attracting application from suitable candidates.

(Margaret & Caroline in 2005)

In simple words recruitment can be explained as a process of sourcing, screening and selecting skill people for a job with an organization. Individual can undertake individual components of the recruitment process, mid- and large size organizations usually maintain professional recruiters.

(www.wikipedia.org)

Aims of Recruitment: The aims of recruitment are

* To obtain a suitable employees for a vacant job.

* To use a fair process and to reveal or show that the process was fair.

* To make sure that all recruitment activities will be beneficial for the organizations goals.

* To conduct recruitment activities in an efficient and cost effective manner.

The members of the recruitment, who is the right person for the respective job, make statements, what should be his/her qualification and experience? Will their steps or actions will contribute or damage the organization? Most Human Resource management problems can be examined in term of legal, moral and business considerations. With reference to the stated aims of recruitment, these concerns could say to be:

LEGAL: to comply with anti discrimination legislation.

MORAL: to avoid unfair discrimination for moral reasons as well as legal reasons.

BUSINESS: to make sure that all focus is to achieve the goals and objective of the organization not personal goals.

To achieve all these important aims, it is necessary to have a systematic approach so that all steps of the recruitment and selection process are conducted in line with

* The Human resource strategy adopted by the organization.

* Equal opportunities for everyone.

The first and most important process to certify that the recruitment process achieves these aims in a organize manners. Legislation exists in the United Kingdom to protect the interests of groups of people who have historically been discriminated against in terms of employment and services.

The first step in the recruitment procedure is to investigate or decide that a organization has a vacancy for applied position. The position can be a new post which can be identified by the corporate strategic plan or it can be because an employee has retired or been dismissed. Once the organisation knows that they have vacancy and then they decide, what is the best way to inform people about the post? How they can create awareness among people for the post/vacancy. The following are some methods of advertising the existence vacancies:

1. On-site notice boards

2. Local/national newspaper

3. Professional journals

4. Minority group newspaper and magazine

5. Recruitment agencies

6. University/college career centres

7. Job centres

8. Radio/television including text pages/cinema

9. Internet sites

10. Set up a stall at a recruitment fair or exhibition.

The ultimate goal of selection is to choose the best person for the job. But the selectors also need to keep in mind that they give a complete description of the job so that the new recruits are not likely to leave within a short period of time. The selection decision has always been important as the way for a company to obtain the human resource