An extreme type of this view is that historical inequities such as African slavery must be compensated by existing developed nations, that benefited from stolen “human resources” as they were on the increase. This is an particularly controversial view, but it echoes the common theme of converting human capital to “human resources” and thus significantly diminishing its value to the host society, for example “Africa”, as it is put to narrow down imitative use as “labor” in the using society.

Selection includes procedures to discover the most suitable applicants to fill positions. An successful selection procedure will consequently take into account the following:
1) restraining the costs of selection;
2) making certain that the abilities and qualities being sought have been recognized;
3) developing a procedure for identifying them in applicants;
4) making sure that the selected applicants, will desire the job, and will remain with the company.

Restraining the expenses of selection will include such factors as conducting the interviews in a location, which is easy to get to the interviewing panel, and the applicants.

A job specification rises above a simple description - additionally, it emphasizes the mental and physical characteristics needed of the job holder. For instance, a job specification for a beginner manager’s post in a supermarket store included the following:

“Managers at all levels will be supposed to demonstrate responsibility. The organization is searching for people who are robust and talented. They should have a skill for business, know how to sell, and to work in a team.”

Job analysis, job description, and job specification can present helpful information to a business additionally to serving as recruitment means.

A job description is determined to specify how a particular employee will play a part within the organization. As a result it will need to describe:
1) the title of the job;
2) to whom the worker will be responsible;
3) for whom the worker is responsible;
4) a simple explanation of the function and duties of the worker within the company.
A job description is sometimes used as a job indicator for candidates for a job. On the other hand, it could be used as a instruction for a worker and his or her line manger as to his or her role and liability within the company.

The aims of job analysis are to:

1. Select workers either from the positions of existing staff or from the employment of new staff.

2. Specify the training necessities of a certain job.

3. Supply with the information which will be helpful in decision making concerning the type of equipment and materials to be doing the job.

4. Recognize and outline the knowledge of employees in their work functions (information that can be used as proof for staff training and promotion).

5. Discover areas of risk and threat at work.

6. Assist in setting rates of pay for fulfillment of job tasks.

A list of important points need to be figured out:
1) the title of the job position;
2) whom the worker will be responsible to;
3) for whom the worker is responsible;
4) a simple explanation of the function and duties of the worker within the organization.

Job analysis can be performed by direct examination of workers at work, by learning information from interviewing job holders, as well as by referring to papers such as training manuals. Information can be picked up exactly from the person performing a job and from their managerial staff. Some large companies purposely employ ‘job analysts’.

As a rule, as soon as an employee informs his employer that he is leaving how should the company act? First of all they should discover the reason why the employee had resigned, whether there are any unsatisfactory conditions of working, problems in the team or anything that could be improved. Secondly the company should go in for internal promotion and establish whether there are any candidates to be promoted to the vacant position.

If  there are no internal candidates to be promoted the company should advertise the vacancy or turn to a recruitment agency. The next step would be examination of the applications, resumes and covering letters as well as combination of short-lists of preliminary selected candidates.