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Introduction To Personnel Management

This document provides an introduction to recruitment and selection as part of a personnel management module. It outlines the module objectives which are to understand the recruitment and selection process and its importance in staffing an organization. The module will assess students through assignments and exams on topics like identifying candidate skills, analyzing job roles, and understanding how effective recruitment contributes to competitive advantage. The summary defines recruitment as finding job applicants and selection as choosing candidates, and it outlines the typical stages of analyzing needs, finding sources, and selecting methods to match candidates to open positions.

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Mariyam Moosa
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34 views19 pages

Introduction To Personnel Management

This document provides an introduction to recruitment and selection as part of a personnel management module. It outlines the module objectives which are to understand the recruitment and selection process and its importance in staffing an organization. The module will assess students through assignments and exams on topics like identifying candidate skills, analyzing job roles, and understanding how effective recruitment contributes to competitive advantage. The summary defines recruitment as finding job applicants and selection as choosing candidates, and it outlines the typical stages of analyzing needs, finding sources, and selecting methods to match candidates to open positions.

Uploaded by

Mariyam Moosa
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Recruitment

&
Selection
BUSS2101

INTRODUCTION

NIKHIL VM. MSc.,MEd., MCA., MBA


Session objectives
By the end of the session you should be able to understand
The module structure and assessment
Lecturer introduction and contact details
What is personnel management?
Staffing need and significance
Treating people as assets or human capital
Gaining competitive advantage through resourcing
Recruitment and Selection
This module serves to provide the principles,
theories and concepts essential for
understanding the importance of recruitment
and selection of candidates. Through this
Module introduction module, students will be provided with a broad
overview of the steps involved in recruitment
and selection of employees in an organization.
On successful completion of this module students will be able to:

 understand the various sources available for recruitment and selection of candidates

 identify the skill, competencies needed for recruitment and selection of candidates

 critically analyse the role of job analysis and job description in selection of candidates

Expected  understand the detailed process involved in recruitment and selection of candidates

learning  understand the importance of future capacity planning

outcomes identify various avenues through which potential candidates can be recruited

appreciate the need of planning in recruitment and selection process

identify the pre-requisites that enable a smooth recruitment and selection process

critically analyse the steps involved in recruitment and selection of candidates

understand the importance of feedback and also future capacity planning


Lecturer
introduction
This module will consist of two
assessment components:

Assessment • Individual/Group
Structure Assignment 50%

• Exam/controlled simulation
50%
Personnel Management
Human resource management (HRM) is a strategic, integrated and coherent
approach to the employment, development and well-being of the people
working in organizations.

According to Flippo, “Personnel management is the planning, organizing,


compensation, integration and maintenance of people for the purpose of
contributing to organizational, individual and societal goals.”
Human resource management involves all management decisions and
action that affect the nature of the relationship between the organization
and its employees – its human resources. (Beer et al, 1984)
HRM comprises a set of policies designed to maximize organizational
integration, employee commitment, flexibility and quality of work. (Guest,
1987)
The overall purpose of human resource management is to
ensure that the organization is able to achieve success
through people.

Ulrich and Lake (1990) remarked that: ‘HRM systems can be


The objectives the source of organizational capabilities that allow firms to
learn and capitalize on new opportunities.’
of HRM
But HRM has an ethical dimension which means that it must
also be concerned with the
rights and needs of people in organizations through the
exercise of social responsibility.
Armstrong and Baron (2002) stated that:
Treating people People and their collective skills, abilities and experience,
as assets or coupled with their ability to deploy these in the interests of
the employing organization, are now recognized as making a
human capital significant contribution to organizational success and as
constituting a major source of competitive advantage.
Gaining Competitive advantage through
Staffing

Porter (1985)
The activities of the HR function
The activities carried out within an HR function
can be divided into two broad categories:
1)strategic (transformational), which is largely
concerned with the alignment and
implementation of HR and business strategies,
and
2) transactional, which covers the main HR
service delivery activities of resourcing, learning
and development, reward and employee
relations.
Recruitment is the process of finding and engaging
Recruitment and the people the organization needs.
Selection is that part of the recruitment process
Selection concerned with deciding which applicants or
candidates should be appointed to jobs.
Recruitment and selection stages
1. Defining requirements – preparing role profiles and person specifications;
deciding terms and conditions of employment.
The 2. Planning recruitment campaigns.

recruitment 3. Attracting candidates – reviewing and evaluating alternative sources of


applicants,
and selection inside and outside the company: advertising, e-recruiting, agencies and
process consultants.
4. Selecting candidates – sifting applications, interviewing, testing, assessing
candidates, assessment centers, offering employment, obtaining references;
preparing contracts of employment.
Analyzing recruitment strengths and weaknesses
The analysis should cover such matters as
the national or local reputation of the
organization, pay, employee benefits and
working conditions, the intrinsic interest of
the job, security of employment,
opportunities
for education and training, career
prospects, and the location of the office or
plant.
Identifying sources of candidates

If these approaches do not work,


Initially, consideration should be the main sources of candidates are
given to internal candidates. An advertising, online recruiting,
attempt can be made to persuade agencies and job centres,
former employees to return to the consultants, recruitment process
organization or obtain suggestions outsourcing providers and direct
from existing employees(referrals). approaches to educational
establishments.
Selection methods
The aim is to assess the suitability of
candidates by predicting the extent to
which they will be able to carry out a
role successfully. It involves deciding on
the degree to which the characteristics
of applicants match the person
specification and using this assessment
to make a choice between candidates.
Analysing the requirement
• Establish how many jobs have to be
filled and by when.
• Set out information on responsibilities
and competency requirements.
• Consider where suitable candidates
are likely to come from.
• Define the terms and conditions of
the job (pay and benefits).
• Consider what is likely to attract
good candidates.
Summary

Human resources are one of the most important factors of production and
assets of the organization. Identification and selecting a right candidate for
the role is very much significant to the organization's survival and growth.

Through effective recruitment and selection process the organization is able


to fill the gaps at their human resources and achieve competitive
advantage.
References
Armstrong, M. (2009) Armstrong’s handbook of human resource management practice 11th
edition. 11th ed. London: Kogan Page.
Caers, R. and Castelyns, V., 2011. LinkedIn and Facebook in Belgium: The influences and biases
of social network sites in recruitment and selection procedures. Social Science Computer
Review, 29(4), pp.437-448.
Henry, O. and Temtime, Z., 2010. Recruitment and selection practices in SMEs: Empirical
evidence from a developing country perspective. Advances in Management.

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