3rd-4th week RECRUITMENT and SELECTION.pdf
- 1. RECRUITMENT aNd SELECTION HRM 202 20XX
- 2. Recruiting and selecting the best employees for your organization is one of the most important things you will do as an HR Generalist. Topics for this course include creating a job description; strategies for finding candidates; interviewing and selection techniques for determining the best candidate for the job; and keeping the hiring process fair and legal. Course Objectives: • Understand the employment laws that relate to recruiting and selection. • Write job descriptions and job analyses. • Evaluate candidates using a variety of selection methods. Demonstrate interviewing techniques. 3rd-4th Week (Jan.12-23) Chapter 1
- 3. 3 20XX WHAT DO YOU THINK? EXPLAIN/ SHARE YOUR THOUGHTS!!
- 4. INTRODUCTION Human resource management is concerned with people element in management. Since every organization is made up of people, acquiring their services, developing their skills/ motivating to high level of performances and ensuring that they continue to maintain their commitments to the organization which are essential to achieve organizational objectives. Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel. Staffing is one basic function of management. All managers have responsibility of staffing function by selecting the chief executive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers. 4 Every organization needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities. “Right person for the right job” is the basic principle in recruitment and selection. Ever organization should give attention to the selection of its manpower, especially its managers. The operative manpower is equally important and essential for the orderly working of an enterprise. Every business organization/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates are essential. Human resource management in an organization will not be possible if unsuitable persons are selected and employment in a business unit. The Personnel or Human Resource Department has to initiate the system process techniques and tools of individual teams and organizational performance measurement. It has to ensure that performance targets for individuals, teams, sections, and departments are set and agreed upon and measures to address performance gaps are in place and are working. This is not an easy task because it requires a value judgment about employees.Indeed, there are no other areas of personnel management that make personnel officers more uncomfortable and unpopular than the appraisal function. This is because whatever process or tool is used to appraise staff and reward them accordingly, there is always tacit or explicit dissatisfaction from staff based on the feelings that such decisions where biased. Progress has been made towards improving staff appraisal systems, which will be covered later under performance management.
- 5. A change in customer taste, fashion, and quality of goods to reflect their purchase price put more pressure on the organizations to get the best out of their production systems, processes, and employees. This could only be achieved by getting the best people from the labor market, develop, reward, and ensure that they are committed to high quality service to the organization. In order to achieve these objectives, an enabling environment for employee creativity and innovation became a necessity. This new demand has an impact on Recruitment and Selection criteria, staff development and reward systems as well as the roles of personnel specialists vis-a-vis line managers in personnel management functions. The role of personnel had to change from that of a doer of personnel functions to that of a partner in providing support services to other departments to perform personnel functions. One of the main functions of human resource is Recruitment and Selection. Effective recruitment is a process that involves exploration and that will require specialized methods and techniques, short of which no 'discovery' of potential people for the job can be made. Usually, Recruitment and Selection depend on the organization's policy guiding Recruitment and Selection. The Recruitment and Selection processes start with organizational analysis. This is the process of evaluating the total organization, its objectives, human resources, effectiveness, and internal environment. The most useful data and information are obtained from the corporate strategic plan or human resource strategy if available. Other sources are monthly or quarterly reports, management meetings decisions, government policies and laws, market trends and global patterns. The next step is job analysis. This is the process of analyzing and listing the tasks that are included in the job, all the steps taken to perform the different tasks and all the requirements the respective tasks put upon the jobholder. The data on the nature of the job and requirements can be obtained from the available human resource manuals, job descriptions, making inquiries from departmental and section managers or supervisors, the person doing the job and moving around to observe how the job is done. The final step is individual analysis. This involves performance appraisal of individuals doing the job in order to compare individual knowledge, skills and competence requirements in relation to the job objectives and possible potential for development. Presentation Title 5 20XX
- 6. 6 is the process of identifying the need for a job, defining the requirements of the position and the job holder, advertising the position, and choosing the most appropriate person for the job (Riley, n. d.). It is a process of pooling potential candidates with possible knowledge and skills and choosing from the pool of candidates by using specific instruments that will succeed in the job given management goals and legal requirements. is understood as the process of searching and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organization to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. is to find the widest pool of applicants to provide the greatest opportunity to select the best people for the required roles in an organization. Acquiring the best applicant for the role can be a competitive advantage for the company or organization. can result to work disruption, reduced productivity, interpersonal difficulties, hamper operations, poor customer service and long-term costs. reduce organizational effectiveness, invalidate reward, and development strategies are frequently unfair on the individual recruit and can be distressing for the superiors who have to deal with unsuitable employees. the most appropriate candidate or candidates are identified through selection process including but not limited to interviewing, testing and reference checking so as to eliminate those who are not qualified for the job. Human resource or personnel department of larger businesses often have detailed Recruitment and Selection policies which should be followed and responsible for hiring new employees.