EMPLOYEE

RESOURCING
SHENAL RAJAKARUNANAYAKE
DEPARTMENT OF INDUSTRIAL MANAGEMENT
FACULTY OF BUSINESS
UNIVERSITY OF MORATUWA
Learning Outcomes
After completing this session, the students should
be able to:
Explain the process of employee resourcing
Describe the importance of employee resourcing
Identify different techniques to ensure effective
employee resourcing
Evaluate the strategic importance of employee
resourcing.
The story in a nutshell
“The quality and the
effectiveness of the
organization is
determined by the quality
of the people that are
employed ”
Employee Resourcing
This is a process where the following
aspects are widely addressed
1. Recruitment
2. Selection
3. Hiring
4. Orientation
Recruitment
Creating a pool of potential candidates
with the desired knowledge, skills and
experience while providing opportunities
to select the most-suited people for the
required roles in an organization.
Qualifications
Things to
Experience
consider
Personal Qualities
Terms & Conditions.
Recruitment (Cont’d)

Acquiring the best

(Suitable) applicants for the
role can bring competitive
advantage to the
organisation
Recruitment Types

What are the factors

to be considered?
Internal Recruitment
The assessment of an employer's current
staff to ascertain if any current employees
are sufficiently skilled or qualified to
perform required job vacancies.
When a business engages in internal
recruitment, a current employee might be
reassigned to the new position by giving
them either a promotion or an internal
transfer
 Internal Recruitment
Advantages Disadvantages
Motivation for current Internal politics
employees
Better assessment of No new talent and
the employee fresh input
Less expensive
Established loyalty
External Recruitment

Labour Market Conditions

Corporate Image
Fresh-Blood perspective
Training time
Resentment from inside
External Recruitment
Advantages Disadvantages
New Perspective / New Problems with “Fit” &
blood might take long
adjustment time.
Information & Strategies Expensive
of competitors
May find better qualified & Resentment from
trained employees inside.
External Sources of Recruitment
How to write a Job Posting ?
Use a killer job title
Add an emotive introduction
Tell your company story
Do sell your position !!!
Push your location
Repeat why they should apply
Spell out the application process
Have other people read it (Feedback)
Improve your email responses.
Selection

the process of choosing the

most suitable candidate for
the vacant position in the
organization
Why selection is critical?
 Jobs and people must be matched
to ensure employee satisfaction &
organizational effectiveness.
 Poor selection is costly.
i.e. Hire the Wrong & Reject the
Right
 To be in par with HR plan –
Quantity Vs Quality
Why is Selection critical? (Cont’d)

 The right person should be well-suited

for the job
 The right person should be a team player
 The right person should be loyal to the
company
 The right person should add value to the
organization
  Application forms & CVs
Selection Methods  Online Screening and Shortlisting
 Interviews ( One-to-One, Group/Panel )
 Psychometric Tests
 Ability & Aptitude Tests
 Personality profiling
 Presentations
 Group Exercises
 Assessment Centers
 References
 Medical Tests
The stages of the Job Interview
01. Review of applications
It is crucial; because all essential
information should be reviewed
and certified that everything on the
form is true.

Once all applications are reviewed,

Short Listed candidates will be
called for interviews.
02. Selection Tests
Cognitive Tests
Intelligence Tests
Personality Tests
03. Employment Interviews
Problems with Interviews
Halo Effect –
Tendency to make specific evaluations
based on general impression (First Impression)
Stereotyping – Generalization of people
in a group based on an image of the group.
Primacy & Recency effect
Biased
Performance under pressure
Partial Information
03. Employment Interviews (Cont’d)

Leadership

Skills,
Attitudes &
Knowledge
Team
Work
Physical/ Medical Examinations
 To determine whether the applicant is
physically capable to perform the duties.
It also establishes a foundation for future
insurance claims.
Reduce absenteeism, accidents &
ergonomics
Reference Checking

WHY?
Procedure of Hiring

 Appointment letters

 What if some refuse the

employment offer?

 What if some want to come into

an agreement?
Orientation (Induction)
This is the process of receiving and
welcoming employees when they firstly
join a company.

Employees are provided with basic

information to get themselves adapt to
the new working culture quickly and
happily and start work.
Aims of Induction
Familiarize to the workplace.
Favorable attitude to the company.
Obtain effective output.
Reduce employees leaving quickly.