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INTRODUCTION
long term. Thus, levels of competition among organizations have increased. Most
any process, the human resource management aspect of a firm starts with first,
the recruitment, and then the selection process. This paper discusses both, and
One of the most important areas of global context for human resource is
the area of employment law. There can be considerable risk of making mistakes,
require of the business. Every country's employment laws vary significantly from
every other country's employment laws, making this area of the human resource
management environment very complex. Around the world, countries are passing
legislation to protect the rights of employees and job candidates to be free from
discrimination based on their gender, race, color, religion, age, or disability. The
laws in place, in some countries, such as the US and now in the EU, are pretty
well developed, although, within the EU, there has been a distinct lack of
discrimination. However, in 2003, directives went into effect requiring all member
disability, age, sexual orientation, and religion or belief. The countries have not
yet moved beyond maybe approving the ILO accords. But this is clearly an area
of international labor standards to which every firm must pay close attention ( &
2000).
against a disabled person ( & 1995). Thus, an employer wishing to comply with
selection and recruitment should review their recruitment and selection policy
and all the associated documentation including job descriptions and personnel
specifications, application forms etc. as any changes in a step in the process will
have a knock on effect in the next stage. Likewise, the United Nations Global
Compact states that with respect to labor standards, businesses should eliminate
For example, a multinational company may opt for mass recruitment from outside
the company to look for fresh and young talents that have not been discovered
by competitors, while another may look for personnel to promote within the
the intricacies of the business. Thus, the processes differ depending on what the
company needs at the time. Another example would be when the culture of the
the selection processes would therefore be stricter, as they are looking for
regards to recruitment and selection. It is the main explanatory factor with the
PERSONNEL REQUIREMENTS
As with the recruitment and selection processes, the personnel
one particular time. Some of the general requirements that employers base their
and abilities, personal characteristics and fit with the overall organization.
Employers faced with increased foreign and domestic competition, must engage
ensure that their employees are working efficiently. New technology, shifts in
labor demand, and improved work methods, for example, can each alter an
resources needs of an organization may be quite different from its needs today.
As a result of these changing needs, the way workers perform their jobs may
with the requisite knowledge, skills, and abilities to perform adequately the
Job analysis is one of the building blocks of the HRM planning process
global world of work they have developed flatter, more agile, and innovative
structures and work designs. These new structures and work designs have led to
the best candidate or candidates for jobs from the pool of qualified applicants
developed during the recruitment process. At the heart of any effective selection
private schools and college, university, and/or technical school. As for the skill
the skills necessary to function effectively in a group situation. The rationale for
this practice is that current team members are well placed to assess a given
individual’s ability to fit in and become an effective member of the team. In all
Job Analysis
Talent Inventory
Interviews
Orientation Program
Physical Examination
The process begins with a talent inventory which reveals employees'
skills, knowledge, abilities, and potential, and how they are currently being used.
execute them. These criteria serve as job requirement data, for which recruiting
plans are designed, as measurement criteria useful in the initial screening and
the organization and help them with placement on the job. An individual who is
employment.
appointment Letter, backing papers (CV, references, terms and conditions, job
the selection process because although only one or a handful of individuals will
be hired, the rest will go back into the community and talk about the company
applicants a positive experience throughout the selection process will pay off in
the long run. Providing constructive feedback throughout the selection process is
also beneficial for the individual involved. Through this, the applicant can use the
Also, through constructive feedback, they could prioritize their opportunities for
verbal communication. Commenting on how a certain job was done well or how
fast the applicant is picking up on the things being taught through saying it
directly to them will be one sure way of letting the applicants feel good about their
selves and have a positive outlook on the firm and about themselves. In the
evaluation form.
orient new hires to the organization or teach them how to perform in their initial
job assignment, to improve the current performance of employees who may not
present jobs. Recent changes in the business environment have made the
competitiveness and prepare for the future. Effective orientation can play a very
areas ( 1998).
The induction and development plan for the new employees, first that
needs to be done is to give the employees an bird’s eye view of what the
orientation will include. Then, viewing with the new employees the orientation
video and explain things on the duration should come next. The HR staff in
charge of the program will also need to explain his or her relationship to the
employees’ duties and responsibilities and discussion of the type and tenure of
appointment and probationary period should follow. After the three activities,
there should also be a presentation of work hours, lunch schedule, leave policies,
leave of absences and other leaves, overtime and holidays. There is also a need
to show the employee around the work area and other facilities, including the
work to the employees’ will also be part of the induction and development plan.
HR staff in charge of the program also need to identify the person(s) the new
employees can go to for help if the HR manager is absent, arrange for the
procedures for the work area. Also, have them complete job-related tasks that
will provide a sense of familiarization to the surroundings that will soon become
documents and ensuring they are submitted to the personnel office will also be a
must if the induction and development program for the new employees will be
selecting human resources. The organization must take into account the fact that
not only can an incorrect decision lead to a tremendous cost in terms of resource
and opportunity but it can also affect many people. The right choice can mean
growth and increased productivity for specific work groups associated with the
new hire as well as success for the organization. The wrong selection can result
to the eventual termination of the recently hired individual, after which the
selection process begins all over again. Employee selection is a decision that
needs to be made right the first time. Although this is true in organizations of any
luxury. Selection is critical. The various selection devices available for the use of
staffing manager is not only to pick a selection device(s) but also to arrange for