Professional Documents
Culture Documents
Overview
Part of HRM plan The major organizational resource EFFECTIVE recruitment practices ensure that a firm has enough PEOPLE with RIGHT skills RECRUITMENT & SELECTION Determines QUANTITY and QUALITY of staffs
1) Defining Requirements 2) Attracting Applicants 3) Selection
c) d) e) f)
Job requisition Recruitment advertising Access applicants Notify applicants of the result.
Job Analysis
Determines the requirement for job
Purpose of the job Contents of the job Accountabilities Performance Criteria Responsibilities Organizational Factors Development Factors Environmental Factors
Competencies
Capacity that leads to behavior that meets the job demands and behavior required for successful performance Behavioral/Personal Work-based/Occupational Competences Generic Competencies
Job Design
Parameters of the job (Mintzberg)
Job Specification
How many Different Tasks To what extent does the worker have control
Job Description
Organisational Recruitment Legal Performance Contents
Job Title Reporting To Subbordinates Purpose Principal Accountabilities or Mani Tasks
Person Specification
Personal Skills Qualifications Innate Ability Motivation Personality
Recruit OR Promote?
Availability in the current Staff Availability in the external Labour pool Accuracy of selection Decisions Time for Induction Staff Development Fresh blood
Advertising Vacancies
JOB ADVERTISING is aimed at attracting quality applicants and aiding self-selection Qualities of a good job advertisement
Concise Attractive Positive and honest Relevant and appropriate Organization Job Conditions Qualifications Rewards Application Process
Contents
Advertising Media
Inhouse Magazines Specialist Newspaper National Newspaper Local Newspaper Local Radio, TV, Cinema Job Centres Internet School and Universities
Approach to SELECTION
STEP 1: Response to advertisement STEP 2: Assess against KEY Criteria STEP 3: Sorting Applications STEP 4: Invitation for Interview STEP 5: Selection Testing STEP 6: Review STEP 7: Standard Letters STEP 8: Provisional Offer
Selection Methods
Interview Selection Tests Reference Checking Work Sampling Group Selection Methods
Interviews
Purpose Preparing interview Conducting Interview
Open Questions Probing Questions Closed Questions Problem Solving Questions Leading Questions
Limitation of Interviewing
Scope Artificiality The halo effect Contagious bias Stereotyping Incorrect assessment Logical errors Inexperienced interviewers
Selection Tests
Sensitive Standardized Reliable Valid Proficiency Psychometric Aptitude Tests Personality tests