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Recruitment and Selection

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Recruitment and Selection

  1. 1. Recruitment • Recruitment is all about attracting more applicants in to the gene pool performing some kind of a filtration process and selecting the right person(s) with right qualifications and aspirations in to the organisation.
  2. 2. Recruitment • “Recruitment is the war of talents says McKinsey & Company” • finding the right talent will be very challenging for enterprises. • Globalization of knowledge has increased the strength of recruitment and internet has transformed the traditional human resource practices in to a new era. • There are 3 things prepared by our HR department for a job role and the applicants generally should match the following main 3 categories before he/she apply for the Job.  Job Analysis (JA)  Job Description (JD) Person Specification (PS) • Every organisation small or big will carry out this process and every organisation will have a recruitment policy which is to make sure the recruitment process will be performed systematically and the recruited employees all of these should be matched and linked with the overall organisation goal/strategy.
  3. 3. Purpose of recruitment • To provide the organisation with a pool of aspirants from which to select people to fill specific position. • To attract an engage people it needs to achieve its overall organisational objectives • To Recruit right people who will fit in to organisations culture and contribute to the organisations goals
  4. 4. Job Analysis (JA) • Job analysis is the foundation for almost all HRM activities and it is linked to all the activities. • “Is a process of gathering, assessing and recording information”  That the job description and person specification is matching and accurate  Remember focus of the job analysis is the job itself not the person doing the job.  Job analysis provides a foundation for many HR activities, including  Writing job descriptions and person profiles for recruitment and selection;  Defining job responsibilities and performance criteria for performance planning  Designing training and development programmes • T. Downey, (HRM: Nov. 2010)
  5. 5. Job Analysis of Production Assistant • Job specification of Production Assistant include job requirements: • 1. Professional certificate or a Diploma in production is an advantage. • 2. Good knowledge of regulatory requirements, housekeeping, health and safety. • 3. 3 to 5 years plus experience in a similar capacity is an advantage. • 4. Excellent interpersonal and communication skills and ability to liaise with various support groups. • 5. Able to perform stamping die adjustment and troubleshooting. • 6. Willing to take up challenge, mature and independent character. • 7. Able to work overtime and under pressure, good written and communication skills. • 8. Previous experience of people-management and demonstrated ability in people motivation, organizing and team building is required. • 9. Solid record of attention to detail and strict adherence to procedures. • 10. Suitable candidates must be open to working shifts
  6. 6. Different ways of conducting a Job Analysis Interviews Questionnaires checklists observation technical conferences
  7. 7. Job Description (JD) • As the heading says the brief detail about the job itself what need to be performed not the job holder. It specifies • The general descriptive of around the job The responsibilities whom to report where to perform what to perform Remuneration work hours, etc.  Job description should be simple  Job description should not overstate or exaggerate  Job description should be produced jointly and agree
  8. 8. Job Description • ESSENTIAL DUTIES AND RESPONSIBILITIES • Performs assignments in accordance with established safety policies and procedures. • Adheres to the Quality Policy, including all items assigned to this position in accordance with ISO policies. • Complies with the work rules and standards set forth in the Production Worker Handbook. • Refers to work order or procedural instructions appropriate for each job, function or assignment before commencing work. • Maintains good housekeeping and clean work areas in assigned work sites. • Assures that all work assigned to position is performed in accordance with specifications, instructions and requirements. • Demonstrates ability to meet production standards on specific assignments within a reasonable time, depending on the degree of difficulty of their job functions.
  9. 9. Person Specification (PS) • PS is a statement of skills, knowledge and attitudes needed to effectively perform a job and together with any specific qualifications, experience or other job related attributes which a person might reasonably expected before appointed for a position. • Example: • Typing skill – 60 words per minute Computer literacy – good in Microsoft Office Application (Word, Excel, Power Point, Access) Having Clean heavy truck and forklift Driving licence will be an advantage
  10. 10. Designed by: Muzni Job Applications Recruitment process (the hopper) Recruitment process is all about widening the gene pool or attracting more applicants in to the hopper . The diagram below will give you a brief idea of the process which is being followed by most of the enterprises.
  11. 11. Recruitment Sources and Method of Recruiting Recruitment Sources Internal Recruitment Methods Transfers Promotions Demotion Upgrading Retired Employees External Recruitment Methods Graduate Programmes Media Advertisement Job agencies / Outsourcing Employment Exchanges Labour Contractors Employee Referrals Recruitment open days Personal Recommendation Internships
  12. 12. Internal Recruitment Pros Cons It is a lot cheaper Organisations will save huge amount of time, money and energy in terms of advertising, recruitment, selection and induction process. IR doesn’t bring new knowledge, skills or competencies in to the enterprise. Offers good opportunities for current staffs to progress further in their careers Failure could de- promote you to the previous position Possibility of failure want be a big issue for the organisation As the position increases the amount of negative impacts can be higher (can take legal actions) Internal applicants abilities and skills are well known Managers might not back up or they fail to identify the skills of current employees. External Recruitment Pros Cons Fresh blood provides fresh innovative ideas and talents External recruitment is expensive and takes a lot of energy and time of the HRM Department to handle all the job candidates in the selection process. Brings good knowledge’s from the previous company which we might not have HR department can be scrutinised or criticised badly if the new recruit didn’t fit the organisation organization can select the best candidate, who fulfils the requirements and suits the organization best Increase diversity Can increase the popularity of the organisation in the job market Being specialised in the relevant skill could straight away contribute to the overall organisations goal. Very less harm for refusal or rejection of the application
  13. 13. Most common job advertisement methods Newspaper advertisements Career pages on company websites Telecome.co.nz Subscribe in Job Portals Seek.co.nz, trademe.co.nz Southlandtimes.co.nz Job Posters/ Banners Recruitment advertising videos HireClix - Interactive Recruitment Marketing Social Recruiting - Is Your Company Using the Power That Is Social Media.mp4
  14. 14. Why Recruitment is so Important ? Recruitment is vital  In order to attract and choose people who can do their job well  create good organizational citizens and to engage people in to achieve its overall organisational goals.  It also plays significant part in building team players and shaping, maintaining and organisation of employees to fit in to organisations culture. How bad recruitment can affect overall performance Poor decision at the recruitment stage and failure to have this process correctly and accurately could cause you a lot of grief and potentially be very damaging for years to your enterprise and will eventually affect our overall organizational goal. The average calculated cost of this loss is 15,000 NZD.
  15. 15. Wrong person in your organisation may cause the business following costs:  Advertising cost  Administrative costs to process the candidate  Interview costs  Manager's time (a significant amount of time away from their normal duties)  Lost opportunities (eg incomplete projects, disruption)  Training and development  Turnover  Low morale amongst existing staff  Existing staff may lose motivation  Occupational Health and Safety (OHS) related costs (eg staff not being able to cope with the demands of a particular role)
  16. 16. Recruitment Styles Indian Recruitment process • Mainly from Job Agencies (Placementindia.com, Monsterjobs.com, manpowerindia.net) • The job recruitment agencies in India involves identifying those posts, preparing the job description and person specification, advertising, management of the response, the prequalification process, organizing meetings, conducting interviews, making decisions, the appointment and action. • Most recruitment agencies in India follow these stages in the recruitment process, which are essentially short list of application, preliminary assessment, written test to judge the work efficiency of the applicant and final interview and selection. Chinese recruitment process Recruitment in China is now more systematic than few decades ago Involving diverse channels (Internet, Job agencies)  Including newspaper advertising Headhunting  Visits to universities Internal appointments as one of the highest populated country in the world the most common way of recruitment in China specially in manufacturing plants and major factories are just but word of mouth or referrals by friends or family members.
  17. 17. Conclusion • If there's a position vacant the HR Department should identify and design the Job Description, Job Specification and Person Specification. • The person applying for the job and the HR department should comply/match with these three vital concepts before hiring the right employee. • The employee hired should contribute to the overall organisations goals/strategy and if the HR department failed to hire the right person the organisation could have serious implications and could cause possible long term big damages to organisation.

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