Recruitment Process forBedazzled enterprise LimitedDecember 2010Group PresentationHuman ResourceManagement (HRM)Lecturer: Mr. Tom DowneyGroup Members: Stream – 2 Syndicate 13o Muzni Miftha - 2010005729o Kawaljit Kaur - 2010005104o Aditi Shreshtha - 2010004267o Sweta James - 2010005112o Jasprit Kaur - 2010005796
What is Recruitment?“Recruitment is the war of talents says McKinsey & Company” finding the right talent will be very challenging forenterprises.Recruitment is all about attracting more applicants in to the gene pool performing some kind of a filtration process andselecting the right person(s) with right qualifications and aspirations in to the organisation.Globalization of knowledge has increased the strength of recruitment and internet has transformed the traditional humanresource 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 followingmain 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 tomake sure the recruitment process will be performed systematically and the recruited employees all of these should bematched and linked with the overall organisation goal/strategy.Purpose of recruitmentThe general purpose of recruitment to provide the organisation with a pool of aspirants from which to select people to fill specific positionand not only that but alsoTo attract ad engage people it needs to achieve its overall organisational objectives Build positive impression of the recruitment process Recruit right people who will fit in to organisations culture and contribute to the organisationsgoals
Job AnalysisProduction AssistantJob 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 andsafety.3. 3 to 5 years plus experience in a similar capacity is an advantage.4. Excellent interpersonal and communication skills and ability to liaise withvarious 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 andcommunication skills.8. Previous experience of people-management and demonstrated ability inpeople 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 shiftssource: http://www.humanresources.hrvinet.com/production-supervisor-job-specification/Example:Job Analysis (JA)Job analysis is the foundation for almost all HRMactivities and it is linked to all the activities.“Is a process of gathering, assessing and recordinginformation”Things to remember when carrying out JA That the job description and person specificationis matching and accurate Remember focus of the job analysis is the jobitself not the person doing the job. Job analysis provides a foundation for many HRactivities, including Writing job descriptions and person profiles forrecruitment and selection; Defining job responsibilities and performancecriteria for performance planning Designing training and development programmesT. Downey, (HRM: Nov. 2010)Different ways of conducting a Job AnalysisInterviewsQuestionnaireschecklistsobservationtechnical conferencesRudman, JA checklist (p.254)
JOB DESCRIPTIONBedazzeled Production WorkerDIVISION: Manufacturing JOB TITLE: Production WorkerJOB NUMBER:INNNB6700REPORTS TO: Supervisor/ ManagerJOB PURPOSE: To perform a variety of operational functions that constitutes the production,inspection and distribution of products or services for commercial customers.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 ISOpolicies.• 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 assignmentbefore 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, instructionsand requirements.•Demonstrates ability to meet production standards on specific assignments within a reasonable time,depending on the degree of difficulty of their job functions.QUALIFICATIONSExperience, Competencies and EducationMust possess an education or experience level that permits the employee to effectively communicateand perform duties, assignments and responsibilities of the job.Language SkillsAbility to read, analyze and interpret the most documents relating to the job, function or assignment.Reasoning AbilityAbility to make decisions when identifying in-process problems. Ability to deal with a variety of jobassignments and meet targets.Salary: $15.00 - $20.00 Hourly Depend On Experience (Mon - Fri)Example:Job Description (JD)As the heading says the brief detailabout the job itself what need to beperformed not the job holder.It specifiesThe general descriptive of aroundthe jobThe responsibilitieswhom to reportwhere to performwhat to performRemunerationwork hours, etc. Job description should be simple Job description should notoverstate or exaggerate Job description should beproduced jointly and agreed
Example:Production ManagerSource: http://www.alt.ac.uk/docs/projects_manager_web_info_may2006.pdfPerson Specification (PS)PS is a statement of skills, knowledgeand attitudes needed to effectivelyperform a job and together with anyspecific qualifications, experience orother job related attributes which aperson might reasonably expectedbefore appointed for a position.Example:Typing skill – 60 words per minuteComputer literacy – good in MicrosoftOffice Application (Word, Excel, PowerPoint, Access)Having Clean heavy truck and forkliftDriving licence will be an advantageRudman, Person Profile, (p.252)
Recruitment policy for Bedazzled Enterprise LimitedIntroductionIn order to avoid child labour it is compulsory that applicant should have reached 16 year s old at the time ofapplicationIt is a compulsory requirement that employees follow & obey these recruitment guidelines and follow the stepsin recruiting new employees or in processing the internal applicants.Every application processed by the HR department should match the Job Description, Job Specification andPerson Specification created for each vacancies.Every recruitment process should be carried out following these policies.Every applicant should be local resident of the job vacant country or should hold a legal work permit.Ensure Equal opportunityAccording to the Human Rights Act 1993 we make sure that we treat with respect every single applicant andemployees.We treat everybody equally and promote equal opportunity despite the age, sex, race, colour, religion, socialstatus or wealth.We want be biased under any circumstances to anyoneWe prohibit discrimination in employments and take serious action again discriminators and in the worst case theycould be sacked under the Human Rights Act 1993ProcedureThe line manager/operation manger should identify the job need, write the job description and should submitto the Human Resource manager.The Human resource department will carefully prepare the Job description, Job specification andperson specification, the company and the Terms & condition of the employment and the remuneration.
Policies continued..Human Resource department will get the approval from the Administration department and if necessary fromthe board of directors.HR Department will Consider the most suitable way of obtaining the right candidate. The common methodswe will follow areInternal Employees should have been in the current position minimum for 12 months Internal advert within the company notice boards and intranet Discuss in minutes of meeting Examination of previous application on file or the company databaseExternal (we will use all the possible channels to widen the gene pool) Advert within the job centre Advert in the local and national press Advert in the monthly technical or professional journals Adverts in the Internet, Social media, or in our own career websiteProbation periodWe have assigned a probation period for 6 months for employee we recruit. This is to make sure further thatthe candidate is fitting in to our culture and contributing to our organizations goals.We will analyse the employee’s performance after 1st 3 months following with the training and we analyse again on2nd 3 months and we will keep the employee if he/she is performing to our minimum contribution level and we maydismiss the employee if the contribution is below the considerable level.Source: http://www.human-resource-solutions.co.uk
Designed by: MuzniJob ApplicationsRecruitment process (thehopper)Recruitment process is all about widening thegene pool or attracting more applicants in to thehopper .The diagram below will give you a brief idea ofthe process which is being followed by most ofthe enterprises.
Recruitment Sources and Method of RecruitingRecruitment SourcesInternal RecruitmentMethodsTransfersPromotionsDemotionUpgradingRetired EmployeesExternal RecruitmentMethodsGraduate ProgrammesMedia AdvertisementJob agencies / OutsourcingEmployment ExchangesLabour ContractorsEmployee ReferralsRecruitment open daysPersonal RecommendationInternships
Internal RecruitmentPros ConsIt is a lot cheaperOrganisations will savehuge amount of time,money and energy interms of advertising,recruitment, selection andinduction process.IR doesn’t bring newknowledge, skills orcompetencies in to theenterprise.Offers good opportunitiesfor current staffs toprogress further in theircareersFailure could de-promoteyou to the previouspositionPossibility of failure wantbe a big issue for theorganisationAs the position increasesthe amount of negativeimpacts can be higher(can take legal actions)Internal applicantsabilities and skills are wellknownManagers might not backup or they fail to identifythe skills of currentemployees.External RecruitmentPros ConsFresh blood provides freshinnovative ideas andtalentsExternal recruitment isexpensive and takes a lotof energy and time of theHRM Department tohandle all the jobcandidates in the selectionprocess.Brings good knowledge’sfrom the previous companywhich we might not haveHR department can bescrutinised or criticisedbadly if the new recruitdidn’t fit the organisationorganization can select thebest candidate, who fulfilsthe requirements and suitsthe organization bestIncrease diversityCan increase thepopularity of theorganisation in the jobmarketBeing specialised in therelevant skill could straightaway contribute to theoverall organisations goal.Very less harm for refusalor rejection of theapplicationSource: http://www.helium.com/
Most common job advertisement methodsNewspaper advertisementsCareer pages on company websitesTelecome.co.nzSubscribe in Job PortalsSeek.co.nz, trademe.co.nzSouthlandtimes.co.nz Job Posters/ BannersRecruitment advertising videosHireClix - Interactive RecruitmentMarketingSocial Recruiting - Is Your CompanyUsing the Power That Is SocialMedia.mp4
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 toorganisations culture.How bad recruitment can affect overall performancePoor decision at the recruitment stage and failure to have this process correctly and accurately could causeyou a lot of grief and potentially be very damaging for years to your enterprise and will eventually affect ouroverall organizational goal. The average calculated cost of this loss is 15,000 NZD.
Wrong person in your organisation maycause the business following costs: Advertising cost Administrative costs to process the candidate Interview costs Managers time (a significant amount of time away fromtheir 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 (egstaff not being able to cope with the demands of aparticular role)Source: https://fac.dhs.vic.gov.au/home.aspxApproximateCost $15,000NZD
Recruitment Styles in Few CountriesIndian Recruitment processMainly from Job Agencies (Placementindia.com, Monsterjobs.com, manpowerindia.net)The job recruitment agencies in India involves identifying those posts, preparing the job descriptionand 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 areessentially short list of application, preliminary assessment, written test to judge the work efficiencyof the applicant and final interview and selection.Chinese recruitment processRecruitment in China is now more systematic than few decades agoInvolving diverse channels (Internet, Job agencies) Including newspaper advertisingHeadhunting Visits to universitiesInternal appointmentsas one of the highest populated country in the world the most common way of recruitment inChina specially in manufacturing plants and major factories are just but word of mouth orreferrals by friends or family members.
New Zealand Recruitment ProcessSome major companies for example banks follow following recruitment processesIn house Advertising Employee referralsGraduate Programmes (warehouse, Telecom) Recruitment Agencies (Alliance & SPM meat factories)Executive search consultants (for specialisedroles)Other Media Advertising (TV, Radio, Social Media,Internet)However each and every company has their own strategy of recruitmentFor example:Telecom New Zealand•When choosing people for the Leadership Development Programme we use a mix of CV and application review,•Ability and personality testing,•Some phone and face-to-face interviews, and a•Handful of tasks and discussions on assessment days•Its a robust process that allows us to look at people in many different circumstancesSource: http://www.telecom.co.nz/Best Recruiting video Tips (Worth Watching.. !)http://www.youtube.com/watch?v=vP8tgGScmNY&NR=1http://www.youtube.com/watch?v=tZmI4ZsNogQ&feature=related
Bedazzled Enterprise Limited - Our best practice of recruitment Flow ChartDesigned by: MuzniWhat Skillsdo youhave..!I’ve got 10years ofindustry skills
Recruitment issues and problems we have Maintaining the equal opportunity throughout the process of recruitment including in the job advertisement Lack of English knowledge among many Chinese employees could cause miss interpretationsFinding the right talent and suitable person(s) to the organisation Maintaining the confidentiality and privacy of the applicants by the enterprise at all times during therecruitment process Protecting the huge amount of data and storage in our system We might not be able to make the recruitment process fast if we get a huge amount of applications andemployees might secure jobs elsewhere by the time we call for interviews.ConclusionIf theres a position vacant the HR Department should identify and design the Job Description, JobSpecification and Person Specification.The person applying for the job and the HR department should comply/match with these three vitalconcepts before hiring the right employee.The employee hired should contribute to the overall organisations goals/strategy and if the HRdepartment failed to hire the right person the organisation could have serious implications and couldcause possible long term big damages to organisation.And it has been calculated that hiring a wrong employee could cause about NZD 15,000 fororganisations.
References:Source Author/ website Title/ Link RemarksText BookTutors notes GBE805 Human ResourceManagement in Innovation , TomDowneyPostgraduate Diploma in BusinessEnterprise, Southern Institute ofTechnology, InvercargillWebsite Department of Human Services,What is recruitment?https://fac.dhs.vic.gov.au/home.aspx?TabID=content&type=4&contentID=4259Retrieved on: 29th Nov 2010Website Pros and cons of external recruiting http://www.helium.com/items/1748609-pros-and-cons-of-external-recruitingRetrieved on 1st Dec 2010Website Importance of recruitment http://recruitment.naukrihub.com/importance-of-recruitment.htmlRetrieved on 1st Dec 2010Website recruitment http://www.human-resource-solutions.co.uk/Areas%20of%20Interest/Recruitment.htmRetrieved on 1st Dec 2010Thank you very much&Any Questions Please!