Chapter 4
Upcoming SlideShare
Loading in...5
×
 

Chapter 4

on

  • 277 views

 

Statistics

Views

Total Views
277
Views on SlideShare
277
Embed Views
0

Actions

Likes
0
Downloads
2
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Chapter 4 Chapter 4 Presentation Transcript

    • CHAPTER 4Recruitment & Selection
    • • Recruitment & Selection is all about predicting future performance.• Recruitment : the process of attracting capable applicants and encouraging them to apply for job vacancies in an organization.• Selection : the process of choosing the most suitable candidates from a group of applicants to fulfill the job positions.• Step involved in the recruitment & selection process: Make decision to recruitment new employee Conduct job analysis Source for applicants Collect information on applicants Select most suitable applicant Offer employment to successful applicant Hold induction once employee reports for duty
    • Sources for recruitment Internal External• Employee inventory – a • Employment agencies method that allow HR manager to check through • Campus recruitment employees’ files to identify • Employee referrals any potentially suitable • Unsolicited applicant people, so they can be recommended to joint the files pool of candidate if they • Advertisements are interested. • Internet• Job posting & bidding – a method of informing current employees that job vacancies exist and allows employees to apply for posted jobs.
    • External sources EMPLOYMENT AGENCIES CAMPUS RECRUITMENT• can post information • Vocational schools/ institutes/ university will inform their about these jobs, & job students regarding the job seekers can look for vacancies in organization by posting notices & setting up interested vacancies interviews for students about which suit their graduate qualification & • Some employers make trips to these univ. to look for suitable experiences trainees.• Private agencies will • Some organizations may offer scholarship to students still contact the registered undergoing training, & job seekers who meet the required to work with the company for a certain period requirements of job after graduates. vacancies with small fees
    • External sources EMPLOYEE REFERRALS UNSOLICITED APPLICANT FILES• Friends or relatives of existing • Job seekers may write in phone or employees who are send email asking for job recommended for employment vacancies. with the organization. • Shortly after, the vacancies may be available, so these applicants can be contacted to see if they are still ADVERTISEMENTS interested in the job• A method that informing the job INTERNET vacancies by advertised through mass media (newspaper ,banners, • Information on available vacancies magazine) or electronics media can be placed on the website of (radio/tv) companies• The advertisements should consists • The interested & suitable applicants of job description , job can apply the job through fill out requirements and sometimes salary an application form & resume & benefits online
    • INTERNAL SOURCES ADVANTAGE DISADVANTAGE Availability of applicant’ employment Lead to serious gap among record workers from same departmentNo induction needed No suitable candidates may be available Supervisors may be reluctant to releaseEmployees’ morale & motivation increase key employeesFaster recruitment process Lack of new/different ideas
    • EXTERNAL RESOURCES ADVANTAGE DISADVANTAGE• Avoid inbreeding • High cost of• Widen choice of recruitment applicants process• Availability of new • Frustration ideas from outside amongst existing applicants employees • Duration of period will be longer.
    • SELECTIONS Issues regarding Selection process selection process method• reliability • Interviews• Validity • References &• Standardization biographical data• Objectivity • Physical ability test• Legality • Cognitive ability test • Personal inventories • Work samples • Honesty test & drug test
    • Selection process methodA) INTERVIEW C) PHYSICAL ABILITY TEST • Use task & exercise • Require physical ability to perform. • Measure physical attributes & capabilities (strength, balance, speed) D) COGNITIVE ABILITY TEST • Use questions or problemsB) REFERENCES & BIOGRAPHICAL • to measure ability to learn quickly, logic, DATA reasoning, reading comprehension &• Uses questions about education, other enduring mental abilities that are training, work experiences & interest to predict success on the job. fundamental to success in many different• Some biographical data instruments jobs. also ask about an individual attitudes, personal assessments.
    • Selection process methodE) PERSONAL INVENTORIES G) HONESTY TEST• An assessment tool used to • Attitudes & experiences related to determined which of these a persons honesty, dependability, personality types a person falls trustworthiness, reliability & pro- into extroverted, introverted, social behavior. thinking, feeling, sensing, intuitive, • Used to identify individuals who are judging &perceptive. likely to engage in inappropriate, dishonest & antisocial behavior at work.F) WORK SAMPLE G) DRUG TEST• Focus on measuring specific job • Drug test that candidates for skill or job knowledge employment may be asked to• Also assess more general skill take.• Work samples & simulations • Show the presence of drug / typically require performance of alcohol include urine drug test, hair task that are similar to those drug or alcohol testing, saliva drug performed on the job to assess screen & sweat drug screen. their level of skill or competence.
    • JOB INTERVIEWDEFINE• A process in which a potential employee is evaluated by an employer for prospective employment in their company, organization or firm.• Interview is a conversation between 2 persons.JOB INTERVIEW PROCESSa) Planning the interview i. Interview questions ii. Interview time & date iii. Interview room iv. Access requirements v. Options if people are unable to attend vi. Panel members & roleb) Conducting the interview i. Keeping the interview at ease & comfortable to maximize their responses ii. Ensuring that the interview proceeds smoothly in a structured way iii. Maintaining an efficient way of recording the information collected
    • TYPE OF JOB INTERVIEWa) Structured interview pre-planned, interviewer directed, standardized, pre- formatted & inflexible. They have a full structure & use highly-designed, closed questions.b) Unstructured interview • unplanned, non-directed, uncontrolled, unformatted, bilateral communications & flexible • Required skills in questioning & probing. • Spontaneous & take place in corridors or over coffe