Human Resources Management
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A 2 hour lecture my colleague from Mustika Ratu & I present to HR Class in FISIP Universitas Indonesia. The lecture discuss about the evolving HR in general, and focusing on recruitment & selection process. You might also find some information about DISC Personality.
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Human Resources Management
- 1. Wisnu Wardana Julia Jasmine May 2016 HR Management
- 2. What cross in your mind when you hear the word ‘Human Resources Management’?
- 4. HR is a series of integrated decisions that form the employment relationship; their quality contributes to the ability of the organizations and the employees to achieve their objectives. –Milkovich & Boudreau HR is concerned with the people dimension in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. –David A. Decenzo & Stephen P. Robbins HRM is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational, and social objectives are accomplished. –Edwin B. Flippo
- 5. TELL US about your parent’s job that correlated with HR
- 6. Based on the definition, what do you think HR do?
- 7. Organiza -tion is HRM! Staffing Developing Compensation Health & Safety Industrial Relation Finance Other Functions Operations Marketing Customer Competitor Stakeholders UnionRegulation INTERNAL FACTORS EXTERNAL FACTORS Technology Unexpected Factors Society
- 9. What kind of competencies we need to be an HR professional?
- 10. Or we could simplify as… GET KEEP DEVELOPRELATION HR/Talent Planning, organization structure & roles Competency Recruitment & Selection Assessment center Industrial Relation Legal/regulation Outsourcing Learning & Development Performance Management Career plan Process improvement Compensation & Benefit Culture Change management Innovation Job Analysis?
- 13. Right Talent for the Right Job skill, ability, creativity, life experiences
- 14. Employment You are Officially Hired You attend Medical Check Up You are being Interviewed You do Series of Test You submit Application You see Job Vacancy RECRUITMENT SELECTION
- 15. •Advertising •Employment agencies •Executive recruiters •Referrals and walk-ins •College recruiting •Company’s web site •Website services External •Current Employee •References from present employee •Databank of former applicants •Retired Employee •Former employee Internal Sources of Recruitment
- 16. Internal Recruitment Advantages Disadvantages 1. It is less costly 1. It perpetuates the old concept of doing things 2. Candidates are already oriented toward organisation 2. It abets raiding (make a person provide something) 3. Organisation have better knowledge about the internal candidates 3. Candidate’s current work may be affected 4. Enhancement of employee morale and motivation 4. Politics play greater role 5. Good performance is rewarded 5. Morale problem for those not promoted
- 17. Advantages Disadvantages 1. Benefits of new skill, new talent and experiences to organisation 1. Better morale and motivation associated with internal recruiting is denied to the organisation 2. Compliance with reservation policy becomes easy 2. It is costly 3. Scope of resentment, jealousies and heartburn are avoided 3. Chances of creeping in false positive or false negative error External Recruitment
- 18. • Basic Information • Working Experience • Achievements • Showcase your interest! You see Job Vacancy
- 19. Process of Selection Preliminary Interview Selection tests Employment Interview Reference & background Selection Decision Medical Examination Job Offer Employment Contract Evaluation R E J C T E D
- 20. Basic Testing ConceptsYou do Series of Test Ability Aptitude Personality Interest
- 21. Employment You are Officially Hired You attend Medical Check Up You are being Interviewed You do Series of Test You submit Application You see Job Vacancy RECRUITMENT SELECTION
- 22. Interviews • Two-way exchange of information, the interviewers learn about the applicant, and the applicant learns about the organization • Formal, in depth conversation conducted to evaluate the applicant’s acceptability. • Adapted to unskilled, skilled, managerial and professional employees.
- 23. Objectives of Interview • Helps obtain additional information from applicant • Facilitates giving general information to applicant • Help build image of the organization
- 26. Guessing Game!
- 27. Guessing Game!
- 28. • Keep in mind to: • - Think beyond introvert and extrovert! - Consider how people are likely to react • - Becoming conscious of the personality traits you tend to notice first and then allowing yourself to think beyond those traits is one way to better assess and respond to personality. There’s no such thing as ‘knowing people in a glimpse’.
- 29. Shortcomings of Interviews • Absence of reliability • Lack of validity • Biases
- 30. You are being Interviewed Types of Interview One on One Intvw Sequential Intvw Panel Intvw
- 31. How to succeed on your interview • Be yourself • Give honest answer • Connect yourself to org values • Use STAR to answer question • Confidence is a key
- 32. SUMMARY HRM? HR Trends? What HR do? What is Recruitment/Selection?
- 33. THANKYOU