chapter2-usehr-200824052606 (1).pdf

RECRUITMENT AND
SELECTION
Chapter
2

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HRM Principles and Practices Third Edition
© Oxford Fajar Sdn. Bhd. (008974-T), 2014 1– 3
PREVIEW
 The importance of job analysis in the recruitment and selection
process.
 The steps in the recruitment process.
 Selection of new recruits.
 The issues and problems relating to recruitment and selection.
 The importance of the contract of employment.
 Terms to be included in a contract of employment.

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JOB ANALYSIS
Job analysis is a technique of studying a job to
identify the skills, knowledge, experience and
other requirements necessary to perform a job.

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RECRUITMENT AND
SELECTION
Recruitment is the process of attracting
suitable people to apply for job vacancies.
Selection involves choosing the most suitable
candidate from among a group of applicants.

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POTENTIAL COSTS OF A BAD
RECRUITMENT DECISION
 Cost of mistakes, accidents and loss of customers
caused by employees who cannot cope with the job.
 Cost of lowered morale amongst the employee’s
supervisor and his or her co-workers who have to
rework his mistakes or take over his tasks.
 Cost of defending a claim of dismissal without just
cause or excuse, once the employee has been
dismissed.
 Cost of recruiting a replacement.
 Cost of training a replacement.

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THE RECRUITMENT AND
SELECTION PROCESS
Choose most suitable applicant
Source applicants
Conduct job analysis
Collect information on applicants
Make decision to recruit
Offer employment
Hold induction

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TECHNIQUES FOR
CONDUCTING JOB ANALYSIS
Questionnaires Interviews
Observation

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FACTORS AFFECTING
RECRUITMENT EFFORTS
 The location of the organization.
 The public image of the organization.
 The physical working conditions in the
organization.
 The relationships between people in the
organization or the psycho-social environment.

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FACTORS AFFECTING
RECRUITMENT EFFORTS (cont.)
 The remuneration package being offered to
new recruits.
 The internal policies of the organization,
including fair disciplinary practices and
whether training opportunities are made
available to employees.

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INTERNAL RECRUITMENT
 Employment record of applicant available. Thus
accurate assessment possible.
 No induction needed.
 Little or no cost involved.
 Employees’ morale and motivation may be
increased.
Promotion from within and transfer
of existing staff.

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EXTERNAL RECRUITMENT
Sources of External Applicants:
 Employment agencies and consultants
 Campus recruitment
 Employee referrals
 Unsolicited applicants
 Advertising in the mass media
 The Internet

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THE SELECTION PROCESS
Sources of Information:
 Application forms and curriculum vitae (CV)/
biodata/resumé
 Reference checks and checks using social
media
 Tests
 Interviews
 Assessment centre activities

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THE SELECTION INTERVIEW
Factors which influence the effectiveness of a
selection interview:
 Timing
 Venue
 Planning
 Skills of the interviewer(s)
 Questioning techniques used

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THE SELECTION INTERVIEW
(cont.)
Research into selection interviews shows that
they are mostly:
Invalid and unreliable
At the very least, interviews should be
combined with other selection techniques.

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ISSUES TO BE DISCUSSED
 Is nepotism to be encouraged or discouraged?
 Should children be permitted to work?
 Should older workers be recruited?
 What problems may arise if older workers are
hired?
 What problems are faced by employers when
they hire foreign workers?

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OFFERING A CONTRACT OF
EMPLOYMENT
A contract of employment is an agreement
whereby an employer agrees to remunerate an
employee for services or work performed and the
employee agrees to work for the employer.

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TERMS AND CONDITIONS OF
EMPLOYMENT
The terms and conditions of employment
offered to an employee must:
 comply with the employment laws, where
relevant,
 be clear and easy to understand, and
 be attractive.

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EXPRESS TERMS OF THE
CONTRACT
Written terms are usually included in:
 the employee’s letter of appointment,
 a collective agreement, where the workers are
represented by a trade union, or
 a company handbook.
Express terms are those terms agreed to
by the parties, whether by way of oral
agreement or in writing.

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IMPLIED TERMS IN AN
EMPLOYMENT CONTRACT
 An employee’s obligation to serve the employer
with care, faithfulness and obedience.
 An employer’s obligation to provide a safe
workplace and to pay the agreed wages.
Terms implied into every employment
contract by common law include:

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