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Hrm 2 Recruitement


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Course on HRM (7 parts

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Hrm 2 Recruitement

  1. 1. HRM Recruitment and Selection Matching The right job & The right person
  2. 2. HRM concepts & tools Planning: Quality & Quantity Job description Competence Labor market Recruiting Agencies Selection Ethics Assessment Contract / Union Socialization Change & Development Separation & outplacement Performance Management Recruitment & Selection Strategic HRM planning
  3. 3. Recruitment & Selection Flow chart Preparation Recruitment (Contact) Selection Socialization
  4. 4. Preparation <ul><li>Strategic HRM planning (Quality / Quantity) </li></ul><ul><li>HRM ‘gap’; vacancies; labor demand & supply </li></ul><ul><li>Alternative solutions? </li></ul><ul><li>Diversity policy </li></ul><ul><li>Job analysis and description (a) </li></ul><ul><li>Person specification (b) </li></ul><ul><li>Terms of employment / fringe benefits </li></ul><ul><li>Project plan / allocation of tasks R&S </li></ul><ul><li>>> ‘Clear picture of the job’: competences </li></ul>
  5. 5. Preparation a. <ul><li>Job analysis and description </li></ul><ul><ul><li>Job data: title, location etc. </li></ul></ul><ul><ul><li>General description </li></ul></ul><ul><ul><li>Content: actual tasks, duties / activities </li></ul></ul><ul><ul><li>Performance standards </li></ul></ul><ul><ul><li>Working conditions </li></ul></ul><ul><ul><li>Tools, equipment </li></ul></ul><ul><ul><li>Relationships with others </li></ul></ul><ul><ul><li>‘Critical’ / Key competences </li></ul></ul><ul><li>>> core task, responsibilities and results of the job </li></ul>
  6. 6. Preparation b. <ul><li>Person specifications </li></ul><ul><ul><li>Skills and abilities needed; competences </li></ul></ul><ul><ul><li>Level of schooling and training; Certificates </li></ul></ul><ul><ul><li>Experience </li></ul></ul><ul><ul><li>Personal qualities; character / attitude </li></ul></ul><ul><ul><li>Special conditions and interests (health/ age) </li></ul></ul><ul><ul><li>Intelligence / Potentials </li></ul></ul><ul><li>>> skills and qualifications needed to perform the results: Competences </li></ul>
  7. 7. Recruitment <ul><li>Location of the target group </li></ul><ul><li>Create the ‘message’ </li></ul><ul><li>Methods & Instruments </li></ul><ul><ul><li>Press; local, regional, specialist </li></ul></ul><ul><ul><li>Job centers / employment agencies </li></ul></ul><ul><ul><li>Consultants / executive search </li></ul></ul><ul><ul><li>Open day / fair / convention </li></ul></ul><ul><ul><li>Radio / TV </li></ul></ul><ul><ul><li>Networking </li></ul></ul><ul><ul><li>Internet; websites: supply and demand </li></ul></ul><ul><li>>> reaching the target group </li></ul>
  8. 8. ( Contact ) <ul><li>Exchange of information </li></ul><ul><ul><li>Job </li></ul></ul><ul><ul><li>Person </li></ul></ul><ul><ul><li>Applicant </li></ul></ul><ul><li>Advise </li></ul><ul><li>‘Pre-selection’ </li></ul><ul><li>Eliminate </li></ul>
  9. 9. Selection <ul><li>Instruments & Tools </li></ul><ul><ul><li>Letter of application </li></ul></ul><ul><ul><li>Application form </li></ul></ul><ul><ul><li>Curriculum vitae </li></ul></ul><ul><ul><li>Letter of recommendation / references </li></ul></ul><ul><ul><li>Selection Interview </li></ul></ul><ul><ul><li>Tests: Personality / IQ / abilities </li></ul></ul><ul><ul><li>Assessment </li></ul></ul><ul><ul><li>>> Validity & Reliability </li></ul></ul><ul><li>Decision-making </li></ul><ul><li>Contracting; negotiating / rejection </li></ul><ul><li>>> getting the right person </li></ul>
  10. 10. Selection a. <ul><li>Errors and Bias in the interview </li></ul><ul><ul><li>‘ First impression’ </li></ul></ul><ul><ul><li>Prejudice: women / culture </li></ul></ul><ul><ul><li>Projections & hang-ups </li></ul></ul><ul><ul><li>“ Like me syndrome” = positive </li></ul></ul><ul><ul><li>‘ Halo-’ & ‘Horn-effect’ </li></ul></ul><ul><ul><li>‘ Good listeners’ have more chances </li></ul></ul><ul><ul><li>Order of succession: + > + = - / - > - = + </li></ul></ul><ul><ul><li>Saying >< Doing </li></ul></ul><ul><ul><li>Impact former job </li></ul></ul><ul><li>>> What is real and what is not? </li></ul>
  11. 11. What you hear/see is what you get..? ‘ I’m not an iceberg..!!!!’
  12. 12. Selection b. <ul><li>Sharp as a knife: Doing & Seeing </li></ul><ul><li>Structured behavior oriented interview: </li></ul><ul><ul><li>S S ituation ‘ what was the situation?’ </li></ul></ul><ul><ul><li>T T ask / Role ‘what was your role?’ </li></ul></ul><ul><ul><li>A A ction ‘what did you do?’ </li></ul></ul><ul><ul><li>R R esult ‘what was the result?’ </li></ul></ul><ul><ul><li>R R eflection ‘what do you think of yourself? </li></ul></ul><ul><li>Simulation / role-play / real work situation / cases </li></ul><ul><li>Assessment center / IQ test </li></ul><ul><li>Port-folio: proofs / projects / products </li></ul><ul><li>Focus: behavior and effect </li></ul><ul><li>Structured decision-making </li></ul>
  13. 13. Selection C: new <ul><li>Two-way oriëntation </li></ul><ul><li>Negotiate / Mediation: </li></ul><ul><ul><li>Career </li></ul></ul><ul><ul><li>Development & education </li></ul></ul><ul><ul><li>Coaching </li></ul></ul><ul><ul><li>Benefits </li></ul></ul><ul><ul><li>Spiritual / existential </li></ul></ul><ul><ul><li>>> ‘for the time being’ </li></ul></ul>
  14. 14. CONTRACTING <ul><li>Legal aspects </li></ul><ul><li>Labor Unions </li></ul><ul><li>Rights & rules & laws </li></ul><ul><li>Payment & benefit mix </li></ul><ul><li>Negotiations </li></ul><ul><li>Rejection </li></ul>
  15. 15. Socialization <ul><li>Orientation & Introduction & Settling </li></ul><ul><li>Realistic job preview (? selection phase) </li></ul><ul><li>Handbook : mission / structure / processes & Mentor / buddy : job </li></ul><ul><li>Coaching: culture / monitoring / match / potentials </li></ul><ul><li>>> creating a match / ‘fit’ </li></ul>formal / active structured informal / passive unstructured