This document discusses the key aspects of the personnel procurement process, including human resource planning, recruitment, selection, placement, and selection methods. It begins by defining procurement as obtaining resources through effort and means. It then explains the main stages as human resource planning to identify needs, recruitment to attract applicants, selection to evaluate qualifications, and placement to hire the best candidates. A variety of selection methods are outlined such as application forms, interviews, tests, and background checks to determine the most suitable individuals for open positions.

1. Prepared by:
Orlando A. Pistan, MAEd
Psychology Instructor
Procurement

2. • Human Resource
Planning
• Selection and Placement
• Selections Methods
• Pre-employment tests
Procurement

3. Procurement is the
act of obtaining or
getting by effort,
care, or the use of
special means.
What is Procurement?

4. The first operative
function of personnel
management is
procurement. It is
concerned with employing
people who possess
necessary skill, knowledge
and suitability.
Procurement Function

5. A process that identifies
current and future human
resources needs for an
organization to achieve its
goals. Human resources
planning should serve as a link
between human
resources management and
the overall strategic plan of an
organization.
Human Resource Planning

6. Human Resource Planning

7. It is the process of
searching for
prospective employees
and stimulating them
to apply for jobs in the
organization.
Recruitment

8. Recruitment

9. It is the process of
ascertaining
qualifications,
experience, skill and
knowledge of an
applicant with a view to
appraising his/her
suitability to the job in
question.
Selection

10. It is the process that
ensures a 360º fit,
matching the employee’s
qualifications,
experience, skills and
interest with the job on
offer.
It is the personnel
manager’s responsibility
to position the right
candidate at the right
level.
Placement

11. • Application forms and
CVs.
• Online screening and
shortlisting.
• Interviews.
• Psychometric testing.
• Ability and aptitude
tests.
Selection Methods

12. Bio Data, Resume, CV

13. Common Question

14. Online screening and shortlisting

15. Job Interviews
A job interview is a conversation
between a job applicant and a
representative of an employer which is
conducted to assess whether the
applicant should be hired.

16. Psychometric, Ability & Aptitude
Testing
Pre-employment tests are used
to screen job applicants and can
include testing of cognitive
abilities, knowledge, work
skills, physical and motor
abilities, personality, emotional
intelligence, language
proficiency, and even integrity.
Drug testing can also be utilized
as part of the pre-
employment process.

17. Psychometric, Ability & Aptitude
Testing
1. Background & Credit
checks
2. Physical examination
3. Drug testing
4. Sample job tasks
5. Physical ability tests
6. Personality tests
7. Cognitive tests
8. Emotional intelligence
tests

18. Background & Credit checks
Criminal background checks provide
information on arrest and conviction
history. Other screens include civil
searches, prior employer
verification, education verification,
fraud and abuse registries, sex
offender registry and motor vehicle
reports to name a few.
Credit checks provide information on
an applicant’s financial and credit
history.

19. Physical examination
To determine the suitability of an individual for a
particular job, some employers may require a
pre-employment physical examination.
Inspection of physical body.

20. Physical examination

21. Drug testing
Urine drug tests, hair drug or alcohol testing,
saliva drug screen, and sweat drug screen are
among a few of the types of drug tests available.
Pricing will vary for each and the tests are
available for different types of drugs and alcohol.

22. Sample job tasks
Performance tests, simulations, work
samples, and realistic job previews, assess
a candidate’s performance and aptitude on
particular tasks.

23. Physical ability test
Physical ability tests measure the physical
ability of an applicant to perform a
particular task or the strength of specific
muscle groups, as well as strength and
stamina in general.

24. Personality test
Assess the degree to which a person
has certain traits or dispositions or
predict the likelihood that a person will
engage in certain conduct.

25. Cognitive test
Measure a candidate’s reasoning, memory,
perceptual speed and accuracy, and skills in
arithmetic and reading comprehension, as
well as knowledge of a particular function
or job.

26. Emotional intelligence test
Measures the ability of an individual to
understand his or her own emotions and
the emotions of others.
Testing job applicants for their emotional
intelligence (in the form of psychological-
based tests) is a growing employment
trend.

27. Thank you for
paying attention.
Procurement