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HRM & selection
This document provides an overview of human resource management and selection processes. It discusses key aspects of staffing like manpower planning, recruitment, selection, placement and orientation. Selection techniques and processes at organizations like BRAC Bank are outlined, including screening applicants, written tests, interviews and making hiring decisions. Limitations of selection processes are noted around predicting future performance and potential for discrimination. The document aims to introduce concepts in human resource management and staffing.
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HRM & selection
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- 2. Human Resource Management &Selection 2
- 3. Group Members… Chinmoy Prasun Ghosh Arif Md. Salehin MD. Mamunur Rashid George Anindya Kumar Biswas 3
- 4. Early Development ofHuman Resource Management 4
- 5. What Is HumanResource Management • Also called personnel management • Consists of all the activities undertaken by an enterprise • Ensure the effective utilization of employees toward the attainment of individual, group, and organizational goals 5
- 6. Stuffing ELEMENTS OF STAFFINGPROCESS The processes involved in staffing may be grouped under the following: Manpower planning Job Analysis Recruitment Selection Placement and orientation Performance Appraisal Manpower Development - training, promotion and transfers of employees. STAFFING AND ITS IMPORTANCE 6
- 7. Situational Factors Affecting Staffing 1. The external environment 2. The internal environment 7
- 8. The External Environment • Equal employment opportunity • Women in management • Diversity in the workplace • Staffing in the international environment 8
- 9. The Internal Environment •Promotion from within • Promotion from within in large companies • The policy of open competition • Responsibility for staffing. 9
- 10. The System Approachto Selection Overview Pre-selection related steps: 1.Collecting departmental requisition 2.Determination of source 3.Serving Notice 10
- 11. Characteristics Of Selection Tests •Standardization •Objectivity •Norms •Reliability •Validity 11
- 12. • Identifying JobRequirements • Appropriate Scope of the Job • Full-Time Challenge of the Job 12
- 13. Managerial Skills RequiredBy Job Design Equity Requirements in Job Design 13
- 14. Functions Of Managers • Planning • Organizing • Staffing • Leading • Controlling 14
- 15. Roles Performed ByManagers 15
- 16. Interpersonal • Figurehead • Leader •Liaison 16
- 17. Informational • Monitor • Disseminator •Spokesperson 17
- 18. Decisional • Entrepreneur • Disturbance handler • Resource-allocator • Negotiator 18
- 19. Skills Required • Adesire to get things done • Willingness to work with others and respect their views • Good communication skills • Organizational skills • Being confident with numbers 19
- 20. • Being comfortablewith IT • Negotiating skills • The ability to challenge the way things are and find better alternatives • Honesty and fairness in dealing with other people • Leadership potential. 20
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- 27. Matching Qualifications With Position Requirements 27
- 28. Job & PositionDescription • Position requires B.B.A degree. • Five years’ experience in sales and two year's supervisory experience. • Energetic, motivated individual with well- developed interpersonal skills 28
- 29. Recruitment Attracting candidates tofill the positions 29
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- 31. Recruitment Sources • Internet •Newspaper Advertisement • Employee Referrals 31
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- 33. Recruitment Checklist: • Followingchecklist to be maintained for recruitment and documentation in the personal file: • Employee requisition form • Appointment letter • Job description 33
- 34. •Resume •04 copies ofphotograph •Clearance certificate from previous organization •Work experience certificate/s •All major academic certificate’s photocopy •Joining letter •Employee information form 34
- 35. Selection Process, Techniques & Instruments 35
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- 37. Importance Of GoodSelection • Efficient • Effective 37
- 38. Types Of SelectionTest • Tests of cognitive abilities • Tests of Motor and Physical Abilities • Measuring personality and Interest • Drug and Alcohol Testing • Achievement Tests 38
- 39. • Job Knowledge Tests • Work-Sample Tests Vocational Interest Tests • Genetic Testing • Honest Test/Polygraph Tests • Projective Test • General knowledge Test • Graphology Test 39
- 40. Steps Of SelectionProcess • Step 1: Initial Screening • Step 2: Completing the Application Form • Step 3: Employment Written Test • Step 4: Cognitive Ability Test • Step 5: Employment Interview • Step 6: Reference & Medical Check Up • Step 7: Selection Decision • Step 8: Job Offer 40
- 41. Selection Process OfBRAC Bank Employment Planning Build a pool of candidate Screening Fill the application form Written test 1st Interview MD Interview 2nd Interview Candidates become employee
- 42. Limitations Of SelectionProcess • No one perfect way to select employees • Distinction between what person can do and what they will do • Psychological testing has limitations • Cost involved • Unfairly discriminate against women or minority groups 42
- 43. Orientation/Socialization • Power PointPresentation • Video on Organization 43
- 44. THANK YOU 44
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