The process by which a job vacancy is identified and potential employees are notified. The nature of the recruitment process is regulated and subject to employment law. Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.
Job description – outline of the role of the job holder Person specification – outline of the skills and qualities required of the post holder Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)
The process of assessing candidates and appointing a post holder Applicants short listed – most suitable candidates selected Selection process – varies according to organisation:
Interview – most common method Psychometric testing – assessing the personality of the applicants – will they fit in? Aptitude testing – assessing the skills of applicants In-tray exercise – activity based around what the applicant will be doing, e.g. writing a letter to a disgruntled customer Presentation – looking for different skills as well as the ideas of the candidate
Increasingly important aspect of the HRM role Wide range of areas for attention Adds to the cost of the businessEven in a small business, the legislationrelating to employees is important –chemicals used in a hairdressing salon forexample have to be carefully stored andhandled to protect employees.
Crucial aspects of employment legislation: Race Gender Disability Disability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers.
Firms cannot just ‘sack’ workers Wide range of procedures and steps in dealing with workplace conflict Informal meetings Formal meetings Verbal warnings Written warnings Grievance procedures Working with external agencies
Developing the employee can be regarded as investing in a valuable asset A source of motivation A source of helping the employee fulfil potential
Similar to development: Provides new skills for the employee Keeps the employee up to date with changes in the field Aims to improve efficiency Can be external or ‘in-house’
The system of pay and benefits used by the firm to reward workers Money not the only method Fringe benefits Flexibility at work Holidays, etc.
“One now reads of six varieties of leadership, fourapproaches to negotiation, and thirty-four personalitytypes that the shrewd practitioner of human resourcesshould discern.” Gardner (2006)“The days of simply maintaining personnel files andadvising on hiring, firing and compensation are longgone for HR professionals. Today they fulfill a variety ofroles that require knowledge and competencies in areasthat were foreign to them in the past.” Salvatore et al. (2005)
Caring, Show respect, Compassion & Humanity for colleagues Work cohesively with colleagues across the groups Encourage self sufficiency
Executive Selection Scheme (ESS). It is a fast track programme for accelerated growth of high potentials professionals. Selected candidates join high level in terms of promotion & learning. Project based training programme. 4 months training at IIM. Rewarded with golden peacock national training award.
Hiring practices Reorganizing structure Maintaining the morale to work hard No salary cut Reducing incentives
Going Through The Subject Of Human Resource Management I Came To The Conclusion That For Achieving Greater Success An Organization Must Hire Professional Hr Executive And Managers Along With A Great Method Of Utilizing Human Resource.The More Complicated The Method, Lesser Will Be The Scope Of Success.