Human Resource Management
Human Resource Management
Prelims
CHAPTER 2:
HUMAN RESOURCE PROCUREMENT
No organization should underestimate the
importance of proper human resource
procurement.
Large companies use sophisticated
methods.
Small companies
- employ simpler procedures like smaller
want ads, referral from friends, joining job
fairs and others.
Purposes of Human Resource Management
Program
1. To attract the best applicants for the job
2. To develop them into efficient workers
3. To make them loyal employees
Recruitment- It is the process by which
prospective applicants are introduced to
apply to the company in order that their
qualifications can be evaluated through
sound screening and selection procedures.
▪ the first consideration is hiring the best
candidate for every vacant job of the
organization
General Policies in Human Resources
Recruitment
1. Filling vacancies from within before
soliciting outside applicants.
2. It should be selected solely on the basis
of their qualifications.
3.
Department (HRDM) as the central
recruiting function.
▪ In small organizations this task is assigned
to the Owner of the Enterprise.
People- the most important resources in
any organization. The success of any
enterprise depends on the ability and
efficiency of the persons hired.
Steps in Human Resource Procurement
Procedures:
1. Identify the Different Jobs in the Company
Examine the present number of work force.
(If vacancies arise evaluate whether
replacements are necessary.)
2. Prepare the Human Resource Budget
Submit to the human resource budget for
the coming year.
*Contents of the HR Budget
1. number of additional personnel
2. the hiring month per position
3. job description
4. proposed salary range
5. objectives for the year
(The approved manpower budget shall
serve as the basis for the recruitment of
HRM Department)
3. Requisition for Employee
4. Recruit Qualified Applicant
As a general principle, opportunities for the
vacant position must be open to all who are
qualified present staff maybe considered as
possible candidates.
External Sources:
1. Apply in person
2. Answer advertisements
3. Those recommended by school
4. Referrals
5. Employment agencies
6. Recruiters
Classified Ads (Newspaper, Website)
- is the prime source of manpower
procurement.
▪ The latest trend is through the website as
in "Jobstreet", for both local and
international jobs.
▪ The advantage of classified ads is the
nation-wide exposure of the company in
need. (And the great number of responses
it generates)
▪ Precautionary measures must be taken by
the job seeker through verification with
DOLE. This will minimize "unscrupulous
transactions" with such company or agency.
*Referrals - these are recommendations
from friends or relatives
Advantages:
1. The recommendee becomes a known
person.
2. The long process of selection is
eliminated.
3. The recommendee is bound to perform
very well.
(Disadv: employer - pressure to accept the
recommendee & fire the inefficient worker)
Placement Center of Colleges and University
- it shortens the process of the procedural
aspects of hiring and assumed that a pre-
evaluation has been made by the school
Job Fairs- this is a gathering of employer's
representatives in a certain school or venue
▪ They come from different companies or
offices, looking for applicants
▪ The interested applicants are directly
interviewed or screened as part of the
preliminary process.
Private Employment Agencies
- these agencies provide business
establishments with properly screened
manpower source. They charge an initial
fee, approximately 10% of the employee's
salary.
5. Issue Out Application Form
▪ Preliminary interview is conducted among
the applicants to eliminate those who are
clearly deficient in meeting the job
specifications.
▪ Application form is issued out to those
applicants who seem to meet the
requirements. This is a tool for the HRM
Dept. in the selection and hiring procedure.
6. Receive the Applicant (appraisal of the
characteristics of the applicants is done to
eliminate the undesirable)
7. Administer the Employment Tests (the
applicant is given a battery of tests to assess
his fitness to the job)
▪ Aptitude Tests to predict the specific
abilities of an individual in performing a job
▪ Personality Inventory measures the
temperament of an individual and his
motivation
8. Investigate the Applicant's Background
and Personal References
(by means of telephone calls & letters of
inquiry)
9. Interview the Applicant