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MANAGING HUMAN

RESOURCES

UNIT 5 ACQUIRING AND


DEVELOPING HR

MANAGING HUMAN
RESOURCES
PART A
RECRUITMENT
SELECTION
PLACEMENT/ORIENTATION(INDUC
TION)

MANAGING HUMAN
RESOURCES
ENVIRONMENTAL FACTORS
INTERNATIONAL PRACTICES
METHODS/MECHANICS OF
RECRUITMENT AND
SELECTION/METHODS/BARRIERS
BARRIERS TO EFFECTIVE
SELECTION

MANAGING HUMAN
RESOURCES
PART B
DEVELOPMENT OF HUMAN
CAPITAL/CHANGES &
CHALLENGES
LEARNING AND
DEVELOPMENT,EDUCATION
TRAINING AND MANAGEMENT
DEVELOPMENT

MANAGING HUMAN
RESOURCES
PART A
RECRUITMENT
SELECTION
PLACEMENT/ORIENTATION(INDUC
TION)

MANAGING HUMAN RESOURCES

MANPOWER/HR PLANNING
LABOUR MARKET CONDITIONS/HR NEEDS
NEEDS/SHORTAGES IDENTIFIED
RECRUITMENT
SELECTION
PLACEMENT/ORIENTATION(INDUCTION)

MANAGING HUMAN RESOURCES

WRONG SLECTION AND


APPOINTMENTS/CONSEQUENCES
MISMATCH
EMPLOYEE TURNOVER
COSTLY/DISRUPTIVE

MANAGING HUMAN RESOURCES

ACQUIRE(See Diagram @ Page


146)

MANAGING HUMAN RESOURCES

Employment planning

Recruiting
Job applicants provides for

Selection

MANAGING HUMAN RESOURCES

RECRUITMENT AND SELECTION


PROCESS

ORGANISATIONAL OBJECTIVES/MISSIONS
MANPOWER/HR PLAN
JOB ANALYSIS;DESIGN/REDESIGN
JOB DESCRIPTION
JOB SPECIFICATION
JOB SUCCESS CRITERIA
JOB EVALUATION/REWARD SYSTEMS

MANAGING HUMAN RESOURCES


SEMANTICS:RECRUITMENT AND
SELECTION?

MEANINGS & IMPORTANCE


So, what is recruitment? How does it
differ from selection?
SPECIFIC BUT INTERDEPENDENT

MANAGING HUMAN RESOURCES


RECRUITMENT
MEANINGS & IMPORTANCE
INFLUENCES
PROCESS-INTERACTIONS
RECRUITS/ORGANISATION
WHO RECRUITS?
METHODS
EFFECTIVE RECRUITER
INTERNATIONAL/MULTINATIONAL
RECRUITMENT

MANAGING HUMAN RESOURCES

WHAT IS RECRUITMENT?
FIRST STAGE IN THE PROCESS OF
INTEGRATING THE EMPLOYEE
INTO THE ORGANISATION

MANAGING HUMAN RESOURCES

RECRUITMENT
RECRUITMENT IS THE PROCESS
OF ACQUIRING APPLICANTS WHO
ARE AVAILABLE AND QUALIFIED
TO FILL POSITIONS IN THE
ORGANISATION.
Carell et
al,1995

MANAGING HUMAN RESOURCES

Glueck (1978) wrote:


Recruitment is that set of
activities an organisation uses to
attract job candidates who have
the abilities and attitudes
needed to help the organisation
achieve its objectives.

MANAGING HUMAN RESOURCES

SEARCH ACTIVITY INVOLVES


CAREFUL PLANNING AND
ADMINISTRATION

MANAGING HUMAN RESOURCES

AIMS
STIMULATE AND ATTRACT
POTENTIAL EMPLOYEES
PROJECT POSITIVE IMAGE OF
ORGANISATION

MANAGING HUMAN RESOURCES

OTHER FACTORS/INFLUENCES
EXTERNAL INFLUENCES:LABOUR
MARKET CONDITIONS AND
LEGISLATION/POLICIES
RESPONSE OF POTENTIAL EMPLOYEES
ATTITUDES AND WORK CLIMATE

MANAGING HUMAN RESOURCES

INTERACTIONS OF
APPLICANTS/RECRUITS AND THE
ORGANISATION(P 149) BASED
UPON:
REQUIREMENTS
POLICIES AND PROCEDURES
IMAGE

MANAGING HUMAN RESOURCES

RECRUITS ATTITUDE
OCCUPATIONAL
CHOICE:ECONOMIC,PSYCHOLOGI
CAL AND SOCILOGICAL
ORGANISATIONAL CHOICE:PAY
SECURITY,OPOORTUNITY

MANAGING HUMAN RESOURCES

ORGANISATION
REQUIREMENTS,POLICIES AND IMAGE
APPLICANTS
OCCUPATIONAL/ORGANISATIONAL
PREFERENCES
ADJUSTMENTS

MANAGING HUMAN RESOURCES

RECRUITMENT SOURCES

INTERNAL/EXTERNAL SOURCES

MANAGING HUMAN RESOURCES

SOURCES
INSIDERS
CASUAL -CALLERS;WALK-INS
DIRECT APPLICATIONS
CONTACTS AND CONNECTIONS (WOM)
ADVERTSING
DIRECT MAIL

MANAGING HUMAN RESOURCES

RECRUITMENT METHODS(Pp
153-156)
DIRECT/INDIRECT
INTERNAL
POSTING
AGREEMENTS

JOB
UNION

MANAGING HUMAN RESOURCES

RECRUITMENT METHODS
EXTERNAL
DIRECT APPLICATIONS
EMPLOYEE RECOMENDATIONS OR REFERRALS
CAMPUS RECRUITING
PRIVATE AGENCIES
ADVERTISING
DIRECT MAIL

MANAGING HUMAN RESOURCES

RECRUITMENT METHODS
EFFECTIVE RECRUITMENT
ADVERTISING
APPEALS
E-RECRUITMENT

MANAGING HUMAN RESOURCES

WHO RECRUITS?
ORGANISATION
OUTSOURCING

MANAGING HUMAN RESOURCES

EFFCETIVE RECRUITMENT

PLANNING/PREPARATION

CREDENTIALS/COMPETENCIES

TIME MANAGEMENT

MANAGING HUMAN RESOURCES

EVALUATING THE RECRUITMENT

MANAGING HUMAN RESOURCES

TRAINING AND EFFECTIVE


RECRUITING AND EVALUATION

MANAGING HUMAN RESOURCES

INTERNATIONAL AND MULTINATIONAL


RECRUITMENT

MANAGING HUMAN RESOURCES

GLOBAL/INTERNATIONAL
RECRUITING
EUROPE
JAPAN
USA

MANAGING HUMAN RESOURCES

GLOBAL/INTERNATIONAL
RECRUITING
POLICIES
ETHNOCENTRIC(HOME)
POLYCENTRIC (HOST)
GEOCENTRIC(BEST PEOPLE)
REGIOCENTRIC(REGION)

MANAGING HUMAN RESOURCES

SELECTION
MAKING A JUDGEMENT ABOUT
THE SUITABILITY/MATCH OF THE
CANDIDATE TO THE JOB
CHOICE/REJECTION

MANAGING HUMAN RESOURCES

SELECTION =CHOICE OF BEST


QUALIFIED CANDIDATES FROM
THOSE WHO HAVE BEEN
SHORTLISTED DURING THE
RECRUITMENT EXERCISE

MANAGING HUMAN RESOURCES

FACTORS INFLUENCING RECRUITMENT


AND SELECTION POLICIES

LABOUR MARKET FACTORS


DEMOGRAPHICS
LAW
CHANGING WORK FORCE
UNIONS
BEST AND BRIGHTEST
CAREER PROSPECTS/DEVELOPMENT AVENUES
FLEXIBILITY
INTERNAL/EXTERNAL BLEND
CONFORMITY

MANAGING HUMAN RESOURCES

SELECTION PROCESS
INITIAL SCREENING/
APPLICATIONFORMS
VERIFICATION
INTERVIEW QUESTIONS

MANAGING HUMAN RESOURCES

SELECTION PROCESS
INTERVIEWS
TESTING

MANAGING HUMAN RESOURCES

FACTORS AND CONSIDERATIONS

MANAGING HUMAN RESOURCES

FACTORS AND CONSIDERATIONS


INTERNAL AND EXTERNAL

MANAGING HUMAN RESOURCES

METHODS(P 166)
INTERVIEWS
BIODATA
GROUP METHODS(ROLE PLAY
AND PROBLEM SOLVING)
IN-TRAYS
PRESENTATIONS

MANAGING HUMAN RESOURCES

METHODS(P 166-172)
WORK SIMULATIONS
REPERTORY GRIDS(PREFERENCES)
PERSONATILITY
ASSESSMENTS(PSYCHOMETRIC)
ASSESSMENT CENTRES

MANAGING HUMAN RESOURCES

TESTS
WHAT ARE TESTS?
UNDERLYING ASSUMPTIONS?
TYPES OF TESTS?
DESIGN AND ADMINISTRATION
OF TESTS

MANAGING HUMAN RESOURCES

ISSUES OF VALIDITY AND


RELIABILITY

MANAGING HUMAN RESOURCES

RECRUITMENT AND
SELECTION:INTERDEPENDENT
PROCESSES
CRITICISMS AND
DRAWBACKS(Pp173-177)

MANAGING HUMAN RESOURCES

INTERVIEWS AND
TESTS:BARRIERS
MOST WIDELY USED
VERY POPULAR

MANAGING HUMAN RESOURCES

OBJECTIVES?
TYPES?
VARIABLES/CRITERIA/FACTORS?
TECHNIQUES?
PREREQUISITES?
INTERVIEWERS?

MANAGING HUMAN RESOURCES

MEASURES
FAIRNESS/BIAS/STEREOTYPING/HALO
EFFECT/PROJECTION
COST
USER-FRIENDLINESS
ACCEPTABILITY
VALIDITY
RELIABILITY
APPLICABILITY

MANAGING HUMAN RESOURCES

PLACEMENT AND ORIENTATION

MANAGING HUMAN RESOURCES

PLACEMENT AND ORIENTATION


(P 179)
PURPOSE
DIFFERENT STAGES(PREARRIVAL,ENCOUNTER AND
METAMORPHOSIS)

MANAGING HUMAN RESOURCES

COST-BENEFIT OF PLACEMENT
AND ORIENTATION