Вы находитесь на странице: 1из 28

Management of Human

Resources
MGM 411
By: Dr Hassan Al-Dhaafri
Recruiting
Employees

Chapter 6

McGraw-Hill/Irwin Copyright © 2011 by The McGraw-Hill Companies, Inc. All rights reserved.
Learning Objectives
1. Define recruitment.
2. Discuss job analysis, human resource
planning, and recruitment.
3. Explain the purpose of a personnel
requisition form.
4. Describe the advantages and disadvantages
of using internal methods of recruitment.

6-3
Learning Objectives (cont.)
5. Discuss job posting and bidding.
6. Describe the advantages and disadvantages
of using external methods of recruitment.
7. Define realistic job previews.
8. Explain organizational inducements.

6-4
Recruitment
Recruitment
└ Process of seeking and attracting a pool of people
from which qualified candidates for job vacancies
can be chosen.

6-5
Recruitment
Other options
└ Temporary workers
└ Offering overtime to existing employees
└ Subcontracting the work to another organization
└ Leasing employees
└ Outsourcing work

6-6
Personnel Requisition Form
 Personnel requisition
form
└ Describes the reason
for the need to hire a
new person and the
requirements of the
job.

6-7
Relationships among Job Analysis, Human
Resource Planning, Recruitment, and Selection

Figure 6.1 6-8


Questions in the Recruiting Process
What are the sources of qualified personnel?
How are these qualified personnel to be
recruited?
Who is to be involved in recruiting process?
What inducements does organization have to
attract qualified personnel?

6-9
Advantages – Internal Sources
 Organization has a good idea of strengths and
weaknesses of its employees
 Performance evaluations of employees are
available
 More accurate data are available concerning
current employees, thus reducing chance of
making a wrong decision

6-10
Advantages – Internal Sources
 Employees know more about organization and
how it operates
 Recruitment from within can have a significant,
positive effect on employee motivation and
morale when it creates promotion opportunities
or prevents layoffs
 Most organizations have a sizable investment in
their workforce

6-11
Disadvantages - Internal Sources
Intense infighting for promotions can have a
negative effect on morale and performance of
employees not promoted
Inbreeding of
ideas

6-12
Two Issues – Promoting from
Within
1. Organization needs a 2. Desirability of using
strong employee and seniority as the basis
management for promotions
development
program to ensure
that its people can
handle larger
responsibilities

6-13
Job Posting and Bidding
Job posting and bidding
└ A method of informing employees of job
vacancies by posting a notice in central locations
and giving a specified period to apply for the job.

6-14
Job Posting and Bidding
Procedure involves:
All applications are sent to HR department for
an initial review
An interview by prospective manager
Decision is based on qualifications,
performance, length of service, and other
pertinent criteria

6-15
Job Posting and Bidding -
Implementation
Both promotions and transfers should be
posted
Openings should be posted for specified time
period before external recruitment begins
Eligibility rules for job posting system need to
be developed and communicated
Specific standards for selection should be
included in notice

6-16
Job Posting and Bidding –
Implementation (cont.)
Job bidders should be required to list their
qualifications and reasons for requesting a
transfer or promotion
Unsuccessful bidders should be notified by
human resource department and advised as
to why they were not accepted

6-17
External Sources

Employment Temporary Employment


Advertising
agencies agencies leasing

Employee Campus Internet


Walk-Ins
referrals Recruiting recruiting

6-18
Advantages - External Sources
Pool of talent much larger in comparison to
internal sources
External hires may bring new insights and
perspectives
Often cheaper and easier to hire technical,
skilled, or managerial people from outside
than to train and develop internally

6-19
Disadvantages - External Sources
Attracting, contacting, and evaluating
potential employees is more difficult
Employees hired from outside need a longer
adjustment or orientation period
Recruiting from outside may cause morale
problems among current employees

6-20
External Sources
 Job advertising
 www.careers.org
└ The placement of help-
wanted  www.computerjobs.com
advertisements in daily  www.ajb.org
newspapers, in trade
and professional
publications, or on
radio and television.

6-21
External Sources
 Headhunter
└ A type of private
employment agency
that seeks candidates
for high-level, or
executive, positions.

6-22
External Sources
 Temporary help  Employee leasing
└ People working for companies
employment agencies └ Provide permanent
who are subcontracted staffs at customer
out to businesses at an companies.
hourly rate for a
period of time
specified by the
businesses.

6-23
Advantages and Disadvantages of
Internal and External Recruiting

6-24
Who Does the Recruiting, and
How?
Most large and middle-size organizations
normally have an employment office within
human resource department
Consists of recruiters, interviewers, and
clerical personnel

6-25
Who Does the Recruiting, and
How?
Role of personnel in the employment office is
crucial
└ Walk-ins/write-ins and respondents to advertising
develop an impression through their contacts
with employment office
└ Having employees trained in effective
communication and interpersonal skills is
essential

6-26
Who Does the Recruiting, and
How?
In small organizations, the recruitment
function, and many other responsibilities, is
normally handled by one person, frequently
the office manager
Line managers in small organizations often
recruit and interview job applicants

6-27
Lets look back!

Thanks and QnA time

1-28