Professional Documents
Culture Documents
Lecturer: Shelly-Ann Daniel. MSc., GRP, WLCP PROFESSIONAL CERTIFICATE IN HUMAN RESOURCE MANAGEMENT
HR PLANNING
Internal
Demand
External
Forecast
Supply
Adjust to balance Recruit Retain Reduce The measures that ensure that the necessary resources are available as and when required
Evaluation of existing manpower resources Estimation of proportion of current resources that will be with the organisation by forecast date
Understanding of causes
To make the organisation attractive to potential candidates by being the employer of choice Pay and benefits package Career opportunities Training opportunities Career structure Technology and equipment available The design of the job itself The values of the organisation The organisations culture Reputation of the organisation
To plan the best methods of defining what is needed in terms of skills and competencies Conducting a skill and competence analysis and/or using existing competence frameworks Concerned with planning the most effective methods of obtaining the number and type of people required Analysis of labour market identify main competitors and what does the organisation offer which is superior Reviewing alternative strategies Outsourcing, re-engineering, increasing flexibility, skills training, multi-skilling, downsizing
Both recruitment and selection are the two phases of the employment process. The differences between the two are:
1. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.
2. The basic purpose of recruitment is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation.
RECRUITMENT PROCESS
The recruitment process involves: Detailed HR planning defines what resources the organisation needs to meet its objectives The sources of labour should be forecast Job analysis produces two outputs: A job description a statement of the component tasks, duties, objectives and standards A person specification a reworking of the job specification in terms of the kind of person needed to perform the job Identification of vacancies
RECRUITMENT PROCESS
The recruitment process involves:
Preparation and publication of advertising information: o Attract the attention and interest of potentially suitable candidates o Give a favourable (but accurate) impression of the job and the organisation o Equip those interested to make an attractive and relevant application
Recruitment merges into SELECTION at the stage of processing applications and short-listing applicants for interview Interviewing and selecting the best person for the job Notifying applicants of the results of the selection process
PROCEDURE
Step 1 Deal with responses to job advertisements
Step 7 Step 8
Assess applications against criteria in ad Sort applications Invite candidates for interview Reinforce interviews with selection testing if suitable Review possible candidates Send responses to unsuccessful applicants Make a provisional offer to the recruit
SELECTION METHODS CVs and Covering Letters Provides employers with a summary of the applicants relevant life experiences and skills to date.
A good covering letter introduces the prospective employee and stimulates interest in the attached CV What is the difference between sending in a CV versus filling out an application form?
SELECTION METHODS Shortlists Shortlisting applicants is undertaken by comparing information provided about the applicants against the essential and desirable characteristics listed in the person specification.
SELECTION METHODS Group Selection Methods May be used as the final stage of the selection process. Tend to be used for posts requiring leadership, communication or team working skills. Tools and techniques include: Group role-play exercises Case studies
SELECTION METHODS Group Selection Methods Advantages Gives the selectors a longer opportunity to study the candidates The reveal more than application forms, interviews and tests alone about the ability, personality and attributes of candidates
SELECTION METHODS Work Sampling Purposes Discover the proportions of total time devoted to the various components of a job Used to describe a performance test designed to be a miniature replica of behaviour required on the job
SELECTION METHODS Assessment Centres Combination of many forms of selection. Main purpose has been to contribute to management decisions about people They are better predictors of future performance
Intelligence tests
Validity
Authenticity
Cost
Reliability