Lecture 7 HRM

8/18/2019 Lecture 7 HRM

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Human ResourceManagement

(Lecture 7)

BSc. (Hons.) Applied Management(2008-10)

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RECRU!ME"!

#ect$%e o$tline&

1. 'at is %ec%$itment

2. Rec%$itment oals*. Rec%$itment So$%ces+. ,eelop a elp anted ad./. Eplain o to %ec%$it a mo%e

die%se o%o%ce.

3. Res$lts o nade4$ateRec%$itment5. #egal Compliance

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HR strategy and policies

! e nteg%ate HRS6stem

Job analysis

Recruitment

Organisational vision, mission, objectivesand strategy

Employee selection

Performance management

Training and

development

Remuneration and

other rewards

iscipline and

termination

Human resource planning


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RECRU!ME"!

!HE 7RCESS 9 ,SC:ER"7!E"!A# ;B CA",,A!ES.

!e te%m %ec%$itment %ee%s to ap%ocess o ation.

,e


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RECRU!ME"! A#

! !o comm$nicate te position in s$c a

a6 tat competent ?o= seee%s

%espond

! 7%ocess o$tcome& a pool o s$ita=l64$ali


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SURCES 9 RECRU!ME"!

Internal Sources

•Present Emloyee

•Succession Planning

•Transfers

•Promotions

•Demotion

•Retired Employee

•Re-hiring

External Sources

• Advertisements

•Educational Institutes

•Placement Agencies /

utsourcing

•

Employment Exchanges•!a"or #ontractors

•$al%-ins

•Employee Referrals

• &o" 'airs

S(R#ES ' RE#R(IT)E*T


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Candidates

! Adantages

" 9o%enoledge o candidates st%engts andeanesses

" Mo%e acc$%ate ie o candidates sills

" Candidates ae a st%onge% commitment tote compan6

" nc%eases emplo6ee mo%ale

" #ess t%aining and o%ientation %e4$i%ed

! ,isadantages " 9ailed applicants =ecome discontented

" !ime asted inte%ieing inside candidateso ill not =e conside%ed


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Ete%nal So$%ces o Candidates

1. Ade%tising

Selection o te =est medi$m depends on te

positions o% ic te


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The Recruitment Message! Heading! no%mation on&

# te ?o= (%ealistic ?o= p%eieF)

# te compan6# te DSAscompetencies =eing so$gt# te ind$cements to =e oe%ed# te metod o application

# en applications a%e to =e %eceied! Ho all te a=oe is p%esented

# colo$%@ si>e@ la6o$t@ g%apics

e%na o$%ces o an a es(contd)


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Selected Rec%$itment 'e= Sites

Source: HR Magazine, November 2003.


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Ete%nal So$%ces oCandidates (contd)

2. Emplo6ment Agencies

" !6pes o emplo6ment agencies&

! 7$=lic agencies ope%ated =6 ede%al@state@ o% local goe%nments

! Agencies associated it nonp%oations

! 7%iatel6 oned agencies (Eec$tie%ec%$ite%s o% ead $nte%s)

E t l S C did t


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Ete%nal So$%ces o Candidates(contd)! Reasons o% $sing a p%iate emplo6ment agenc6&

" 'en a


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Ete%nal So$%ces o Candidates(contd)

*. CollegeUnie%sit6 %ec%$iting

" n-site isits

! nitation lette%s

! Assigned osts

! no%mation pacage

! 7lanned inte%ies

! !imel6 emplo6ment oe%

! 9ollo-$p " nte%nsips


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Candidates (contd)

+. Emplo6ee %ee%%als

" Applicants o a%e %ee%%ed to te o%gani>ation=6 c$%%ent emplo6ees

! Ree%%ing emplo6ees =ecome staeolde%s.

! Ree%%al is a cost-eectie %ec%$itment p%og%am.

! Ree%%al can speed $p die%si6ing te o%o%ce

/. 'al-ins

" ,i%ect applicants o see emplo6ment it o%ito$t enco$%agement %om ote% so$%ces.

" Co$%teo$s t%eatment o an6 applicant is a good=$siness p%actice.

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Rec%$iting a Mo%e ,ie%se'o%o%ce

! Single pa%ents

" 7%oiding o% sced$le Gei=ilit6.

! lde% o%e%s

" Reising polices tat mae it dic$lt o%

$natt%actie o% olde% o%e%s to %emainemplo6ed.

! Rec%$iting mino%ities and omen

" Unde%standing %ec%$itment =a%%ie%s. " 9o%m$lating %ec%$itment plans.

" nstit$ting speci


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Rec%$iting a Mo%e ,ie%se'o%o%ce (contd)

! 'ela%e-to-o%

" ,eeloping p%e-t%aining p%og%ams tooe%come dic$lties in i%ing and

assimilating pe%sons p%eio$sl6 onela%e.

! !e disa=led

" ,eeloping %eso$%ces and policies to%ec%$it and integ%ate disa=le pe%sonsinto te o%o%ce.

R i M i i


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Rec%$itment Monito%ing Eal$ation

! Selection %atio - n$m=e% o people

i%edn$m=e% o s$ita=le applicants att%acted

! Ratio o $ns$ita=le applicants to s$ita=le

ones

! Cost-pe%-s$ita=le applicant

! ,%opo$t %ates! !ime-to-selection inte%ie

Ens ring Legal


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Ensuring Legal

Compliance ! t is $nla$l to mae an6 en4$i%6 o@ o%

a=o$t@ an applicant@ eite% =6 a6 o anapplication o%m@ o% inte%ie 4$estion@ o%an6 ote% o%m o en4$i%6@ tat co$ld =e

%easona=l6 $nde%stood to indicate anintention to disc%iminate $nla$ll6

! Rec%$itment ade%tisements te%eo%e needto aoid indicating an intention to commits$c an act

! Unla$l dimensions o disc%imination a%e aspe% te H$man Rigts Act


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Other legal issues

! Privacy Act I applications cannot %e4$est

ino%mation tat ill not =e $sed o% tep$%poses o emplo6ee selection

! air Tra!ing Act - 6o$% compan6 cannotmis%ep%esent itsel t%o$g its ?o=

ade%tising. !e%e is potential o% litigationi candidates eel te6 ae =een l$%edaa6 %om tei% p%eio$s ?o=s@ o% ote%potential emplo6ment@ =6 alse p%omises.

no%mation cone6ed %ega%ding teaaila=ilit6@ nat$%e@ te%ms o% conditions ote ?o= m$st not =e misleading o% deceptie


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Costs o" Poor Recruitment

1. 'asted time in p%ocessing poo%applications

2. nc%eased HR t%ansaction costs

*. 7oo%e% 4$alit6 candidates o% selection

+. ,ic$lties in %emoing poo% i%es

/. Hige% t%aining costs

3. 7otential lost oppo%t$nit6 costs a%ising%om not aing att%acted te =estpossi=le emplo6ees to o% o% 6o$

Lecture 7 HRM

Documents

Transcript of Lecture 7 HRM