Us Aid Media Development Program Day 3

8/8/2019 Us Aid Media Development Program Day 3

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USAID MEDIA DEVELOPMENTUSAID MEDIA DEVELOPMENT

PROGRAMPROGRAMHUMAN RESOURCEHUMAN RESOURCE

MANAGEMENTMANAGEMENT



DAY THREEDAY THREE

HOMEWORK HOMEWORK

Key lessons from Day 2Key lessons from Day 2

Report back on readingsReport back on readings



THE FUNCTIONS OF HRTHE FUNCTIONS OF HR

(continued)(continued)

Yesterday we looked at the first of those Yesterday we looked at the first of thosefunctions:functions:

Human Resource PlanningHuman Resource Planning



FUNCTIONSFUNCTIONS

Today we consider:Today we consider:

* Job Analysis* Job Analysis* Recruitment of staff * Recruitment of staff * Selection of staff * Selection of staff



JOB ANALYSISJOB ANALYSIS

Before beginning to recruit staff, it isBefore beginning to recruit staff, it isimportant to analyse the specific jobs toimportant to analyse the specific jobs tobe filled bybe filled by

-- updating job descriptionsupdating job descriptions-- defining qualifications fordefining qualifications for

each jobeach job



JOB ANALYSISJOB ANALYSIS

* How many of the working media people* How many of the working media peoplein this group have job descriptions?in this group have job descriptions?

-- circulate example of HR managercirculate example of HR manager



INVENTORY INVENTORY

Make an inventory of current jobs andMake an inventory of current jobs andthose who occupy themthose who occupy them

Then conduct Then conduct succession planningsuccession planningexercise: if Soexercise: if So- -andand--So is run over by aSo is run over by abus, who have we got to replace him/her?bus, who have we got to replace him/her?



AND THEN AND THEN

Look at changes likely in the businessLook at changes likely in the business

For example, the launch of a new SundayFor example, the launch of a new Sundaynewspaper:newspaper:

Assess the need for new recruits Assess the need for new recruits



CHECKLISTCHECKLIST

Consider this list of performance skills forConsider this list of performance skills forvarious jobs (to be issued)various jobs (to be issued)

Let s build a list of skills required for:Let s build a list of skills required for:

-- a newspaper reportera newspaper reporter-- a radio announcera radio announcer



SENIOR REPORTERSENIOR REPORTER

Let s take a look at the job descriptionLet s take a look at the job descriptionof a Senior Reporter on a South Africanof a Senior Reporter on a South Africannewspapernewspaper



BreakBreak

Time for a 15 minute breakTime for a 15 minute break



NEXT FUNCTION: RECRUITMENTNEXT FUNCTION: RECRUITMENT

Recruiting new staff is a costly businessRecruiting new staff is a costly business

What should you do first before you lookWhat should you do first before you lookfor staff in the outside marketplace?for staff in the outside marketplace?



WAYS OF RECRUITINGWAYS OF RECRUITING

What methods should be used to recruit What methods should be used to recruit staff?staff?

DiscussDiscuss



IT DEPENDSIT DEPENDS

Companies use different methods forCompanies use different methods fordifferent jobsdifferent jobs

For example:For example:

A chief executive A chief executive - - usually headusually head- -hunted through private search firmshunted through private search firms

** What is headWhat is head- -hunting ?hunting ?



DRAWBACK DRAWBACK

It s very expensive to do this: fees rangeIt s very expensive to do this: fees rangefrom 25% to 50% of the recruit s annualfrom 25% to 50% of the recruit s annualsalarysalary but it is probably worth it. Searchbut it is probably worth it. Searchfirms can make confidential approaches tofirms can make confidential approaches to

top people in other companies.top people in other companies.

There can also be disasters!!There can also be disasters!!



OTHER METHODSOTHER METHODS

Advertising Advertising -- one of the cheapest ways of one of the cheapest ways of reaching a large group of potentialreaching a large group of potentialapplicantsapplicantsCampus interviews (popular in America;Campus interviews (popular in America;

used in Egypt?)used in Egypt?)Employee referrals ( my uncle, my son, Employee referrals ( my uncle, my son,

my fathermy father--inin--law )law )



SELECTIONSELECTION

What s the first step?What s the first step?

The HR department should sift throughThe HR department should sift throughthe applications received and weed out the applications received and weed out those that don t match up to the jobthose that don t match up to the jobdescriptiondescription



NEXT STEPNEXT STEP

HR should brief the line manager whoHR should brief the line manager whoneeds to fill the vacancies advertisedneeds to fill the vacancies advertisedabout the short list about the short list

Interviews should be set upInterviews should be set up



INTERVIEW METHODSINTERVIEW METHODS

There are various interview methods:There are various interview methods:-- have you ever been interviewedhave you ever been interviewed

for a job?for a job?-- how?how?

DiscussDiscuss



METHODSMETHODS -- continuedcontinued

One on oneOne on onePanel interviewsPanel interviewsSetting standardised tests*Setting standardised tests*Calling for work samples in present jobCalling for work samples in present job

**vocational or aptitude testsvocational or aptitude tests



INTERVIEWSINTERVIEWS

Evidence shows that the interviewEvidence shows that the interviewmethod is often the least successful:method is often the least successful:

-- why?why?



FAULTSFAULTS

Interviewers don t get enough jobInterviewers don t get enough job- -relatedrelatedinformation from candidatesinformation from candidates

Most interviewers form a positive orMost interviewers form a positive ornegative impression of a candidate earlynegative impression of a candidate earlyon in the interviewon in the interview

They don t really probe his or herThey don t really probe his or herprofessional competence deeplyprofessional competence deeply



SOSO

A judgmental decision is made rather A judgmental decision is made ratherthan one based on a more scientificthan one based on a more scientificassessment of the candidate s credentialsassessment of the candidate s credentials



HOW TO OVERCOME THISHOW TO OVERCOME THIS

Interviewers must be trained to avoidInterviewers must be trained to avoidcommon interviewing errorscommon interviewing errors



CASE STUDY CASE STUDY

(based on Recruitment and Selection)(based on Recruitment and Selection)

You are an editor of a daily newspaper. At You are an editor of a daily newspaper. At your request, the HR department your request, the HR department advertised foradvertised for and selected from theand selected from theheavy responseheavy response 1010 trainee journalists totrainee journalists tobe enrolled at the newspaper s Trainingbe enrolled at the newspaper s TrainingSchool. The school runs aSchool. The school runs a 6 6--month coursemonth courseeach year.each year.



CASE STUDY CASE STUDY -- continuedcontinued

After three months, the head of the After three months, the head of theschool, an experienced retired journalist,school, an experienced retired journalist,informs you that 4 of those chosen haveinforms you that 4 of those chosen havefallen out of the course and, of thefallen out of the course and, of the

remaining 6, only 3remaining 6, only 3 in his opinionin his opinion arearelikely to pass the course.likely to pass the course.



CASE STUDY CASE STUDY -- continuedcontinued

As Editor, what would you do to change the As Editor, what would you do to change themethods of recruitment and selection next methods of recruitment and selection next time around so that more suitabletime around so that more suitablecandidates are chosen?candidates are chosen?

(issue as a hand(issue as a hand- -out for homework as well)out for homework as well)



HOMEWORK HOMEWORK

ReadingsReadings

Complete project Complete project

Us Aid Media Development Program Day 3

Documents

Transcript of Us Aid Media Development Program Day 3