2. hrm assignment 2 - recruitement & selection

8/3/2019 2. HRM Assignment 2 - Recruitement & Selection

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HAAGA-HELIA, Pasila CampusEthical Sourcing

Human Resource Management - Assignment 231.10.2011

THE SIXERS

Marie dAUBERT

Young Eun LEE

Ekaterina

OLEFIRENKO

S Ny NGUYEN

Amanda ZHANGChen ZHANG


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THEORY

Can be viewed as a system with interrelated sub-systems to

attract suitable candidates at a reasonable cost.

Recruitment aims in attracting qualified candidates for a

particular position:

to have a list of practical and possible candidates for

selecting and appointing

Selection aims in:

y Selecting

y Appointing

y Inducting

competent person(s) by applying

techniques and methods.


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KEY FACTORS

Recruitment process Selection process

Main tasks

Advertising the jobsAttracting applicants

Establishing contact between

employers and applicants.

Picking up the suitableperson.

Objective

Encouraging people to apply

for the jobs

Rejecting the unsuitable a

nd deficient applicants.

SequenceProceeding selection Following recruitment


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RECRUIMENTAND SELECTION PROCESS SUB-SYSTEMS

Attraction

y job-advertisements on TV, newspapers,

Reduction

y CV-checking

Selection

Transition


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LINKS TO OTHER HR SPECIALISATIES

Important part of Strategic HR planning

Helps to reach goals

Organization and development of training

Helps to choose right persons for promotion

Starting point of individual success of each employee

Reduces risks connected to work safety

Gives important information for fare performance evaluation

Etc.


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RECRUITMENT & SELECTION -

Model Identify vacancy

Prepare job description and person specification

Advertising the vacancy

Managing the response

Short-listing

Arrange interviews

Conducting interview and decision making


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vacanc

y

Advertisi

-ng

responseinterviews

decisio

n


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Average 8 Interviews

Tricky Questions

1 million CVs per year

SSAT (SamsungAptitude

Test)

Various kinds of Interviews

(presentation & Discussion)

EXAMPLES


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CHEN

PAS DE SOURCES

PAS DE QUESTION


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INNOVATIVE INTERESTS

People as Strategic AssetsHR is a strategic asset because

it can play a critical role

in both strategy

implementation andmanagement systems


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Google starts the video resume project to do innovative selection.

The picture showed is one of the video resume in Youtubes top videos.


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LinkedIn is the worlds largest professional network with over 120 million

members and growing rapidly.

LinkedIn connects you to your trusted contacts and helps you exchange

knowledge, ideas, and opportunities with a broader network of professionals.


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There is an simple ethical principle:

y Incorporate the duty of mutual respect into the recruitment and selection proces

s.

y Mutual respect and mutal trust are therefore desirable aims in recruitment and s

election.

Emloyer ethics in recruitment and selection:

Advertising only genuine jobs

Not abusing the power position (bribery and corruption)

Soliciting only the information that is necessary

Not asking loaded questions or seeking to entrap candidates

Assessing suitability on the basis of ability

Maintaining confidentiality in the use and storage of candidate informati

on

Informing candidates appropriately of the selection decision

ETHICS AND SCR


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CSR-Corporate Social Responsibility

Employers demonstrate their corporate social responsibility:

Observance of basic human rights

Adoption of adequate workplace working conditions and health

and hygiene standards

Payment of adequate wages and salaries

Equal employment opportunities

Avoidance of child labor

Adequate education and training

Allowing unionization and protection of the environment

ETHICS AND SCR


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Respond to a lack of:

- Expertise

- resources

Outsource to enhanceand maintain

competitiveness

To transfer process by which activities that constituteafunction, thatearlier have been carried

outwithin the company,are insteadpurchasedfrom an external supplier

HR point of view: - help to manage some challenges (M&A)

- possible thanks to development of ICT

- specialized consultants (recruitment support), technology providers,

OUTSOURCING - Role


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Turnkey outsourcing

Total outsourcing

Partial outsourcing

Partial outsourcing

In the same

country

Outside the country

Offshoring

- Dependence of the

company to its supplier

- Underperformance of the

provider

- Decrease of hiring

- Loss of control of critical

skills and knowledge

- Loss of intellectual property

- Loss of innovative capacity

- Hiding costs

Same risks than for a

turnkey outsourcing

but for a half

- Mass layoff

- Selection focusedon specified areas

- Incompatibility of values

with local providers- Difficulties of

communication between

foreign teams

- Misunderstanding

(customs, way of thinking,

etc.)

- Has to cope with localunions and works councils

Generalities Geographic

OUTSOURCING - Risks


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STRATEGIC PARTNERSHIPS

Creation of an extended relationship btwn parties

involved (longer period of time)

Info needed


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THANK YOU


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van Weele, A. 2010. A PurchasingandSupply Chain Management: Analysis,Strategy,PlanningandPractice. Fifth edition.Cengage Learning EMEA.

Tony Edward&Chris Rees, A. 2011, A. International Human Resource Management,Globalization, NationalSystemsandMultinational Companies. 2nd edition.

Stephen Pilbeam & Marjorie Corbridge. 2006. People ResourcingContemporary HRM inpractice. Third edition. Quoted 28.10.2011

Christian Hohmann, Les risques de lexternalisation.URL: http://chohmann.free.fr/SCM/externalisation.pdfQuoted: 26.10.2011

URL: http://www.managementstudyguide.com/difference-between-recruitment-selection.htm. Quoted: 28.10.2011

URL: http://www.beknowledge.com. Quoted: 28.10.2011

URL: http://www.cipd.co.uk/NR/rdonlyres/01F95685-76C9-4C96-B291-3D5CD4DE1BE5/0/9781843982579_sc.pdf. Quoted: 27.10.2011

URL:http://www.bbk.ac.uk/hr/policies_services/Recruitmentselectionguide/recruitmentprocedure.Quoted: 28.10.2011

URL: http://en.wikipedia.org/wiki/Corporate_social_responsibility#Human_resources.Quoted 28.10.2011

URL: http://en.wikipedia.org/wiki/Ethics. Quoted 28.10.2011

SOURCES


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QUESTIONS Sony:

y Which process in your opinion causes more hurdles for applicants?y Which one requires more expensive methods?

Young Eun:y What is the diff between recruitment and selection?

Amanda:y Do you think ethics and corporate social responsibilities are differently?

Marie:y Do you think outsourcing respond to a lack of expertise,or is it just a concern of competitiveness and money

?y Do you think opportunities covers all the risks wehe seen?

2. hrm assignment 2 - recruitement & selection

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