Download - 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%$it and integ%ate disa=le pe%sonsinto te o%o%ce.
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Rec%$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$nit6 costs a%ising%om not aing att%acted te =estpossi=le emplo6ees to o% o% 6o$