Rect & selection (intro)
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This document discusses various aspects of recruitment and selection including: 1. The role of HR in recruitment and selection such as job analysis, recruitment, selection, documentation, and auditing. 2. Key aspects of the selection process like determining job requirements, evaluating candidates, testing, and establishing valid selection criteria. 3. Best practices for hiring like considering multiple qualified candidates, getting feedback from others, and conducting multiple interviews.
Rect & selection (intro)
- 1. RECT & SELECTION OVERVIEW
- 2. PROCESS • Role as a Gate Keeper • HR Planning • Job Analysis & Design • Recruitment • Selection • Documentation • HR Audit • Judgmental OR Quantitative
- 3. Philosophy of HRM The most effective employee of work units are those providing the highest possible quantity and quality of work at the lowest cost and in the most timely fashion with the minimum of supervision and with a maximum of positive impact on workers, organizational units and clients/customer population
- 4. RETENTION • Employee retention refers to policies and practices companies use to prevent valuable employees from leaving their jobs.
- 5. PICKING PEOPLE – THE BASIC RULES (Peter F. Drucker) •Look at these candidates. Think through the assignment. •Think hard about how to look •Look at a number of potentially qualified people •Discuss each of the candidates with several people who have worked with them. •Make sure the appointee understands the job.
- 6. JOB ANALYSIS AIM. Procedure to determine duties of a job and characteristics of a person to ensure full satisfaction to both the parties. HOW TO FULFILL THIS OBLIGATION? 1. Job description and Specification 2. Satisfaction to the worker 3. Fulfill the core dimensions of the job
- 7. Goal-setting and work characteristics Core Job Critical Personal and Dimensions Psychological Work Out comes State Skill variety Task identity Experienced meaningfulness of Task the work significance High internal work motivation High-quality work performance Experienced Autonomy High satisfaction responsibility for with the work outcomes of the work Feedback Knowledge of the Low absenteeism actual results of and staff turnover the work activities
- 8. REASONS FOR DEMAND FORCASTING: 1. Quantify the jobs necessary for producing goods. 2. Determine staff-mix desirable in the future. 3. Assess appropriate staffing levels in different parts organisation to avoid unnecessary costs. 4. Prevent shortage of people when they are needed most. 5. Monitor compliance with legal requirements.
- 9. HIRING: EXTRACTS FROM “WINNING” THE ACID TESTS By Jack Welch • Integrity • Intelligence • Maturity THE 4-E (AND 1-P) FRAMEWORK • Positive Engergy • Ability to Energize others • Edge, the courage to make tough yes-or-no decisions • Execute – ability to get the job done • P – passion HIRING FOR THE TOP • Authenticity • Ability to see around corners • Strong penchant to surround themselves with people better and smarter than they are. • Heavy-duty resilience FAQ – 1 How do you actually interview somebody for a job? DON’T EVER RELY ENTIRELY ON ONE MEETING!
- 10. NUMBER OF INTERVIEWS & INTERVIEWERS Managerial Graduate Clerical Manual (%) (%) N=78 (%) N=78 (%) 102 N=93 Interviews One 3 18 52 73 T 49 54 36 20 Three + 32 22 0 1 Varies 17 5 10 2 Interviewers One 11 24 38 41 Two 46 40 41 43 Three 8 17 5 2 Four + 11 4 0 0 Varies 22 12 14 13
- 11. TYPE OF TESTS 1. COGNITIVE TESTS 2. PERSONALITY 3. ACHIEVEMENT TESTS 4. WORK SAMPLE 5. ASSESSMENT CENTERS
- 12. SELECTION CRITERION • RELIABILITY • VALIDITY
- 13. HR Audit • Debate still in infancy • Efficient and economic use of resources • Increased attention to contribution of employees • Wastage and attrition cost • Job satisfaction of employees
- 14. Definition • Quantitative approach to management requires that decision problems be defined, analyzed, and solved in a conscious, rational, systematic, and scientific manner- based on data, facts, information, and logic- and not on mere whim and guess.
- 15. RECRUITMENT & SELECTION RELEVANCE OF EDUCATION, EXPERIENCE, KNOWLEDGE, SKILLS, PERSONAL QUALITIES & ATTITUTDES PERSONAL CRITERIA FOR PRE- QUALITIES & QUALIFICATION ATTITUDES Knowledge & skills (including potential) RELEVANT FOR CRITERIA FOR REECRUITMENT & EXPERIENCE IMPACT UPON NEXT SELECTION CRITERIA EDUCATION
- 16. DOCUMENTATION • Application Blank • Job Postings • Personnel Inventories • Replacements
- 17. MANAGING TODAY PAKISTAN “Managing organisations in Pakistan require sheer commitment and sincerity rather than excellence in competence.” SRK