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COURSE FACILITATORS:
STAFFING
RECRUITMENT, SELECTION AND PLACEMENT
Introduction For an effective personnel management, an organization must have an accurate and contingent information as to the number of people needed to perform various jobs and the qualifications needed by these people for effective performance of the jobs.
Definition
function of HRM for identifying positions and vacancies and obtaining the right personnel to fill them.
Staffing
If an organization is to function
effectively and efficiently, neither a shortage nor a surplus of personnel should be allowed to exist for any significant period. Staffing function entails: Recruitment Selection Placement
Recruitment This is concerned with the process of searching for prospective employees and stimulating them to apply for job(s) in an organization. In other words, it is the process of creating a pool of applicants from which to select when the need arises.
Sources of Recruitment
Internal Sources Reviewing of personnel records. Use of appraisal forms. Recommendation from sectional head. All these can generally be carried out in the following ways: a. Promotion b. Transfers c. Recalls from Layoffs d. Demotions; and e. Upgrading
External Sources
Unsolicited Application Walk-in (Applicants) Government Employment Agencies
e.g. NDE, CSCs etc. Private Employment Agencies e.g. Management consultants etc Advertisement or Solicited Application Educational Institutions
External Sources
Employee
Consideration in Recruitment
o Cost
of Alternative sources between internal and external, solicited and unsolicited etc. o Candidates expectations based on experienced and qualifications o Organizational Policy
Consideration in Recruitment Other considerations apart from the three mentioned, are: The nature of the labour market The Labour Market Boundaries i.e. interaction of the forces of DD and SS to affect prices of labour. Organizations attractiveness General Economic Conditions
Advantages
Internal Recruitment
Saves
time
and
Costs. Acts as a morale booster to employees. Errors of Wrong selection are minimized.
External Recruitment Recruitment of new potentials Overcome problems of nepotism, favoritism, godfatherliness. Broaden the image of the organization outside
Disadvantages
External Recruitment Internal Recruitment Leeds to inbreeding Selection Error may occur Due to manipulation and It takes time to adjust
the new fraudulent acts, to wrong people could environment It is costly and time be selected consuming Leeds to frustration might be to some employees There that are due for antagonism between promotion but old employees and new employees denied.
Introduction
The optimum utilization of each and every
employee is essential if maximum job satisfaction from the employee and productivity for the organization are to be achieved. Once manpower standards are established and jobs specification written together with the recruitment process, then the SELECTION and PLACEMENT including transfers and promotions can operate on a sound footing.
Definition
process whereby applicants are segregated into various categories according to their acceptability for employment
Applicants
Importance of selection
who have been selected carefully usually learn job tasks easier. They tend to become high producers and are usually happy in their jobs. It reduces the need for and the cost of training and development.
SELECTION INSTRUMENTS There are basically five major selection instruments: Application Blanks Interviews Physical Examination Formal Tests Assessment Centre
Application Blank Application Blank is the traditional device for recording such biographical information as age, previous education, work experience, association membership, police records, outstanding debts, home ownership, leisure time activities, and health histories.
Application Blank
Here, information needed from applicants
can be divided into: Identifying information Personal information Physical Information Educational Qualification Employment Experience References Comments and Remarks
Application Blanks
The
main essence of application blank is to test the applicants abilities to write, organize their thoughts and to present facts clearly and succinctly.
Interviews
This selection device enables the person
responsible for hiring to appraise directly the applicant and his behavior. It provides a correct sample of the applicants behavior, motivation, and interpersonal skills. It has a combined effect of permitting the interviewer to know more about the applicant, his background, interests and values, while also providing an opportunity for the applicant to know more about the organization and the job.
Types of interview
Depth or Unstructured
Advantages of Interview
It is the most flexible tool of selection and
as such it can be used for many different types of jobs and people. It can emphasize on the applicants formal qualification or seek to measure his personality. E.g. Personnel Manager may seek to assess personality while the line manager may look for technical ability and experience.
Shortcomings of Interview
interview in terms of knowing about the organization, the job, and questions that will bring-out the suitability or otherwise of the applicant. Tendency to ask overlapping questions and ignore others that they should have asked. Halo-effect Contrast effect Order effect
Another
important aspect of interview is the non-verbal components i.e. The part not said with words like body movements, gestures, eye contact, and physical appearance. Often interviewers put more importance on the non-verbal cues than the verbal
patient and friendly but intelligently critical manner. The interviewer should not display any kind of authority. The interviewer should not give advice or moral admonition. The interviewer should not argue with the candidate
Guides.
The interviewer should put the applicant
at ease. Ask specific questions Never criticized or register disapproval of what the candidate says or does. Use pauses to let the candidate say more, resist talking during the pauses to give him time to reflect
Guides.
stop talking let the candidate do the structuring. Give the candidate adequate information about the jobs and the organization
Physical Examination
This
type of assessment measures the physical fitness of prospective employee to a particular job. E.g. a person with a defective eye sight will not make a good driver etc.
FORMAL TESTS
means of measuring ability of uncovering qualities and talents that would not be detected by interviews or by filling application blanks or even by physical examination.
ASSESSMENT CENTRES
exercises that are aimed at processing candidates. The instruments used in processing include such things as depth interviews, personality and intelligence tests, etc.
PLACEMENT
Placement
Placement
the matching the individuals skill, knowledge, ability, personality, and interest with the job.
is of
INDUCTION OR ORIENTATION
Before an individual gets integrated into
the main stream of the organizations work, an orientation or induction session is usually done to help introduce to the new entrants what the organization is and is doing, what they can benefit from the organization and what the organization can benefit from them (rules, regulations, policies, practices, introduction to colleagues etc.
Reasons for Induction or Orientation New employee feel secured in his job and the environment Eradicate misconception because he will have his questions answered and problems discussed. Help new employees adjust to their new environment Contributes to safety Rules and Regulations are made known
Requirements of a good Orientation Programme The organization- History, present position etc. Products or Services Produced Canteen Services Employment Conditions Relationship with others The Organizations Structure Committees in Existence and Roles
Orientation
Union Membership Check off Grievance Procedure Going Round the factory/plant and introduction to the different units Safety Rules and Regulations as well as use of safety device
General Guidelines
Too much emphasis should not be given to
what an employee should not do, this is because despite the fact that it is the most logical way of making him acquaint with the organizations rules and regulations, over emphasizing the donts would tend to give the programme a negative turn. It is better to make the employee understand the significance of the rules because this will encourage him to abide by them
THE END
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