Escolar Documentos
Profissional Documentos
Cultura Documentos
RESOURCES
MANAGING HUMAN
RESOURCES
PART A
RECRUITMENT
SELECTION
PLACEMENT/ORIENTATION(INDUC
TION)
MANAGING HUMAN
RESOURCES
ENVIRONMENTAL FACTORS
INTERNATIONAL PRACTICES
METHODS/MECHANICS OF
RECRUITMENT AND
SELECTION/METHODS/BARRIERS
BARRIERS TO EFFECTIVE
SELECTION
MANAGING HUMAN
RESOURCES
PART B
DEVELOPMENT OF HUMAN
CAPITAL/CHANGES &
CHALLENGES
LEARNING AND
DEVELOPMENT,EDUCATION
TRAINING AND MANAGEMENT
DEVELOPMENT
MANAGING HUMAN
RESOURCES
PART A
RECRUITMENT
SELECTION
PLACEMENT/ORIENTATION(INDUC
TION)
MANPOWER/HR PLANNING
LABOUR MARKET CONDITIONS/HR NEEDS
NEEDS/SHORTAGES IDENTIFIED
RECRUITMENT
SELECTION
PLACEMENT/ORIENTATION(INDUCTION)
Employment planning
Recruiting
Job applicants provides for
Selection
ORGANISATIONAL OBJECTIVES/MISSIONS
MANPOWER/HR PLAN
JOB ANALYSIS;DESIGN/REDESIGN
JOB DESCRIPTION
JOB SPECIFICATION
JOB SUCCESS CRITERIA
JOB EVALUATION/REWARD SYSTEMS
WHAT IS RECRUITMENT?
FIRST STAGE IN THE PROCESS OF
INTEGRATING THE EMPLOYEE
INTO THE ORGANISATION
RECRUITMENT
RECRUITMENT IS THE PROCESS
OF ACQUIRING APPLICANTS WHO
ARE AVAILABLE AND QUALIFIED
TO FILL POSITIONS IN THE
ORGANISATION.
Carell et
al,1995
AIMS
STIMULATE AND ATTRACT
POTENTIAL EMPLOYEES
PROJECT POSITIVE IMAGE OF
ORGANISATION
OTHER FACTORS/INFLUENCES
EXTERNAL INFLUENCES:LABOUR
MARKET CONDITIONS AND
LEGISLATION/POLICIES
RESPONSE OF POTENTIAL EMPLOYEES
ATTITUDES AND WORK CLIMATE
INTERACTIONS OF
APPLICANTS/RECRUITS AND THE
ORGANISATION(P 149) BASED
UPON:
REQUIREMENTS
POLICIES AND PROCEDURES
IMAGE
RECRUITS ATTITUDE
OCCUPATIONAL
CHOICE:ECONOMIC,PSYCHOLOGI
CAL AND SOCILOGICAL
ORGANISATIONAL CHOICE:PAY
SECURITY,OPOORTUNITY
ORGANISATION
REQUIREMENTS,POLICIES AND IMAGE
APPLICANTS
OCCUPATIONAL/ORGANISATIONAL
PREFERENCES
ADJUSTMENTS
RECRUITMENT SOURCES
INTERNAL/EXTERNAL SOURCES
SOURCES
INSIDERS
CASUAL -CALLERS;WALK-INS
DIRECT APPLICATIONS
CONTACTS AND CONNECTIONS (WOM)
ADVERTSING
DIRECT MAIL
RECRUITMENT METHODS(Pp
153-156)
DIRECT/INDIRECT
INTERNAL
POSTING
AGREEMENTS
JOB
UNION
RECRUITMENT METHODS
EXTERNAL
DIRECT APPLICATIONS
EMPLOYEE RECOMENDATIONS OR REFERRALS
CAMPUS RECRUITING
PRIVATE AGENCIES
ADVERTISING
DIRECT MAIL
RECRUITMENT METHODS
EFFECTIVE RECRUITMENT
ADVERTISING
APPEALS
E-RECRUITMENT
WHO RECRUITS?
ORGANISATION
OUTSOURCING
EFFCETIVE RECRUITMENT
PLANNING/PREPARATION
CREDENTIALS/COMPETENCIES
TIME MANAGEMENT
GLOBAL/INTERNATIONAL
RECRUITING
EUROPE
JAPAN
USA
GLOBAL/INTERNATIONAL
RECRUITING
POLICIES
ETHNOCENTRIC(HOME)
POLYCENTRIC (HOST)
GEOCENTRIC(BEST PEOPLE)
REGIOCENTRIC(REGION)
SELECTION
MAKING A JUDGEMENT ABOUT
THE SUITABILITY/MATCH OF THE
CANDIDATE TO THE JOB
CHOICE/REJECTION
SELECTION PROCESS
INITIAL SCREENING/
APPLICATIONFORMS
VERIFICATION
INTERVIEW QUESTIONS
SELECTION PROCESS
INTERVIEWS
TESTING
METHODS(P 166)
INTERVIEWS
BIODATA
GROUP METHODS(ROLE PLAY
AND PROBLEM SOLVING)
IN-TRAYS
PRESENTATIONS
METHODS(P 166-172)
WORK SIMULATIONS
REPERTORY GRIDS(PREFERENCES)
PERSONATILITY
ASSESSMENTS(PSYCHOMETRIC)
ASSESSMENT CENTRES
TESTS
WHAT ARE TESTS?
UNDERLYING ASSUMPTIONS?
TYPES OF TESTS?
DESIGN AND ADMINISTRATION
OF TESTS
RECRUITMENT AND
SELECTION:INTERDEPENDENT
PROCESSES
CRITICISMS AND
DRAWBACKS(Pp173-177)
INTERVIEWS AND
TESTS:BARRIERS
MOST WIDELY USED
VERY POPULAR
OBJECTIVES?
TYPES?
VARIABLES/CRITERIA/FACTORS?
TECHNIQUES?
PREREQUISITES?
INTERVIEWERS?
MEASURES
FAIRNESS/BIAS/STEREOTYPING/HALO
EFFECT/PROJECTION
COST
USER-FRIENDLINESS
ACCEPTABILITY
VALIDITY
RELIABILITY
APPLICABILITY
COST-BENEFIT OF PLACEMENT
AND ORIENTATION