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this is one of my Hr Guru presentations ,hope they help u out! kindly acknowledge!
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RECT & SELECTION
OVERVIEW
PROCESS
• Role as a Gate Keeper• HR Planning• Job Analysis & Design• Recruitment• Selection• Documentation• HR Audit• Judgmental OR Quantitative
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
RETENTION
• Employee retention refers to policies and practices companies use to prevent valuable employees from leaving their jobs.
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.
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
Low absenteeism Low absenteeism and staff turnoverand staff turnover
Critical Critical Psychological Psychological StateState
Personal and Personal and Work Out comesWork Out comes
Experienced Experienced meaningfulness of meaningfulness of the workthe work High internal High internal
work motivationwork motivation
High-quality High-quality work work performanceperformance
Core Job Core Job DimensionsDimensions
Knowledge of the Knowledge of the actual results of actual results of the work activitiesthe work activities
FeedbackFeedback
High satisfaction High satisfaction with the workwith the work
Experienced Experienced responsibility for responsibility for outcomes of the outcomes of the workwork
AutonomyAutonomy
Skill varietySkill variety
Task identityTask identity
Task Task significancesignificance
Goal-setting and work characteristics
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.
HIRING: EXTRACTS FROM “WINNING” By Jack Welch
THE ACID TESTS
• 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!
NUMBER OF INTERVIEWS & INTERVIEWERS
Managerial (%) N=78
Graduate (%) N=78
Clerical (%) 102
Manual (%) N=93
Interviews
One 3 18 52 73
Two 49 54 36 20
Three + 32 22 0 1
Varies 17 5 10 2Interviewers
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
TYPE OF TESTS
1.COGNITIVE TESTS2.PERSONALITY3.ACHIEVEMENT TESTS4.WORK SAMPLE5.ASSESSMENT CENTERS
SELECTION CRITERION
• RELIABILITY
• VALIDITY
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
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.
RECRUITMENT & SELECTION
RELEVANCE OF EDUCATION, EXPERIENCE, KNOWLEDGE,
SKILLS, PERSONAL QUALITIES & ATTITUTDES
PERSONAL QUALITIES & ATTITUDES
EXPERIENCE
EDUCATION
Knowledge & skills
(including potential)
CRITERIA FOR PRE-QUALIFICATION
RELEVANT FOR IMPACT UPON NEXT CRITERIA
CRITERIA FOR REECRUITMENT & SELECTION
DOCUMENTATION
• Application Blank
• Job Postings
• Personnel Inventories
• Replacements
MANAGING TODAY MANAGING TODAY PAKISTANPAKISTAN
“Managing organisations in Pakistan require sheer commitment and sincerity rather than excellence in competence.”
SRKSRK