Human Resource Management Goals
Recruitment and Selection
Dr. Aye Thanda SoeAssociate ProfessorDepartment of Management
StudiesYangon University of Economics
Attract an Effective WorkforceHR PlanningJob AnalysisRecruitment
and SelectionMaintain an Effective Workforce6. RewardDevelop an
Effective Workforce4. Performance Appraisal5. Training and
development
Major Functions of HRM2
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Attracting an Effective WorkforceChoose RecruitingSourcesWant
adsHeadhunters
HR Planning
Select theCandidateApplicationInterviewTests
Welcome NewEmployee
Employee Contributions Ability, Education Creativity Commitment
ExpertiseCompany InducementsPay and benefitsMeaningful
workAdvancementTrainingMatching Mode
Match with
Company Needs goalsCurrent & future competenciesMarket
changesCorporate cultureEmployee NeedsStage of careerPersonal
valuesPromotion Family concerns
Match with
What Is Recruitment ?
The process of attracting individuals on a timely basis, in
sufficient numbers and with appropriate qualifications, and
encouraging them to apply for jobs with an organization
Recruitment and Selection PolicyTo provide clear guidelines for
managersTo promote and support good practice for those with
responsibility for recruitment
Alternatives to RecruitmentOutsourcingContingent workersEmployee
leasingOvertimePotential problemsPay more and receive less in
returnBecome fatigued and lack the energy to perform at a normal
rate Deteriorate employee morale
RECRUITMENT PROCESS
HR planning
Alternatives to recruitmentRecruitment External sourcesExternal
methodsInternal sourcesInternal methodsRecruited individuals
External environmentInternal environment
8Job AnalysisIt is the systematic process of determining the
skills, duties, and knowledge required for performing jobs in an
organization.Job facts are gathered, analyzed and recordedIn todays
rapidly changing work environment, it is critical because new jobs
are being created and old jobs are being redesigned or
eliminated.
Job descriptionA document that provides information regarding
the tasks, duties, and responsibilities (TDR) of a job.Job
specificationA document that outlines the minimum acceptable
qualifications a person should posses to perform a particular
job.
Reasons for Conducting Job Analysis
10Tasks
ResponsibilitiesDutiesJob AnalysisJob
DescriptionsJobSpecificationsKnowledgeSkillsAbilitiesHR
PlanningRecruitmentSelectionTraining & DevelopmentPerformance
AppraisalRewardHealth and Safety
Job DescriptionThe parts of a job description areJob
identification- it includes the job title, the department, the
reporting relationship and a job number or codeDate of the job
analysis it is to aid in identifying job changes, useful to place
expiration date and ensuring periodic review of job contentJob
summary- it is a concise overview of the job and states job
content. Duties performed essential functions may be shown
including adequately explains each duty.
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Job SpecificationItems typically included in the job
specification are job related factors such as:Educational
requirementsExperiencePersonality traitsPhysical abilitiesIn
practice, they are often included as a major section of job
descriptions.
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Recruitment Sources and MethodsRecruitment sourcesVarious
locations in which qualified individuals as sought as potential
employeesRecruitment methodsThe specific means by which potential
employees are attached to an organization
External Recruitment SourcesHigh School and Vocational
SchoolsColleges and UniversitiesCompetitors in the Labor
MarketFormer EmployeesThe UnemployedPersons with DisabilitiesOlder
IndividualsMilitary PersonnelSelf-Employed Workers
External Recruitment MethodsAdvertisingEmployment AgenciesJob
Fairs InternshipsExecutive Search FirmsProfessional
AssociationsWalk-In ApplicantsEvent Recruiting
External Recruitment AdvantagesNew blood from the outsideTouch
with the competitors and marketplaceDisadvantagesMore costs in
recruitment and selection, trainingUncertainty for right person in
the right placeDemotivated of existing employeesHigh labor
turnover16
Internal RecruitmentMethodsJobs posting through intranet notice
boards etcAdvantages Promotion opportunitiesMotivation of
employeesCareer development/succession planningLess costs in
orientation and trainingDisadvantages Narrow skilled
workersConsider the whole workforce movement Resentment
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Selection The process of choosing from a group of applicants
those individuals best suited for a particular position and
organization
Significance of Employee SelectionAffect the morale of the
entire staff, especially teamCost a firm money ( higher for
expatriate assignments)Affect the organizations distinctive
advantageDevastate a small companies
Selection ProcessThe Preliminary InterviewReview of Applications
and RsumsSelection TestsEmployment InterviewsReference and
Background ChecksSelection DecisionMedical Examination
Types of Employment TestsDiffer in characteristics related to
job performance by individualsRelate to :Job knowledge Work samples
PersonalitySubstance abuse testingInternet testingAssessment
centers
Employment InterviewA goal-oriented conversation in which an
interviewer and an applicant supposedly exchange informationEndured
the preliminary interview and scored satisfactorily on selection
testsNeed additional information because of mislead
appearancesWilling to work and adapt to the particular
organization
Content of InterviewOccupational experiencesAcademic
achievementInterpersonal skillsPersonal qualitiesOrganizational
fitManagements perception of the degree to which the prospective
employee will fit in with the firms culture or value system
Methods of InterviewingOne-on-one interviewGroup interviewA
meeting in which several job applicants interact in the presence of
one or more company representatives Board interviewA meeting in
which several representatives of a company interview a candidate in
one or more sessions Stress interviewInternationally creates
anxiety to determine how a job applicant will react in certain type
of situations
Potential Interviewing ProblemsInappropriate
QuestionsInterviewer DominationInconsistent QuestionsCentral
TendencyHalo ErrorContrast EffectsInterviewer BiasLack of
TrainingNonverbal Communication
Verification of Information AccuracyPersonal reference
checkBackground investigationsOutsourcing investigationsElements to
verifyPrevious employmentEducationPersonal referencesCriminal
historyDriving recordCivil litigationWorkers compensation
historySocial security number
Induction TrainingInduction is the process whereby a person is
formally introduced and integrated into an organization or
system
The Process of InductionPinpoint the areas that the recruit will
have to learn to start the jobIntroduce the recruit to the work
premises and facilitiesBriefing by the HR manager on relevant
policies and proceduresIntroduce the recruit to key people in the
office including a mentor
The Process of Induction5. Introduce work procedures6. Plan and
implement an appropriate training program for whatever the recruit
is needed7. Monitor initial progress as demonstrated by
performance, as reported by the recruits mentor and by the recruit
himself
Thank You for Your Kind Attention30
