Recruitment, Training

1
Recruitment, Training Human ResourceCHP 14

• Business Studies

2
HR Department

• Traditionally, Personnel department, consists of
  
• Recruitment selection
• Training program
• Wages salaries
• Health safety
• Industrial relations
• Redundancy (retrenchment) dismissal

3
Recruitment selection

• Recruitment starts with a vacancy due to resign,
  expansion or new business
• Business gets an opportunity to reassess the
  nature of the job future requirements
• Vacancy arises ? job analysis ? job description ?
  job specification ? advertisement ? applications
  short listing ? interviews selection ?
  vacancy filled

4

• Job analysis
• First stage of recruitment process
• Identifying and recording the responsibilities
  and tasks
• In case of resignation, review only
• In case of new vacancy, need to analyze the job

5

• Job description
• Outline the responsibilities duties
• Explains the nature of the job to candidates
• Helps to draw up a job specification
• Standard for job efficiency
• Title of the job department
• Responsible to and for
• Purpose of the job
• Expected main duties
• Conditions of employment, salary, working hours,
  pension scheme, staff welfare, opportunities for
  promotion

6

• Job specification
• Document which outlines the requirements,
  qualifications, expertise, physical
  characteristics etc.
• Educational qualification, experience, knowledge,
  skills, personal character Title of the job
  department
• Responsible to and for
• Purpose of the job
• Expected main duties
• Conditions of employment, salary, working hours,
  pension scheme, staff welfare, opportunities for
  promotion

7
Advertising the vacancy

• Post can be filled through
• Internal recruitment
• External recruitment
• i) Internal recruitment
• Vacancy filled by existing employee
• Vacancy advertised on a company notice board,
  memo to different departments or company
  newspaper etc
• Suitable for employees seeking promotion

8

• Advantages of Internal recruitment
• Saves time money
• Candidates abilities are known
• Candidate knows the organizational culture
• Motivating for other employees
• Disadvantages of internal recruitment
• No new ideas or experience
• Jealousy rivalry among workers

9

• ii) External recruitment
• Vacancy filled with an outsider, new employee
• Several places where advertisement can be placed
• Local Newspapers
• National newspapers
• Specialized magazines and journals
• Recruitment agencies
• Job centers (Government)

10
Effects of government legislation

• Equal employment opportunity equal chances of
  employment for everybody, irrespective of their
  gender, nationality, color, language, ethnic
  background etc.
• Quota system

11
Job advertisement

• For external recruitment
• Contents of advertisement duties involved,
  qualification required, salary, conditions of
  employment etc
• Where to place, choice of media local for labors
  and national newspapers for senior position
• Cost of advertisement

12
Applications and CVs

• Application forms are requested to fill up by
  organizations
• A CV is a summary of persons qualifications,
  experience and qualities written in a standard
  format
• A Curriculum Vitae (CV) or resume usually
  contains name, address, telephone, date of
  birth, nationality, education and qualification,
  work experience, responsibilities held,
  interests, referee etc.
• A covering letter explains his suitability for
  the job and why he wants the job

13
Interviews

• Short listed candidates provide references
• Referees give honest opinion about candidates
  character, honesty, reliability and suitability
  for the job
• References can be open or confidential
• Interviews are widely used form of selection
• Purpose of the interview
• To assess the applicants abilities in a short
  period of time
• Personal qualities of applicant
• General characteristics

14

• Types of interviews
• Structured non- structured interviews
• One to one or panel interviews
• Tests
• Some organizations add different tests to their
  selection process. e.g.
• Skills test to check ability to carry out tasks
• Aptitude test potential to gain additional
  skills
• Personality tests working under stress team
  work
• Group situation tests group situation, where
  individuals observed as team participants

15
Rejecting unsuccessful applicants

• Organizations offer job to the selected
  candidates
• Once jobs offer are accepted, they send refusal
  letters to the rest of the candidates
• Organizations thank the candidates for applying
  in a diplomatic way

16
Training program

• Training objectives
• Introduce a new process or equipment
• Improve the efficiency of workforce
• Training for the unskilled labors to make them
  more valuable
• Decrease the supervision needs
• Improve the chances for internal promotion
• Decrease the chances of accidents

17

• Training targets
• Increase skills
• Increase knowledge
• Change peoples attitude, raise awareness,
• There are three main types of training
• Investment in human capital
• Induction training
• On the job training
• Off the job training

18

• i) Induction training
• An introduction given to the new employee,
  explaining the firms activities, customs and
  procedures and introducing to the fellow workers
• Lasts for a day to a week
• ii) On the job training
• By watching a more experienced worker performing
  a job
• Suitable method for unskilled and semi skilled
  workers
• Trainer may pass some habits to the trainee

19

• iii) Off the job training
• Being trained away from the workplace, usually by
  specialist trainers
• Trainees are sent ot he college or specialist
  training centers
• Often includes class room learning, lectures,
  role play, case studies, or computer simulations

20
Workforce Planning

• Type Number of employees required
• Depends on business future e.g. expansion,
  automation, introducing new products etc.
• Once it has been decided that how many employees
  and what type of skills are required then HR
  department plans how to achieve these targets

21

• HR planning
• Finding skills of present employees
• Any one leaving soon, due to retirement
• Consulting existing workforce for new job
  opportunities
• Preparing a recruitment plan for employees needed
• How they should be recruited, internally or
  externally

22
Dismissal redundancy

• When a business needs to reduce workforce,
  following 2 methods are used
• i) Dismissal
• Worker is asked to leave due to unsatisfactory
  work or unacceptable behavior
• For example employee coming late even after
  several reminders or performing low standard job

23

• ii) Redundancy or retrenchment
• Business is closing down a branch or a factory
• Falling sales and profit
• A business is being merged or taken over
• New machinery introduced, so business is moving
  from labor to capital intensive
• Usually employees are given some money to
  compensate job loss
• Voluntary redundancy is when some employees will
  be willing to be made redundant