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PAD214 INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION

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PAD214 INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION LESSON 4 RECRUITMENT SCOPE OF THE LECTURE Organization or firm needs new workers to fill up job vacancies. – PowerPoint PPT presentation

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Title: PAD214 INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION


1
PAD214INTRODUCTION TO PUBLIC PERSONNEL
ADMINISTRATION
  • LESSON 4
  • RECRUITMENT

2
SCOPE OF THE LECTURE
  • Organization or firm needs new workers to fill up
    job vacancies. The process of filing the job
    vacancies normally done through recruitment
    process. The process of recruiting new employee
    can be done through various sources and normally
    involve several activities. This lecture explains
    the general recruitment practices that adopted by
    many organizations in the public and private
    sector.

3
OBJECTIVES OF THIS LECTURE
  • Upon completing this chapter student should be
    able to
  • Define the concept of recruitment
  • Describe the uses and importance of recruitment
  • Identify the process of recruitment
  • Describe the sources and methods of recruitment
  • Describe the roles of PSC in recruitment process.

4
WHAT IS RECRUITMENT
  • Recruitment refers to the process of attracting,
    screening, and selecting qualified people for a
    job at an organization or firm.
  • Recruitment is the process of finding and
    attracting capable applicants to apply for
    employment required in an organisation, or to
    fill job vacancies.
  • Process of identifying and hiring best-qualified
    candidate (from within or outside of an
    organization) for a job vacancy, in a most timely
    and cost effective manner.

5
THE RATIONAL OF RECRUITMENT
  • Recruitment is essential to effective Human
    Resources Management. It is the heart of the
    whole HR systems in the organization. The
    effectiveness of many other HR activities, such
    as selection and training depends largely on the
    quality of new employees attracted through the
    recruitment process. Most organisations have
    continuing need to recruit new employees to
    replace those who leave or are promoted and to
    permit organisation growth.

6
THE USES AND IMPORTANCE OF RECRUITMENT
  • Staffing recruitment used to ensure that the
    organization has enough staff with a pool of
    qualified candidates.
  • Selection recruitment process ensure the right
    candidate employed for the right job by reducing
    the numbers of obviously under-qualified and
    over-qualified applicants.
  • Performance - To increase Organizational and
    individual performance and effectiveness in the
    short and long term plans.

7
RECRUITMENT PROCESS
  • Determining what your exact hiring needs are (Job
    analysis)
  • Initiating a recruitment action (Sources of
    recruitment)
  • Issuing a vacancy announcement for the position
    (Job Advertisement)
  • Marketing the position to get high quality
    applicants (Application Shortlist candidates)

8
  • Interviewing those candidates that you believe
    can perform the work of the position.
  • Selecting the best qualified candidate for each
    and every position you advertise based on
    selection criteria.
  • Retaining the employees once you have them
    (Notifying the successful candidate to take up
    the job
  • rejecting applicants that they have not been
    chosen).

9
SOURCES AND METHODS OF RECRUITMENT
  • Internal recruitment getting the applicant/new
    employee from within the organisation. This can
    be implemented through this method-
  • Job posting filling the vacancies by
    transferring existing employees who interested in
    vacancies.
  • Promotion filling the vacancies by promoting
    existing employee who can fulfil the requirement.
  • Secondment is where an employee temporarily
    changes job roles within the same company or
    transfers to another organization for an agreed
    period of time.

10
  • External recruitment filling the vacancies by
    attracting applicants from external sources.
  • Through employment agencies government and
    private employment agencies.
  • By contacting the public directly through
    advertisement in newspaper and media and job
    fair.
  • Direct recruitment from College and University.
  • Internet Recruitment / Cyber recruiter -Use
    internet in the recruitment process.

11
ALTERNATIVE S TO RECRUITMENT
  • Outsourcing the process of transferring
    responsibility for an area of service and its
    objectives to an external provider.
  • Contingent workers workers are employed in
    alternative work arrangement and serve as on-call
    employees, temporary help workers, and contract
    workers.
  • Employee leasing professional workers offered
    by professional firm to work with other firm on a
    co-employment basis.
  • Overtime extra working hours for current
    employee.

12
PUBLIC SERVICE COMMISSION (PSC)
  • To offer to Ministries/Departments for
    appointment to fill vacancies within 8 weeks from
    the date of receipt of requests for posts which
    do not require screening and 16 weeks for post
    which involve screening.
  • To deliver decisions on service exercises such as
    confirmation in services and pensionable status,
    transfer of service within 4 weeks after receipt
    of complete certification.
  • Disciplinary actions, promotion,
    promotion/disciplinary appeals to be completed 16
    weeks, 12 weeks and 8 weeks after receipt of
    complete certification.

13
THE FUNCTIONS OF PSC
  • The Public Service Commission of Malaysias
    function under Article 144(1) of the Federal
    Constitution stipulated 6 main functions of the
    Commission, which are
  • APPOINTMENT
  • CONFIRMATION OF SERVICE
  • CONFERMENT INTO PENSION STATUS
  • PROMOTION
  • TRANSFER
  • EXERCISE DISCIPLINARY CONTROL

14
APPOINTMENT
  • The Commission manages the appointment of
    personnel in the Public Service on permanent,
    temporary, contractual, temporary transfer and
    loan status. It also has the authority to
    terminate the services of personnel in the Public
    Service according to the appointments directive.
    In addition, the Commission has empowered
    Ministries and Federal Departments as well as
    relevant States Administrative Government for
    posts in the Support Group (Group C and D JKK).

15
PORTAL PSC
http//www.spa.gov.my/portal
16
TUTORIAL
  • Define recruitment
  • Describe the objective and purpose of recruitment
  • Explain the recruitment process
  • Describe the sources and methods of recruiting
    new employee.
  • Describe the roles of Public Service Commission

17
THAT ALL FOR TODAYSEE YOU AGAIN NEXT
LECTURELESSON 5SELECTION
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