Description
This is a presentation includes various aspects of Recruitment and selection.
Recruitment and Selection
What do we cover?
? HR / Manpower planning
? Job Analysis and Design ? Recruitment
? Selection
Human resource/Manpower planning
Human Resource/Manpower planning
an estimation of how many qualified people are necessary to carry out the assigned activities, how many people will be available and what if anything, must be done to ensure that personnel supply equals personnel demand at the appropriate point in the future
Human Resource/Manpower planning
HRP is the process by which an organization ensures that it has the right number and kind of people at the right place at the right time capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. HRP translates the organization’s objectives into the number of workers needed to meet those objectives. With out clear-cut planning estimation of an organization’s Human resource need is reduced to mere guess work.
Why Human Resource planning?
? ? ? ? ? ?
Future manpower needs Coping with change Create a Talent pool within the organization International Strategies Foundation for HR It is a business need
Factors influencing HRP
? ? ? ? ? ? ?
Type and strategy of organization Organizational growth cycles and planning Environmental uncertainties Time horizons Type and quality of information Nature of jobs Off-loading the work
Planning process
? ? ? ? ? ?
Business plan and strategy HR strategy aligned to bus strategy Requirements forecasting Estimation of supplies Gap analysis Strategies based out of gap analysis
Business plan and strategy
? What products / services, markets, customers and shares ? Growth strategies – M&A, Organic growth ? Customer servicing ? Diversity
HR strategy
? ? ? ? ?
Outsourcing vs inhouse Internal growth vs laterals Training and Development Compensation Diversity
Forecasting requirements
? ? ? ? ? ?
Managerial Judgment Delphi technique Work study Ratio – trend analysis Flow models Mathematical models
Supply analysis
? Existing human resources
? Internal sources of supply
? External sources of supply
Gaps tackled through
? ? ? ? ?
Recruitment & Selection Training & Development Retention plans Downsizing plans Career / Succession planning
Job Analysis
Job Analysis
Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products are job descriptions and job specifications.
Is a systematic exploration of the activities within a job. Is a basic technical procedure used to define duties, responsibilities and accountabilities of a job
Job Analysis
A job is a collection of tasks that can be performed by an employee to contribute to the production of some product / service. Each job has certain ability requirements . Job analysis is the process used to identify these requirements.
Steps involved in job analysis
?Collecting and recording job information ?Checking the information for accuracy ?Prepare job descriptions ?Determine Knowledge, Skills and Abilities required ?Review and update
Process of job analysis
? Strategic choices
? ? ? ? Information gathering Information processing Job description Job specification
Strategic choice
? Extent of employee involvement
? ? ? ? Level of details of analysis Time and frequency of analysis Past Vs future orientation Sources of job data
Gathering information
? Type of data to be collected
? Methods for data collection ? Who will collect data?
Types of data
? Work activities or tasks
? Tools, eqpt, machines and other work aides
? Job context ? Personal characteristics
Data collection methods
? Observation
? ? ? ? ? Interview Questionnaires Checklists Technical conference Diary methods
Who collects?
? Trained analyst
?Supervisor ?Job holder
Job Design
Job design
Integrates work content ( tasks, functions and relationships ) , rewards ( extrinsic and intrinsic), and competencies required ( Knowledge, Skills and Abilities) for each job in a way that meets the needs of both the employees and the organization
Steps involved in Job design
? Specification of individual tasks
? Specification of performing each task
? Combination of tasks into specific jobs to be assigned to individuals
Factors influencing the job design
? Organizational factors
? Environmental factors
? Behavioural factors
Organizational factors
? Characteristics of Task
? Work Flow
? Ergonomics ? Work practices
Environmental factors
? Employee abilities and availability
? Social and Cultural expectations
Behavioral factors
? Feedback
? Autonomy
? Use of abilities ? Variety
Techniques of Job Design
? ? ? ? ? ?
Work simplification Job Rotation Job Enlargement Job Enrichment Autonomous Teams High Performance Work Design
Recruitment
Recruitment
Is the process of finding and attracting capable applicants for employment. Process begins with seeking new recruits and ends with the receipt of applications. The result is a pool of applicants from which to select.
Purpose & Importance
? Clarity on present and future requirements based on a clear MPP ? Increase pool of candidates at minimum cost ? Increase success rate of selection process by creating a pool not over / under qualified ? Reduce probability of early attrition ? Meet social and legal requirements ? Increase individual and organizational productivity
External Factors influencing recruitment
? ? ? ? ?
Supply and demand Unemployment rate Political – Social Image Global outlook
Internal Factors influencing recruitment
? ? ? ? ?
Organizational policies Size of organization Cost factors Growth and expansion plans Image of organization
Recruitment process
? ? ? ? ?
Planning Strategy development Searching Screening Evaluation and Control
Recruitment planning
? Number of applicants required
? Types of applicants
Strategy development
? Ready to operate Vs to be trained
? Technology
? Catchment area ? Sources – internal and external
Internal Sourcing
? Redeployment of current employees
? Employee referrals
? Former employees ? Previous applicants / data base
External Sourcing
? ? ? ? ? ? ?
Advertisements Campus recruitments Consultants Contractors Displaced persons M&A Poaching
Searching
? Source activation
? Selling
Screening
? based on job analysis factors
? grading
Evaluation and control
? Evaluation of costs
? Evaluation of process
? Evaluation of methodologies
Selection
Selection
Is the process of differentiating between the applicants in order to identify and hire those with a greater likelihood of success in a job.
Selection matrix
Yes
Good Hire
Can Hire
Values
No Usual Hire mistake OK Not to Hire Not OK
Competence
Selection process
? ? ? ? ? ? ? ? Preliminary Processes e.g GD etc Selection tests Employment interview Reference checks Selection decision Physical examination Job offer Employment contract
Preliminary Processes
? Group Discussions ? Written tests ? Talk for a minute ? Introduce yourselves
Selection tests
? ? ? ? ? Personality factors Skills Behavioral aspects Psychometric tests Aptitude tests
Employment Interview
? Technical / Domain knowledge interview ? HR / Cultural Fit interview
Reference Checks
? ? ? ? ?
References When ? What ? By whom ? How ?
Selection decision
? Scores on selection tests ? Interview evaluations ? Go – No Go Gauges
Physical examination
? What to examine ?
? By whom ?
? How to communicate negatives ?
Job Offer
? Working out the fitments
? Discussions with the candidates
? Formal sign- off
Employment contract
? ? ? ? ? ? ?
Job Title / Designation Compensation details Service conditions Expectations Reporting relationships Termination clauses Separation clauses
Barriers to effective selection
? ? ? ? ? Perception Fairness Validity Reliability Pressure
and more fundamentally “ the lack of edge in decision making “
Interview Techniques
What to evaluate in interviews?
? Competency
? Value orientation
? Expectations ? Attitudes
Types of interviews / processes
? Individual interviews
? Panel interviews
? Stress interviews ? Provocative interviews
doc_620584830.ppt
This is a presentation includes various aspects of Recruitment and selection.
Recruitment and Selection
What do we cover?
? HR / Manpower planning
? Job Analysis and Design ? Recruitment
? Selection
Human resource/Manpower planning
Human Resource/Manpower planning
an estimation of how many qualified people are necessary to carry out the assigned activities, how many people will be available and what if anything, must be done to ensure that personnel supply equals personnel demand at the appropriate point in the future
Human Resource/Manpower planning
HRP is the process by which an organization ensures that it has the right number and kind of people at the right place at the right time capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. HRP translates the organization’s objectives into the number of workers needed to meet those objectives. With out clear-cut planning estimation of an organization’s Human resource need is reduced to mere guess work.
Why Human Resource planning?
? ? ? ? ? ?
Future manpower needs Coping with change Create a Talent pool within the organization International Strategies Foundation for HR It is a business need
Factors influencing HRP
? ? ? ? ? ? ?
Type and strategy of organization Organizational growth cycles and planning Environmental uncertainties Time horizons Type and quality of information Nature of jobs Off-loading the work
Planning process
? ? ? ? ? ?
Business plan and strategy HR strategy aligned to bus strategy Requirements forecasting Estimation of supplies Gap analysis Strategies based out of gap analysis
Business plan and strategy
? What products / services, markets, customers and shares ? Growth strategies – M&A, Organic growth ? Customer servicing ? Diversity
HR strategy
? ? ? ? ?
Outsourcing vs inhouse Internal growth vs laterals Training and Development Compensation Diversity
Forecasting requirements
? ? ? ? ? ?
Managerial Judgment Delphi technique Work study Ratio – trend analysis Flow models Mathematical models
Supply analysis
? Existing human resources
? Internal sources of supply
? External sources of supply
Gaps tackled through
? ? ? ? ?
Recruitment & Selection Training & Development Retention plans Downsizing plans Career / Succession planning
Job Analysis
Job Analysis
Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products are job descriptions and job specifications.
Is a systematic exploration of the activities within a job. Is a basic technical procedure used to define duties, responsibilities and accountabilities of a job
Job Analysis
A job is a collection of tasks that can be performed by an employee to contribute to the production of some product / service. Each job has certain ability requirements . Job analysis is the process used to identify these requirements.
Steps involved in job analysis
?Collecting and recording job information ?Checking the information for accuracy ?Prepare job descriptions ?Determine Knowledge, Skills and Abilities required ?Review and update
Process of job analysis
? Strategic choices
? ? ? ? Information gathering Information processing Job description Job specification
Strategic choice
? Extent of employee involvement
? ? ? ? Level of details of analysis Time and frequency of analysis Past Vs future orientation Sources of job data
Gathering information
? Type of data to be collected
? Methods for data collection ? Who will collect data?
Types of data
? Work activities or tasks
? Tools, eqpt, machines and other work aides
? Job context ? Personal characteristics
Data collection methods
? Observation
? ? ? ? ? Interview Questionnaires Checklists Technical conference Diary methods
Who collects?
? Trained analyst
?Supervisor ?Job holder
Job Design
Job design
Integrates work content ( tasks, functions and relationships ) , rewards ( extrinsic and intrinsic), and competencies required ( Knowledge, Skills and Abilities) for each job in a way that meets the needs of both the employees and the organization
Steps involved in Job design
? Specification of individual tasks
? Specification of performing each task
? Combination of tasks into specific jobs to be assigned to individuals
Factors influencing the job design
? Organizational factors
? Environmental factors
? Behavioural factors
Organizational factors
? Characteristics of Task
? Work Flow
? Ergonomics ? Work practices
Environmental factors
? Employee abilities and availability
? Social and Cultural expectations
Behavioral factors
? Feedback
? Autonomy
? Use of abilities ? Variety
Techniques of Job Design
? ? ? ? ? ?
Work simplification Job Rotation Job Enlargement Job Enrichment Autonomous Teams High Performance Work Design
Recruitment
Recruitment
Is the process of finding and attracting capable applicants for employment. Process begins with seeking new recruits and ends with the receipt of applications. The result is a pool of applicants from which to select.
Purpose & Importance
? Clarity on present and future requirements based on a clear MPP ? Increase pool of candidates at minimum cost ? Increase success rate of selection process by creating a pool not over / under qualified ? Reduce probability of early attrition ? Meet social and legal requirements ? Increase individual and organizational productivity
External Factors influencing recruitment
? ? ? ? ?
Supply and demand Unemployment rate Political – Social Image Global outlook
Internal Factors influencing recruitment
? ? ? ? ?
Organizational policies Size of organization Cost factors Growth and expansion plans Image of organization
Recruitment process
? ? ? ? ?
Planning Strategy development Searching Screening Evaluation and Control
Recruitment planning
? Number of applicants required
? Types of applicants
Strategy development
? Ready to operate Vs to be trained
? Technology
? Catchment area ? Sources – internal and external
Internal Sourcing
? Redeployment of current employees
? Employee referrals
? Former employees ? Previous applicants / data base
External Sourcing
? ? ? ? ? ? ?
Advertisements Campus recruitments Consultants Contractors Displaced persons M&A Poaching
Searching
? Source activation
? Selling
Screening
? based on job analysis factors
? grading
Evaluation and control
? Evaluation of costs
? Evaluation of process
? Evaluation of methodologies
Selection
Selection
Is the process of differentiating between the applicants in order to identify and hire those with a greater likelihood of success in a job.
Selection matrix
Yes
Good Hire
Can Hire
Values
No Usual Hire mistake OK Not to Hire Not OK
Competence
Selection process
? ? ? ? ? ? ? ? Preliminary Processes e.g GD etc Selection tests Employment interview Reference checks Selection decision Physical examination Job offer Employment contract
Preliminary Processes
? Group Discussions ? Written tests ? Talk for a minute ? Introduce yourselves
Selection tests
? ? ? ? ? Personality factors Skills Behavioral aspects Psychometric tests Aptitude tests
Employment Interview
? Technical / Domain knowledge interview ? HR / Cultural Fit interview
Reference Checks
? ? ? ? ?
References When ? What ? By whom ? How ?
Selection decision
? Scores on selection tests ? Interview evaluations ? Go – No Go Gauges
Physical examination
? What to examine ?
? By whom ?
? How to communicate negatives ?
Job Offer
? Working out the fitments
? Discussions with the candidates
? Formal sign- off
Employment contract
? ? ? ? ? ? ?
Job Title / Designation Compensation details Service conditions Expectations Reporting relationships Termination clauses Separation clauses
Barriers to effective selection
? ? ? ? ? Perception Fairness Validity Reliability Pressure
and more fundamentally “ the lack of edge in decision making “
Interview Techniques
What to evaluate in interviews?
? Competency
? Value orientation
? Expectations ? Attitudes
Types of interviews / processes
? Individual interviews
? Panel interviews
? Stress interviews ? Provocative interviews
doc_620584830.ppt