The Nature, Recruitment and Selection Process.pptx

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1. The Nature, Recruitment and Selection Process

2. THE NATURE OF STAFFING

3. Staffing or Human Resource Management involves acquiring and developing human resources that will carry out and perform the various activities in the organization the filling up of all organizational job positions and keeping these positions filled with the persons who are most qualified to do the job

4.   Human Resource Department tasked with implementing human resource management in the company the primary activities include human resource planning, job analysis, recruitment and hiring, training, performance appraisal, compensation and employee relations responsible for ensuring the company’s workplace safety standards and employment laws staffed by human resource professionals and headed by a Human Resource Director

5. The Staffing Process Human Recruitment/Selection/Placement Performance Appraisal Resource New employee orientation Career Management Planning Training and

6. Figure 1. The Staffing Process Staffing process stresses on equipping the organization with an exact number of people at the right time and place to help the organization attain its objectives effectively. The staffing process involves a series of steps, discussed as follow:

7. Manpower Planning : Popularly known as human resource planning , it is the process of forecasting the firm’s demand for and supply of competent workforce in an adequate number in the future.

8. Recruitment : It entails seeking, stimulating and obtaining as many applications as possible from eligible and competent candidates .

9. Selection : It is the decisive step of the staffing process, which involves differentiating between applicants, so as to identify and choose the candidate who best fulfills the qualifications and requirements of the vacant position.

10. Placement : It is the allocation of rank and responsibility to selected candidate .

11. Orientation and Induction : After the placement, the next step is to provide the new employee with the information they require for functioning comfortably and efficiently in an organization. Induction is the process of introducing the new joinees to the job and the organization as well.

12. Training and Development : In this step, the new joinees undergo training to acquire specific skills. Development implies learning opportunities, designed by the organization, to ensure the growth of employees .

13. Performance Appraisal : It is a rational assessment and evaluation of employee’s performance against clear-cut benchmarks.

14. Career Management : It is a process in which the individual understands and learns new skills and interests and use them for the betterment of the organization and self.

15. Compensation : It refers to the consideration which an individual gains in return for his/her contribution to the organization

16. 9.2 RECRUITMENT

17. Proper allocation entails placing the employees in the right departments and making sure they are equipped with the right skills and experience for the job. The process of attracting qualified applicants to occupy vacant positions in the company. To ensure the success of recruitment, the management must know the goals of the organization and the reasons for hiring people. There are two types/sources of applicants

18. Internal applicants – are company employees who considered for promotion to higher positions. It is ideal because company incurs lesser cost since the internal applicant is already familiar with the job, he/she will be occupying. O External applicants – are individuals who are recruited by the company or directly applied to join the company.

19. Equal employment opportunity – ensures that an applicant is not discriminated against because of his/her age, color, race, religion, civil status or gender

20. 9.3 SELECTION Starts when the applicants, who qualify after preliminary screening, are scheduled for the preliminary interview and psychological testing conducted by the Human Resource Department (HRD).

21. The following are the steps to follow in the selection process: Establishing the selection criteria Requesting applicants to complete the application form Screening by listing applicants who seem to meet the set criteria Screening interview to identify more promising applicants Interview by the supervisor/manager or panel interviewers Verifying information provided by the applicant Requesting the applicant to undergo psychological and physical examination Informing the applicant that he or she has been chosen for the position applied for

22. Types of Job Interviews Structured interview Unstructured interview One-on-one interview Panel interview

23. Types of Employment Tests Intelligence test – Proficiency and aptitude tests – Personality tests Vocational tests

24. 9.4 PLACEMENT It is the last part of the hiring process where an applicant is hired as an employee and is oriented and situated into his/her position. When a candidate is hired in a job, the next step is the submission of requirements like transcript of records, NBI clearance, certificates, and other documents. The candidate will also undergo medical examination to determine his or her fitness for work. The status of employment may be probationary, contractual, or project-based .

25. Contractual employees and project-based employees are given a contract to work for the company for a limited period of time. o Probationary employee is given a period of six months after which he or she is evaluated before becoming a regular employee.