RECRUITMENT & SELECTION

OVERVIEW

PROCESS

• Role as a Gate Keeper• HR Planning• Job Analysis & Design• Recruitment• Selection• Reference Check & Documentation• Orientation• Retention• HR Audit

Philosophy of HRM

The most effective employee of work units are those providing the highest possible quantity and quality of work at the lowest cost and in the most timely fashion with the minimum of supervision and with a

maximum of positive impact on workers, organizational units and clients/customer

population

PICKING PEOPLE – THE BASIC RULES

(Peter F. Drucker)

•Look at these candidates. Think through the assignment.

•Think hard about how to look

•Look at a number of potentially qualified people

•Discuss each of the candidates with several people who have worked with them.

•Make sure the appointee understands the job.

JOB ANALYSIS

AIM. Procedure to determine duties of a job and characteristics of a person to ensure full satisfaction to both

the parties.

HOW TO FULFILL THIS OBLIGATION?

1. Job description and Specification

2. Satisfaction to the worker

3. Fulfill the core dimensions of the job

REASONS FOR DEMAND FORCASTING:

1. Quantify the jobs necessary for producing goods.

2. Determine staff-mix desirable in the future.

3. Assess appropriate staffing levels in different parts organisation to avoid unnecessary costs.

4. Prevent shortage of people when they are needed most.

5. Monitor compliance with legal requirements.

HIRING: EXTRACTS FROM “WINNING” By Jack Welch

THE ACID TESTS

• Integrity

• Intelligence

• Maturity

THE 4-E (AND 1-P) FRAMEWORK

• Positive Engergy

• Ability to Energize others

• Edge, the courage to make tough yes-or-no decisions

• Execute – ability to get the job done

• P – passion

HIRING FOR THE TOP

• Authenticity

• Ability to see around corners

• Strong penchant to surround themselves with people better and smarter than they are.

• Heavy-duty resilience

FAQ – 1

How do you actually interview somebody for a job?

DON’T EVER RELY ENTIRELY ON ONE MEETING!

NUMBER OF INTERVIEWS & INTERVIEWERS

Managerial (%) N=78

Graduate (%) N=78

Clerical (%) 102

Manual (%) N=93

Interviews

One 3 18 52 73

Two 49 54 36 20

Three + 32 22 0 1

Varies 17 5 10 2Interviewers

One 11 24 38 41

Two 46 40 41 43

Three 8 17 5 2

Four + 11 4 0 0

Varies 22 12 14 13

TYPE OF TESTS

1.COGNITIVE TESTS2.PERSONALITY3.ACHIEVEMENT TESTS4.WORK SAMPLE5.ASSESSMENT CENTERS

SELECTION CRITERION

• RELIABILITY

• VALIDITY

RETENTION

• Employee retention refers to policies and practices companies use to prevent valuable employees from leaving their jobs.

HR Audit

• Debate still in infancy

• Efficient and economic use of resources

• Increased attention to contribution of employees

• Wastage and attrition cost

• Job satisfaction of employees

Definition

• Quantitative approach to management requires that decision problems be defined, analyzed, and solved in a

conscious, rational, systematic, and scientific manner- based on data, facts, information, and logic- and not on mere

whim and guess.

PERSONAL QUALITIES & ATTITUDES

EXPERIENCE

EDUCATION

Knowledge & skills

(including potential)

CRITERIA FOR PRE-QUALIFICATION

RELEVANT FOR IMPACT UPON NEXT CRITERIA

CRITERIA FOR RECRUITMENT & SELECTION

DOCUMENTATION

• Application Blank

• Job Postings

• Interview Record Sheets

• Personnel Inventories

• Replacements

MANAGING TODAY MANAGING TODAY PAKISTANPAKISTAN

“Managing organisations in Pakistan require sheer commitment and sincerity rather than excellence in competence.”

SRKSRK