Professional Documents
Culture Documents
HRM Prelim
HRM Prelim
HRM Prelim
Job Analysis is a primary tool to collect job-related STAGES FOR RECRUITMENT IN HUMNAN RESOURCES
data. The process results in collecting and recording – There are several important stages that most organizations
two data sets including job description and job use when recruiting employees. The recruitment stages
specification. Any job vacancy cannot be filled until include:
and unless HR manager has these two sets of data. It ● Job Analysis
is necessary to define them accurately in order to fit – The human resources representative needs to review
the right person at the right place and at the right and analyze what they need the new employee to do
time. This helps both employer and employee in the open position. From that analysis, the
understand what exactly needs to be delivered and representative needs to build a job description, which
how. describes the essential duties of the job. The
Both job description and job specification are representative also needs to set minimum
essential parts of job analysis information. Writing qualifications, and define a salary range.
them clearly and accurately helps organization and ● Advertise the open position
workers cope with many challenges while onboard. – The search begins for applicants through networking,
● Job description- tells what is done on the job, advertising, or other search methods in order to find
how it is done, why it is done the skills involved applicants who match the job requirements.
the tools and the equipment used in doing it ● Screening applicants
● Job specification-Specific qualifications required – Screening involves testing skills and/or personalities.
of man who is to do it, such as the following: It also includes the assessment of the applicant's
amount and type of experience needed to motivation and their fit with organizational
perform the job, special training, skill and requirements through the interview process.
physical demands, special abilities and aptitude, ● Finalizing the job offer
age, physical qualifications and other – The applicant is offered a job, which includes a
requirements. compensation package. Once the candidate has
Step Two: Requisition of new employee accepted the offer, the organization helps with the
– Line supervisor or the department head introduction of the new employee.
concerned should accomplish a formal
requisition form, indicating the facts and SOURCES OF QUALIFIED PERSONNEL
information about the vacancy to be filled. A. Internal Source
● Personnel Requisition Form -describes the – If an organization has been effective in recruiting and
reason for the need to hire a new person and the selecting employees in the past, one of the best
requirements of the job. It is also a good idea to sources of talent is its own employees
attach a job description to the personnel Job posting and Bidding
requisition form.
– A method of informing employees of job vacancies by 8. Electronic Recruitment
posting a notice in central locations and giving a – the use of internet to recruit
specified period to apply for the job
Advantages: EFFECTIVENESS OF RECRUITMENT METHOD
✔ Provides greater motivation for good performance – Organizational Recruitment programs are designed to bring
✔ Provides greater opportunities for present employees a pool of talent to the organization. From this pool, the
✔ Improves morale and organizational loyalty organization hopes to select the person most qualified for
✔ Enables employees to perform the new job with little the job. The very important questioned faced by the HRD, is
loss of time what method of requirement supplies is the best talent pool.
Disadvantages:
✔ Promotes inbreeding REALISTIC JOB REVIEWS
✔ Creates political infighting and pressures to compete – way of providing complete information, both positive and
✔ Requires a strong management development negative to the job applicant
program
✔ Create a homogeneous workforce WHO DOES THE RECRUITING
B. External Source – In the most large and middle size organizations, the Human
– Organizations have their disposal a wide range Resource Department is responsible for recruiting.
external sources for recruiting personnel – in small organizations, one person, frequently the office
– Needed in organizational that are growing rapidly or manager normally handles the recruitment function in the
have a large demand for technical, skilled or addition to many other responsibilities.
managerial employees
Advantages: ORGANIZATIONAL INDUCEMENTS IN RECRUITMENT
✔ The pool of talent is much larger – these are all the positive features and benefits offered by
✔ New insights and perspectives can be brought to the an organization to attract applicants.
organization
✔ Frequently, it is cheaper and easier to hire technical, 3 MOST IMPORTANT ORGANIZATIONAL INDUCEMENTS
skilled, or managerial employees from outside – Organizational Compensation System
Disadvantage: – Career Opportunities
✔ Attracting, contracting and evaluating potential – Organizational Reputation
employees are more difficult
✔ Adjustments or orientation time is longer ALTERNATIVES TO RECRUITING
✔ Morale problems can develop among those 1. Subcontracting - is the practice of assigning, or
employees within the organization who feel qualified to outsourcing. Part of the obligations and tasks under a
the job contract to another party known as a subcontractor.
2. Overtime - is the amount of time someone works beyond
TYPES OF EXTERNAL SOURCES normal working hours. The term is also used for the pay
1. Advertising received for this time.
– The placement of help wanted advertisements in daily 3. Temporary help
newspapers in trade and professional publications, or 4. Employee leasing - is a contractual arrangement in which
on radio and television the leasing company, also known as a professional
2. Employment Agencies employer organization (PEO), is the official employer.
– They provide an up to date list of unemployed Employment responsibilities are typically shared between
persons. State employment agencies also provide the leasing company and the business owner
free service for individuals seeking employment and
for business organizations seeking employee. Step Four: Reception of Applicants
3. Temporary Help Agencies – Job applicants has the opportunity to know more about the
– people working for employment agencies who are organization
subcontracted out to business at an hourly rate, for a – Some applicants are eliminated by means of “preliminary
period of time specified by the business. screening” or “sight screening”
– Employee-leasing companies provides permanent
staffs at customer companies. Step Five: Application Form
– Application from may vary from an inexpensive
mimeographed one-page sheet to an elaborate
4. Employee Referrals multi-colored from printed on expensive paper
– organization involves their employees in the recruiting – It covers the personal background of the applicant, his
process. health data, education etc.
5. Campus Recruiting
– the recruitment activities of employees on college and Screening
universities campuses. – Screening is the process by which the applicant is
6. Executive Search Film interviewed and classified under two categories- those to
– Firm that specializes in the recruitment of executives be given examinations and further interviews and those who
– Invites applicants, makes preliminary interview and should not be considered at all.
submit short list to the requesting organization for final ● The first interview is preliminary and its purpose is to
decision. eliminate those applicants who are clearly unqualified
7. Professional Organizations
● The applicant form is an important tool in the selection – measure job skill through work-sample tests
and hiring procedures as it gives vital information g. Vocational interest tests
about the applicant which are relevant to the job for – tests designed to discover the patterns of the
which he has applied. employee interest a thus suggest what type of work
● It serves: may be satisfying to the individual
⮚ As a guide when interviewing the applicant h. Dexterity and manipulation tests
⮚ As a basis of eliminating applicants with – these are given to applicants for jobs requiring manual
unfavorable personal data skills, specially the use of fingers
⮚ For matching the qualification of the applicant i. Personal tests
⮚ For checking on the applicant's school records, – used in measuring personality characteristics which
references and former employers are considered to be the basis of success in the job
⮚ As part of the employee's permanent record for – their purpose is to measure the emotional maturity of
communicating with the employee or his family the individual
⮚ As the applicants proceed from one step to
another, some more may be eliminated in the Step seven: Checking the applicant’s work experience school
process records and personal reference
– determine the types of job formerly done by the applicant
and how efficient his performance was
– many indicate the applicant’s “can do” and “will do”
Step Six: Testing
– The purpose of testing is to measure the applicant's ability. Step Eight: Interviews
– These are given to supplement the interviews and also help Purpose
make an objective comparison among applicants. – To find out how well qualified the applicant is for the
– Psychological tests should not be used as the only basis for vacancy
employee selection because they have their own limitations. – To give the applicant the information he needs in order to
– They can only help in determining the ability of the decide whether or not he take the job if offered to him
applicant and the time of the test. – To create goodwill for the company
– Tests however, have the advantage of objectivity over other – Types of interview
selection tools. 1. Directive interview-
– this ask for specific information. The questions
PSYCHOLOGICAL TESTS that are used in business and give more emphasis on the habit and character
industries may be classified into: traits of the person
a. Intelligence, mental ability or alertness tests – this type has the advantage of providing uniform
b. Aptitude tests procedure for all interviewers, is time saving for
c. Achievement tests the interviewer, and reduces the interviewer's
d. Interest tests bias by the use of printed questions
e. Tests on personality or temperament – its disadvantages, however, are the constant
f. Dexterity tests note-taking which may disturb the applicant and
made him cautious in responding to the
AMONG THE EMPLOYMENT TESTS OFTEN USED IN questions, the questioning is stereotyped so it
CHOOSING APPLICANT ARE: loses flexibility spontaneity; the interviewer pays
a. Mental alertness tests more attention to the question rather than to the
– also known as intelligence test, verbal reasoning tests interviewee
and personal tests 2. Non directive interview- are unstructured and flexible,
– they are widely use in personnel selection and include more conversation than a standard
– they measure the person's ability interview.
– they also indicate ability to visualize relationships of 3. Group interview- this is conducted by panel or
objects or space, to think ahead or to judge accurately committee of three or five interviewers sitting as a
b. Clerical aptitude tests panel
– this measure the individual speed and accuracy in 4. team method- a team of three interviewers may
dealing with similarities and clerical relationships interview an applicant separately and then compare
c. Shop arithmetic tests notes afterwards
– measure how well an individual can work out The interviewers take note of the following:
mathematical problems that come up frequently in the a. Emotional maturity
shop b. Dependability
d. Mechanical aptitude tests c. Self-confidence
– Measure mechanical abilities or skills, either natural or d. Attitudes toward jobs
acquired. e. Creativeness
e. Space relation tests f. Attitude towards other person
– measure the ability to visualized a constructed object g. Value system
from a picture or a pattern h. Critical attitude
f. Proficiency, trade or achievement tests
– measures the individual's proficiency on the job or The first interview is called preliminary screening, the second
trade in which he has had prior experience or in which evaluates the applicant, considering his "can do" and "will do"
he is actually engaged at the moment
traits, his potential abilities, the result of tests, and the danger
signals", and the last interview is called hiring and placement.
c. Placement
– The determination of the specific branch, department,
division, section, or unit where the individual is to be
assigned for work
Factors in determining work assignment
1. Requisitioning office
2. Branch
3. Department, division, unit, section
The job performance rating from should include the extent
to which the worker has been currently placed.