Recruitment, Training and

Selection
Chapter 8
 Role of Human Resources
• Recruitment and selection: involves attracting and
selecting the best candidates for vacancies that arise.

• Wages and salaries: These must attract and retain the

right people and be sufficiently high to motivate
employees.

• Industrial relations: Effective communication between

representatives of the management and of the workforce.
This may be to resolve grievances and disputes but also to
put forward ideas and suggestions for improvements.
Training programmes: involves assessing
and fulfilling the training needs of employees.
This should be linked to the future plans of the
business.
Health and safety: business needs to make
sure that it complies with all the laws on health
and safety.
Redundancy: involves shedding employees
either because the business changes in some
way. The business must be sure to comply with
all the laws on redundancy, dismissal and
disciplinary matters.
 Process of Recruitment

Vacancy arises Job analysis Job description

Application forms Job advertised in Job specification

and short listing appropriate media

Interview and
Vacancy filled
selection
• Job Analysis: Identifies and records the
responsibilities and tasks relating to a job.
• Job Description: Outlines the responsibilities and
duties to be carried out by someone employed to
do a specific job.
• Functions of job description:
• Candidates know exactly what the job entails
• Allows to draw a job specification so that the right
candidate with skills can be employed
• Acts as a reference to check whether the employee
is working accordingly.
 Layout of Job Description
Job Title Accountant
Department Finance
Responsible For Petty Cashier
Responsible To Finance Manager
Aim of the Job Recording
Main Duties Transactions
Occasional Duties Final Accounts
Conditions of Control Accounts
Employment
Training offered Sometimes
Opportunities for mentioned…
Promotion
Job Specification: A document which outlines
the requirements, qualifications, expertise,
physical characteristics, etc., for a specified job.

Job Specification Requirements

• Level of educational qualifications

• Amount of experience and type of experience
• Special skill, knowledge or particular aptitude
• Personal characteristics (types of personality)
 Layout of Job Specification
Job Title Accountant
Department Finance
Job Details Responsible for
subordinates,
ledgers and other
accounts
Qualification 4 IGCSEs (A-B), 1
year experience
Physical Fitness No back problem, can
sit all day
Personal
Characteristics Organized, Honest,
Helpful and Friendly
• Internal recruitment : When a vacancy is filled by
someone who is an existing employee of the
business thro’ promotion, transfers, or thro’
company internal communication.

Advantages:
• Saves time and money
• Business knows employee’s potential, ability and
reliability
• Employee knows organizational structure and what
is expected
• Creates motivation
 Disadvantages

• Jealousy and rivalry among employees

• No new ideas
External recruitment: When a vacancy is
filled by someone who is not an existing
employee and will be new to the business.

Advertisement
Local newspaper
National newspaper
Specialist magazines and journals
Recruitment agencies
Government-run Centers (Job Centers)
 GOVERNMENT LEGISLATION ON
RECRUITMENT PROCESS
• 1. Equal Employment Oppportunities
• 2. Equal treatment should be given
irrespective of sex,race or disability in work or
pay.
• 3. A business while advertising must advertise
for a person [not as men or women] all
applicants should be treated equally.
 When drawing up job advertisements a
business should decide

• What to include
• Where to advertise
• How much is the budget
 Applying for Jobs

• Letter of application with CV or

• Filling application form
 Curiculum vitae • N.P. MURALI
• 27 Telugu Brahmin Street,
• Velachery
• Chennai - 600 042
• Mobile: 9448305023
• Email - np_murali@rediffmail.com
• OBJECTIVE:
• Highly experienced teaching professional with comprehensive skills in teaching Indian and other curriculum
[IGCSE, “A” LEVEL, & IB] with result orientation, seeking a position in Administeration/Teaching/Coordination where these skills
will add value to develop responsible citizens.

• EDUCATION:
Master’s Degree in Commerce [Specialisation in Income Tax] from University of Madras.
• Bachelor degree in Commerce from University of Madras.
• Bachelor degree in Education [Commerce] from Bharathiar University, Coimbatore.
• Bachelor degree in General Law from Annamalai University.
• Diploma in Business Management from D.B. Jain Institute of Management.
• Post Graduate Diploma in Human Resource Management from IGNOU, Delhi.
• Rashtrabasha Hindi – Visharad from Hindi Prachar Sabha, Chennai.

• TRAINING:
• IBDP LEVEL 1 Training in Business and Management [Sri Lanka]
• Business Studies course in IGCSE & “A” level [2]
• Workshops in NLP techniques

• POSITIONS HELD: VICE PRINCIPAL – IGCSE & “A” LEVEL [INTERNATIONAL CURRICULUM]
PGT-COMMERCE
 Main Aim of Interview
• Applicant’s ability to do a job
• Judge personal qualities of the applicants
• General character personality
 Types of Tests
• Skills test:Aim to show the ability of the candidate to carry
out certain tasks

• Aptitude test: aim to show the candidate’s potential to gain

additional skills [intelligence or specific skills tests are given]

• Personality test: checks the specific type of person has the

ability to work under some situation like stress or fit in the
team

• Group situation test: give tasks to complete in group

situations and the group is observed [project, team work]
 Training is Given to Employees to:
• Introduce new process/equipment
• Improve efficiency
• Make unskilled workers more valuable
• Decrease the need for supervision
• Improve chances for internal promotion
• Decrease accidents
 Training helps Employee to:
• Increase skills
• Increase knowledge
• Change people’s attitude
• Raise awareness
 Types of Training
Induction training: An introduction given to a new employee, explaining the
firm’s activities, customs and procedures and introducing them to their
fellow workers.

On the job training: A person is trained by watching a more experienced

worker doing the job, this is suitable for unskilled and semi-skilled jobs.

Off the job training: A person is trained away from the workplace, such as a
college or specialist training centre. It involves variation and more
complex tasks. It is done through classroom learning, lecture, role play,
case studies or computer simulations.
A broad range skills are learnt through this technique.
 Advantages of Training to Management

• Greater commitment
• Productivity increases
• Improves quality of the output
• Improves customer service
• Labors become multi-skilled (labor becomes
flexible)
• Ability to use new technology
 Disadvantages of Training to Management

• During training, output is lost

• Raises expectations for promotion
• Training expenses
• Employees may leave after training
 Advantages of Training to Employee

• May get increased pay

• Improves chances of promotion
• Easier to apply for jobs at other businesses
 Disadvantages of Training to Employee

• May be asked to do additional duties

• May have to work in a different way
• May be moved to different jobs
 Workforce Planning
Establishing the workforce needed by the business for the
foreseeable future in terms of the number and skills of
employees required.

• Finding out skills of all present employees

• Counting those who will retire
• Consulting with existing staff on who can fill
new jobs
• Prepare a recruitment plan to see how many
new employees will be needed and how many
can be recruited internally
 DISMISSAL AND REDUNDANCY

• Redundancy: When an employee is no longer needed

and so loses their job, It is not due to any aspect of their
work being unsatisfactory.
• Dismissal: When a worker is removed because of his
unsatisfactory performance, or behaviour. Ex. Habitual
latecoming, stealing the goods, disclosing confidential
matters.