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HRM (RECRUITMENT&SELECTION)

HRM (RECRUITMENT&SELECTION). Prepared by Grace Amin,S.Psi , M.Psi , Psikolog. Learning outcomes. List the steps in recruitment and selection process Explain the main techniques used in employment planning and forecasting Explain the internal and outside sources of candidates

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HRM (RECRUITMENT&SELECTION)

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  1. HRM(RECRUITMENT&SELECTION) Prepared by Grace Amin,S.Psi, M.Psi, Psikolog

  2. Learning outcomes • List the steps in recruitment and selection process • Explain the main techniques used in employment planning and forecasting • Explain the internal and outside sources of candidates • Develop a wanted ad

  3. The recruitment and selection process Candidate becomes employee

  4. Planning and forecasting Strategic plans The process of deciding what position the firm will have to fill and how to fill them

  5. Forecasting Personnel needs The supply of outside candidates The supply of inside candidates

  6. #1 Personnel needs • Trend analysis study of a firm’s past employment needs over a period of years to predict future needs • Ratio analysis making forecast based on the historical ratio between some causal factor and the number of employees required • The scatter plot a graphical method used to help identify the relationship between two variables

  7. #2 The supply of inside candidates Determining which current employees might be qualified for the projected openings – employees’ qualifications inventories • Manual systems and replacement charts • Computerized skills inventories • Keeping the information private

  8. #3 The supply of outside candidates • What should we prepare? • Budget • Source of candidates • Ad

  9. Finding and attracting applicants for the employer’s open positions Recruiting • Organizing - centralize • Easier to apply the company’s strategic priorities company – wide • Reduces duplication • Easier to ensure that recruitment experts who know EEO (equal employment opportunity) law are doing the recruiting

  10. Recruiting

  11. Sources of candidates External Internal • Internet • Advertising – AIDA (attention,interest,desire,action) • Employment agencies • Temporary agencies and alternative staffing • Outsourcing • Executive recruiters • On demand recruiting • College recruiting • Referrals and walk ins • Promotion • Mutation • Rehiring

  12. Application form’s purpose • Make judgments on substantive matters • Draw conclusion about their previous progress • Draw tentative conclusions about their stability based on previous work record • Predict which candidates will succeed on the job

  13. Application guidelines • Education • Arrest record • Notify in case of emergency • Membership in organization • Physical handicaps • Marital status • Housing • Reference checking • Medical examination (drug screening)

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