hrm chapter 3

All Rights ReservedHRM Principles & Practices© Oxford Fajar Sdn. Bhd. (008974-T) 2011 Cahpter 2– 1

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RECRUITMENT, SELECTION AND INDUCTION

3CHAPTER

HRM Principles & Practices (Second Edition)© Oxford Fajar Sdn. Bhd. (008974-T), 2011 Chapter 2 – 2

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All Rights ReservedHRM Principles & Practices (Second Edition)© Oxford Fajar Sdn. Bhd. (008974-T), 2011 Chapter 2– 3

PREVIEW

The importance of job analysis in the recruitment and selection process.

The steps in the recruitment process.

Selection of new recruits.

The issues and problems relating to recruitment and selection.

The importance of the contract of employment.

Terms to be included in a contract of employment.

Reasons for holding an induction programme.

Methods and techniques which can ensure an induction programme is effectively organized.

All Rights ReservedHRM Principles & Practices (Second Edition)© Oxford Fajar Sdn. Bhd. (008974-T), 2011 Chapter 2– 4

RECRUITMENT AND SELECTION

Recruitment is the process of attracting suitable people to apply for job vacancies.

Selection involves choosing the most suitable candidate from amongst a group

of applicants.

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Chapter 2– 5

POTENTIAL COSTS OF A BAD RECRUITMENT DECISION

Cost of mistakes, accidents and loss of customers caused by employees who cannot cope with the job.

Cost of lowered morale amongst the employee’s supervisor and his or her co-workers who have to rework his mistakes or take over his tasks.

Cost of defending a claim of dismissal without just cause or excuse, once the employee has been dismissed.

Cost of recruiting a replacement. Cost of training a replacement.

HRM Principles & Practices (Second Edition)© Oxford Fajar Sdn. Bhd. (008974-T), 2011

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Chapter 2– 6

THE RECRUITMENT AND SELECTION PROCESS

Choose most suitable applicantChoose most suitable applicant

Source applicantsSource applicants

Conduct job analysisConduct job analysis

Collect information on applicantsCollect information on applicants

Make decision to recruitMake decision to recruit

Offer employmentOffer employment

Hold inductionHold induction


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Chapter 2– 7

ALTERNATIVES TO HIRING NEW EMPLOYEES

Before hiring, an employer should ask the following questions: Can the work be outsourced? Can the work be reorganized and carried out by

existing employees? Can the work be automated? Can the work be carried out by existing employees

working overtime? If an employee is needed, should he or she be hired

on a part-time or full-time basis?


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Chapter 2– 8

JOB ANALYSIS

Job analysis is a technique of studying a job to identify the skills, knowledge, experience

and other requirements necessary to perform a job.


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Chapter 2– 9

Questionnaires Interviews

Observation

TECHNIQUES FOR CONDUCTING JOB ANALYSIS


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Chapter 2– 10

JOB DESCRIPTIONS

Job descriptions are fundamental documents valuable in a variety of HR functions.

Job descriptions can be used in:

Recruitment and selection

Training

Setting performance standards and appraisal


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Chapter 2– 11

JOB DESCRIPTIONS (cont.)

Typical headings include: Job title, location and grading Relationships between the job-holder and others Brief statement on the purpose of the job List of duties and responsibilities Terms and conditions of employment to be given

to the job-holder Negative aspects of the job


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Chapter 2– 12

PERSON SPECIFICATION

Typical information include: Knowledge, skills and abilities required to do

the job Educational qualifications and work

experience required Physical requirements of the job, if any Personality requirements, where relevant Career path


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Chapter 2– 13

FACTORS AFFECTING RECRUITMENT EFFORTS

The location of the organization.

The public image of the organization.

The physical working conditions in the organization.

The relationships between people in the organization or the psycho-social environment.


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Chapter 2– 14

FACTORS AFFECTING RECRUITMENT EFFORTS (cont.)

The remuneration package being offered to new recruits.

The internal policies of the organization, including fair disciplinary practices and whether training opportunities are made available to employees.


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Chapter 2– 15

INTERNAL RECRUITMENT

Employment record of applicant available. Thus accurate assessment possible.

No induction needed. Little or no cost involved. Employees’ morale and motivation may be

increased.

Promotion from within and transferof existing staff.


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Chapter 2– 16

EXTERNAL RECRUITMENT

Sources of External Applicants: Employment agencies and consultants Campus recruitment Employee referrals Unsolicited applicants Advertising in the mass media The Internet


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Chapter 2– 17

THE SELECTION PROCESS

Sources of Information:

Application forms and curriculum vitae (CV)/ biodata/resumé

Reference checks Tests Interviews Assessment centre activities


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Chapter 2– 18

THE SELECTION INTERVIEW

Factors which influence the effectiveness of a selection interview:

Timing Venue Planning Skills of the interviewer(s) Questioning techniques used


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Chapter 2– 19

THE SELECTION INTERVIEW (cont.)

Research into selection interviews shows that they are mostly:

Invalid and unreliable

At the very least, interviews should be combined with other selection techniques.


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Chapter 2– 20

ISSUES TO BE DISCUSSED

Is nepotism to be encouraged or discouraged?

Should children be permitted to work? Should older workers be recruited? What problems may arise if older workers are

hired? What problems are faced by employers when

they hire foreign workers?


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Chapter 2– 21

OFFERING A CONTRACT OF EMPLOYMENT

A contract of employment is an agreementwhereby an employer agrees to remunerate an employee for services or work performed and

the employee agrees to work for the employer.


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Chapter 2– 22

TERMS AND CONDITIONS OF EMPLOYMENT

The terms and conditions of employment offered to an employee must:

comply with the employment laws, where relevant,

be clear and easy to understand, and

be attractive.


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Chapter 2– 23

EXPRESS TERMS OF THE CONTRACT

Written terms are usually included in:

the employee’s letter of appointment,

a collective agreement, where the workers are represented by a trade union, or

a company handbook.

Express terms are those terms agreed to by the parties, whether by way of oral agreement or in writing.


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Chapter 2– 24

IMPLIED TERMS IN AN EMPLOYMENT CONTRACT

An employee’s obligation to serve the employer with care, faithfulness and obedience.

An employer’s obligation to provide a safe workplace and to pay the agreed wages.

Terms implied into every employment contract by common law include:


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Chapter 2– 25

CHANGING THE TERMS OF AN EMPLOYMENT CONTRACT

The terms of a contract of employment can only be changed by mutual consent.

Any unilateral change amounts to a breach of contract.


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Chapter 2– 28

INDUCTION

An effective induction programme helps new recruits to

adjust to their working environment and helps them become productive team members in a short period of time.

New recruits face ‘reality shock’.

New recruits are anxious and stressed out.


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Chapter 2– 29

INDUCTION (cont.)

Organizational IssuesHistory Product or service Structure Policies and rules Physical layout

Organizational IssuesHistory Product or service Structure Policies and rules Physical layout

IntroductionsTo supervisor To co-workers To trainers

IntroductionsTo supervisor To co-workers To trainers

Employee Benefits and Procedures

Wages Rest breaks Holidays Benefits

Employee Benefits and Procedures

Wages Rest breaks Holidays Benefits

Job Duties

Job location Relationship to other jobs Overview of job

Job Duties

Job location Relationship to other jobs Overview of job


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Chapter 2– 30

INDUCTION (cont.)

Issues

How much information and what information should be given to new recruits?

When should the induction be held? What problems may arise if the participants

are diverse? What may happen if the information

disseminated is not accurate?


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Chapter 2– 31

REVIEW

The importance of job analysis in the recruitment and selection process.

The steps in the recruitment process. Selection of new recruits. The issues and problems relating to recruitment and selection. The importance of the contract of employment. Terms to be included in a contract of employment. Reasons for holding an induction programme. Methods and techniques which can ensure an induction

programme is effectively organized.


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