HRM Chap. 2

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RECRUITMENT, SELECTION AND INDUCTION

2CHAPTER

HRM Principles & Practices (Second Edition)© Oxford Fajar Sdn. Bhd. (008974-T), 2011 Chapter 2 – 1

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

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– 3

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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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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1. Bad hiring decisions can lead to_______

a) higher costs

b) increased accidents

c) lower employee morale

d)d) All of the aboveAll of the above

HRM Principles & Practices (Second Edition)© Oxford Fajar Sdn. Bhd. (008974-T, 2011 Chapter 2– 5


THE RECRUITMENT AND SELECTION PROCESS

Choose most suitable applicant

Source applicants

Conduct job analysis

Collect information on applicants

Make decision to recruit

Offer employment

Hold induction



2. Which of the following statements is not correct?a) Human resource planning helps employers decide on

training needs.b) Human resource planning helps employers carry out

recruitment in a systematic manner.c) Human resource planning helps employers manage the

workforce in the event of a crisis.d)d) Human resource planning helps employers decide on Human resource planning helps employers decide on

which employees should be dismissed for poor which employees should be dismissed for poor performance.performance.



ALTERNATIVES TO HIRING NEW EMPLOYEESBefore 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?



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.



Questionnaires Interviews

Observation

TECHNIQUES FOR CONDUCTING JOB ANALYSIS



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



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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3. Information about the duties being carried out in a particular job can be obtained most accurately from

a)Internet sources

b) The job holder’s supervisor

c) Employees currently carrying out the jobEmployees currently carrying out the jobd) Job holders who have recently left the organization


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4. A job description typically includes all of the following, except

a)The job title.

b)The job location.

c)c)The personality of the job holder.The personality of the job holder.d)The duties required of the job holder.



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



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.



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.



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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5. All of the following are advantages of internal recruitment, except _______

a)Applicant’s employment records are readily available.

b)No induction costs are incurred.

c)Employees’ morale increases.

d)d)It leads to inbreeding.It leads to inbreeding.



EXTERNAL RECRUITMENT

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



THE SELECTION PROCESS

Sources of Information: Application forms and curriculum vitae (CV)/

biodata/resumé Reference checks Tests Interviews Assessment centre activities



THE SELECTION INTERVIEW

Factors which influence the effectiveness of a selection interview: Timing Venue Planning Skills of the interviewer(s) Questioning techniques used



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.



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

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6. Generally, employers are not keen to hire older workers because_______

a)Their wages are usually higher than younger workers.

b)It is perceived that they are not interested to learn new technologies.

c)It is perceived that they incur higher medical cost compared to younger workers.

d)d)All of the above.All of the above.



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.



TERMS AND CONDITIONS OF EMPLOYMENTThe 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.



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.



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:



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.



TYPES OF EMPLOYMENT CONTRACT

Employment contracts may be:

Duration

Indefinite/ Permanent

Fixed-term/Temporary



TYPES OF EMPLOYMENT CONTRACT (cont.)

Employment contracts may be:

Working Hours

Full-time Part-time



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.



INDUCTION (cont.)

Organizational IssuesHistory Product or service Structure Policies and rules Physical layout

IntroductionsTo supervisor To co-workers To trainers

Employee Benefits and ProceduresWages Rest breaks Holidays Benefits

Job DutiesJob location Relationship to other jobs Overview of job



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

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7. Reality shock is usually caused by_____

a)boring induction programmes

b)feelings of excitement by new employees

c)c)unrealistic expectations by new employeesunrealistic expectations by new employeesd)unfair treatment of new employees by their superiors


Documents

HRM Chap. 2