rec n sel - dessler12

7/27/2019 Rec n Sel - Dessler12

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GARY DESSLER

HUMAN RESOURCE MANAGEMENT

Global Edition 12e

Chapter 5, 6 and 7

Recruitment andSelection

Copyright 2011 Pearson Education Part 2 Recruitment and Placement


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Copyright 2011 Pearson

Education

WHERE WE ARE NOW

FIGURE 110 Strategy and the Basic Human Resource Management Process


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Human Resource Management Processes

Acquisition

Training

Appraisal

CompensationLabor Relations

Health and Safety

Fairness

Human

Resource

Management

(HRM)


EducationLast Time

What Is Human Resource Management (HRM)?

The process of acquiring, training,

appraising, and compensating employees,

and of attending to their labor relations,

health and safety, and fairness concerns.


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Job Analysis The procedure for determining the duties and skill requirements of a

job and the kind of person who should be hired for it.

Job Description A list of a jobs duties, responsibilities, reporting relationships, working

conditions, and supervisory responsibilitiesone product of a job

analysis.

Job Specifications A list of a jobs human requirements, that is, the requisite education,

skills, personality, and so onanother product of a job analysis.


Education

The Basics of Job Analysis: Terms


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Work

activities

Human

behaviors

Human

requirements

Job

context

Machines, tools,

equipment, and

work aids

Performance

standards

Information

Collected Via Job

Analysis

Types of Information Collected


Education


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Education

FIGURE 41 Uses of Job Analysis Information

Job analysis

Job description

and specification

Recruiting

and selection

decisions

Performance

appraisal

Job evaluation

wage and salary

decisions(compensation)

Training

requirements

Uses of Job Analysis Information


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Education

WHERE WE ARE NOW

Today


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Education

1. List the steps in the recruitment and selection process.2. Explain the main techniques used in employment planning

and forecasting.

3. Explain and give examples for the need for effective

recruiting.4. Name and describe the main internal sources of candidates.

5. List and discuss the main outside sources of candidates.

6. Explain how to recruit a more diverse workforce.

LEARNING OUTCOMES


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1. Decide what positions to fill throughpersonnelplanning and forecasting.

2. Build a candidate pool by recruiting internal orexternal candidates.

3. Have candidates complete application forms andundergo initial screening interviews.

4. Use selection tools to identify viable candidates.

5. Decide who to make an offer to, by having thesupervisor and others interviewthe candidates.

The Recruitment and Selection Process


Education


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Education

FIGURE 51 Steps in Recruitment and Selection Process

The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job.

Steps in Recruitment and Selection Process


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Employment or Personnel Planning

The process of deciding what positionsthe firm will have to fill, and how to fillthem.

Succession Planning

The process of deciding how to fill thecompanys most important executivejobs.

What to Forecast?

Overall personnel needs

The supply of inside candidates

The supply of outside candidates

Planning and Forecasting


Education


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Education

FIGURE 56 Recruiting Yield Pyramid

16%

75%

67%

50%

Recruiting Yield Pyramid


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Foreknowledge of

candidates strengths

and weaknesses

More accurate view ofcandidates skills

Candidates have a stronger

commitment

to the company

Increases employee morale

Less training and

orientation required

Failed applicants become

discontented

Time wasted interviewing

inside candidates who willnot be considered

Inbreeding strengthens

tendency to maintain the

status quo

Advantages Disadvantages


Education

Internal Sources of Candidates


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1

2

3

4

5

Advertising

Recruiting via the Internet

Employment Agencies

Temp Agencies and Alternative

Staffing

Offshoring/Outsourcing

6

7

8

9

On Demand Recruiting Services

(ODRS)

Executive Recruiters

College Recruiting

Referrals and Walk-ins

Locating Outside Candidates


Education

Outside Sources of Candidates


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Single parents

Older workers

Welfare-to-work Minorities andwomen

The disabled


Education

Recruiting A More Diverse Workforce


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WHERE WE ARE NOW


Education


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Organizational

performance

Costs of recruiting

and hiring

The Importance of Selecting

the Right Employees

Legal obligations

and liability

Why Careful Selection is Important?


Education


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Major Types of Tests Basic skills tests

Job skills tests

Psychological tests

Why Use Testing?

Increased work demands = more testing

Screen out bad or dishonest employees

Reduce turnover by personality profiling


Education

How Do Employers Use Tests at Work?


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Online tests Telephone prescreening

Offline computer tests

Virtual inbox tests

Online problem-solving tests

Types of Tests

Specialized work sample tests

Numerical ability tests

Reading comprehension tests

Clerical comparing and checking tests


Education

Computerized and Online Testing


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Cognitive

abilities

Motor and

physical abilities

Personality

and interests

What Different Tests Measure

Current

achievement


Education

Types of Tests


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Extraversion

Emotional

stability/Neuroticism

AgreeablenessOpenness to

experience

Conscientious

ness


Education

Personality and interests

O C E A N

The Big Five MBTI

DiSC


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