Human Resources Management III. Employee Recruitment Employee Recruitment I. • Human Resources Planning I. Ø one of the most important HR activities • What do you need? Ø knowledge of strategic business plan (organization goals, hiring policy) Ø knowledge of evolution of the company Ø knowledge of appraisal system Employee Recruitment IIA. • Human Resources Planning II. • What are you going to do? Ø Forecast Staffing Requirements (identification of open positions caused by turnover or growth) Ø Develop Succesion Plans (managers developed individual succession plans for important positions) Ø Identify Training Reguirements Ø Conduct Organizational Review Employee Recruitment IIB. • Organization goals • (Why does the organization existst? What are goals and objectives?) • Job design • (What are the duties and responsibilities of the individual worker? What wark does the individual perform for the organization?) • Job success criterion • What distinguishes successful performance from the opposite one? • Job specification • What traits, skills, and qualities in the individual are related to successful performance? • Selection instruments • What devices are available for deteriminig if the applicant possesses the desired traits, characteristics, and skills? Employee Recruitment III. • Recruitment Sources I. : • Internal Recruitment Ø Increases morale of all employees Ø Knowledge of personnel records Ø Chain effect of promotion Ø Need to hire only at entry level Ø Usually faster, less expensive (from the beginnig) Employee Recruitment IV. • Recruitment Sources II. : • External recruitment Ø Applicant pool is greater Ø New ideas, contacts Ø Reduces internal infighting Ø Minimizes Peter Principle Ø May solve Vacant Principle Employee Recruitment VI. • Methods of Recruitment Ø External Agencies (Private Employment Agancies) Ø saving time, spending money (short time view) Ø Internal Selection Ø saving money, spendig time (short time view) Ø Leasing Employees Ø HR – Department strategy Employee Recruitment VIIA. • Steps in the Selection Process • Announcement • CV, motivation letter • Initial Screening • Application Blank • Testing • Background Checks • Interview(s) • Department Interview Employee Recruitment VIIB. • Announcement • Target and how to hit it • specialized periodicals • specialized www pages • www pages of the company • Information engaged • Job description, minimum qualification, job conditions, time-table of selection process, experience needed, benefits, place Employee Recruitment VIIC. • CV, Motivation letter • CV • http://jobsearch.about.com/od/sampleresumes/l/blresume4.htm • Motivation letter • Not just – I would like to, yet why do you have motivation for doing such job, such position Employee Recruitment VIID. • Steps in the Selection Process Ø Initial Screening Ø minimizes the time the HR department must spend during the selection process, minimum qualification etc. Ø Application Blank Ø example Employee Recruitment VIIE. Ø Writing tests I. Ø periods of growth (1940-1950, 1970-1980), yet also periods of decline (60. late 80) WHY? Ø writing test has really strong, but also weak points Ø the strong ones (objectivity, validity, time-saver process) Ø the weak ones (lack of interaction, lack of second and third level question, lack of subjective info) Ø HRM has to combine writing tests with other tools Ø Writing test - types Ø (general Intelligence Tests, Aptitude Tests, Personality nad Interest Tests) Employee Recruitment VIIF. • Writing tests II. – types Ø General Intelligence Tests Ø Consistent relation between occupation and general intelligence Ø Intelligence tests are useful to roughly categorize, yet it is meaningless Ø aspect ratio – what we get and how much time we have to spend is really bad Employee Recruitment VIIG. • Writing tests II. – types Ø Specialized tests Ø post-Kohlberg moral attitude tests (example) Ø thematic apperception test (TAT) Ø emotional intelligence Ø language test Ø useful, good aspect ration what we got and how much time we used Employee Recruitment VIIH. Ø Interviews Ø (The Structured and Semi-Structured Interview) • The purpose of the interview is to determine: • 1) Does the applicant have the ability to performe the job? • 2) Will the applicant be motivated? • 3) Will the applicant fit in with the organization? • How to do it? • Do the next steps … Employee Recruitment VIIi. • Interview • Preparation • Settings (how to put the applicant at ease and provide consistent surroundings …) • Documentation (prepare a system of written records and formalized procedures for interview) • Standardization (standardize the interview format) • Scoring (determine how the interview will be scored) • Prepare job-related, motivation-related and personal orientation-related questions Employee Recruitment VIII. • How to do the Selection Process? • We know now tools, yet how to do it? • Triangel contra square? • Exclusivity contra up to the last time inclusivity? • The Selection Decision – the last word Employee Recruitment IX. • Do it your self – task: