Recruitment,

Talent and
Human Resources
Management

Presenter: Michael Mwangoka

Human Resources
The set of people who make up the
workforce of an organization, business
sector, industry, or economy.

The division of a business, company or

organization that is charged with finding,
screening, recruiting, and training job
applicants, and administering employee-
benefit programs.
Recruitment
The process of actively seeking out,
finding and hiring candidates for a
specific position or job. The recruitment
definition includes the entire hiring
process, from inception to the individual
recruit's integration into the company or
an organization.
 TYPES OF RECRUITMENT

Direct Indirect Third Party

Recruitment Recruitment Recruitment
Direct Recruitment
This means an organization
sources and recruits talents
without involving any
middlemen or
advertisements.
For example, the
organization can send a
representative from HRM
department in educational
institutes, forums,
workshops, corporate
events, meetups etc. to
interact with potential
candidates.
Indirect Recruitment
The organization use the
advertisement channels
such as newspapers,
radio, job sites, radio,
television, magazines,
social media, professional
journals etc. to reach the
potential candidates.
The advertisement
provides information
about the job requirement,
the type of job (full time or
part time) job location,
qualifications needed,
salary range etc.
Third Party Recruitment
The third-party method of
recruitment includes the
helping hands which are
outside the organization.
For example, engaging the
human capital or
recruitment firms and have
them recruit candidates on
behalf of your organization.
There are a number of
recruitment firms in
Tanzania such as ITM
Tanzania, Empower, Exact
Manpower etc.
 QUIZ

QUIZ 1
According to you, what is the
best recruitment method?

QUIZ 2
What are the criteria that The
Human Resource Management
(HRM) Department of an
organization will use to choose
the recruitment method?
 Recruitment Process

1 2 3 4 5
Recruitment or Writing or Advertisement Screening of Job Initial Short-
Manpower Creating a Right for Open Job Applications Listing of the
Planning Job Description Vacancies Candidates

6 7 8 9. 10
Conducting Assessment of Reference/ Issuance of Job Joining & On-
Interviews the Applicant Background Check Offer Letter boarding
 1. RECRUITMENT OR MANPOWER PLANNING
the process of estimating the optimum number of people
required for completing a project, task or a goal within
time. Manpower planning includes parameters like number
of personnel, different types of skills, education
qualifications, time period, demand and supply trends,
organizational strategy, budget etc.

RECRUITMENT 2. WRITING OR CREATING A RIGHT JOB DESCRIPTION

PROCESS On the applicant side, prospective employees need specific
job descriptions to decide if the position is a good fit for
their qualifications and their desired career.
To the employers, job descriptions can help identify
particular skills or abilities that are necessary for a position
or the environmental pressures that apply to the position.

3. ADVERTISEMENT FOR OPEN JOB VACANCIES

It is very important to make sure your job advert reach as
many prospective candidates as possible. Having many
applications, can also increase the chance for good
candidates and vice-versa. Most of important ways to
advertise a job include, organization website, free job
boards (E-Kazi etc.), social media platforms, professional
bodies and Alumni networks, employee referrals etc.
 4. SCREENING OF JOB APPLICATIONS
This is the process of reviewing job applications. This
comes in right after candidate sourcing and involves
skimming through resumes, CVs and cover letters to find
the closest applicant job-description matches keeping in
mind qualifications, experience, skill sets, and projected
candidate-organization

5. INITIAL SHORT- LISTING OF THE CANDIDATES

RECRUITMENT
PROCESS Shortlisting is the process of identifying the candidates that
meet the criteria laid out in the job listing. They’re the
candidates that you want to move forward with in the
recruitment process, most likely by having an initial
interview.

6. CONDUCTING INTERVIEW
Interview is a conversation or discission between the
interviewer/employer and the interviewee/candidate.
Interviews can be done by phone, video, face to face and
written interviews. It is very important to consider the
interview method that works best for an organization and
never involve emotions, biasness or any personal feelings
that may jeopardize the process.
7 Assessment of the Applicant

8 Reference / Background Check

Issuance of Job Offer Letter. If you can, give

9 constructive feedback to the unselected
candidates or anyone that applies.

10 Joining & On-boarding

HUMAN
RESOURCES
PRACTICES
IN NGOS
 Human resource policies are
formal rules and guidelines
that businesses, organization
Human or companies put in place to
manage their employees.
Resources HR procedures, on the other
policies hand, are step-by-step
instructions that specify what
actions should be taken to
comply with these policies.
Defining these policies and
procedures is one of the core
functions of human resource
management.
HR procedures often take the
form of Standard Operating
Procedure (SOP) documents.
10 IMPORTANT HR POLICIES TO
INCLUDE IN YOUR ORGANIZATION

1. Code of Conduct 2. Recruitment Policy

Code of conduct outlines the company's The recruitment policy usually sets out criteria
expectations of its employees in terms of for candidate selection and outlines the new
behavior, defining what is acceptable and what employee onboarding process. In case you
is not, and keeping the workplace safe and have an employee referral program, include it
comfortable for everyone. It usually addresses in this policy.
issues such as:
Dress code 3. Working hours and overtime policy
Social media use
Punctuality This policy needs to state how flexible the work
Alcohol and drug use hours are, when breaks can be taken and for
Harassment and bullying how long, and how to clock in and out. Explain
how overtime work is handled and
compensated.

4. Leave Policy
Taking a certain amount of time off
work is what helps your team stay
healthy, happy, and productive.
Let your employees know how long
they are allowed to be away from
work and how they can request
leave. Include specific policies that
pertain to vacation, sick leave,
public holidays, childbirth,
paternity and so on.
6. Performance Evaluation
and Promotion Policy
The performance evaluation
policies are there to transparently
communicate to the employees
how their jobs are graded and
how performance is rewarded.
It's there to ensure that all
employees are treated fairly and
can be a great motivational tool.
5. Attendance and Remote
Work Policy
This policy specifies whether
the employees are expected to
work from the office or from
home. If your team is allowed
to work remotely, consider
including relevant procedures,
such as how to request a
home office allowance, remote
reporting etc
7. Health and Safety Policy
No matter what industry your
company belongs to, workplace
injuries can be a risk. The health
and safety policies are there to
outline the procedures and
responsibilities of all employees
to keep the workplace safe for
everyone.
8. Expense policy
Explain how expenses should be handled, for example, when
employees go on business trips, field work or organize team events.
In case they are expected to spend their own money, describe the
costs they can be reimbursed for and the procedures for doing so.

9. Benefits and Compensation Policy

Your employees need to know when and how they will get paid and
what benefits they will receive. The policy should outline the payroll
frequency and payment methods, and list the additional benefits
your business offers, such as medical benefits, wellness programs,
bonuses, allowances, and so on.

10. Termination Policy

The termination policy, on the other hand, describes how an
employee is expected to give their resignation and the amount of
notice required. It may also list the employee actions that may
result in termination. For example, giving a 30 days’ notice before
your termination is accepted by the organization.
 ASSIGNMENT

Design a recruitment plan for

any position of your choice
which include all the processes
from planning stage to
onboarding and orientation
level. Be sure to relate to your
line of work.
 Thank You

+255 673 342 099 | +255 743 271 447

michaelmwangoka123@gmail.com