HUMAN RESOURCES MANAGEMENT

Instructor: NGUYỄN VÂN THUỲ ANH, PhD

Human Resources Management Division
Faculty of Human Resources Management and Economics

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 CHAPTER 3: HUMAN RESOURCE
PLANNING, RECRUITMENT AND
SELECTION
Instructor: NGUYỄN VÂN THUỲ ANH, PhD
Faculty of Human Resources Management and Economics

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 Brief introduction about the chapter
 Human resource planning and recruitment and selection of effective human
resources will contribute to the improvement of human resources quality of the
organization.
 This chapter presents the nature and identify steps in the human resource planning
process, concept of recruitment and selection of human resources, the relationship
between recruitment, selection of personnel; and clarifies the importance of human
resource recruitment and selection, sources and methods of recruitment as well as
selection process.

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 Learning objectives
After studying this chapter, students should be able to:
 Understanding the nature and identify steps in the human resource planning
process
 Understand the importance of recruitment and selection of human resource
management
 Understand the recruitment techniques that organizations use
 Discuss how technology is changing recruitment and selection procedures
 Understand the tests and techniques used in selection
 Understand legal concerns in the recruitment and selection process

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 Texts and readings for the chapter
 Gary Dessler, Human Resource Management,12th edition, Prentice Hall 2011,
chapter 4

 Byars, L. L và Rue, L. W., (2008), Human Resource Management, 9th edition,

McGraw-Hill Companies Inc., Boston. Chapter 6,7

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 Contents
3.1 Human Resource Planning

3.1.1. Definitions

3.1.2. Human resource planning process

3.2 Human Resource Recruitment

3.2.1. Definition and importance of recruitment

3.2.2. Factors affecting recruitment

3.2.3. Recruitment Sources and Methods

3.3. Human Resource Selection

3.3.1. Definition, objectives and importance of selection

3.3.2. Selection Process and Methods

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 Recruitment and Selection Process Overview

HR Planning

Job analysis Recruitment process

Job Job
Description Specifications
Selection process
 3.1 Human Resource Planning
3.1.1. Definitions

3.1.2. Human resource planning process

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 3.1. Human resource planning in the public
sector
3.1.1. Definitions

Human resources planning, a critical component of strategic

planning and SHRM, is the process of analyzing and
identifying the need for and availability of human resources
to meet the organization’s objectives.

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3.1.2. Human resource planning process
Steps of HR Planning

1 Strategic direction
Analyze the workforce, identify skills gaps,
2
and conduct workforce analysis
3 Develop an action plan

4 Implement the action plan

5 Monitor, evaluate, and revise

 3.2 Human Resource Recruitment
3.2.1. Definition and importance of recruitment

3.2.2. Factors affecting recruitment

3.2.3. Recruitment Sources and Methods

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 3.2.1. Definition and importance of recruitment
 Recruitment is the process of selecting a supply of possible
candidates for positions within an enterprise
 The Recruitment and Selection Process
1. Decide what positions to fill through personnel planning and
forecasting.
2. Build a candidate pool by recruiting internal or external
candidates.
3. Have candidates complete application forms and undergo
initial screening interviews.
4. Use selection tools to identify viable candidates.
5. Decide who to make an offer to, by having the supervisor and
others interview the candidates.
 3.2.2. Factors affecting recruitment
 External Factors Affecting Recruiting
 Supply of workers
 Outsourcing of white-collar jobs
 Fewer “qualified” candidates
 Other Factors Affecting Recruiting Success
 Consistency of recruitment with strategic goals
 Types of jobs recruited and recruiting methods
 Nonrecruitment HR issues and policies
 Successful prescreening of applicants
 Public image of the organizations
 Employment laws
 3.2.3. Recruitment Sources and Methods
 Recruit someone from outside => external recruitment
 Promote or transfer someone within the existing workforce =>
internal recruitment
 Internal recruitment
 Job posting: a procedure for communicating to company
employees the fact that a job opening exits
 Employees referrals: asking employees refer to the person
suitable for the job
Internal Sources of Candidates
Advantages Disadvantages

 Foreknowledge of  Failed applicants become

candidates’ strengths discontented
and weaknesses
 Time wasted interviewing
 More accurate view of inside candidates who will
candidate’s skills not be considered
 Candidates have a stronger  Inbreeding strengthens
commitment tendency to maintain the
to the company status quo
 Increases employee morale
 Less training and
orientation required

5–17
 External recruitment
 External recruitment methods:
 Advertising
 Employment Agencies
 Job Fair
 Internship
 Executive search firm
 Event Recruiting
 Advertising
 A way of communicating the firm’s employment needs to the
public through media such as radio, newspaper or industry
publications
 Employment agencies
 An organization that help firms recruit employees and at the
same time aids individuals in their attempts to locate jobs
 Job fair
 A recruiting method engaged in by a single employer or a
number of employers to attract a large number of applicants for
interviews
 Internship
 A special form of recruitment that involves placing a student in
a temporary job with no obligation either by the company or by
the student to hire the student permanently or by the student to
accept a permanent position with the firm following
graduation.
 Executive Recruitment
 Executive Recruiters (Headhunters)
 Contingent-based recruiters
 Retained executive searchers
 Internet technology and specialization trends

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College Recruiting
 On-campus recruiting goals
 To determine if the candidate is
worthy of further consideration
 To attract good candidates
 On-site visits
 Invitation letters
 Assigned hosts
 Information packages
 Planned interviews
 Timely employment offer
 Follow-up
5–24
 3.3. Human Resource Selection
3.3.1. Definition, objectives and importance of selection

3.3.2. Selection Process and Methods

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 3.3.1. Definition, objectives and importance of
selection
 Selection is the choosing from a number of candidates the one
most suitable for a specified position
 Contents of this part:
 Selection process
 Selection methods
 3.3.2. Selection Process and Methods
Step1: Deal with responses to job advertisement , send
application forms
Step 2: Assess CVs and application forms
Step 3: Sort applicants into “possible”, “unsuitable” and
“marginal”
Step 4: Invite candidates for interviews
Step 5: Selection testing, if suitable
Step 6: Review un-interviewed “possible”, “marginal”
Step 7: Send standard letters to unsuccessful applicants
Step 8: Make a provisional offer to the recruit.
 Homework for In-class-discussion
 Discussion 1
 Significance of recruitment and selection in organizations
 Legal concerns in the recruitment and selection process
 Based of delivered JDs (or chosen by you), students write a job
advertisement
 Based of delivered JDs (or chosen by you), students design
necessary documents/tools served for an interview

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 Q &A

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