RECRUITMENT & SELECTION

RECRUITMENT - is the process in which people are offered selection in an

organization

STAGES:

1. Analyzing the Job Vacancy - Is there potential to appoint/promote an

2. Job Analysis - the process of studying a job to determine
PRODUCTS OF JOB ANALYSIS:
• JOB DESCRIPTION – written narrative
• JOB SPECIFICATION – written statement

3. Advertising the Job Vacancy

• EXTERNAL RECRUITMENT
• INTERNAL RECRUITMENT
4. Screening of Candidates – conducting short telephone interview
5. Interviewing the Candidates – best way to know the potential
6. Selecting the right candidate - decision on the person to be appointed

JOB ANALYSIS & DESIGN

- Is the process or practice gathering and analyzing details

- Job analysis is not study of workers, but of their activities
JOB ANALYSIS PROCESS:

1. Preparation of job analysis – familiarization, determination,

identification
2. Collection of Job Analysis information- determine, data collection,
choice of method
3. Use of Job analysis information – job design, description,
performance standard

5 TYPES INFORMATION

1. WORK ACTIVITIES
2. HUMAN BEHAVIOR
3. MACHINES, TOOLS, EQUIPMENT AND WORK AIDS
 4. PERFORMANCE STANDARD
5. JOB CONTEXT
6. HUMAN REQUIRMENT

PURPOSE OF JOB DESCRIPTION & JOB SPECIFICATION

JOB DESCRIPTION – collection job-related, determine what needs
to be, clarifies who will report
JOB SPECIFICATION – helps the candidates analyze, helps
recruiting team

DIFFERENT APPROACHES TO JOB DESIGN

JOB ROTATION – shifted between two or more assignments or job

JOB SIMPLICATION – popularized FREDERICK TAYLOR

JOB ENLARGEMENT- number of tasks associated with a certain of job

JOB ENRICHMENT – intervention creates of job

HR 105 TRAINING

TRAINING – constitutes a basic concept

Highly useful tools

Act of increasing
DALE S. BEACH – organized procedure by which people learn
knowledge

EDWIN FLIPPO – Act of increasing

WAYNE CASCIO – consists of planned programs

NEEDS FOR TRAINING

ENVIRONMENTAL CHANGES – MECHANIZATION

CHANGE IN THE JOB ASSIGNMENTS – NECESSARY EXISTING

HUMAN RELATION – MANAGEMENT MAINTAIN

ORGANIZATIONAL COMPLEXITY – MODERN INVENTIONS

SUIT EMPLOYEE SPECIFICATIONS – MAY NOT EXACTLY SUIT

INDUCTION TRAINING – new recruits

JOB INTRUCTION – overview of job

VESTIBULE – large entrance or reception

REFRESHER – latest develop

APPRENTICESHIP - prescribed period

ADDIE MODEL

ANALYSIS – PROCESS OF IDENTIFYING

DESIGN- DOCUMENTATION PROJECS

DEVELOPMENT- PRODUCTION AND TESTING

SMART OBJECTIVES:

SPECIFIC

MEASURABLE

ATTAINABLE
REALISTIC

TIME - BOUND

IMPLEMENTATION – PROCEDURE OF TRAINING

EVALUATION – HOW INDIVIDULAS REACTS

KIRKPATRICK MODEL

- REACTION
- LEARNING
- BEHAVIOR
- RESULTS