Transcript Slide 1

STAFFING
Outlines of the chapter






Strategic HRP
Job analyses
purpose of job analyses
Recruitment
factors effecting recruitment
Selection process
Strategic HRP
Human resource planning is a process of
determining an organization’s future human
resource needs.
It is a process by which an organization ensure
that it has…
1:right number and kind of people
2:at the right place
3:at the right time
4:capable of effectively and efficiently
completing the tasks.
Recruitment & Decruitment
 If demand for workers exceeds supply is
recruitment ….. D > S= recruitment
it happens when organization expands its operations in
future.
 If supply for workers exceeds demand is
decruitment….
S < D= decruitment
it happens when organization is passing through difficult
situations.
Employment planning process chart
D exceeds S Recruitment
compare D & S
S exceeds D Decruitment
Job Analysis
Job Analysis : Is a systematic exploration of
activities within a job.
This analyses “involves the identification and description of what is
happening on the job…
Accurately Identifying the required …..
 responsibilities.
 qualifications .
 Skills necessary for performing them.
Purpose of Job Analyses
Job analyses process generates three
outcomes:
A= Job Description.
B= Job Specification.
C= Job Evaluation.
A=Job Description
It is a written statement of…..
All those activities which the job holder does
and how it is done…. A common format for a
job description includes:
 Job title
 The responsibilities of the job
 Name of the organization
B=Job Specification
The job specification states the minimum acceptable
academic and professional qualification that the job
incumbent must possess to perform the job successfully .
Based on job analyses the job specification
identifies:
The knowledge
Skills
Education
Experience
C=Job Evaluation
Job evaluation is determining the worth of a
job.
It specifies the relative value of each job in the
organization.
Job evaluation is an important part of compensation
administration.
Job evaluation is made possible by job analyses.
Recruiting
&
Selection
Recruiting
Recruitment is the process of discovering
potential job candidates or it is the process of
advertizing vacancies and then receiving CV’s.
 The first goal of recruiting is to communicate
the position in such a way that job seekers
respond.
Factors that can affect Recruiting
Factor that can affect the recruiting efforts are
1=Image of the organization:
If image of the organization is perceived to be low, then
the likelihood of attracting a large number of
applicants is reduced and vice versa.
For example: many college graduates know that
individuals who occupy top spot at Kabul Bank earn
excellent salaries, are given excellent benefits and are
greatly respected among communities . The image of
Kabul Bank is positive.
2=Attractiveness of the job:
If the position to be filled is an unattractive
job,
like a job that is viewed as boring, hazardous,
anxiety creating, low paying, lacking in
promotion potential then the chances of
attracting a large pool of candidates will not
be possible.
Recruiting Sources
1= Internal Search:
In many organizations, it is standard
procedure to post any new job openings and
to allow any current employee to apply for the
position .
2=External Search:
External search is to open up recruiting efforts to
the external community.
Sources of external Search:
1=Advertisements:
When organization wishes to communicate to the
public that it has the vacancy, they announce
these vacant positions in local, national or
international publications according to the needs.
2=Schools, Colleges and Universities:
Educational institutions at all levels offer
opportunities for recruiting recent graduates.
Most educational institutions provide
placement services where employers meet
and interview graduates.
Educational institutions are an excellent
source of potentials employees.
3= Unsolicited Applicants:
These applicants, whether they reach the
employer by letter, e-mail or telephone
constitutes a source of job applicants.
These are job seekers who drop their CV’s in
different organizations even if there is no job
opening.
4=Cyber Space Recruiting:
Many companies are currently using internet to
recruit new employees.
For this purpose organizations develop their web
sites which contains important informations.
The best design of these web sites include an
online response form, so applicants is required to
fill the resume form and hit the “submit”buttton.
Selection
After successful recruiting process, the last step
in staffing is selection.
The selection process is composed of number of
steps. Each of these steps provides important
information that will help predicting whether an
applicant will prove to be a successful job
performer .
In simple words this selection process is made of
higher hurdles and applicant who clear all these
steps wins the race(job offer)
Selection Process
The selection process is made of several steps.
1=Initial Screening:
2=Completing the application form:
3=Employment Tests:
4=Comprehensive Interview:
5=Background Investigation:
6=Conditional Job Offer:
7=Medical or Physical Examination:
8=The permanent job offer:
1=Initial Screening Interview
Initial screening is usually done by;
1=screening out those CV’s that do not fulfill
the minimum qualification criteria in terms of
education, skills and experience.
2=Screening interviews is conducted to check
the level of motivation and degree of
seriousness of applicants.
If the degree of seriousness is found to be low
then those applicants are screened out.
2=Completing Application Form
Applicants need to fill a company’s specific employment form that generates
important informations about the applicants like………..
Name,
address,
birthplace,
photographs,
Religion,
marital status,
prior experience,
nationality,
age,
Experience, reference etc.
The purpose of application form is to collect a complete bio-data of applicants. These
information are then used for verification.
3=Employment Tests
Selection process is highly dependent upon
intelligence, aptitude, ability and interest
tests.
The purpose of these tests is to measure the
intellect , abilities, perception , math, reading
and writing skills.
These tests vary according to the requirements
of the job.
4=Comprehensive Interview
A selection device in which in-depth informations
about the applicant can be obtained.
Comprehensive interview is designed to cover
those areas that cannot be addressed easily by
the employment test, such as assessing ones
motivation and ability to work under pressure.
In interview usually relevant questions are asked
by the interviewer from the interviewee.
5=Background Investigation
The process of verifying informations provided
by the applicant in the application form.
These include….
1=Contacting former employer to confirm the
candidate’s work record.
2=Verification of educational documents.
3=Verifying individual legal status.
6=Conditional Job Offer
What the conditional offer implies is that
if everything checks out okay except
passing a certain medical and physical
examination.
7=Medical & Physical Examination
An examination indicating an applicant is
physically fit for essential job performance.
Such as “Drug Test”. If any applicant is found
to be drug addicted will result in immediate
rejection.
8=Permanent Job Offer
After successfully completing all steps in
selection process , the candidate is considered
eligible to receive the employment offer.
or
All applicants are put through every step of
the selection process, and final decision is
based on comprehensive evaluation of the
results from all stages.
Selection Process Chart
initial interview
application form
employment test
comprehensive interview
background investigation
conditional job offer
Med & physical exam
Permanent job offer