Slide 1
Recruitment Process forBedazzled enterprise LimitedDecember
2010Group PresentationHuman Resource Management (HRM)Lecturer: Mr.
Tom DowneyGroup Members: Stream 2 Syndicate 13
Muzni Miftha - 2010005729Kawaljit Kaur - 2010005104Aditi
Shreshtha - 2010004267Sweta James - 2010005112Jasprit Kaur -
2010005796
What is Recruitment?
Recruitment is the war of talents says McKinsey & Company
finding the right talent will be very challenging for
enterprises.
Recruitment is all about attracting more applicants in to the
gene pool performing some kind of a filtration process and
selecting the right person(s) with right qualifications and
aspirations in to the organisation.
Globalization of knowledge has increased the strength of
recruitment and internet has transformed the traditional human
resource practices in to a new era.
There are 3 things prepared by our HR department for a job role
and the applicants generally should match the following main 3
categories before he/she apply for the Job.
Job Analysis (JA)
Job Description (JD)
Person Specification (PS)
Every organisation small or big will carry out this process and
every organisation will have a recruitment policy which is to make
sure the recruitment process will be performed systematically and
the recruited employees all of these should be matched and linked
with the overall organisation goal/strategy.
Purpose of recruitment
The general purpose of recruitment to
provide the organisation with a pool of aspirants from which to
select people to fill specific position and not only that but also
To attract ad engage people it needs to achieve its overall
organisational objectives
Build positive impression of the recruitment process
Recruit right people who will fit in to organisations culture
and contribute to the organisations goals
Job AnalysisProduction Assistant
Job specification of Production Assistant include job
requirements:
1. Professional certificate or a Diploma in production is an
advantage.
2. Good knowledge of regulatory requirements, housekeeping,
health and safety.
3. 3 to 5 years plus experience in a similar capacity is an
advantage.
4. Excellent interpersonal and communication skills and ability
to liaise with various support groups.
5. Able to perform stamping die adjustment and
troubleshooting.
6. Willing to take up challenge, mature and independent
character.
7. Able to work overtime and under pressure, good written and
communication skills.
8. Previous experience of people-management and demonstrated
ability in people motivation, organizing and team building is
required.
9. Solid record of attention to detail and strict adherence to
procedures.
10. Suitable candidates must be open to working shiftssource:
http://www.humanresources.hrvinet.com/production-supervisor-job-specification/
Example:Job Analysis (JA)
Job analysis is the foundation for almost all HRM activities and
it is linked to all the activities.
Is a process of gathering, assessing and recording
information
Things to remember when carrying out JA
That the job description and person specification is matching
and accurate
Remember focus of the job analysis is the job itself not the
person doing the job.
Job analysis provides a foundation for many HR activities,
including
Writing job descriptions and person profiles for recruitment and
selection;
Defining job responsibilities and performance criteria for
performance planning
Designing training and development programmes
T. Downey, (HRM: Nov. 2010)
Different ways of conducting a Job Analysis
InterviewsQuestionnaireschecklistsobservationtechnical
conferences
Rudman, JA checklist (p.254)JOB DESCRIPTION Bedazzeled
Production Worker
DIVISION: ManufacturingJOB TITLE: Production WorkerJOB
NUMBER:INNNB6700REPORTS TO:Supervisor/ Manager
JOB PURPOSE: To perform a variety of operational functions that
constitutes the production, inspection and distribution of products
or services for commercial customers.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Performs assignments in accordance with established safety
policies and procedures.
Adheres to the Quality Policy, including all items assigned to
this position in accordance with ISO policies.
Complies with the work rules and standards set forth in the
Production Worker Handbook.
Refers to work order or procedural instructions appropriate for
each job, function or assignment before commencing work.
Maintains good housekeeping and clean work areas in assigned
work sites. Assures that all work assigned to position is performed
in accordance with specifications, instructions and
requirements.
Demonstrates ability to meet production standards on specific
assignments within a reasonable time, depending on the degree of
difficulty of their job functions. QUALIFICATIONS
Experience, Competencies and EducationMust possess an education
or experience level that permits the employee to effectively
communicate and perform duties, assignments and responsibilities of
the job.
Language SkillsAbility to read, analyze and interpret the most
documents relating to the job, function or assignment.
Reasoning AbilityAbility to make decisions when identifying
in-process problems. Ability to deal with a variety of job
assignments and meet targets.
Salary: $15.00 - $20.00 Hourly Depend On Experience (Mon -
Fri)Example:Job Description (JD)
As the heading says the brief detail about the job itself what
need to be performed not the job holder.
It specifies
The general descriptive of around the jobThe
responsibilitieswhom to reportwhere to performwhat to
performRemunerationwork hours, etc.
Job description should be simple
Job description should not overstate or exaggerate
Job description should be produced jointly and agreed
Example:
Production ManagerSource:
http://www.alt.ac.uk/docs/projects_manager_web_info_may2006.pdf
Person Specification (PS)
PS is a statement of skills, knowledge and attitudes needed to
effectively perform a job and together with any specific
qualifications, experience or other job related attributes which a
person might reasonably expected before appointed for a
position.
Example:
Typing skill 60 words per minute
Computer literacy good in Microsoft Office Application (Word,
Excel, Power Point, Access)
Having Clean heavy truck and forklift Driving licence will be an
advantage
Rudman, Person Profile, (p.252)Recruitment policy for Bedazzled
Enterprise LimitedIntroduction
In order to avoid child labour it is compulsory that applicant
should have reached 16 year s old at the time of application
It is a compulsory requirement that employees follow & obey
these recruitment guidelines and follow the steps in recruiting new
employees or in processing the internal applicants.
Every application processed by the HR department should match
the Job Description, Job Specification and Person Specification
created for each vacancies.
Every recruitment process should be carried out following these
policies.
Every applicant should be local resident of the job vacant
country or should hold a legal work permit.
Ensure Equal opportunity
According to the Human Rights Act 1993 we make sure that we
treat with respect every single applicant and employees.
We treat everybody equally and promote equal opportunity despite
the age, sex, race, colour, religion, social status or wealth.
We want be biased under any circumstances to anyone
We prohibit discrimination in employments and take serious
action again discriminators and in the worst case they could be
sacked under the Human Rights Act 1993
Procedure
The line manager/operation manger should identify the job need,
write the job description and should submit to the Human Resource
manager.
The Human resource department will carefully prepare the Job
description, Job specification and person specification, the
company and the Terms & condition of the employment and the
remuneration.6Policies continued..
Human Resource department will get the approval from the
Administration department and if necessary from the board of
directors.
HR Department will Consider the most suitable way of obtaining
the right candidate. The common methods we will follow are
Internal
Employees should have been in the current position minimum for
12 months Internal advert within the company notice boards and
intranet Discuss in minutes of meeting Examination of previous
application on file or the company database
External (we will use all the possible channels to widen the
gene pool)
Advert within the job centre Advert in the local and national
press Advert in the monthly technical or professional journals
Adverts in the Internet, Social media, or in our own career
website
Probation period
We have assigned a probation period for 6 months for employee we
recruit. This is to make sure further that the candidate is fitting
in to our culture and contributing to our organizations goals.We
will analyse the employees performance after 1st 3 months following
with the training and we analyse again on 2nd 3 months and we will
keep the employee if he/she is performing to our minimum
contribution level and we may dismiss the employee if the
contribution is below the considerable level.
Source: http://www.human-resource-solutions.co.uk
Designed by: MuzniJob Applications
Recruitment process (the hopper)
Recruitment process is all about widening the gene pool or
attracting more applicants in to the hopper .
The diagram below will give you a brief idea of the process
which is being followed by most of the enterprises.
Recruitment Sources and Method of RecruitingRecruitment
SourcesInternal
RecruitmentMethodsTransfersPromotionsDemotionUpgradingRetired
Employees
External RecruitmentMethodsGraduate ProgrammesMedia
AdvertisementJob agencies / OutsourcingEmployment ExchangesLabour
ContractorsEmployee ReferralsRecruitment open daysPersonal
RecommendationInternships
9InternalRecruitmentProsConsIt is a lot cheaper Organisations
will save huge amount of time, money and energy in terms of
advertising, recruitment, selection and induction process.IR doesnt
bring new knowledge, skills or competencies in to the
enterprise.Offers good opportunities for current staffs to progress
further in their careersFailure could de-promote you to the
previous positionPossibility of failure want be a big issue for the
organisationAs the position increases the amount of negative
impacts can be higher (can take legal actions)Internal applicants
abilities and skills are well knownManagers might not back up or
they fail to identify the skills of current employees.External
RecruitmentProsConsFresh blood provides fresh innovative ideas and
talentsExternal recruitment is expensive and takes a lot of energy
and time of the HRM Department to handle all the job candidates in
the selection process.Brings good knowledges from the previous
company which we might not haveHR department can be scrutinised or
criticised badly if the new recruit didnt fit the
organisationorganization can select the best candidate, who fulfils
the requirements and suits the organization bestIncrease
diversityCan increase the popularity of the organisation in the job
marketBeing specialised in the relevant skill could straight away
contribute to the overall organisations goal.Very less harm for
refusal or rejection of the applicationSource:
http://www.helium.com/Most common job advertisement
methodsNewspaper advertisementsCareer pages on company
websitesTelecome.co.nz
Subscribe in Job PortalsSeek.co.nz, trademe.co.nz
Southlandtimes.co.nz
Job Posters/ BannersRecruitment advertising videos
HireClix - Interactive Recruitment Marketing
Social Recruiting - Is Your Company Using the Power That Is
Social Media.mp4
Why Recruitment is so Important ?
Recruitment is vital
In order to attract and choose people who can do their job
well
create good organizational citizens and to engage people in to
achieve its overall organisational goals.
It also plays significant part in building team players and
shaping, maintaining and organisation of employees to fit in to
organisations culture.
How bad recruitment can affect overall performance
Poor decision at the recruitment stage and failure to have this
process correctly and accurately could cause you a lot of grief and
potentially be very damaging for years to your enterprise and will
eventually affect our overall organizational goal. The average
calculated cost of this loss is 15,000 NZD.
Wrong person in your organisation may cause the business
following costs:
Advertising cost
Administrative costs to process the candidate
Interview costs
Manager's time (a significant amount of time away from their
normal duties)
Lost opportunities (eg incomplete projects, disruption)
Training and development
Turnover
Low morale amongst existing staff
Existing staff may lose motivation
Occupational Health and Safety (OHS) related costs (eg staff not
being able to cope with the demands of a particular role)Source:
https://fac.dhs.vic.gov.au/home.aspx
Approximate Cost $15,000 NZD
Recruitment Styles in Few Countries
Indian Recruitment processMainly from Job Agencies
(Placementindia.com, Monsterjobs.com, manpowerindia.net)
The job recruitment agencies in India involves identifying those
posts, preparing the job description and person specification,
advertising, management of the response, the prequalification
process, organizing meetings, conducting interviews, making
decisions, the appointment and action.
Most recruitment agencies in India follow these stages in the
recruitment process, which are essentially short list of
application, preliminary assessment, written test to judge the work
efficiency of the applicant and final interview and
selection.Chinese recruitment processRecruitment in China is now
more systematic than few decades ago
Involving diverse channels (Internet, Job agencies)
Including newspaper advertising
Headhunting
Visits to universities
Internal appointments
as one of the highest populated country in the world the most
common way of recruitment in China specially in manufacturing
plants and major factories are just but word of mouth or referrals
by friends or family members.
New Zealand Recruitment ProcessSome major companies for example
banks follow following recruitment processesIn house
AdvertisingEmployee referralsGraduate Programmes (warehouse,
Telecom)Recruitment Agencies (Alliance & SPM meat
factories)Executive search consultants (for specialised roles)Other
Media Advertising (TV, Radio, Social Media, Internet)However each
and every company has their own strategy of recruitment
For example:Telecom New ZealandWhen choosing people for the
Leadership Development Programme we use a mix of CV and application
review, Ability and personality testing, Some phone and
face-to-face interviews, and a Handful of tasks and discussions on
assessment days It's a robust process that allows us to look at
people in many different circumstancesSource:
http://www.telecom.co.nz/
Best Recruiting video Tips (Worth Watching.. !)
http://www.youtube.com/watch?v=vP8tgGScmNY&NR=1
http://www.youtube.com/watch?v=tZmI4ZsNogQ&feature=related
Bedazzled Enterprise Limited - Our best practice of recruitment
Flow Chart
Designed by: Muzni
What Skills do you have..!Ive got 10 years of industry
skillsRecruitment issues and problems we have
Maintaining the equal opportunity throughout the process of
recruitment including in the job advertisement
Lack of English knowledge among many Chinese employees could
cause miss interpretations
Finding the right talent and suitable person(s) to the
organisation
Maintaining the confidentiality and privacy of the applicants by
the enterprise at all times during the recruitment process
Protecting the huge amount of data and storage in our system
We might not be able to make the recruitment process fast if we
get a huge amount of applications and employees might secure jobs
elsewhere by the time we call for interviews.Conclusion
If there's a position vacant the HR Department should identify
and design the Job Description, Job Specification and Person
Specification.
The person applying for the job and the HR department should
comply/match with these three vital concepts before hiring the
right employee.
The employee hired should contribute to the overall
organisations goals/strategy and if the HR department failed to
hire the right person the organisation could have serious
implications and could cause possible long term big damages to
organisation.
And it has been calculated that hiring a wrong employee could
cause about NZD 15,000 for organisations.
References:SourceAuthor/websiteTitle/ LinkRemarksTextBookTutors
notesGBE805 Human Resource Management in Innovation ,Tom
DowneyPostgraduate Diplomain Business Enterprise, Southern
Institute of Technology, InvercargillWebsite
Department of Human Services, What is
recruitment?https://fac.dhs.vic.gov.au/home.aspx?TabID=content&type=4&contentID=4259Retrieved
on: 29thNov 2010Website
Pros and cons of external
recruitinghttp://www.helium.com/items/1748609-pros-and-cons-of-external-recruitingRetrieved
on 1stDec 2010Website
Importance of
recruitmenthttp://recruitment.naukrihub.com/importance-of-recruitment.htmlRetrieved
on 1stDec 2010
Website
recruitmenthttp://www.human-resource-solutions.co.uk/Areas%20of%20Interest/Recruitment.htmRetrieved
on 1stDec 2010
Thank you very much&Any Questions Please!