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Human Resources
Describes the combination of traditionally administrative personnel functions with performance, Employee Relations and resource planning.
Refers to the individuals within the firm, and to the portion of the firm's organization that deals with hiring, firing, training, and other personnel issues.
Objectives
to maximize the return on investment from the organization's human capital and minimize financial risk.
is the responsibility of human resource managers to conduct these activities in an effective, legal, fair, and consistent manner
Human Resource Management
1. Recruitment & Selection
2. Training and Development
3. Performance Evaluation and Management
4. Promotions
5. Redundancy
Human Resource Management
6. Industrial and Employee Relations 7. Record keeping of all personal data. 8. Compensation, pensions, bonuses etc in
liaison with Payroll 9. Confidential advice to internal 'customers'
in relation to problems at work 10. Career development
Recruitment
Refers to the process of screening, and
selecting qualified people for a job at an
organization or firm, or for a vacancy in a
volunteer-based organization or community
group.
Traditional agency A candidate visits a local branch for a short
interview and an assessment. Recruitment consultants match candidates to
their clients' open positions. Suitable candidates are short-listed and put
forward for an interview with potential employers on a temporary ("temp") or permanent ("perm") basis.
Head-hunters Is a third-party recruiter who seeks out
candidates, often when normal recruitment efforts have failed.
Are generally more aggressive than in-house recruiters or may have preexisting industry experience and contacts.
Use advanced sales technique, such as initially posing as clients to gather employee contacts, as well as visiting candidate offices.
Head-hunters Purchase expensive lists of names and job
titles, but more often will generate their own lists.
Prepare a candidate for the interview, help negotiate the salary, and conduct closure to the search.
Are frequently members in good standing of industry trade groups and associations.
Head-hunters Attend trade shows and other meetings
nationally or even internationally that may be attended by potential candidates and hiring managers.
Are typically small operations that make high margins on candidate placements
Are usually employed to fill senior management and executive level roles.
Head-hunters Both attract candidates and actively seek
them out May network, cultivate relationships with
various companies, maintain large databases, purchase company directories or candidate lists, and cold call prospective recruits
In-house recruitment
In-house recruiters may: Advertise job vacancies on their own
websites, Coordinate internal employee referrals, Work with external associations, trade groups Focus on campus graduate recruitment
Internet Recruitment
Job board: allow member companies to post job vacancies. candidates can upload a résumé to be included in searches by member companies.
Resume: candidates can upload a résumé to be included in searches by member companies.
Job search engines Vertical search engines allow job-seekers
to search across multiple websites. Some of these new search engines index and list the advertisements of traditional job boards.
These sites tend to aim for providing a "one-stop shop" for job-seekers.
Allows job-seekers to find new positions that may not be advertised on traditional job boards, and online recruitment websites.
Job Analysis Is to document the intended requirement of
the job to be performed, called job description Job descriptions need to be reviewed or
updated prior to a recruitment effort to reflect present day requirements.
Accurate job analysis and job description insures the recruitment effort starts off on a proper track for success.
Sourcing
1. Advertising: the Internet, newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs.
2. Recruiting research: identify relevant talent who may not respond to job postings in #1. This results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened.
Screening and Selection
Qualifications may be shown through CV, and Job applications, Interviews, Educational or professional experience, Testimony of references, In-house testing: computer skills, numeracy,
and literacy, and Psychological test or employment testing.
Screening and Selection
Business management software is used to automate the testing process.
Applicant tracking system is now used to perform many of the filtering tasks, along with software tools for psychometric testing.
On boarding A well-planned introduction helps new
employees become fully operational quickly and is often integrated with a new company and environment.
Has retention purposes. On-boarding campaigns to retain top talent
that is new to the company, campaigns may last anywhere from 1 week to 6 months.
Questions to answer What are internal sources of recruitment?1. Transfer2. Promotion3. Upgrading4. Demotion5. Retired employees6. Retrenched employees7. Dependents and relatives of decreased employees.
What are external sources of recruitment?
1. Press advertisements2. Educational Institutes3. Outsourcing4. Employee exchange5. Labour contractors6. Unsolicited applicants7. Employee referrals
Factors affecting recruitment External factors:-Supply and demand-Labour market-Image/ goodwill-Political, social and legal environment-Unemployment rate-Competitors
Factors affecting recruitment Internal -Cost of recruitment-Growth and expansion-Recruitment policy-HR planning-Size of the company