HRM Principles & Practices
Oxford Fajar Sdn. Bhd. (008974-T) 2011
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Cahpter 2 1
CHAPTER
RECRUITMENT, SELECTION
AND INDUCTION
HRM Principles & Practices (Second Edition)
Oxford Fajar Sdn. Bhd. (008974-T), 2011
All Rights Reserved
Chapter 2 2
PREVIEW
The importance of job analysis in the recruitment and selection
process.
The steps in the recruitment process.
Selection of new recruits.
The issues and problems relating to recruitment and selection.
The importance of the contract of employment.
Terms to be included in a contract of employment.
Reasons for holding an induction programme.
Methods and techniques which can ensure an induction programme
is effectively organized.
HRM Principles & Practices (Second Edition)
Oxford Fajar Sdn. Bhd. (008974-T), 2011
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Chapter 2 3
RECRUITMENT AND
SELECTION
Recruitment is the process of attracting
suitable people to apply for job vacancies.
Selection involves choosing the most
suitable candidate from amongst a group
of applicants.
HRM Principles & Practices (Second Edition)
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Chapter 2 4
POTENTIAL COSTS OF A BAD
RECRUITMENT DECISION
Cost of mistakes, accidents and loss of customers
caused by employees who cannot cope with the job.
Cost of lowered morale amongst the employees
supervisor and his or her co-workers who have to
rework his mistakes or take over his tasks.
Cost of defending a claim of dismissal without just
cause or excuse, once the employee has been
dismissed.
Cost of recruiting a replacement.
Cost of training a replacement.
HRM Principles & Practices (Second Edition)
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Chapter 2 5
THE RECRUITMENT AND
SELECTION PROCESS
Make
Makedecision
decisionto
torecruit
recruit
Conduct
Conductjob
jobanalysis
analysis
Source
Sourceapplicants
applicants
Collect
Collectinformation
informationon
onapplicants
applicants
Choose
Choosemost
mostsuitable
suitableapplicant
applicant
Offer
Offeremployment
employment
Hold
Holdinduction
induction
HRM Principles & Practices (Second Edition)
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Chapter 2 6
ALTERNATIVES TO HIRING
NEW EMPLOYEES
Before hiring, an employer should ask the
following questions:
Can the work be outsourced?
Can the work be reorganized and carried out by
existing employees?
Can the work be automated?
Can the work be carried out by existing employees
working overtime?
If an employee is needed, should he or she be hired
on a part-time or full-time basis?
HRM Principles & Practices (Second Edition)
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Chapter 2 7
JOB ANALYSIS
Job analysis is a technique of studying a job
to identify the skills, knowledge, experience
and other requirements necessary to
perform a job.
HRM Principles & Practices (Second Edition)
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Chapter 2 8
TECHNIQUES FOR
CONDUCTING JOB
ANALYSIS
Questionnaires
Interviews
Observation
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Chapter 2 9
JOB DESCRIPTIONS
Job descriptions are fundamental documents
valuable in a variety of HR functions.
Job descriptions can be used in:
Recruitment and selection
Training
Setting performance standards and appraisal
HRM Principles & Practices (Second Edition)
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Chapter 2 10
JOB DESCRIPTIONS (cont.)
Typical headings include:
Job title, location and grading
Relationships between the job-holder and others
Brief statement on the purpose of the job
List of duties and responsibilities
Terms and conditions of employment to be given
to the job-holder
Negative aspects of the job
HRM Principles & Practices (Second Edition)
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Chapter 2 11
PERSON SPECIFICATION
Typical information include:
Knowledge, skills and abilities required to do
the job
Educational qualifications and work
experience required
Physical requirements of the job, if any
Personality requirements, where relevant
Career path
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Chapter 2 12
FACTORS AFFECTING
RECRUITMENT EFFORTS
The location of the organization.
The public image of the organization.
The physical working conditions in the
organization.
The relationships between people in the
organization or the psycho-social
environment.
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Chapter 2 13
FACTORS AFFECTING
RECRUITMENT EFFORTS (cont.)
The remuneration package being offered to
new recruits.
The internal policies of the organization,
including fair disciplinary practices and
whether training opportunities are made
available to employees.
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Chapter 2 14
INTERNAL RECRUITMENT
Promotion from within and transfer
of existing staff.
Employment record of applicant available.
Thus accurate assessment possible.
No induction needed.
Little or no cost involved.
Employees morale and motivation may be
increased.
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Chapter 2 15
EXTERNAL RECRUITMENT
Sources of External Applicants:
Employment agencies and consultants
Campus recruitment
Employee referrals
Unsolicited applicants
Advertising in the mass media
The Internet
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Chapter 2 16
THE SELECTION PROCESS
Sources of Information:
Application forms and curriculum vitae (CV)/
biodata/resum
Reference checks
Tests
Interviews
Assessment centre activities
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Chapter 2 17
THE SELECTION INTERVIEW
Factors which influence the effectiveness
of a selection interview:
Timing
Venue
Planning
Skills of the interviewer(s)
Questioning techniques used
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Chapter 2 18
THE SELECTION
INTERVIEW (cont.)
Research into selection interviews shows that
they are mostly:
Invalid and unreliable
At the very least, interviews should be
combined with other selection techniques.
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Chapter 2 19
ISSUES TO BE DISCUSSED
Is
nepotism to be encouraged or
discouraged?
Should
children be permitted to work?
Should
older workers be recruited?
What
problems may arise if older workers are
hired?
What
problems are faced by employers when
they hire foreign workers?
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Chapter 2 20
OFFERING A CONTRACT
OF EMPLOYMENT
A contract of employment is an agreement
whereby an employer agrees to remunerate an
employee for services or work performed and
the employee agrees to work for the employer.
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Chapter 2 21
TERMS AND CONDITIONS
OF EMPLOYMENT
The terms and conditions of employment
offered to an employee must:
comply with the employment laws, where
relevant,
be clear and easy to understand, and
be attractive.
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Chapter 2 22
EXPRESS TERMS OF
THE CONTRACT
Express terms are those terms agreed to
by the parties, whether by way of oral
agreement or in writing.
Written terms are usually included in:
the employees letter of appointment,
a collective agreement, where the workers
are represented by a trade union, or
a company handbook.
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Chapter 2 23
IMPLIED TERMS IN AN
EMPLOYMENT CONTRACT
Terms implied into every employment
contract by common law include:
An
employees obligation to serve the
employer with care, faithfulness and
obedience.
An
employers obligation to provide a safe
workplace and to pay the agreed wages.
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Chapter 2 24
CHANGING THE TERMS OF
AN EMPLOYMENT
CONTRACT
The terms of a contract of employment can
only be changed by mutual consent.
Any unilateral change amounts to a breach
of contract.
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Chapter 2 25
TYPES OF EMPLOYMENT
CONTRACT
Employment contracts may be:
Duration
Indefinite/
Permanent
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Fixed-term/
Temporary
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Chapter 2 26
TYPES OF EMPLOYMENT
CONTRACT (cont.)
Employment contracts may be:
Working Hours
Full-time
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Part-time
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Chapter 2 27
INDUCTION
New recruits face reality shock.
New recruits are anxious and stressed out.
An effective induction
programme helps new recruits to
adjust to their working environment and
helps them become productive team
members in a short period of time.
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Chapter 2 28
INDUCTION (cont.)
Organizational
OrganizationalIssues
Issues
History
History
Product
Productor
orservice
service
Structure
Structure
Policies
Policiesand
andrules
rules Physical
Physicallayout
layout
Introductions
Introductions
To
Tosupervisor
supervisor
To
Toco-workers
co-workers
To
Totrainers
trainers
Employee
EmployeeBenefits
Benefitsand
andProcedures
Procedures
Wages
Wages
Rest
Restbreaks
breaks
Holidays
Holidays
Benefits
Benefits
Job
JobDuties
Duties
Job
Joblocation
location
Relationship
Relationshiptotoother
otherjobs
jobs
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Overview
Overviewofofjob
job
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Chapter 2 29
INDUCTION (cont.)
Issues
How much information and what information
should be given to new recruits?
When should the induction be held?
What problems may arise if the participants
are diverse?
What may happen if the information
disseminated is not accurate?
HRM Principles & Practices (Second Edition)
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Chapter 2 30
REVIEW
The importance of job analysis in the recruitment and selection
process.
The steps in the recruitment process.
Selection of new recruits.
The issues and problems relating to recruitment and selection.
The importance of the contract of employment.
Terms to be included in a contract of employment.
Reasons for holding an induction programme.
Methods and techniques which can ensure an induction
programme is effectively organized.
HRM Principles & Practices (Second Edition)
Oxford Fajar Sdn. Bhd. (008974-T), 2011
All Rights Reserved
Chapter 2 31