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Lecture 7, Acquiring Human Resources

The document discusses the process of acquiring human resources through recruitment and selection. It covers: 1) Recruitment is discovering potential candidates to generate job applicants, while selection uses applicant information to make hiring decisions. 2) Methods of recruiting include internal sources like databases and job postings, as well as external sources like employment agencies and job boards. 3) The selection process evaluates candidates through methods like interviews, assessments, and background/reference checks to find the best person-job and person-organization fit.

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Srabon Ahmed
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2K views

Lecture 7, Acquiring Human Resources

The document discusses the process of acquiring human resources through recruitment and selection. It covers: 1) Recruitment is discovering potential candidates to generate job applicants, while selection uses applicant information to make hiring decisions. 2) Methods of recruiting include internal sources like databases and job postings, as well as external sources like employment agencies and job boards. 3) The selection process evaluates candidates through methods like interviews, assessments, and background/reference checks to find the best person-job and person-organization fit.

Uploaded by

Srabon Ahmed
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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LECTURE 07

Acquiring Human
Resources
HUMAN RESOURCE ACQUISITION
 Acquisition of human resources is the process by
which a firm hires employees to ensure that the
number and types of employees are available to
perform organizational activities and accomplish
organizational objectives successfully.
 The process of finding, attracting, hiring new
employees is called staffing.
 Staffing means the process of recruiting applicants
and selecting prospective employees.
RECRUITMENT AND SELECTION
 Recruitment is the process of discovering potential
candidates and of generating a pool of qualified
applicants by encouraging qualified candidates to
apply for actual or anticipated job vacancies within
the organization.
 Selection follows recruitment. The selection process
involves gathering information about job
applicants and using this information for making
hiring decisions.
ENVIRONMENTAL FACTORS AFFECTING
THE STAFFING EFFORT
SOURCES OF RECRUITMENT:
ADVANTAGES AND DISADVANTAGES
METHODS OF RECRUITMENT
INTERNAL AND EXTERNAL SOURCES
INTERNAL METHODS OF
RECRUITMENT
 Organizational database:
Databases are records of employee related information that
all firms maintain routinely. Employee information is usually
stored in computers in the form of human resource
information system. (HRIS). These databases are commonly
referred to as skills inventories or management inventories.
 Job posting:
This method requires the management to publicize and
notify the current or anticipated job openings in the firm and
allows the current employees to compete for jobs that might
be interested in.
INTERNAL METHODS OF
RECRUITMENT
 Inside Moonlighting:
Sometimes firms have a temporary shortage of workforce,
and at the other times there is some additional work to be
done. At these times, instead of hiring new employees, a firm
may encourage the current non-salaried employees of the
firm to accept additional work in return for a bonus. Its
called moonlighting.
Informal Methods:
A firm may use informal communication channels to spread
the word about current or anticipated job vacancies within
the firm. One such informal method is the grapevine., or the
process of communicating information within the firm
through informal interactions between emplyees.
METHODS OF RECRUITMENT
INTERNAL AND EXTERNAL SOURCES
ADVANTAGES AND DISADVANTAGES OF
INTERNET RECRUITING
METHODS OF EMPLOYEE
SELECTION
CLASSIFICATION OF TYPES OF
EMPLOYMENT INTERVIEWS
NEW APPROACHES TO
EXECUTIVE SELECTION
PERSON JOB FIT AND PERSON
ORGANIZATION FIT
Person Job Fit:
Until now, we have focused on hiring employees who have the
necessary knowledge, skills, competencies and other recruitments
identified through job analysis. This is the traditional approach to
employee selection and also called Person Job Fit.
Person Job Fit seeks to match skills and
characteristics of an employee with those required for
performing the successfully and which are provided
for in job specification.
PERSON JOB FIT AND PERSON
ORGANIZATION FIT
Person Organization Fit:
A new approach to employee selection is emerging. This
approach is based on the premise that individual job
performance is not a function of Person Job Fit alone.
Rather, it also depends on the group/team he or she works
with as well as culture and values of the organization.
Therefore, it is also important to assess person team fit and
person culture fit.
STAGES IN THE STAFFING
OR HIRING PROCESS
YIELD RATIO
The YR means Yield Ratio is the relationship between
the number of applicants at one step of the hiring
process relative to the number of people who move to
the next step.
An example of YR is presented:
EXAMPLE OF YIELD RATIO
ADVANTAGES AND DISADVANTAGES OF CONTINGENT
WORKERS

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