UNIT 10:

RECRUITMENT,
SELECTION AND
PROMOTION POLICIES
Group 9
INTRODUCTION
The success of every organization depends largely
upon competent ans dependable human resources. Put
up Human Resources Management Program that will
attract the best applicants for the job and develop them
into loyal and efficient professionals.

Recruitment methods, selection and procedures vary

from one company to another. Progressive an large-
scale companies use sophisticated methods while
small companies that cannot afford these expensive
methods employ simpler pocedures.
 I. RECRUITMENT

The process of attempting to locate

and encourage potential applicants
to apply for existing or anticipated
job openings.
II. SOURCES OF
RECRUITMENT
INTERNAL RECRUITMENT
Also known as Internal Promotion
serves to reward the office
professional for his past
performance, thus making other
employees to anticipate similar
efforts by them will lead to
promotion.
EXTERNAL RECRUITMENT
Potential candidates from the
outside is also considered
occasionally to prevent the
inbreeding of ideas that is to be
able to benefit from exactly
different ideas that outsiders can
offer.
 SOURCES OF
EXTERNAL
RECRUITMENT:
ADVERTISEMENT
One of the most common methods
of contacting applicants is through
advetisement. To minimize the
number of unsuitable applicants,
the advertisement should be
specific and inlcude sufficient
details.
PUBLIC EMPLOYMENT
AGENCIES
Government maintains public
employment offices and
unemployed individuals may
register in any of the offices for
possible referral to employers who
are in need of workers
PRIVATE EMPLOYMENT
AGENCIES
Agency where they charge fees
based on the salary of the
position into which the applicant
is placed, usually specialized in
providing specific types.
 EDUCATIONAL
INSTITUTIONS

Typically sources of young

applicants with formal training
but with relatively little full-time
work experience.
EMPLOYEE REFERRALS

Encouraging current employyes to

recommend someone they know
for work in the organization.
UNSOLICITED
APPLICATION
Letter of inquiry and applications
may be received by an
organization even if a vacancy
doesn't exist.
 PROFESSIONAL
ORGANIZATIONS
Many professional organization and
society offer placement services to
thier members. Listing of members
seeking for employment may be
advertised in their periodicals
LABOR UNIONS

Some labor union serve as source

for the blue collar and even for
some professional jobs,
particularly those which are for
short-term employment.
DEHIRING COMPANIES

These doesn't exist in our country.

In U.S some executives engage in
recycling or corporate officer. They
only consider recycling executives
who are good performers who were
reduce due to personality conflict
reasons
 III. THE SELECTION
PROCEDURES
Companies differ from one another in so far as
the methods of selection are concerned. Some
companies are content with a hurried and
unplanned personal interview and a simple
examination. Others elaborate series of tests
examinations interviews and appraisals are
employed.
Once a number of applicants have been recruited,
selection procedures are conducted which consist for the
following:

1. Preliminary Interview - No 1.1 Informal or

company hires an applicant Unstructured Interview -
without making an interview of Characterized by little or no
some kind.These are the planning because it follows
abilities which cannot be no course and conducted
adequately evaluated to pencil just like a conversation.
and paper test that only
interview can successfully
bring out.
1.2 Structured 1.3 Non-directive Interview
Interview - The - The interviewer refrains
from influencing the
interviewer determines
applicant's answers.The
the course that the applicant is given maximum
interviewee will follow amount of freedom in
each question is asked. determining the course of
the discussion.
 1.5 Patterned Interview
1.4 Depth Interview -
- The most highly
The interviewer asked
structured type of
questions that cover
interview. It adheres
different areas of the
closely to a highly
applicants life which are
detailed set of questions
related to the
on specially prepared
employment.
forms.
2. Completion of 3. Testing - Personnel
Application Forms - It tests are used to
collect information about determine the
the applicant's general effectiveness of an
background, education, individual in the job and
special skills, and a brief how much satisfaction
employment history. he can get from the job.
3.1 Intelligence Tests - 3.2 Aptitude and
This category measures Ability Tests - Attempt
the ability to learn and to to determine the inborn
analyze. suitability or the degree
of natural talent or gift in
a particular field.
3.3 Personality Tests - 3.4 Interest
Designed to measure (Preference) Tests -
such characteristics as Measures interest in or
emotional adjustment preference for certain
perseverance, self activities.
confident, and many
offer characteristics.
4. Background and 5. Physical Exams - To
Reference Checks - make sure that the
Employers commonly applicant is fit to work to
protect the firm from claims
check the references and
for disability or sickness
work history of job
and to safeguard the older
applicants. employees against possible
contamination.
6. Matching the
6.1 Hurdle Approach -
Applicant with the Job -
Selects only those
After completing all the
previous steps in screening
applicants who
the applicants, the Human successfully meet the
Research Staff now decides established requirement
who may become a gain or after all the tests and
a loss for the company. trials.
6.2 Multiple Correction 6.3 Discriminate
Approach - Requires the Analysis Approach -
applicant to go through Statistical approach which
the entire selection that predicts success in an
provides the complete alternative group.
data and these data are Relating in applicant's
reduced to scores and talents to organizational
combined. needs.
 8. Final Selection by the
7. Final Evaluation of Requisitioning Superior
the Applicant - Refers or Unit Head - Those
to the total person with qualified as determined
all his positive and by HRM are referred to the
negative traits. superior or unit head for
final selection.
9. Hiring - When the applicant
passed the series of selection
procedures and found qualified,
the Human Resource Management
department prepare the necessary
papers such
Appointment paper
Absent Control Card
Company I.D Card
PROMOTION

An inportant feature of
managerial policy
because it serves
multiple purposes.
PROMOTION DEFINED:
By Reader's Digest By Miranda (1996)
(1976)
Movement to a position
in which
Advancement or responsibilities are
preferment in honor, increased and also the
dignity, rank, or grade. sallary.
PROMOTION DEFINED:
Horizontal Promotion
- Employee may be
Vertical Promotion transpeferred from a
- From one rank to position in one
the next in the same department to a position
department. of higher rank or of the
same rank in another
department.
PROMOTIONAL POLICIES
A good policy should contain:

1. Statement of management's intention that

higher paid and better jobs will be filled by
promotion from within whenever possible,
instead of hiring outsiders.
2. Encouragement from superiors to allow
capable and qualified employees to leave the
unit if greener partures are available
elsewhere.
3. Progression Ladders of promotions
established within the organization
THANK
YOU!