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Human Resource Management: Course Code: MGT350

This document outlines the key topics in the course Human Resource Management including recruitment, job analysis, sources of qualified personnel, effectiveness of recruitment methods, organizational inducements in recruitment, equal employment opportunity, the selection process, and validation of selection procedures. The selection process involves application forms, preliminary interviews, formal testing, follow-up interviews, and validating that the selection procedures actually predict job success. Recruitment aims to attract qualified candidates for jobs while ensuring equal employment opportunity and organizational fairness.

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Noor Deen
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44 views

Human Resource Management: Course Code: MGT350

This document outlines the key topics in the course Human Resource Management including recruitment, job analysis, sources of qualified personnel, effectiveness of recruitment methods, organizational inducements in recruitment, equal employment opportunity, the selection process, and validation of selection procedures. The selection process involves application forms, preliminary interviews, formal testing, follow-up interviews, and validating that the selection procedures actually predict job success. Recruitment aims to attract qualified candidates for jobs while ensuring equal employment opportunity and organizational fairness.

Uploaded by

Noor Deen
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Human Resource Management

Course Code: MGT350

Dr. Imran Shafique


Lecture Outline

1. Recruitment – Recruiting Employees


2. Job Analysis, HR Planning, and Recruitment
3. Personnel Requisition Form
4. Sources of Qualified Personnel
5. Effectiveness of Recruitment Methods
6. Realistic Job Previews
7. Who Does the Recruiting, and How?
8. Organizational Inducements in Recruitment
9. Equal Employment Opportunity and Recruitment
Recruitment

To attract a pool of people from which Qualified

Candidates for job vacancies can be chosen


Job Analysis, Human Resource Planning, &
Recruitment
Personnel Requisition Form

State the reason for the need to hire a new person


and the requirements of the job
Personnel Requisition Form
Sources of Qualified Personnel

1. Internal Sources
I. Job Posting and Bidding

2. External Sources
I. Advertising
II. Employment Agencies
III. Temporary Help Agencies and Employee Leasing
Companies
IV. Employee Referrals and Walk-ins/Unsolicited
Applications
V. Campus Recruiting
Internal & External Recruitment
Source Advantages Disadvantages
Internal  Company has a better knowledge  People might be promoted to the point
of strengths and weaknesses of where they cannot successfully perform
job candidate. the job.
 Job candidate has a better  Infighting for promotions can negatively
knowledge of company. affect morale.
 Morale and motivation of  Inbreeding can stifle new ideas and
employees are enhanced. innovation.
 The return on investment that an
organization has in its present
work force is increased.

External  The pool of talent is much larger.  Attracting, contacting, and evaluating
potential employees is more difficult.
 New insights and perspectives can  Adjustment or orientation time is
be brought to the organization. longer.
 Frequently it is cheaper and easier
to hire technical, skilled, or  Morale problems can develop among
managerial employees from those employees within the organization
outside. who feel qualified to do the job.
Organizational Inducements in Recruitment

Positive features and benefits offered by an


organization to attract job applicants

1. Organizational Compensation Systems


2. Career opportunities
3. Organizational reputation

4. Starting salaries
5. Frequency of pay raises (Increments)
6. Incentives
Selection

To choose among available applicants the individuals

who are the most likely to successfully perform a job

Prerequisite: Job Analysis + HRP + Recruitment


The Selection Process
The Selection Process

1. Application Form
I. Constitution/Courts Req.
II. Processing (Weighted application form)
III. Information Accuracy
IV. Applicant flow record

2. Preliminary Interview
The Selection Process
The Selection Process

3. Formal Testing
1. Aptitude Tests
2. Psychomotor Tests
3. Job Knowledge & Proficiency Tests
4. Interest Tests
5. Personality Tests
6. Polygraph Tests
7. Medical Tests
The Selection Process

4. Follow-up Interview
A. Types of Interview
1. Structured Interview
2. Unstructured Interview
3. Stress Interview
4. Board/Panel Interview
B. Problems in Conducting Interview
1. Group Interview
2. Halo Effect
Validation of Selection Procedures
4. Job Description and Specification

A. Job Description (How successful job performance is to me measured)


1. Criteria of Job Success

B. Job Specification (Identify factors use to predict successful job performance)


A. Criterion Predictors
Validation of Selection Procedures

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