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Recurring & Selection Process

The document outlines the recurring and selection process in public personnel management, detailing the steps involved in recruitment, including identifying vacancies, job analysis, and creating job descriptions and specifications. It emphasizes the importance of developing a recruitment strategy and evaluating the recruitment process for effectiveness and cost control. Best practices are recommended to enhance hiring efficiency and ensure compliance throughout the recruitment process.

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ustaadkaamil
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3 views

Recurring & Selection Process

The document outlines the recurring and selection process in public personnel management, detailing the steps involved in recruitment, including identifying vacancies, job analysis, and creating job descriptions and specifications. It emphasizes the importance of developing a recruitment strategy and evaluating the recruitment process for effectiveness and cost control. Best practices are recommended to enhance hiring efficiency and ensure compliance throughout the recruitment process.

Uploaded by

ustaadkaamil
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Recurring and selection

process
Prepared by: Mohamed Ciise Munye
•Subject: Public Personal
Management
•University: Plasma
university.
•Title: Recurring and
selection process
• Lecturer: Ustaad Filibin
•Recurring is a process of
finding and attracting the
potential resources for
filling up the vacant
positions in an
organization. It sources
the candidates with the
abilities and attitude,
which are required for
Count
•Recruitment process is a
process of identifying the
jobs vacancy, analysing the
job requirements, reviewing
applications, screening,
shortlisting and selecting
the right candidate.
Count
• To increase the efficiency of hiring, it is
recommended that the HR team of an
organization follows the five best
practices (as shown in the following
image). These five practices ensure
successful recruitment without any
interruptions. In addition, these
practices also ensure consistency and
compliance in the recruitment process.
•Recruitment
Planning
•Recruitment planning is the
first step of the recruitment
process, where the vacant
positions are analyzed and
described. It includes job
specifications and its nature,
experience, qualifications and
skills required for the job, etc
•Identifying Vacancy
The first and foremost process of
recruitment plan is identifying the vacancy.
This process begins with receiving the
requisition for recruitments from different
department of the organization to the HR
Department, which contains −
Number of posts to be filled
Number of positions
Duties and responsibilities to be performed
Qualification and experience required
Count
• When a vacancy is identified, it
the responsibility of the sourcing
manager to ascertain whether the
position is required or not,
permanent or temporary, full-time
or part-time, etc. These
parameters should be evaluated
before commencing recruitment.
Proper identifying, planning and
• Job Analysis
• Job analysis is a process of
identifying, analysing, and
determining the duties,
responsibilities, skills, abilities, and
work environment of a specific job.
These factors help in identifying
what a job demands and what an
employee must possess in
performing a job. productively.
Count
• Job analysis helps in understanding what tasks are
important and how to perform them. Its purpose is
to establish and document the job relatedness of
employment procedures such as selection,
training, compensation, and performance
appraisal.
• The following steps are important in analyzing a
job −
• Recording and collecting job information
• Accuracy in checking the job information
• Generating job description based on the
information
• Determining the skills, knowledge and skills, which
Job description

Job description is an important document,


which is descriptive in nature and contains the
final statement of the job analysis. This
description is very important for a successful
recruitment process.
• Job description provides information about
the scope of job roles, responsibilities and
the positioning of the job in the organization.
And this data gives the employer and the
organization a clear idea of what an
employee must do to meet the requirement
of his job responsibilities.
Count
• Job description is generated for fulfilling
the following processes −
• Classification and ranking of jobs
• Placing and orientation of new resources
• Promotions and transfers
• Describing the career path
• Future development of work standards
Count
• A job description provides information on the
following elements −
• Job Title / Job Identification / Organization Position
• Job Location
• Summary of Job
• Job Duties
• Machines, Materials and Equipment
• Process of Supervision
• Working Conditions
• Health Hazards
Job Specification

• Job specification focus on the


specifications of the candidate,
whom the HR team is going to hire.
The first step in job specification is
preparing the list of all jobs in the
organization and its locations. The
second step is to generate the
information of each job.
Count
•This information about each job
in an organization is as follows −
•Physical specifications
•Mental specifications
•Physical features
•Emotional specifications
•Behavioral specifications
Count
• A job specification document provides
information on the following elements −
• Qualification
• Experiences
• Training and development
• Skills requirements
• Work responsibilities
• Emotional characteristics
• Planning of career
• Job Evaluation
• Job evaluation is a comparative process of
analyzing, assessing, and determining the
relative value/worth of a job in relation to
the other jobs in an organization.
• The main objective of job evaluation is to
analyze and determine which job
commands how much pay. There are
several methods such as job grading, job
classifications, job ranking, etc., which
are involved in job evaluation. Job
evaluation forms the basis for salary and
wage negotiations.
• Recruitment Strategy
• Recruitment strategy is the
second step of the recruitment
process, where a strategy is
prepared for hiring the resources.
After completing the preparation
of job descriptions and job
specifications, the next step is to
decide which strategy to adopt for
recruiting the potential candidates
for the organization.
Count
• While preparing a recruitment
strategy, the HR team considers
the following points −
• Make or buy employees
• Types of recruitment
• Geographical area
• Recruitment sources
Count
• The development of a recruitment
strategy is a long process, but having a
right strategy is mandatory to attract
the right candidates. The steps involved
in developing a recruitment strategy
include −
• Setting up a board team
• Analyzing HR strategy
• Collection of available data
• Analyzing the collected data
• Setting the recruitment strategy
Evaluation and Control
• Evaluation and control is the last
stage in the process of
recruitment. In this process, the
effectiveness and the validity of
the process and methods are
assessed. Recruitment is a costly
process, hence it is important that
the performance of the
recruitment process is thoroughly
Count
• The costs incurred in the recruitment process are to be
evaluated and controlled effectively. These include the
following −
• Salaries to the Recruiters
• Advertisements cost and other costs incurred in
recruitment methods, i.e., agency fees.
• Administrative expenses and Recruitment overheads
• Overtime and Outstanding costs, while the vacancies
remain unfilled
• Cost incurred in recruiting suitable candidates for the final
selection process
• Time spent by the Management and the Professionals in
preparing job description, job specifications, and
conducting interviews.
•THE END

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