Human Resource Management (HRM)

Recruitment Process for Bedazzled enterprise Limited December 2010 Group Presentation

Lecturer: Mr. Tom Downey Group Members: Stream 2 Syndicate 13 o o o o o Muzni Miftha - 2010005729 Kawaljit Kaur - 2010005104 Aditi Shreshtha - 2010004267 Sweta James - 2010005112 Jasprit Kaur - 2010005796

What is Recruitment?
Recruitment is the war of talents says McKinsey & Company finding the right talent will be very challenging for enterprises. Recruitment is all about attracting more applicants in to the gene pool performing some kind of a filtration process and selecting the right person(s) with right qualifications and aspirations in to the organisation.

Globalization of knowledge has increased the strength of recruitment and internet has transformed the traditional human resource practices in to a new era.
There are 3 things prepared by our HR department for a job role and the applicants generally should match the following main 3 categories before he/she apply for the Job. Job Analysis (JA) Job Description (JD) Person Specification (PS) Every organisation small or big will carry out this process and every organisation will have a recruitment policy which is to make sure the recruitment process will be performed systematically and the recruited employees all of these should be matched and linked with the overall organisation goal/strategy.

Purpose of recruitment
The general purpose of recruitment to provide the organisation with a pool of aspirants from which to select people to fill specific position and not only that but also To attract ad engage people it needs to achieve its overall organisational objectives Build positive impression of the recruitment process Recruit right people who will fit in to organisations culture and contribute to the organisations goals

Job Analysis (JA) Job analysis is the foundation for almost all HRM activities and it is linked to all the activities. Is a process of gathering, assessing and recording information Things to remember when carrying out JA That the job description and person specification is matching and accurate Remember focus of the job analysis is the job itself not the person doing the job. Job analysis provides a foundation for many HR activities, including Writing job descriptions and person profiles for recruitment and selection; Defining job responsibilities and performance criteria for performance planning Designing training and development programmes
T. Downey, (HRM: Nov. 2010)

Example:

Job Analysis Production Assistant

Job specification of Production Assistant include job requirements: 1. Professional certificate or a Diploma in production is an advantage. 2. Good knowledge of regulatory requirements, housekeeping, health and safety. 3. 3 to 5 years plus experience in a similar capacity is an advantage. 4. Excellent interpersonal and communication skills and ability to liaise with various support groups. 5. Able to perform stamping die adjustment and troubleshooting. 6. Willing to take up challenge, mature and independent character.

7. Able to work overtime and under pressure, good written and communication skills.
8. Previous experience of people-management and demonstrated ability in people motivation, organizing and team building is required. 9. Solid record of attention to detail and strict adherence to procedures. 10. Suitable candidates must be open to working shifts

Different ways of conducting a Job Analysis

source: http://www.humanresources.hrvinet.com/production-supervisor-job-specification/

Interviews Questionnaires checklists observation technical conferences

Rudman, JA checklist (p.254)

Job Description (JD) As the heading says the brief detail about the job itself what need to be performed not the job holder. It specifies The general descriptive of around the job The responsibilities whom to report where to perform what to perform Remuneration work hours, etc. Job description should be simple Job description should not overstate or exaggerate Job description should be produced jointly and agreed
Example: JOB DESCRIPTION Bedazzeled Production Worker DIVISION: Manufacturing JOB NUMBER:INNNB6700 REPORTS TO: Supervisor/ Manager JOB TITLE: Production Worker

JOB PURPOSE: To perform a variety of operational functions that constitutes the production, inspection and distribution of products or services for commercial customers.
ESSENTIAL DUTIES AND RESPONSIBILITIES Performs assignments in accordance with established safety policies and procedures. Adheres to the Quality Policy, including all items assigned to this position in accordance with ISO policies. Complies with the work rules and standards set forth in the Production Worker Handbook.

Refers to work order or procedural instructions appropriate for each job, function or assignment before commencing work.
Maintains good housekeeping and clean work areas in assigned work sites. Assures that all work assigned to position is performed in accordance with specifications, instructions and requirements. Demonstrates ability to meet production standards on specific assignments within a reasonable time, depending on the degree of difficulty of their job functions. QUALIFICATIONS

Experience, Competencies and Education Must possess an education or experience level that permits the employee to effectively communicate and perform duties, assignments and responsibilities of the job.
Language Skills Ability to read, analyze and interpret the most documents relating to the job, function or assignment. Reasoning Ability Ability to make decisions when identifying in-process problems. Ability to deal with a variety of job assignments and meet targets. Salary: $15.00 - $20.00 Hourly Depend On Experience (Mon - Fri)

Example:

Production Manager
Person Specification (PS) PS is a statement of skills, knowledge and attitudes needed to effectively perform a job and together with any specific qualifications, experience or other job related attributes which a person might reasonably expected before appointed for a position. Example: Typing skill 60 words per minute Computer literacy good in Microsoft Office Application (Word, Excel, Power Point, Access) Having Clean heavy truck and forklift Driving licence will be an advantage Rudman, Person Profile, (p.252)

Source: http://www.alt.ac.uk/docs/projects_manager_web_info_may2006.pdf

Recruitment policy for Bedazzled Enterprise Limited

Introduction In order to avoid child labour it is compulsory that applicant should have reached 16 year s old at the time of application It is a compulsory requirement that employees follow & obey these recruitment guidelines and follow the steps in recruiting new employees or in processing the internal applicants.

Every application processed by the HR department should match the Job Description, Job Specification and Person Specification created for each vacancies.
Every recruitment process should be carried out following these policies. Every applicant should be local resident of the job vacant country or should hold a legal work permit. Ensure Equal opportunity According to the Human Rights Act 1993 we make sure that we treat with respect every single applicant and employees. We treat everybody equally and promote equal opportunity despite the age, sex, race, colour, religion, social status or wealth. We want be biased under any circumstances to anyone We prohibit discrimination in employments and take serious action again discriminators and in the worst case they could be sacked under the Human Rights Act 1993 Procedure The line manager/operation manger should identify the job need, write the job description and should submit to the Human Resource manager. The Human resource department will carefully prepare the Job description, Job specification and person specification, the company and the Terms & condition of the employment and the remuneration.

Policies continued.. Human Resource department will get the approval from the Administration department and if necessary from the board of directors. HR Department will Consider the most suitable way of obtaining the right candidate. The common methods we will follow are Internal Employees should have been in the current position minimum for 12 months Internal advert within the company notice boards and intranet Discuss in minutes of meeting Examination of previous application on file or the company database

External (we will use all the possible channels to widen the gene pool) Advert within the job centre Advert in the local and national press Advert in the monthly technical or professional journals Adverts in the Internet, Social media, or in our own career website

Probation period We have assigned a probation period for 6 months for employee we recruit. This is to make sure further that the candidate is fitting in to our culture and contributing to our organizations goals. We will analyse the employees performance after 1st 3 months following with the training and we analyse again on 2nd 3 months and we will keep the employee if he/she is performing to our minimum contribution level and we may dismiss the employee if the contribution is below the considerable level.

Source: http://www.human-resource-solutions.co.uk

Job Applications

Recruitment process (the hopper)

Recruitment process is all about widening the gene pool or attracting more applicants in to the hopper . The diagram below will give you a brief idea of the process which is being followed by most of the enterprises.

Designed by: Muzni

Recruitment Sources and Method of Recruiting

Recruitment Sources

Internal Recruitment Methods Transfers Promotions Demotion Upgrading Retired Employees

External Recruitment Methods Graduate Programmes Media Advertisement Job agencies / Outsourcing Employment Exchanges Labour Contractors Employee Referrals Recruitment open days Personal Recommendation Internships

Internal Recruitment
Pros It is a lot cheaper Organisations will save huge amount of time, money and energy in terms of advertising, recruitment, selection and induction process. Cons IR doesnt bring new knowledge, skills or competencies in to the enterprise. Pros

External Recruitment
Cons External recruitment is expensive and takes a lot of energy and time of the HRM Department to handle all the job candidates in the selection process. HR department can be scrutinised or criticised badly if the new recruit didnt fit the organisation Fresh blood provides fresh innovative ideas and talents

Brings good knowledges from the previous company which we might not have

Offers good opportunities for current staffs to progress further in their careers
Possibility of failure want be a big issue for the organisation

Failure could de-promote you to the previous position

As the position increases the amount of negative impacts can be higher (can take legal actions)

organization can select the best candidate, who fulfils the requirements and suits the organization best Increase diversity Can increase the popularity of the organisation in the job market Being specialised in the relevant skill could straight away contribute to the overall organisations goal. Very less harm for refusal or rejection of the application
Source: http://www.helium.com/

Internal applicants abilities and skills are well known

Managers might not back up or they fail to identify the skills of current employees.

Most common job advertisement methods

Career pages on company websites
Telecome.co.nz

Newspaper advertisements
Southlandtimes.co.nz Job Posters/ Banners

Subscribe in Job Portals

Seek.co.nz, trademe.co.nz

Recruitment advertising videos HireClix - Interactive Recruitment Marketing

Social Recruiting - Is Your Company Using the Power That Is Social Media.mp4

Why Recruitment is so Important ?

Recruitment is vital In order to attract and choose people who can do their job well create good organizational citizens and to engage people in to achieve its overall organisational goals. It also plays significant part in building team players and shaping, maintaining and organisation of employees to fit in to organisations culture.

How bad recruitment can affect overall performance

Poor decision at the recruitment stage and failure to have this process correctly and accurately could cause you a lot of grief and potentially be very damaging for years to your enterprise and will eventually affect our overall organizational goal. The average calculated cost of this loss is 15,000 NZD.

Wrong person in your organisation may cause the business following costs:
Advertising cost
Administrative costs to process the candidate Interview costs Manager's time (a significant amount of time away from their normal duties) Lost opportunities (eg incomplete projects, disruption) Training and development Turnover Low morale amongst existing staff Existing staff may lose motivation

Approximate Cost $15,000 NZD

Occupational Health and Safety (OHS) related costs (eg staff not being able to cope with the demands of a particular role)
Source: https://fac.dhs.vic.gov.au/home.aspx

Recruitment Styles in Few Countries Indian Recruitment process

Mainly from Job Agencies (Placementindia.com, Monsterjobs.com, manpowerindia.net) The job recruitment agencies in India involves identifying those posts, preparing the job description and person specification, advertising, management of the response, the prequalification process, organizing meetings, conducting interviews, making decisions, the appointment and action. Most recruitment agencies in India follow these stages in the recruitment process, which are essentially short list of application, preliminary assessment, written test to judge the work efficiency of the applicant and final interview and selection.

Chinese recruitment process

Recruitment in China is now more systematic than few decades ago Involving diverse channels (Internet, Job agencies) Including newspaper advertising Headhunting Visits to universities Internal appointments as one of the highest populated country in the world the most common way of recruitment in China specially in manufacturing plants and major factories are just but word of mouth or referrals by friends or family members.

New Zealand Recruitment Process

Some major companies for example banks follow following recruitment processes

In house Advertising

Employee referrals

Graduate Programmes (warehouse, Telecom)

Recruitment Agencies (Alliance & SPM meat factories)

Executive search consultants (for specialised roles)

Other Media Advertising (TV, Radio, Social Media, Internet)

However each and every company has their own strategy of recruitment For example: Telecom New Zealand When choosing people for the Leadership Development Programme we use a mix of CV and application review, Ability and personality testing, Some phone and face-to-face interviews, and a Handful of tasks and discussions on assessment days It's a robust process that allows us to look at people in many different circumstances
Source: http://www.telecom.co.nz/

Best Recruiting video Tips (Worth Watching.. !)

http://www.youtube.com/watch?v=vP8tgGScmNY&NR=1 http://www.youtube.com/watch?v=tZmI4ZsNogQ&feature=related

Bedazzled Enterprise Limited - Our best practice of recruitment Flow Chart

Ive got 10 years of industry skills

What Skills do you have..!

Designed by: Muzni

Recruitment issues and problems we have

Maintaining the equal opportunity throughout the process of recruitment including in the job advertisement
Lack of English knowledge among many Chinese employees could cause miss interpretations Finding the right talent and suitable person(s) to the organisation Maintaining the confidentiality and privacy of the applicants by the enterprise at all times during the recruitment process Protecting the huge amount of data and storage in our system We might not be able to make the recruitment process fast if we get a huge amount of applications and employees might secure jobs elsewhere by the time we call for interviews.

Conclusion
If there's a position vacant the HR Department should identify and design the Job Description, Job Specification and Person Specification.
The person applying for the job and the HR department should comply/match with these three vital concepts before hiring the right employee. The employee hired should contribute to the overall organisations goals/strategy and if the HR department failed to hire the right person the organisation could have serious implications and could cause possible long term big damages to organisation. And it has been calculated that hiring a wrong employee could cause about NZD 15,000 for organisations.

References:
Source Text Book Tutors notes GBE805 Human Resource Management in Innovation , Tom Downey Department of Human Services, What is recruitment? Postgraduate Diploma in Business Enterprise, Southern Institute of Technology, Invercargill https://fac.dhs.vic.gov.au/home.asp x?TabID=content&type=4&contentID =4259 Retrieved on: 29th Nov 2010 Author/ website Title/ Link Remarks

Website

Website

Pros and cons of external recruiting

http://www.helium.com/items/17486 09-pros-and-cons-of-externalrecruiting
http://recruitment.naukrihub.com/im portance-of-recruitment.html http://www.human-resourcesolutions.co.uk/Areas%20of%20Inte rest/Recruitment.htm

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Website

Importance of recruitment

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recruitment

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Thank you very much & Any Questions Please!