HRM Chap. 2

CHAPTER
RECRUITMENT, SELECTION AND INDUCTION
HRM Principles & Practices (Second Edition) Oxford Fajar Sdn. Bhd. (008974-T), 2011
All Rights Reserved
Chapter 2 1
PREVIEW
The importance of job analysis in the recruitment and selection process. The steps in the recruitment process. Selection of new recruits. The issues and problems relating to recruitment and selection. The importance of the contract of employment.
Terms to be included in a contract of employment.

Reasons for holding an induction programme. Methods and techniques which can ensure an induction programme is effectively organized.
HRM Principles & Practices (Second Edition) Oxford Fajar Sdn. Bhd. (008974-T), 2011 All Rights Reserved
Chapter 2 2
RECRUITMENT AND SELECTION

Recruitment is the process of attracting suitable people to apply for job vacancies.
Selection involves choosing the most suitable candidate from amongst a group of applicants.
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Chapter 2 3
POTENTIAL COSTS OF A BAD RECRUITMENT DECISION

Cost of mistakes, accidents and loss of customers caused by employees who cannot cope with the job. Cost of lowered morale amongst the employees supervisor and his or her co-workers who have to rework his mistakes or take over his tasks. Cost of defending a claim of dismissal without just cause or excuse, once the employee has been dismissed. Cost of recruiting a replacement. Cost of training a replacement.
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Chapter 2 4
1. Bad hiring decisions can lead to_______

a) b) c)
higher costs
increased accidents lower employee morale
d)
All of the above
HRM Principles & Practices (Second Edition) Oxford Fajar Sdn. Bhd. (008974-T, 2011
All Rights Reserved
Chapter 2 5
THE RECRUITMENT AND SELECTION PROCESS

Make decision to recruit Conduct job analysis Source applicants Collect information on applicants Choose most suitable applicant Offer employment
Hold induction
Chapter 2 6
2. Which of the following statements is not correct? a) Human resource planning helps employers decide on training needs. b) Human resource planning helps employers carry out recruitment in a systematic manner. c) Human resource planning helps employers manage the workforce in the event of a crisis. d) Human resource planning helps employers decide on which employees should be dismissed for poor performance.
Chapter 2 7
ALTERNATIVES TO HIRING NEW EMPLOYEES

Before hiring, an employer should ask the following questions: Can the work be outsourced? Can the work be reorganized and carried out by existing employees? Can the work be automated? Can the work be carried out by existing employees working overtime? If an employee is needed, should he or she be hired on a part-time or full-time basis?
Chapter 2 8
JOB ANALYSIS
Job analysis is a technique of studying a job to identify the skills, knowledge, experience and other requirements necessary to perform a job.
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Chapter 2 9
TECHNIQUES FOR CONDUCTING JOB ANALYSIS
Questionnaires
Interviews
Observation
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Chapter 2 10
JOB DESCRIPTIONS
Job descriptions are fundamental documents valuable in a variety of HR functions.
Job descriptions can be used in:
Recruitment and selection

Training Setting performance standards and appraisal
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Chapter 2 11
JOB DESCRIPTIONS (cont.)

Typical headings include: Job title, location and grading Relationships between the job-holder and others Brief statement on the purpose of the job List of duties and responsibilities Terms and conditions of employment to be given to the job-holder Negative aspects of the job
Chapter 2 12
3. Information about the duties being carried out in a particular job can be obtained most accurately from
a) b) c) d)
Internet sources The job holders supervisor
Employees currently carrying out the job

Job holders organization who have recently left the
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Chapter 2 13
4. A job description typically includes all of the following, except

a) b)
The job title. The job location.
c)
d)
The personality of the job holder.

The duties required of the job holder.
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Chapter 2 14
PERSON SPECIFICATION
Typical information include:

Knowledge, skills and abilities required to do the job Educational qualifications and work experience required Physical requirements of the job, if any Personality requirements, where relevant Career path
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Chapter 2 15
FACTORS AFFECTING RECRUITMENT EFFORTS
The location of the organization.

The public image of the organization. The physical working conditions in the organization. The relationships between people in the organization or the psycho-social environment.
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Chapter 2 16
FACTORS AFFECTING RECRUITMENT EFFORTS (cont.)
The remuneration package being offered to new recruits. The internal policies of the organization, including fair disciplinary practices and whether training opportunities are made available to employees.
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Chapter 2 17
INTERNAL RECRUITMENT
Promotion from within and transfer of existing staff.
Employment record of applicant available. Thus accurate assessment possible. No induction needed. Little or no cost involved. Employees morale and motivation may be increased.
Chapter 2 18
5. All of the following are advantages of internal
recruitment, except _______

a)
Applicants employment records are readily available. No induction costs are incurred. Employees morale increases.
b) c)
d)
It leads to inbreeding.
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Chapter 2 19
EXTERNAL RECRUITMENT
Sources of External Applicants: Employment agencies and consultants Campus recruitment Employee referrals Unsolicited applicants Advertising in the mass media The Internet
Chapter 2 20
THE SELECTION PROCESS

Sources of Information:
Application forms and curriculum vitae (CV)/ biodata/resum Reference checks Tests Interviews Assessment centre activities
Chapter 2 21
THE SELECTION INTERVIEW

Factors which influence the effectiveness of a selection interview:

Timing Venue
Planning
Skills of the interviewer(s)
Questioning techniques used

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Chapter 2 22
THE SELECTION INTERVIEW

(cont.)
Research into selection interviews shows that they are mostly:
Invalid and unreliable

At the very least, interviews should be combined with other selection techniques.
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Chapter 2 23
ISSUES TO BE DISCUSSED
Is
nepotism to be encouraged or discouraged? children be permitted to work? older workers be recruited?
Should Should
What
What
problems may arise if older workers are hired?

problems are faced by employers when they hire foreign workers?
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Chapter 2 24
6. Generally, employers are not keen to hire older workers because_______

a)
b)
Their wages are usually higher than younger workers.

It is perceived that they are not interested to learn new technologies.
c)
It is perceived that they incur higher medical cost compared to younger workers.
d)
All of the above.
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Chapter 2 25
OFFERING A CONTRACT OF EMPLOYMENT

A contract of employment is an agreement whereby an employer agrees to remunerate an employee for services or work performed and the employee agrees to work for the employer.
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Chapter 2 26
TERMS AND CONDITIONS OF EMPLOYMENT

The terms and conditions of employment offered to an employee must:
comply with the employment laws, where relevant,

be clear and easy to understand, and
be attractive.
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Chapter 2 27
EXPRESS TERMS OF THE CONTRACT

Express terms are those terms agreed to by the parties, whether by way of oral agreement or in writing.
Written terms are usually included in:

the employees letter of appointment, a collective agreement, where the workers are represented by a trade union, or
a company handbook.
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Chapter 2 28
IMPLIED TERMS IN AN EMPLOYMENT CONTRACT

Terms implied into every employment contract by common law include:
An
employees obligation to serve the employer with care, faithfulness and obedience. An employers obligation to provide a safe workplace and to pay the agreed wages.
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Chapter 2 29
CHANGING THE TERMS OF AN EMPLOYMENT CONTRACT

The terms of a contract of employment can only be changed by mutual consent.
Any unilateral change amounts to a breach of contract.
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Chapter 2 30
TYPES OF EMPLOYMENT CONTRACT

Employment contracts may be:
Duration
Indefinite/ Permanent
Fixed-term/ Temporary
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Chapter 2 31
TYPES OF EMPLOYMENT CONTRACT (cont.)

Employment contracts may be:
Working Hours
Full-time
Part-time
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Chapter 2 32
INDUCTION
New recruits face reality shock.
New recruits are anxious and stressed out.
An effective induction programme helps new recruits to adjust to their working environment and helps them become productive team members in a short period of time.
Chapter 2 33
INDUCTION (cont.)
Organizational Issues
History Product or service Structure Policies and rules Physical layout
Introductions
To supervisor To co-workers To trainers
Employee Benefits and Procedures

Wages Rest breaks Holidays Benefits
Job Duties
Job location Relationship to other jobs Overview of job
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Chapter 2 34
INDUCTION (cont.)
Issues
How much information and what information should be given to new recruits? When should the induction be held? What problems may arise if the participants are diverse? What may happen if the information disseminated is not accurate?
Chapter 2 35
7. Reality shock is usually caused by_____

a) b)
boring induction programmes feelings of excitement by new employees
c)
d)
unrealistic expectations by new employees

unfair treatment of new employees by their superiors
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Chapter 2 36

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CHAPTER

RECRUITMENT, SELECTION AND INDUCTION

All Rights Reserved

Terms to be included in a contract of employment.

RECRUITMENT AND SELECTION

All Rights Reserved

POTENTIAL COSTS OF A BAD RECRUITMENT DECISION

1. Bad hiring decisions can lead to_______

All of the above

All Rights Reserved

THE RECRUITMENT AND SELECTION PROCESS

ALTERNATIVES TO HIRING NEW EMPLOYEES

All Rights Reserved

TECHNIQUES FOR CONDUCTING JOB ANALYSIS

All Rights Reserved

Training Setting performance standards and appraisal

All Rights Reserved

JOB DESCRIPTIONS (cont.)

Internet sources The job holders supervisor

Employees currently carrying out the job

All Rights Reserved

4. A job description typically includes all of the following, except

The job title. The job location.

The personality of the job holder.

All Rights Reserved

FACTORS AFFECTING RECRUITMENT EFFORTS

The location of the organization.

FACTORS AFFECTING RECRUITMENT EFFORTS (cont.)

All Rights Reserved

5. All of the following are advantages of internal

recruitment, except _______

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THE SELECTION PROCESS

THE SELECTION INTERVIEW

Questioning techniques used

THE SELECTION INTERVIEW

Invalid and unreliable

All Rights Reserved

nepotism to be encouraged or discouraged? children be permitted to work? older workers be recruited?

problems may arise if older workers are hired?

6. Generally, employers are not keen to hire older workers because_______

Their wages are usually higher than younger workers.

All of the above.

All Rights Reserved

OFFERING A CONTRACT OF EMPLOYMENT

All Rights Reserved

TERMS AND CONDITIONS OF EMPLOYMENT

comply with the employment laws, where relevant,

All Rights Reserved

EXPRESS TERMS OF THE CONTRACT

IMPLIED TERMS IN AN EMPLOYMENT CONTRACT

All Rights Reserved

CHANGING THE TERMS OF AN EMPLOYMENT CONTRACT

Any unilateral change amounts to a breach of contract.

All Rights Reserved

TYPES OF EMPLOYMENT CONTRACT

TYPES OF EMPLOYMENT CONTRACT (cont.)

All Rights Reserved

Employee Benefits and Procedures

7. Reality shock is usually caused by_____

boring induction programmes feelings of excitement by new employees

unrealistic expectations by new employees

All Rights Reserved

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