HRM Principles & Practices

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Cahpter 2 1

CHAPTER

RECRUITMENT, SELECTION
AND INDUCTION

HRM Principles & Practices (Second Edition)

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Chapter 2 2

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.

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Chapter 2 3

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 4

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 5

THE RECRUITMENT AND

SELECTION PROCESS
Make
Makedecision
decisionto
torecruit
recruit
Conduct
Conductjob
jobanalysis
analysis
Source
Sourceapplicants
applicants
Collect
Collectinformation
informationon
onapplicants
applicants
Choose
Choosemost
mostsuitable
suitableapplicant
applicant
Offer
Offeremployment
employment
Hold
Holdinduction
induction
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Chapter 2 6

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?

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Chapter 2 7

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 8

TECHNIQUES FOR
CONDUCTING JOB
ANALYSIS
Questionnaires

Interviews

Observation

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Chapter 2 9

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 10

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
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Chapter 2 11

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 12

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 13

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 14

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.

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Chapter 2 15

EXTERNAL RECRUITMENT
Sources of External Applicants:
Employment agencies and consultants
Campus recruitment
Employee referrals
Unsolicited applicants
Advertising in the mass media
The Internet
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Chapter 2 16

THE SELECTION PROCESS

Sources of Information:

Application forms and curriculum vitae (CV)/

biodata/resum

Reference checks

Tests

Interviews

Assessment centre activities

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Chapter 2 17

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 18

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 19

ISSUES TO BE DISCUSSED
Is

nepotism to be encouraged or
discouraged?

Should

children be permitted to work?

Should

older workers be recruited?

What

problems may arise if older workers are

hired?

What

problems are faced by employers when

they hire foreign workers?

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Chapter 2 20

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 21

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 22

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 23

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 24

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 25

TYPES OF EMPLOYMENT
CONTRACT
Employment contracts may be:
Duration

Indefinite/
Permanent
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Fixed-term/
Temporary
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Chapter 2 26

TYPES OF EMPLOYMENT
CONTRACT (cont.)
Employment contracts may be:
Working Hours

Full-time

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Part-time

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Chapter 2 27

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.
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Chapter 2 28

INDUCTION (cont.)
Organizational
OrganizationalIssues
Issues
History
History

Product
Productor
orservice
service

Structure
Structure

Policies
Policiesand
andrules
rules Physical
Physicallayout
layout

Introductions
Introductions
To
Tosupervisor
supervisor

To
Toco-workers
co-workers

To
Totrainers
trainers

Employee
EmployeeBenefits
Benefitsand
andProcedures
Procedures
Wages
Wages

Rest
Restbreaks
breaks

Holidays
Holidays

Benefits
Benefits

Job
JobDuties
Duties
Job
Joblocation
location

Relationship
Relationshiptotoother
otherjobs
jobs

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Overview
Overviewofofjob
job
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Chapter 2 29

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?

HRM Principles & Practices (Second Edition)

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Chapter 2 30

REVIEW

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)

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Chapter 2 31