Recruitment and selection
Курсовой проект - Менеджмент
Другие курсовые по предмету Менеджмент
Ministry of education and science of the Republic of Kazakhstanof internayional businessManagement
paperPersonnel managementa theme: Recruitment and selection
Made by:
course student
group managementDilyara
2011
Contents
recruitment selection interview
Introduction1. Theoretical basis recruitment and selection methods
.1 Internal or external recruitment
.2 Job resume
.3 Job interview
.4 Recruitment process design and development2. Evaluation of methods of recruitment and selection on example of Procter and Gamble LLC
.1 Procter and Gamble, job areas and job descriptions
.2 Procter & Gamble application processof used literature
Introduction
Recruitment and Selection Process is one of the basic HR Processes. Recruitment and Selection is very sensitive as many managers have a need to hire a new employee and this process is always under a strict monitoring from their side. The Recruitment and Selection Process must be simple and must be robust enough to operate excellently in the moment of the insufficient number of candidates on the job market and the process must be also able to process a large number of candidates within given time limit. The clearly defined Recruitment and Selection Process is a key to the success of any Human Resources Department.Recruitment and Selection Process has several critical points. The Recruitment and Selection Process is very sensible to the changes in the internal organization of the company and to the changes on the external job market.whole Recruitment and Selection Process must meet several criteria:process must be easy to understand for the target audience of the Recruitment and Selection Process. The process is not created for employees of HRM, the process is developed mainly for the managers in the organization. The managers are the most important clients of the Recruitment and Selection Process, HRM has to follow the standard defined in the Recruitment and Selection Process. HRM cannot afford to draw the nice process maps and document flows in the organization and not to follow them. When HRM does not follow the rules defined, then HRM cannot expect the managers to define such a process.must be able to get a buy-in from the managers in the organization to use standards defined and to keep the process consistent. For example the graph illustrates one of the most common mistakes in the Recruitment and Selection Process. The HRM starts to fill the vacancy without a clear agreement about the profile and job content of the vacancy to be filled. This mistake takes a long time to correct and the whole cycle time of the recruitment gets too long and produces a confusion among all the participants in the process.Recruitment Strategy is a complete mix of the recruitment processes, targets to hire and approach to hire the best talents. The Recruitment Strategy is a document to define the approaches and to get the best talents from the job market. The recruitment strategy has to be connected fully with other strategic HR documents to provide the rest of the organization with a clear picture about the HRM approach to the issue.the Recruitment Strategy helps to face the issue of the organization and Human Resources - this is many times a case of the older population in the organization and how to get the young potential into the organization.recruitment strategy defines the following approaches:
-the target group of the recruitment
-how the target group will be approached
the recruitment sources to be used
the recruitment processes to be used to serve the loadrecruitment strategy can also define some special programs to get the best potential candidates to the company and to attract them to be employed with the organization. The recruitment strategy cannot define the general goals as "Being the employer of choice". The strategy should define the clear actions and steps to be the real employer of choice to keep the attraction of the target audience.recruitment strategy has to main sources of the information. The recruitment strategy has to be based on the organizational scan inside the organization and the market research. The recruitment strategy has to target the reachable goals and it cannot be focused on attracting the candidates, who are not available on the market. In case of lack of resources on the market, the Recruitment Strategy has to define another way to grow the potential inside the organization.
Chapter 1. Theoretical basis recruitment and selection methods
1.1 Internal or External recruitment
Internal Recruitment is the most favorite source of candidates in the stable and developed companies. The Internal Recruitmentneeds a strong support from other HR Processes, because the unmanaged internal recruitment process can lead to disappointed managers and employees in the organization. The Succession Planning and strong and consistent Performance Management are needed to ensure the success of the internal recruitment.internal recruitment can offer the chance to change the job position to anyone in the organization, but the efficient internal recruitment process needs a strong help from other processes to provide managers with the additional information to work with. In case of the unknown additional information, the internal recruitment process can not offer much of the value added. The internal job candidate should be known to the organization and the HRM Function should provide the hiring manager with the information about the background information.internal recruitment process has to be driven by strict and agreed HR Rules and HR Policies as the unclear rules for the process can bring a lot of tension inside the organization as the best employees can be easily stolen among different units and different managers. This issue looks pretty simple to solve, but the reality can bring difficult issues and conflicts among the management team and can affect the performance of the organization hardly.Internal RecruitmentInternal Recruitment is one of the basic HR Processes required by the employees and managers. For the employees, the Internal Recruitment process can offer more career opportunities inside the organization and for the managers can offer a delivery of skilled and oriented employees for their vacancies.
iswellmanagedbytheHRMFunction,itcanoffermanyopportunitiesforbothsidesoftheclientsoftheprocessandcanimprovetheoverallsatisfactionwiththeservicesprovidedbyHRMFunction.InternalRecruitmentProcessalsobringsahugeworkloadtotheHRMFunctionasallthecandidatesforthepositionshavetobemanagedandcommunicatedwithclearandstrictRolesandResponsibilitiesintheInternalRecruitmentProcess.RecruitmentProcessimplementationoftheInternalRecruitmentProcessiseasyandcanbeseenasaquickwin.ThemostimportantpartoftheprocessistodefineclearlytheconditionsfortheInternalRecruitment.employeescanchangethemselvesintotouristsinsidetheorganizationandtheycanbenefitfromunclearlysetrulesfortheInternalRecruitmentProcess.HRMFunctionhastodefinethefollowingrules.InternalRecruitmentProcessPitfallsInternalRecruitmentProcessisaboutclearlysetcommunicationchannelsandRolesandResponsibilitiesintheprocess.HRMFunctionhastoagreetherulesfortheprocessandhastosticktotheserules.ThebreakoftheruleswillalwaysbeseenasanunfairgamefromtheHRMsideanditwillbereturnedinthefinalevaluationoftheperformanceofHumanResources.manycases,thestrictcommunicationisveryhard,buttheHRMFunctionhastodemonstrateitsroleinthecorporateculture<http://hrmadvice.com/hrmadvice/hr-strategy/corporate-culture.html>.Theonlystrictdefinitionofrolesandresponsibilitiescanhelp.RoleatJobInterviewjobinterviewisnotjustabouttheselectionofthebestcandidateforthevacancyintheorganization.TheroleoftheHRMFunctionduringjobinterviewsistokeepthealignmentofthecandidateswiththecorporateculture<http://hrmadvice.com/hrmadvice/hr-strategy/corporate-culture.html>andoverallrecruitmentstrategy<http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/recruitment-strategy.html>oftheorganization.HRRecruiterhastoknowallthedetailsaboutthecorporatecultureandtheHRRecruiteristhepersontotestthefitbetweenthecandidateandtheconditionsinsidetheorganization.TheHRRecruiterhastobeskilledandtrainedtorecognizethevaluesanddriversofthecandidatetohaveaquickopinionaboutthefitofthecandidateandthecorporateculture.HRRecruiterhastwodifferentrolesintherecruitmentandselectionprocess.TheHRRecruiterisrespo