Employee Resourcing & HRM

Employee Resourcing & HRM

Employee resourcing is concerned with ensuring that the organization obtains and retains the human capital it needs and employs them productively. It is also about those aspects of employment practice that are concerned with welcoming people to the organization and, if there is no alternative, releasing them. It is a key part of the HRM process.

HRM is fundamentally about matching human resources to the strategic and operational needs of the organization and ensuring the full utilization of those resources. It is concerned not only with obtaining and keeping the number & quality of staff required but also with selecting and promoting people who “fit” the culture and the strategic requirements of the organization.

Recruitment Process

The three stages of recruitment and selection process;

(01) Defining Requirements 

Preparing job descriptions and specifications, deciding terms and conditions of employment.

(02) Attracting Candidates

Reviewing and evaluating alternative sources of applicants, inside and outside the company, advertising, using agencies and consultants.

(03) Selecting Candidates

Sifting applicants, interviewing, testing, assessing candidates, assessment centers, offering employment, obtaining references, preparing contracts of employment.

Basic Steps in a Selection Process

> Screening and Short-Listing of Applications (Review Applications)
> Preliminary interviews
> Employment tests/Selection Tests (IQ, Language, Technical know-how, Trade test)
> Secondary interviews
> Reference checking
> Selection decision
> Physical/Medical examination
> Psychometric test (very rare)
> Employment offer

Screening and Short listing of Applications

• You will get applications which are not in line.
• To reduce time wasting, these applications needs to be screened out and only the applications which meet minimum entry criteria will be taken to the next step.
• Short-listing must not be made on the basis of race, religion, ethnic origin, disability or sex.

Preliminary Interviews

• This is a process that determines whether applicant is in fact as impressive as the application submitted.
• First personal contacts of an individual with the company and since it’s the stage at which some candidates get rejected.
• The interviewer should be courteous, kind, receptive and informal.
• During the interview, the employer can explain about,

            - Company and the details about the job
            - Learn more about the organization and other details, such as benefits, facilities.


Selection Tests

Usually there are three types of tests: Personality tests, Technical Ability testing & Psychometric /Aptitude Testing.

a) Personality tests - Here, a candidates attitude, motivation, values, beliefs etc are tested using a questionnaire or psychometric tests.

b) Technical Ability Testing - To measure technical ability and knowledge.

c) Psychometric Test - To identify the personal characteristics

d) Management Assessment Centers - This is also a process usually for managerial positions. It is similar to that of simulation, and takes the form of management games and roleplays, to assess the creativity, personality, interest and behavioral characteristics.

Making the Job Offer

• A job offer may be extended by phone, letter or in person.
• The job offer is handled by the HR department.
• Salary and benefits are discussed and the prospective employee is told of any further conditions that must be met.

Job Posting

• The procedure to inform employees that job openings exist.
• Traditional method to announce a job opening was to post notice of the job on the HR bulletin board; no doubt this is the origin of the term job posting. Today, many organizations post jobs electronically through organization-wide intranets or send e-mails to all employees about the job vacancy.
• Publish employment newsletters or distribute job announcement flyers.
• The job announcement should include information about the position, the required qualifications and instructions on how to apply.

Job Advertising

 

• While web based recruiting ads rapidly replacing help wanted ads, a glance at almost any paper or business or professional magazine will confirm that print ads are still popular.
• To use help wanted ads successfully, employers have to address two issues: advertising medium and the ads construction.
• Experienced advertisers use a four-point guide labeled AIDA (Attention, Interest, Desire, and Action) to construct ads.
• You must, of course attract attention to the advert, or readers may just miss or ignore it.

References

Stekerova, N. (n.d.). Michael Armstrong th edition 10 HUMAN RESOURCE MANAGEMENT PRACT ICE. www.academia.edu. [online] Available at: https://www.academia.edu/8593967/Michael_Armstrong_th_edition_10_HUMAN_RES

hr.toolbox.com. (n.d.). What is Full Cycle Recruiting? Definition, Process and Best Practices. [online] Available at: https://hr.toolbox.com/articles/what-is-full-cycle-recruitment/

tutorialspoint.com (2019). Recruitment and Selection Recruitment Process. [online] www.tutorialspoint.com. Available at: https://www.tutorialspoint.com/recruitment_and_selection/recruitment_process.htm.

Kukreja, S. (2013). Stages of Recruitment Process | Management Study HQ. [online] Management Study HQ. Available at: https://www.managementstudyhq.com/stages-of-recruitment-process.html.