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PAD214

INTRODUCTION TO PUBLIC

PERSONNEL ADMINISTRATION

LESSON 4

RECRUITMENT

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SCOPE OF THE LECTURE

Organization or firm needs new workers to fill upjob vacancies. The process of filing the job

vacancies normally done through recruitment

process. The process of recruiting new employeecan be done through various sources and

normally involve several activities. This lecture

explains the general recruitment practices that

adopted by many organizations in the public and

private sector.

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OBJECTIVES OF THIS LECTURE

Upon completing this chapter student should beable to:

Define the concept of recruitment

Describe the uses and importance ofrecruitment

Identify the process of recruitment

Describe the sources and methods of

recruitment

Describe the roles of PSC in recruitment

process.

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WHAT IS RECRUITMENT

Recruitment refers to the process of attracting,

screening, and selecting qualified people for a job

at an organization or firm.

Recruitment is the process of finding and

attracting capable applicants to apply for

employment required in an organisation, or to fill

job vacancies.

Process of identifying and hiring best-qualified

candidate (from within or outside of an

organization) for a job vacancy, in a most timely

and cost effective manner.

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THE RATIONAL OF RECRUITMENT

Recruitment is essential to effective HumanResources Management. It is the heart of the

whole HR systems in the organization. The

effectiveness of many other HR activities, such

as selection and training depends largely on the

quality of new employees attracted through the

recruitment process. Most organisations have

continuing need to recruit new employees toreplace those who leave or are promoted and to

permit organisation growth.

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THE USES AND IMPORTANCE OF

RECRUITMENT Staffing recruitment used to ensure that the

organization has enough staff with a pool ofqualified candidates.

Selection recruitment process ensure theright candidate employed for the right job byreducing the numbers of obviously under-qualified and over-qualified applicants.

Performance - To increase Organizational andindividual performance and effectiveness inthe short and long term plans.

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RECRUITMENT PROCESS

Determining what your exact hiring needs are

(Job analysis)

Initiating a recruitment action (Sources of

recruitment)

Issuing a vacancy announcement for the

position (Job Advertisement)

Marketing the position to get high quality

applicants (Application & Shortlist candidates)

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Interviewing those candidates that you believecan perform the work of the position.

Selecting the best qualified candidate foreach and every position you advertise based

on selection criteria.

Retaining the employees once you have them

(Notifying the successful candidate to take upthe job;

rejecting applicants that they have not been

chosen).

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SOURCES AND METHODS OF

RECRUITMENT Internal recruitment getting the applicant/new

employee from within the organisation. This can

be implemented through this method:-

Job posting filling the vacancies by transferringexisting employees who interested in vacancies.

Promotion filling the vacancies by promoting

existing employee who can fulfil the requirement. Secondment is where an employee temporarily

changes job roles within the same company or

transfers to another organization for an agreed

period of time.

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External recruitment filling the vacancies by

attracting applicants from external sources.

Through employment agenciesgovernment and private employment

agencies.

By contacting the public directly throughadvertisement in newspaper and media

and job fair.

Direct recruitment from College andUniversity.

Internet Recruitment / Cyber recruiter -

Use internet in the recruitment process.

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ALTERNATIVE S TO RECRUITMENT Outsourcing the process of transferring

responsibility for an area of service and itsobjectives to an external provider.

Contingent workers workers are employed in

alternative work arrangement and serve as on-call

employees, temporary help workers, and contractworkers.

Employee leasing professional workers offered by

professional firm to work with other firm on a co-

employment basis.

Overtime extra working hours for current

employee.

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PUBLIC SERVICE COMMISSION

(PSC) To offer to Ministries/Departments for appointment to

fill vacancies within 8 weeks from the date of receipt of

requests for posts which do not require screening and

16 weeks for post which involve screening. To deliver decisions on service exercises such as

confirmation in services and pensionable status, transfer

of service within 4 weeks after receipt of complete

certification.

Disciplinary actions, promotion, promotion/disciplinary

appeals to be completed 16 weeks, 12 weeks and 8

weeks after receipt of complete certification.

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THE FUNCTIONS OF PSC

The Public Service Commission of Malaysiasfunction under Article 144(1) of the Federal

Constitution stipulated 6 main functions of the

Commission, which are;

APPOINTMENT

CONFIRMATION OF SERVICE

CONFERMENT INTO PENSION STATUS

PROMOTION

TRANSFER

EXERCISE DISCIPLINARY CONTROL

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APPOINTMENT

The Commission manages the appointment of

personnel in the Public Service on permanent,temporary, contractual, temporary transfer and

loan status. It also has the authority to terminate

the services of personnel in the Public Serviceaccording to the appointments directive. In

addition, the Commission has empowered

Ministries and Federal Departments as well as

relevant States Administrative Government for

posts in the Support Group (Group C and D JKK).

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PORTAL PSC http://www.spa.gov.my/portal

http://www.spa.gov.my/portalhttp://www.spa.gov.my/portal

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TUTORIAL

Define recruitment Describe the objective and purpose of

recruitment

Explain the recruitment process

Describe the sources and methods of recruiting

new employee.

Describe the roles of Public Service Commission

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THAT ALL FOR TODAY

SEE YOU AGAIN NEXT LECTURE

LESSON 5

SELECTION