1. Recruitment Process forBedazzled enterprise LimitedDecember
2010Group PresentationHuman ResourceManagement (HRM)Lecturer: Mr.
Tom DowneyGroup Members: Stream 2 Syndicate 13o Muzni Miftha -
2010005729o Kawaljit Kaur - 2010005104o Aditi Shreshtha -
2010004267o Sweta James - 2010005112o Jasprit Kaur -
2010005796
2. What is Recruitment?Recruitment is the war of talents says
McKinsey & Company finding the right talent will be very
challenging forenterprises.Recruitment is all about attracting more
applicants in to the gene pool performing some kind of a filtration
process andselecting the right person(s) with right qualifications
and aspirations in to the organisation.Globalization of knowledge
has increased the strength of recruitment and internet has
transformed the traditional humanresource practices in to a new
era.There are 3 things prepared by our HR department for a job role
and the applicants generally should match the followingmain 3
categories before he/she apply for the Job. Job Analysis (JA) Job
Description (JD)Person Specification (PS)Every organisation small
or big will carry out this process and every organisation will have
a recruitment policy which is tomake sure the recruitment process
will be performed systematically and the recruited employees all of
these should bematched and linked with the overall organisation
goal/strategy.Purpose of recruitmentThe general purpose of
recruitment to provide the organisation with a pool of aspirants
from which to select people to fill specific positionand not only
that but alsoTo attract ad engage people it needs to achieve its
overall organisational objectives Build positive impression of the
recruitment process Recruit right people who will fit in to
organisations culture and contribute to the organisationsgoals
3. Job AnalysisProduction AssistantJob specification of
Production Assistant include job requirements:1. Professional
certificate or a Diploma in production is an advantage.2. Good
knowledge of regulatory requirements, housekeeping, health
andsafety.3. 3 to 5 years plus experience in a similar capacity is
an advantage.4. Excellent interpersonal and communication skills
and ability to liaise withvarious support groups.5. Able to perform
stamping die adjustment and troubleshooting.6. Willing to take up
challenge, mature and independent character.7. Able to work
overtime and under pressure, good written andcommunication
skills.8. Previous experience of people-management and demonstrated
ability inpeople motivation, organizing and team building is
required.9. Solid record of attention to detail and strict
adherence to procedures.10. Suitable candidates must be open to
working shiftssource:
http://www.humanresources.hrvinet.com/production-supervisor-job-specification/Example:Job
Analysis (JA)Job analysis is the foundation for almost all
HRMactivities and it is linked to all the activities.Is a process
of gathering, assessing and recordinginformationThings to remember
when carrying out JA That the job description and person
specificationis matching and accurate Remember focus of the job
analysis is the jobitself not the person doing the job. Job
analysis provides a foundation for many HRactivities, including
Writing job descriptions and person profiles forrecruitment and
selection; Defining job responsibilities and performancecriteria
for performance planning Designing training and development
programmesT. Downey, (HRM: Nov. 2010)Different ways of conducting a
Job AnalysisInterviewsQuestionnaireschecklistsobservationtechnical
conferencesRudman, JA checklist (p.254)
4. JOB DESCRIPTIONBedazzeled Production WorkerDIVISION:
Manufacturing JOB TITLE: Production WorkerJOB
NUMBER:INNNB6700REPORTS TO: Supervisor/ ManagerJOB PURPOSE: To
perform a variety of operational functions that constitutes the
production,inspection and distribution of products or services for
commercial customers.ESSENTIAL DUTIES AND RESPONSIBILITIES Performs
assignments in accordance with established safety policies and
procedures. Adheres to the Quality Policy, including all items
assigned to this position in accordance with ISOpolicies. Complies
with the work rules and standards set forth in the Production
Worker Handbook. Refers to work order or procedural instructions
appropriate for each job, function or assignmentbefore commencing
work. Maintains good housekeeping and clean work areas in assigned
work sites. Assures that all work assigned to position is performed
in accordance with specifications, instructionsand
requirements.Demonstrates ability to meet production standards on
specific assignments within a reasonable time,depending on the
degree of difficulty of their job
functions.QUALIFICATIONSExperience, Competencies and EducationMust
possess an education or experience level that permits the employee
to effectively communicateand perform duties, assignments and
responsibilities of the job.Language SkillsAbility to read, analyze
and interpret the most documents relating to the job, function or
assignment.Reasoning AbilityAbility to make decisions when
identifying in-process problems. Ability to deal with a variety of
jobassignments and meet targets.Salary: $15.00 - $20.00 Hourly
Depend On Experience (Mon - Fri)Example:Job Description (JD)As the
heading says the brief detailabout the job itself what need to
beperformed not the job holder.It specifiesThe general descriptive
of aroundthe jobThe responsibilitieswhom to reportwhere to
performwhat to performRemunerationwork hours, etc. Job description
should be simple Job description should notoverstate or exaggerate
Job description should beproduced jointly and agreed
5. Example:Production ManagerSource:
http://www.alt.ac.uk/docs/projects_manager_web_info_may2006.pdfPerson
Specification (PS)PS is a statement of skills, knowledgeand
attitudes needed to effectivelyperform a job and together with
anyspecific qualifications, experience orother job related
attributes which aperson might reasonably expectedbefore appointed
for a position.Example:Typing skill 60 words per minuteComputer
literacy good in MicrosoftOffice Application (Word, Excel,
PowerPoint, Access)Having Clean heavy truck and forkliftDriving
licence will be an advantageRudman, Person Profile, (p.252)
6. Recruitment policy for Bedazzled Enterprise
LimitedIntroductionIn order to avoid child labour it is compulsory
that applicant should have reached 16 year s old at the time
ofapplicationIt is a compulsory requirement that employees follow
& obey these recruitment guidelines and follow the stepsin
recruiting new employees or in processing the internal
applicants.Every application processed by the HR department should
match the Job Description, Job Specification andPerson
Specification created for each vacancies.Every recruitment process
should be carried out following these policies.Every applicant
should be local resident of the job vacant country or should hold a
legal work permit.Ensure Equal opportunityAccording to the Human
Rights Act 1993 we make sure that we treat with respect every
single applicant andemployees.We treat everybody equally and
promote equal opportunity despite the age, sex, race, colour,
religion, socialstatus or wealth.We want be biased under any
circumstances to anyoneWe prohibit discrimination in employments
and take serious action again discriminators and in the worst case
theycould be sacked under the Human Rights Act 1993ProcedureThe
line manager/operation manger should identify the job need, write
the job description and should submitto the Human Resource
manager.The Human resource department will carefully prepare the
Job description, Job specification andperson specification, the
company and the Terms & condition of the employment and the
remuneration.
7. Policies continued..Human Resource department will get the
approval from the Administration department and if necessary
fromthe board of directors.HR Department will Consider the most
suitable way of obtaining the right candidate. The common methodswe
will follow areInternal Employees should have been in the current
position minimum for 12 months Internal advert within the company
notice boards and intranet Discuss in minutes of meeting
Examination of previous application on file or the company
databaseExternal (we will use all the possible channels to widen
the gene pool) Advert within the job centre Advert in the local and
national press Advert in the monthly technical or professional
journals Adverts in the Internet, Social media, or in our own
career websiteProbation periodWe have assigned a probation period
for 6 months for employee we recruit. This is to make sure further
thatthe candidate is fitting in to our culture and contributing to
our organizations goals.We will analyse the employees performance
after 1st 3 months following with the training and we analyse again
on2nd 3 months and we will keep the employee if he/she is
performing to our minimum contribution level and we maydismiss the
employee if the contribution is below the considerable
level.Source: http://www.human-resource-solutions.co.uk
8. Designed by: MuzniJob ApplicationsRecruitment process
(thehopper)Recruitment process is all about widening thegene pool
or attracting more applicants in to thehopper .The diagram below
will give you a brief idea ofthe process which is being followed by
most ofthe enterprises.
9. Recruitment Sources and Method of RecruitingRecruitment
SourcesInternal
RecruitmentMethodsTransfersPromotionsDemotionUpgradingRetired
EmployeesExternal RecruitmentMethodsGraduate ProgrammesMedia
AdvertisementJob agencies / OutsourcingEmployment ExchangesLabour
ContractorsEmployee ReferralsRecruitment open daysPersonal
RecommendationInternships
10. Internal RecruitmentPros ConsIt is a lot
cheaperOrganisations will savehuge amount of time,money and energy
interms of advertising,recruitment, selection andinduction
process.IR doesnt bring newknowledge, skills orcompetencies in to
theenterprise.Offers good opportunitiesfor current staffs
toprogress further in theircareersFailure could de-promoteyou to
the previouspositionPossibility of failure wantbe a big issue for
theorganisationAs the position increasesthe amount of
negativeimpacts can be higher(can take legal actions)Internal
applicantsabilities and skills are wellknownManagers might not
backup or they fail to identifythe skills of
currentemployees.External RecruitmentPros ConsFresh blood provides
freshinnovative ideas andtalentsExternal recruitment isexpensive
and takes a lotof energy and time of theHRM Department tohandle all
the jobcandidates in the selectionprocess.Brings good
knowledgesfrom the previous companywhich we might not haveHR
department can bescrutinised or criticisedbadly if the new
recruitdidnt fit the organisationorganization can select thebest
candidate, who fulfilsthe requirements and suitsthe organization
bestIncrease diversityCan increase thepopularity of theorganisation
in the jobmarketBeing specialised in therelevant skill could
straightaway contribute to theoverall organisations goal.Very less
harm for refusalor rejection of theapplicationSource:
http://www.helium.com/
11. Most common job advertisement methodsNewspaper
advertisementsCareer pages on company
websitesTelecome.co.nzSubscribe in Job PortalsSeek.co.nz,
trademe.co.nzSouthlandtimes.co.nz Job Posters/ BannersRecruitment
advertising videosHireClix - Interactive RecruitmentMarketingSocial
Recruiting - Is Your CompanyUsing the Power That Is
SocialMedia.mp4
12. Why Recruitment is so Important ?Recruitment is vital In
order to attract and choose people who can do their job well create
good organizational citizens and to engage people in to achieve its
overall organisational goals. It also plays significant part in
building team players and shaping, maintaining and organisation of
employees to fit in toorganisations culture.How bad recruitment can
affect overall performancePoor decision at the recruitment stage
and failure to have this process correctly and accurately could
causeyou a lot of grief and potentially be very damaging for years
to your enterprise and will eventually affect ouroverall
organizational goal. The average calculated cost of this loss is
15,000 NZD.
13. Wrong person in your organisation maycause the business
following costs: Advertising cost Administrative costs to process
the candidate Interview costs Managers time (a significant amount
of time away fromtheir normal duties) Lost opportunities (eg
incomplete projects, disruption) Training and development Turnover
Low morale amongst existing staff Existing staff may lose
motivation Occupational Health and Safety (OHS) related costs
(egstaff not being able to cope with the demands of aparticular
role)Source: https://fac.dhs.vic.gov.au/home.aspxApproximateCost
$15,000NZD
14. Recruitment Styles in Few CountriesIndian Recruitment
processMainly from Job Agencies (Placementindia.com,
Monsterjobs.com, manpowerindia.net)The job recruitment agencies in
India involves identifying those posts, preparing the job
descriptionand person specification, advertising, management of the
response, the prequalification process,organizing meetings,
conducting interviews, making decisions, the appointment and
action.Most recruitment agencies in India follow these stages in
the recruitment process, which areessentially short list of
application, preliminary assessment, written test to judge the work
efficiencyof the applicant and final interview and
selection.Chinese recruitment processRecruitment in China is now
more systematic than few decades agoInvolving diverse channels
(Internet, Job agencies) Including newspaper advertisingHeadhunting
Visits to universitiesInternal appointmentsas one of the highest
populated country in the world the most common way of recruitment
inChina specially in manufacturing plants and major factories are
just but word of mouth orreferrals by friends or family
members.
15. New Zealand Recruitment ProcessSome major companies for
example banks follow following recruitment processesIn house
Advertising Employee referralsGraduate Programmes (warehouse,
Telecom) Recruitment Agencies (Alliance & SPM meat
factories)Executive search consultants (for specialisedroles)Other
Media Advertising (TV, Radio, Social Media,Internet)However each
and every company has their own strategy of recruitmentFor
example:Telecom New ZealandWhen choosing people for the Leadership
Development Programme we use a mix of CV and application
review,Ability and personality testing,Some phone and face-to-face
interviews, and aHandful of tasks and discussions on assessment
daysIts a robust process that allows us to look at people in many
different circumstancesSource: http://www.telecom.co.nz/Best
Recruiting video Tips (Worth Watching..
!)http://www.youtube.com/watch?v=vP8tgGScmNY&NR=1http://www.youtube.com/watch?v=tZmI4ZsNogQ&feature=related
16. Bedazzled Enterprise Limited - Our best practice of
recruitment Flow ChartDesigned by: MuzniWhat Skillsdo youhave..!Ive
got 10years ofindustry skills
17. Recruitment issues and problems we have Maintaining the
equal opportunity throughout the process of recruitment including
in the job advertisement Lack of English knowledge among many
Chinese employees could cause miss interpretationsFinding the right
talent and suitable person(s) to the organisation Maintaining the
confidentiality and privacy of the applicants by the enterprise at
all times during therecruitment process Protecting the huge amount
of data and storage in our system We might not be able to make the
recruitment process fast if we get a huge amount of applications
andemployees might secure jobs elsewhere by the time we call for
interviews.ConclusionIf theres a position vacant the HR Department
should identify and design the Job Description, JobSpecification
and Person Specification.The person applying for the job and the HR
department should comply/match with these three vitalconcepts
before hiring the right employee.The employee hired should
contribute to the overall organisations goals/strategy and if the
HRdepartment failed to hire the right person the organisation could
have serious implications and couldcause possible long term big
damages to organisation.And it has been calculated that hiring a
wrong employee could cause about NZD 15,000 fororganisations.
18. References:Source Author/ website Title/ Link RemarksText
BookTutors notes GBE805 Human ResourceManagement in Innovation ,
TomDowneyPostgraduate Diploma in BusinessEnterprise, Southern
Institute ofTechnology, InvercargillWebsite Department of Human
Services,What is
recruitment?https://fac.dhs.vic.gov.au/home.aspx?TabID=content&type=4&contentID=4259Retrieved
on: 29th Nov 2010Website Pros and cons of external recruiting
http://www.helium.com/items/1748609-pros-and-cons-of-external-recruitingRetrieved
on 1st Dec 2010Website Importance of recruitment
http://recruitment.naukrihub.com/importance-of-recruitment.htmlRetrieved
on 1st Dec 2010Website recruitment
http://www.human-resource-solutions.co.uk/Areas%20of%20Interest/Recruitment.htmRetrieved
on 1st Dec 2010Thank you very much&Any Questions Please!