PPD - Recruitment & Resourcing
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- Created by: cxxtlxn
- Created on: 18-01-18 21:34
What is HRM?
- = Human Resource Management
- Beyond Personnel Management
- HRM = People orientated organisational activities
- HRM seeks to make explicit link between strategy/structure/people (Bratton & Gold 2012)
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Human Capital
- Route to competitive advantage achieved through people (Gratton 2000)
- Resource Based View (RBV) stated an organisation can derive competitive advantage from its resources through the development of HRM. (Barney et al 2001)
- "Combined Knowledge & Experience of an organisations staff is a highly significant source of competitive advantage" (Torrington et al 2009)
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HR & Resourcing
- Resourcing = how to get right people in right place/ how to keep them
- 1/2 Recruitment/resourcing, 1/2 retention
- Selection = 2 way process
Matching HR to strategic/operational needs
- Concerned w/ obtaining & keeping a number of quality people
- Selecting/promoting people who fit culture
- Avoid staffing organisation w/ conformist clones
- Mindful of creating dysfunctional culture
- Organisations need mavericks who push boundaries
Fundamental Resourcing Questions
- What kind of people do we need to compete effectively in future?
- What do we need to attract/develop/keep them?
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Resourcing Plans
- Global events make planning for recruitment/deployment of a workforce increasingly uncertain
- "Workforce planning is the process of forecasting the supply & demand of skills against the requirements of future production & services delivery in a situation of uncertainty & change" (Bratton & Gold 2012)
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Recruitment & selection
"Includes those practices and activities carried out by the organisation with the primary purpose of identifying & attracting potential employees" (Breaugh & Starke 2000)
- important social and legal implications in recruitement
- Critical/expensive process - needs to be done right
- Avoid hiring wrong people!!!
- Avoid discrimination - all applicants have same questions
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Recruitment & Selection
- Costs 1 - 1.5 x annual salary to train/recruit new employee
- "process of attracting the interest of a pool of capable people who will apply for jobs within an organisation" (Bratton & Gold 2012)
- Competencies need to be matched by employees
- Costs include; Cost of selection process, future costs of induction/training new staff, labour turnover is staff leave
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Recruitment & selection
- Interview oldest/most used method
- Classic trio = application form, interview, references
Can also use:
- Aptitude tests
- General intelligence tests
- Trainability tests
- Atttainment tests
- Personality tests
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Improving Effectiveness of Recruitment/Selection
- Recruitment - increase thorough selection
- Avoid unstructured interviews
- Specify business capabilities
- Quality testing techniques
- Include range of activities that allow candidate to show capability
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Assessment Centres
Activities looking for
- Ability to work under pressure
- Behaviour when interacting with others
- Preferred work styles
- Ability to think quickly
- Ability to make quick/accutrate numerical estimates
- Experience/ability for customer service
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Positives of Assessment Centres
Indicates how much candidate matches business' cultures
Gives candidate a feel for the business
Achieve better forecast of future performance
Observe individ/group behaviour
Able to explore candidate through tests/interviews
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Job Offers
Conditional - can be because
- Need to get satisfactory references
- Pass DBS
- Medical questionnaire to complete
- Proof of residency/right to work
- Proof of qualifications
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