Chapter 3

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

Recruitment involves seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen. Successful recruiting is difficult if the jobs to be filled are vaguely defined. Personnel Requisition Form

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

Human Resource Planning

Job Analysis

Number of specific jobs to be filled

Nature and requirements of specific jobs

Job Des and Job Specs

Sources? How are qualified candidates to be recruited?

Recruitment

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

Internal Sources Job Posting and Bidding External Sources Advertising Employment Agencies Temporary Help Agencies Employment Leasing Companies Headhunters Employee Referrals and Walk-Ins Campus Recruiting *Internet Recruiting*
HUMAN RESOURCE MANAGEMENT
Pio G. Castillo

In terms of effectiveness of recruitment method, both internal and external sourcing have advantages and disadvantages. Some research results: Lower turnover rates on referred employees Applicants who initiated their contacts with the company for possible vacancies performed better

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

SOURCE ADVANTAGES Internal Company has a better knowledge of strengths and weaknesses of job candidate Job candidate has better knowledge of the company Morale and motivation of employees are enhanced Return on investment that an organization has in its present workforce is increased

DISADVANTAGES People might be promoted to the point where they cannot successfully perform the job Infighting for promotions can negatively affect morale Inbreeding can stifle new ideas and innovation Attracting, contracting, and evaluating potential employees is HUMAN RESOURCE MANAGEMENT more difficult Pio G. Castillo

SOURCE ADVANTAGES DISADVANTAGES External The pool of talent is Adjustment or much larger orientation time is New insights and longer perspectives can be Morale problems can brought to the develop among those organization employees within the Frequently it is cheaper organization who feel and easier to hire qualified for the job technical, skilled, or managerial employees from the outside

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

RJP is one way of increasing the effectiveness of all recruiting methods. It provides complete job information, both positive and negative, to the job applicant. The tendency of most companies to show only the positive aspect of the organization may result to high selection ratios, but may also increase employee expectations, and eventually turnover rates when not successfully met.

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo

Set high initial job expectations

Set realistic job expectations Job is viewed depending on individuals needs Some accept, some reject Work experience confirms expectations Satisfaction

Job is viewed as attractive

High job offer acceptance rate Work experience disconfirms expectations Dissatisfaction

Low job survival

High RESOURCE MANAGEMENT HUMAN job survival

Pio G. Castillo

HUMAN RESOURCE MANAGEMENT

Pio G. Castillo