HRM Principles Practices Oxford Fajar Sdn Bhd 008974

RECRUITMENT AND SELECTION Recruitment is the process of attracting suitable people to apply for job vacancies. Selection involves choosing the most suitable candidate from amongst a group of applicants. HRM Principles & Practices (Second Edition) © Oxford Fajar Sdn. Bhd. (008974 -T), 2011 All Rights Reserved Chapter 2– 2

POTENTIAL COSTS OF A BAD RECRUITMENT DECISION v Cost of mistakes, accidents and loss of customers caused by employees who cannot cope with the job. Cost of lowered morale amongst the employee’s supervisor and his or her co-workers who have to rework his mistakes or take over his tasks. v Cost of defending a claim of dismissal without just cause or excuse, once the employee has been dismissed. v Cost of recruiting a replacement. v Cost of training a replacement. v HRM Principles & Practices (Second Edition) © Oxford Fajar Sdn. Bhd. (008974 -T), 2011 All Rights Reserved Chapter 2– 3

THE RECRUITMENT AND SELECTION PROCESS Make decision to recruit Conduct job analysis Source applicants Collect information on applicants Choose most suitable applicant Offer employment Hold induction HRM Principles & Practices (Second Edition) © Oxford Fajar Sdn. Bhd. (008974 -T), 2011 All Rights Reserved Chapter 2– 4

ALTERNATIVES TO HIRING NEW EMPLOYEES Before hiring, an employer should ask the following questions: v Can the work be outsourced? v Can the work be reorganized and carried out by existing employees? v Can the work be automated? v Can the work be carried out by existing employees working overtime? v If an employee is needed, should he or she be hired on a part-time or full-time basis? HRM Principles & Practices (Second Edition) © Oxford Fajar Sdn. Bhd. (008974 -T), 2011 All Rights Reserved Chapter 2– 5

FACTORS AFFECTING RECRUITMENT EFFORTS (cont. ) The remuneration package being offered to new recruits. v The internal policies of the organization, including fair disciplinary practices and whether training opportunities are made available to employees. v HRM Principles & Practices (Second Edition) © Oxford Fajar Sdn. Bhd. (008974 -T), 2011 All Rights Reserved Chapter 2– 6

INTERNAL RECRUITMENT Promotion from within and transfer of existing staff. Employment record of applicant available. Thus accurate assessment possible. v No induction needed. v Little or no cost involved. v Employees’ morale and motivation may be increased. v HRM Principles & Practices (Second Edition) © Oxford Fajar Sdn. Bhd. (008974 -T), 2011 All Rights Reserved Chapter 2– 7

EXTERNAL RECRUITMENT Sources of External Applicants: v Employment agencies and consultants v Campus recruitment v Employee referrals v Unsolicited applicants v Advertising in the mass media v The Internet HRM Principles & Practices (Second Edition) © Oxford Fajar Sdn. Bhd. (008974 -T), 2011 All Rights Reserved Chapter 2– 8