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Stratigic Management - Human Resources Person Is the Selection and Hiring/recruitment of Employees

Essay by   •  September 7, 2011  •  Case Study  •  8,862 Words (36 Pages)  •  1,559 Views

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Table of Content

1 Title Page 2

2 Abstract 3

3 Acknowledgement 4

4 Introduction 5

5 Recruitment and selection process steps 6

6 Psychological test in selection 9

7 General Guideline for selection process 11

8 Case study Interactive Group 25

9 Interactive recruiting and selection procedures 34

10 SWOT Analysis 38

11 Recommendations 38

12 References 39

13 IAC procedure for staffing and recruitment

14 IAC Employee requisition form

15 IAC Evaluation Form

Abstract

The most important job of a Human Resources person is the selection and hiring/recruitment of employees. It cannot be faulted that the success of any firm depends on the quality of human resources or talents in that firm. This is why it is very important for any human resources expert to be very sure of hiring the right staff without compromising anything from the onset. The questions behind your mind while sourcing for talents should be can these staff deliver? What are their strengths? Can they fit into the corporate goal and objectives of the firm? What are their competencies? Can they be trained? Can they pursue the vision of the firm? What values are they bringing into the organization? Are they coming to use our firm as a learning ground and move on with their career somewhere else? Can we count on them to fit into the succession plan of the company? Etc. Answers to these questions and more are why selection and recruitment seems to be an onerous task. It cannot be argued that most applicants fake their qualifications and experiences just to impress interviewers and get the job. It is very important then for interviewers to look beyond the physical to determine how suitable an applicant is. This brings us to the issue of the competency analysis of those to be interviewed. Competency test is always one of the important selection strategies. This is because it goes beyond what eyes can see. It checks the behaviors of the applicants as well as their characteristics, which influences and drives their performance on the job. A competency can then be seen as the underlying characteristics of a person which enables him to deliver or not deliver superior performances in a given job, role or situation.

The competency of a candidate can be seen in his Skills, educational qualifications, Knowledge, abilities, achievements, strengths, social roles, self image, Traits and Motives. Where the candidate's skills, educational qualifications, knowledge, abilities, achievements, strengths and weaknesses can be easily identified, his Traits and Motives are always hidden in the core of the candidate. The Motive and Traits of different candidates are always what separates the chaff from the juice. This then means that interviewers should pay more attention during selection exercises in the motives and traits of candidates more than their qualifications and experiences.

When there is an opening in a firm, it is always very important for the Human resources department to check inwardly if there is any existing staff that can fit perfectly into that position. If none, the next step should be to look outwardly. While placing the advert, it is also very important for the HR person to know the job requirements for that position, the educational qualification needed, number of years of experiences on the job, the job description, the gender of the person needed etc. These will help in knowing the content of the advert placement.

* Decide what positions you'll have to fill through personnel planning and forecasting.

* Build a pool of candidates for these jobs by recruiting internal or external candidates.

* Have candidates complete application forms and perhaps undergo an initial screening interview.

* Use selection techniques like tests, background investigations, and physical exams to identify viable candidates.

* Decide who to make an offer to, by having the supervisor and perhaps others on the team interview the candidates.

Acknowledgement

In the name of Allah,Most Gracious ,Most Merciful

All the praise to Allah, the most merciful and beneficent, who blessed me with the knowledge, give me the courage and allowed me to accomplish this task. Before I get into the think of the things, I would like to add few heartfelt words for the people who were part of this work in numerous way people who gave me unending support right from the beginning.

Here I add my thanks to the IAC Human Resource Department (Mr Ali Ahsan) who provide me this opportunity to have an experience in a reputed organization and groom myself for the future professional responsibilities.

I shall also like to wish to acknowledge and show deep gratitude to our respective teacher for their consistence advice and support given during the writing up of this assignment.

RECRUITMENT AND SELECTION PROCESS

The most important job of a Human Resources person is the selection and hiring/recruitment of employees. It cannot be faulted that the success of any firm depends on the quality of human resources or talents in that firm. This is why it is very important for any human resources expert to be very sure of hiring the right staff without compromising anything from the onset. The questions behind your mind while sourcing for talents should be can these staff deliver? What are their strengths? Can they fit into the corporate goal and objectives of the firm? What are their competencies? Can they be trained? Can they pursue the vision of the firm? What values are they bringing into the organization? Are they coming to use our firm as a learning ground and move on with their career somewhere else? Can we count on them to fit into the succession plan of the company? Etc. Answers to these questions and more are why selection and recruitment seems to be an onerous task. It cannot be argued that most applicants fake

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