Contents
• 1. Summary
• 2. introduction
• 3. Hiring Employees
• 4. Advantages & Disadvantages
• 5. Conclusion & Recommendations
Summary
They are many ways to hire an individual to a company. on the internet, newspapers or magazines, recruitment agencies and consultants, job posting, friends, existing employees and business contacts and fresh graduates. The HR department are usually the one who does the hiring and decides if a person will be a new employee to a firm. Companies usually use recruitment agencies to help find potential employees. Recruitment agencies and benefit companies well however they are disadvantages to hiring a recruitment agencies. I prefer finding employees thought job posting, newspapers, and the internet.
Introduction
Today, there are many individuals who are qualified compared to the limited number of jobs that are available. When companies have job openings, so many people apply yet a scarce amount of positions available at the organization. The Human resource departments goal is to perfectly match a candidates for the job. For a human resources department to consider an employee to fill a position, the employee should have integrity, have good communication, open minded, presentation skills, and be willing to learn. Even though the hands on details are important for a potential employer to possess, the technical details would not be of much use if such a candidate did not possess basic skills (Armstrong, 2008).
An employee should know how to work alone and with other members. Sometimes the individual who has the right skills that a company requires might not be looking for a job. Such an individual could be working for a partner company, comp...
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...r employees, since its lacking a team member. (Arthur, 2006).
Conclusion And Recommendation
As a hiring assistant in the human resources department,
• I recommend that the company stick to their own advertising.
-Hire their own employees thought job posting, newspapers, and the internet.
• The interview should be managed by the HR managers and whichever department manager that will be working with the new employee. -This will help accurately help choose employees for the company.
• All potential applications should take the aptitude test - This will narrow your choices, you will know if the employee has the ability to improve.
• The last test is interpersonal skills/ oral test. - This will be the final step in choosing your employee, you will look for organizational skills, ability to take in information, potential to handle a leadership role.
(AGCAS, 2012)
During hiring process, employers use a wide variety of tests to choose the best candidate for their company. These tests are used to eliminate candidates that are not fit for the company. The personality test, is one of many that is being used in many organizations as a means of making a hiring decision. It has been studied that personality traits predict success in job performance. Having the ability to judge the candidate before hiring can ultimately forecast how fit the employee is for the company. Personality tests uses conscientiousness, openness, extraversion, agreeableness, and emotionally stable as predictors of job performance. Companies want to know what type of personality traits you have before hiring, for the reason that bad hiring
The Human Resources department is dedicated to hire and build an excellent team with a great teamwork and leadership. As one of the most important strategies of the business is the innovation of their products, it is needed people who can add value to the company through its diversity, innovation and entrepreneurial spirit, in a competitive and fun environment.
Furthermore, the organization must look at the employee personnel files to see their educational credentials. They must be able to see who is more qualified in the field when it comes to selecting the best person to fit the job. The interviewer must also take into consideration the years of experience each brings to the table. Another factor to consider is any disciplinary actions an employee has received during their employment at the firm. Finally, the firm must provide data that indicates how many males to female rations work in the organization.
All test results, resume, and written responses will then be given to the panel to review for consideration of candidates to interview. The panel, who are made up of: director of TCP sales, director of IND sales, CEO, CFO, and two lead men from the factory, will then pick the top five candidates to interview and bring them in. They will have a structured interview set-up so that they can compare candidates from one another and pick the best one for the
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
le when assessing intelligence, interest in the job applied for, motivation and personality. The producers of such tests have stated that they are accurate and completely unbiased. They are supposed to be particularly good at assessment of personality. For example, they can show if a candidate would work well in a team or would be more effective working alone. The following of theses tests are of the following: · performance tests · knowledge tests · aptitude tests · intelligence tests · personality tests Assessment centers tests Job applications are subjected to a wide range of assessments over a whole day or two.
...anization. As outlined in the “Devanna Model” the interrelatedness of all principal HR functions would lead to costly consequences for the organization as a result of unsuitable applicants being chosen in the selection process. While the selection processes available are versatile, including models of probation, random selection, quota systems, empirical considerations, and intrinsic attributes, there are several common characteristics which are often found when selecting external candidates. These include CV screening, preliminary interviews, application forms, psychometric testing, assessment centres, interviews, medical examinations, and reference checks. As each method has a different validity and reliability, it is important for HR officers to use a combination of different methods to objectively predict and select the most suitable workers for the job.
Human resources department should broaden company/organization recruitment base; hire people based on the skills, experience, qualification, expertise and interests.
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
The difference between the skills needed on the job and those possessed by applicants, sometimes called the skills-gap, is of real concern to human resource managers and business owners looking to hire competent employees. While employers would prefer to hire people who are trained and ready to go to work, they are usually willing to provide the specialized, job-specific training necessary for those lacking such skills. Most discussions concerning today’s workforce eventually turn to employability skills. Finding workers who have employability or job readiness skills that help them fit into and remain in the work environment is a real problem. Employers need reliable, responsible workers who can solve problems and who have the social skills and attitudes to work together with other workers. Creativity, once a trait avoided by employers who used a cookie cutter system, is now prized among employers who are trying to create the empowered, high performance workforce needed for competitiveness in today’s marketplace. Employees with these skills are in demand and are considered valuable human capital assets to companies. Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. These are the skills, attitudes and actions that enable workers to get along with their fellow workers and supervisors and to make sound, critical decisions. Unlike occupational or technical skills, employability skills are generic in nature rather than job specific and cut across all industry types, business sizes, and job levels from the entry-level worker to the senior-most position. Job readiness skills are clustered into three skill sets: basic academic skills, higher order thinking skills, personal qualities Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. Employability skills are teachable skills.
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)
Once the department interviews qualified candidates for the interview, they make decisions on the candidate they would like to hire. That candidate is sent back to HRM where they complete the hiring process and contact the applicant with a job offer. Having a hiring procedure as such, saves hiring managers time and costs as well as reducing liabilities that may come along with possibly hiring unqualified employees. HRM and department managers have to have a trust in each other’s role in the hiring process to be successful in finding qualified