1.1 Recruitment procedure
Job analysis
A job analysis is the procedure used to gather information about the duties, responsibilities, necessary skills, results, and work environment of a specific job. Determination of the precise attributes of a job or position through detailed observation and basic examination of the sequential activities, facilities required, conditions of work, and the qualifications required in a worker generally as a preparatory step toward a job description.
Job description
A job description is a composed record of what a job includes and should be drawn up before the recruitment process begins. This will help in advertising for suitable applicants for the job. Job descriptions are regularly prepared by the Human Resources Department in consultation with the manager of the department that
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Applications ought to be held up electronically through Recruitment Online by the advertised shutting date. Applicants that not able get to or use Recruitment Online may present a composed application which must achieve the school no later than the publicized closing date. It is prescribed that employees with need or redeployment status plainly demonstrate they hold this status in their application.
Late applications may be acknowledged at the attentiveness of the main amid the determination process. Variables that may be considered incorporate the reasons concerning why the application is late and the quantity of achieved applications. A late application can't be acknowledged after applicants have been instructed of the selection decision.
Where a late application is acknowledged, the principal must keep a record of the explanations behind acknowledgement. At the point when an application is accepted after the end date and rejected, the applicant is to be prompted in composing that, as the application was accepted after the end date, it won't be
applied for is. To apply for a particular job, all that has to be done
a. Job analysis is a process of collecting data form determining the knowledge, skills, and abilities required to perform a job successfully and to make judgements about the job. The process of analyzing a job is used a tool for recruitment, classification, selection, training, and appraisals to name a few. Job analysis provides a current information which can be used to write job descriptions and job rankings assisting with position classification, in terms of recruitment this process provides information that is up to date for position announcements.
Recruitment agencies are a very significant part of employment. It is unfortunate that many job seekers as well as employers tend to overlook these agencies. Recruitment firms can therefore be defined as outside firms that hold the responsibility of finding employees for employers. These are very valuable sources that can serve both the job seekers and job givers in equal measure if used correctly. BIS 2008 explains that most recruitment agencies operate under two types of recruitment. Firstly, there is the temporary contract which is usually flexible on both the employee and the employers’ side. Contract based recruitment vary from a few days to months and some to years. This type of contract however according to BIS 2008, always leads to the candidates become permanent employees in some situations. The other type of recruitment is permanent, whereby the agency helps one to find a job based on their skills matching the requirements of the jobs they have listed. Recruitment agencies are therefore external sources of recruitment that help in 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.
The job description is needed, because it explains how and why a position is performed. It involves the task and or requirements of the current position. The job description usually has a job title, explanation of the tasks, and machinery involved, and in some instances reveals information about the working conditions, as well physical environment, social environment, and conditions of employment. The job evaluations are needed and works sort of like inventory. An evaluation process is based on job analysis that reveals the worth or value of a particular position. The job evaluation for some organizations determines salaries for the created positions, which plays a pivotal role in most companies. The job specifications are a detailed description of job duties and task. A complete description of a job, gives candidates an opportunity to understand what it entitles to be successful with that company. Job analysis refers (Haque Talukder, 2014) to a process of analyzing, collecting, and explaining the contents of the job in order to provide the criteria for a job description and data for recruitment, training, job evaluation, and performance
ii. To issue the results of the application within 7 working days from the date of presentation
In the case of Journaling assignments, 5% will be deducted from the total possible score for each class meeting that is late. If the journal is due on Tuesday, a late submission on Thursday will only be worth 95% of the original value.
Finally, the job description and person specification analysis is difficult where the organization must think about every single detail of the job and job holder, however, it is very main and important step in the employment process.
Job analysis is the method of gathering, examining and scrutinizing and organizing information related to jobs. It provides the basis for a job description or role definition and data for job evaluation, organization design or review, performance measurement, succession planning and career management, and other aspects of human resource management. The difference between job description and a role is that a job description sets out the purpose of a job, where it fits in the organization physical structure, the background within which the job holder functions and the principal accountabilities of job holders, or the main tasks they have to carry out. A role definition explains the part to be role done by individuals in completing their job requirements. Role definitions points to a bigger concept of job related behavior, like, working flexibly and working in groups, and management styles.
Job analysis can be defined as a method used to describe the specific role of a job, and the attributes necessary to properly perform the tasks needed to complete that job. A job analysis method answers criteria about a job such as: the job description, the tasks needing to be done while on the job, the length of time needed to accomplish mandatory tasks, how difficult the job is, length of time needed to learn how to complete the job, and personal characteristics needing to be attained for a higher performance level. Defining a formal job analysis consists of three main elements. First, the procedure must be systematic. Second, a job must be described in components rather than the overall job. Lastly, the analysis results in a written product.
Job description is a sum up of a job that is in the recruitment, in this description, employees will write down the job title, so applicants will able to understand what the job is about. Also, the department, applicants should know where would they work if they were going to work in that organization. Next i...
The word recruitment is described as the procedure of choosing the workers and then registering them for satisfying the openings in the business. The procedure is employed to distinguish the possible citizens who are appropriate for carrying out a definite job. The procedure endeavors to discover the most excellent individuals for the job. Conversely, selection is a procedure of choosing the individuals by scrutinizing them on diverse standards. Selection is referred to as the preliminary phase or footstep of employment since for hiring the novel workers ' selection is executed first. In addition, no set criterion for the procedure of selection exists. The workers are chosen consistent with the nature of work in addition to because of their skills and proficiencies. Recruitment is carried out in money-spinning way and inside a restricted time phase. For several institutes, it is the key and main action that is executed since the selection of workers is of much significance. Clearly, the employee recruitment and selection takes part in an immense role in preserving the company’s position. Erroneous selection and recruitment influences the overall position and worth of the company. Therefore, Recruitment and selection are the procedures that are linked to any company’s human resource department.
Job analysis is a systematic process to determine a skill, duty and knowledge that are required for the particular position in an organization.it is also the foundation of the other Human resources activities, Job analysis is an important process because you need to identify the required skill and establish the document competencies required for a job before you can recruit people into your company and it is the starting point before we can process to other human resources activities. Conducting job analysis will give the applicants a better understanding at what tasks they need to accomplish, what responsibilities that need to perform at different position, the salary for that particular job and to work in group or required to
Job descriptions are used to measure job performance and recruit for talent. It is a two-way communication that helps to ensure both the prospective employee and the employer understand roles and accountability. It also serves as an instrument to determine if an employee is qualified for the job being advertised and whether they can be effective from the moment they start the job (Ashe-Edmunds, n.d.). If properly written, a job description can avoid confusion and create accountability related to job tasks and the priorities of the organization. Grant (1997) states the job description as, the “blueprint of the design of a job” (para. 2). Its primary purpose, according to Grant, is the organizations ' expectations of the employee. Purdue
While employers can always customise the job application form according to the company’s specific needs, most job applications consists of four core elements.