HRM Recruitment and Selection - created from Mind Map

Job analysis broad statement of the purpose, scope, duties and responsibilities Job Description Person Specification job title, department, location, main tasks, rewards and conditions (Russo et al 1996) 4 Requirments MBO (Management By Objectives) Job Content Who you are reporting to. S.M.A.R.T Smart.Measurable.Acheivable.Realistic.Timely Match job description Detailed Requirments Differentiable between candidates ssess whether a candidate meets the specification KSAs Where to reqruit

Recruitment phase aims at attracting a pool of suitable applicants Internal Reqruitment External Reqruitment newspaper/word of mouth/monster Existing employees Self Applicants Manager Recommendations Head-hunters Universities Attract suitable applicants Deter unsuitable applicants Positive image of the company

Selection Phase validity & Reliability of selection methods Errors and biases Structured interviews Validity Suitability Reliability Does the selection method what it is supposed to measure How well the candidates KSAs Match job requirments Would others select the same candidate Test and re-test and still get the same results Stereotyping Horns/Halo effect Detailed Job Analysis

Reliability of Selection

Good Fit Intro Morley 2007 Planning KSA Bridging corporate plans and needs with HR

Best practice role specification Identifying suitable candidates. Applicant filtering Applicant screening Face to face interviews Review & Feedback in-depth interviews preferred candidate offer Keep candidate updated until start.

Forecasting Human resources forecasting involves projecting labor needs and the effects they’ll have on a business. Renewal or pull Internally Changes with environmental changes Wastage, Absenteeism, Profile W.A.P

Critique training costs supervisory problems turnover rates Low utilization of human potential

HRM Recruitment and Selection