Decisions made in the recruitment and selection process or stage will impact on the company in the future. Recruitment and selection are the two phases of the employment process but there is a difference between them.
In contrast to FJA where the experts make judgement about the contents of the job, the critical incidents technique CIT utilizes the actual episodes of on the job behavior. Some method designed to study jobs include: In an emerging economy like Nigeria business organizations are to advance modern recruiting and selection strategy that will enhance quality of service delivery due to the entries of multinational companies and the growth in communication technology which lead to the development of e-commerce.
Fig-I suggests some of the many uses of job analysis- Information about jobs can be collected in a number of ways. The Internal recruitment is cheaper for the Company and may store the expenses associated with the induction and training of new workers. These include commercial and private employment agencies, state agencies, placement officer of colleges and universities, professional associations, recruiting firms, indoctrination seminars for college professors, friends and relatives.
If promotion is based on seniority, the real capable hands may be left out. Organization needs careful time and consideration to sustain competitive advantage in developing strategy on recruitment and selection process. Also sometimes depends on our application folders.
For certain jobs some special features may be required. It is beneficial for the organization to hire such type of people which save cost and time because candidates are already informed about the culture, procedures and policies of the organization Galbraith, The increase in the rate of business failure, closure and employees poor performance in terms of productivity in Nigeria is alarming.
It is the process of choosing the appropriate candidate that matches the job requirements in the organization. The selection process involves rejection of unsuitable or less suitable applicants. Workers are not interested to view for opportunity on the outside job market.
In the usual case however, work flow has many behavioral aspects because it sent people interaction as they perform their work. Sources of Manpower There are two categories of sources of supply of manpower-Internal and External.
We shall explain below the various elements of job specification. It has also been argued that in order for the enterprise to build and sustain the competitive advantage, proper staffing is critical Djabatey, Recruitment is increasingly a global activity In recruitment we are coming more and more into contact with cultures who think and behave differently from us; for instance in off-shoring, recruitment for global corporations, or immigrant recruitment.
Similar to this development is the contention in National University of Ireland that the continued growth and development of an enterprise depends on its ability to recruit and select high quality personnel at all levels in respective of the cost of such action.
Cloete stated that recruitment is all about making sure the qualified people are available to meet the job needs of the government.
The opportunity of the promotion due to internal recruitment helps in managing of the human resources within the organization. The performance of manufacturing sectors which is recently nick named the real sector in Nigeria has been poor, it have witnessed relatively low performance when compares to their counterpart in other developing nations like Nigeria.
The Position Analysis Questionnaire PAQ was developed by MacCormic and associates on the assumption that there is an underlying taxonomy to all jobs. It is much more than just choosing the best candidate. It should also provide information so that unqualified applicants can self-select themselves out of job candidacy.
These sources lie outside the organization, like the new entrants to the labour force without experience. Without proper analysis of the job, interviewers might form incorrect beliefs about the requirements of the position and recruit the individual which is not suitable for the function.
But on the other side, the external source of the recruitment is costly and takes more energy from the function of the HRM to handle all the candidates of the job in the process of the selection.
Where as all type of posts are advised in newspapers and magazines only particular types of posts are advertised in Professional and technical journals. These include intelligence, memory, judgment, ability-plan, ability to estimate, to read, to write, to think and concentrate, scientific faculties, arithmetical abilities, etc.
The challenge is that our cultural values are instilled firmly by the age of 7 and all we do and say, and how we evaluate others, is imbued with them, usually without our realising it. What is the relationship between the use of Employment Agency method and employee productivities?
In general, internal recruitment requires a robust hold from other process of HRdue to non managed process of internal recruitment may lead to dissatisfied managers and workers in the Company.
Uses of Job Analysis: It is very clear that, if the individual knows the Company then the probability of the failures is not an important concern for the Company. The same thing can happen in reverse.RECRUITMENT POLICIES IN THE NIGERIAN FEDERAL CIVIL SERVICE AND THEIR IMPLICATIONS ON EMPLOYEES’ PERFORMANCE in the organizational context, taking into account individual differences, the requirements of the The recruitment, selection and placement of personnel are done.
Cultural fit is a significant factor in hiring employees who will succeed. Learn about cultural fit assessment to help you choose employees wisely. Cultural fit is best understood when you consider it within the context of your organization's culture and how your organization's culture was formed.
Cultural Fit as a Selection Criteria. Competency Approach to Human Resources Management: Outcomes and Contributions in a Turkish Cultural Context. Cultural Factors Affecting Human Resource Management Activities Of Companies In Software Industry.
In HR activities, the cultural context recuitment,selection,training and development etc affected by different. Cross-Cultural Management and Organizational Performance: A Content Analysis Perspective must put them in a cultural context.
If the cultural diversity is mis The selection of articles has.
The findings of this research study have reported that HRM practices (Recruitment and selection, training and development, compensation and incentives, performance appraisal) are positively.Download