PRACTICES IN RECRUITMENT AND SELECTION

AHMED BILAL KHAN, Sr-HR

MANAGER (NORTH)
Structure of the course

 Participation in class = 5%
 Assignments and case studies = 25%
 Mid term = 25%
 Final Term = 25%
 Project = 20%
COMPETIVENESS IN MARKET

 Demand and supply of human resource.

 Quantum of investment in a market and depth of human
resource available.
 Availability of HR and global perspective.
 Vocational and technical training and responsibility of
corporate world.
 Market forces and bargaining power of employee and
employer
 Compensation vs work environment
STRUCTURE OF ORGANIZATION AND ITS EFFECTIVENESS

 Structure in two dimensions and its history.

 What about third dimension and its co ordinates like:
 Communication
 Speed of decision making.
 Risk of blunders
 Room for innovation and creativity
 Meaningful Participation of stake holders specially employees
at different level.
FROM HR PLANING TO JOB DESCRIPTION

 Business plan and HR plan go together.

 HR Managers should be Business managers
 Business Managers should be HR Managers.
 HR Managers and line managers should work in ‘ hands and
gloves relation’.
 Scope of work should have clear definition in JD.
RECRUITMENT AND SELECTION PROCESS

 HR Planning : Quantity and quality of human resource

 Role Analysis
 Competencies / Person specifications
 Identify target market
 Attracting appropriate pool of qualified candidates
 Measuring response
 Screening
 Interviewing
 Testing
 Exercises
 Assessment centers
 Checks and offers
 Starting up
RECRUITING PROCESS

 Critical factors in the process

 Pool of desired applicants
 Employment marketing strategy and image of organization
in market and image of job
 The supply of different institutions in the market.
 Effectiveness of job advertisement and other sources of hiring
like internal referrals, consultants, employment agencies and
head hunters.
SELECTION PROCESS

 Attitude is important
 Fit into positive cultural values.
 Psychometric assessments, skill evaluation and interviews
 Is interview a flawed process. Execution is gaining importance.
 Realistic job preview and work sampling can be very important
in employee retention in some industries.
 Reference checks has become very important.
 DON’T FIT ROUND PEGS IN SQUARE HOLES
Job / Role Analysis

 The nature of job analysis:

 Work activities
 Human behaviors
 Machines, tools, equipment and work aids
 Performance standards
 Job context
 Human requirements
 Uses of job analysis information:
 Performance appraisal
 Training and Development
Job Analysis

 Discovering unassigned duties

 End Result is Job Description and Job Specification
 Steps in Job analysis:
 Decide how you will use the information
 Review relevant back ground information like organizational
charts and work process charts
 Select the representative positions
 Actually analyze the job by collecting data on job activities,
required behavior, working conditions etc.
 Verify the job analysis information with worker and supervisor
 Develop job description and job specification
Job Analysis

 Methods of collecting job analysis info:

 The interview
 Questionnaire
 Observations
 Participants Diary / Log

 Writing Job Descriptions

 Job identification
 Job Summary
 Responsibilities and duties
 Authority of incumbent
Job Analysis

 Standards of performance
 Working conditions
 Job specifications

 Job Analysis in “job less world”:

 Job enlargement
 Job enrichment
 Job rotation
 De-jobbing
 Flatter organizations
 Work teams
Job Analysis

 The boundary less organization

 Re-engineering
 Class Assignment # 1
 Divide your self in groups of 3 or 4, conduct a job analysis of
one of the group members and prepare a job description. Write
one pager on difference in the job and role and job
analysis and role analysis.
 Study : Observe and study all Ads in the Last Sunday’s Daily
Dawn and The News for its format and contents.
 Home Assignment # 2. Study the advantages of internal
promotions and external hiring and present on one page in
class in group of 3 or 4.