Recruitment, Selection, Placement Flashcards
- the collection of data is vital to recruitment, selection and placement. This is when job descriptions are made.
- the process of gathering all the needed information which is important in a particular job.
Job Analysis
– written summaries of various jobs consisting of duties, responsibilities and qualifications
– once job analysis is done, the information gathered will help in designing jobs
Job Description
the process of allocating qualified applicants who apply for various positions in a particular organization
Recruitment
a process that is rather tedious. It requires a gene and analytical mind to make such selection decisions
Selection and Placement
refers to the different ways by which the organization together with new employees adapt to the work environment. This includes the organizational structure with the inclusion of new employees
Adjustment
The acquisition of information related to the jobs in the organization is done in job analysis.
Acquisition
the procedure of determining the duties and skill requirements of a job and the kind of person who should be hired for it.
Job Analysis
list the duties, responsibilities, reporting relationships, and the job specifications for each job
Job Description
refers to the minimum qualifications required by a particular job such as educational background, experience, skills, and abilities.
Job Specification
review is necessary to assess which of the jobs are available, which jobs should be combined and how many jobs may be needed in the future.
HR planning
Job specification is needed by the HR department to update the educational background of each employee and align it to the requirements of his or her work. A good job analysis can validate and ensure good decision making and recruitment and selection
Recruitment and selection
indicates how much money an employee is paid for doing a certain job based on the tasks and responsibilities attached to it.
Compensation
Information obtained from the job analysis can help in the employees development. The HR department can identify the skills the employee should have to improve on a job.
Training and development
Performance standards are set during job analysis. This assessment can help supervisors set up better performance measures.
Performance appraisal
The information obtained from employees evaluation of working conditions can help the HR department eliminate health hazards to ensure work safety.
Safety and health
Job analysis helps in determining whether certain aspects of a job can be covered by union agreement. It helps in avoiding future conflicts between the management and the union regarding the coverage of jobs negotiated for the employees.
Labor Relations
This method is very useful for repetitive job
Observation
It provides an opportunity for the job analyst to clarify vague points and creates a venue for a pleasant interaction between the employee and the job analyst
Interview
It usually includes the duties and responsibilities, working conditions, equipment used, and requirements of the job. The questionnaire is usually structured and, therefore, very convenient to answer.
Questionnaire
a good source of data regarding employee duties- how frequently they have to be done and when they are scheduled to be finished.
Logbook
written summary of the particular job.
Job description
a part of a job description. It is found in the lower part of the job description and contains the educational qualifications, skills, experience, and traits that a job holder should have in order to become effective in the job.
Job Specification
This describes the exact job title or designation like HR Manager or HR Assistant, and Production Manager, among others.
Job Title or position
This includes the job title for the position’s immediate supervisor.
Reporting relationships
Classification provides the rank or position of the job in the hierarchy of the various jobs in the company.
Job Classifications
This portion provides a summary of the job and gives an overview of its duties and responsibilities.
Specific duties and responsibilities
General description of the job
These include and clarify the functions of the job in detail. Usually, the specific functions start with a verb to show an element of action.
Specific duties and responsiblities
it lists the minimum requirements of the job.
Job specification
is usually formulated after a job analysis.
Job design
the vertical approach of job design
Job enrichment
The horizontal approach to job design is job enlargement.
job enlargement
The company should attempt to provide employees with a variety of tasks
Task variety
Using a number of their skills makes employees happy.
Skill variety
The employees should be informed if they have already reached their required targets
Feedback
Each group of tasks should be clearly defined, visible, meaningful, and separated from one another.
Task Identity
Employees should have some form of control over their work. They should be empowered to decide on some aspects of the job.
Task autonomy
is used in recruitment, selection, and placement.
Allocation
is the process of attracting applicants qualified to occupy vacant positions in the company. It consists of various activities that entice and influence qualified applicants to fill these vacancies.
Recruitment
used to be the most popular medium for recruiting applicants
Newspaper
the most popular source of applicants. J
Internet
Companies which need temporary workers use the service of a manpower agency
Manpower Agency
employed by companies to look for applicants for managerial and executive positions. Ideally, executive search firms are paid a certain percentage, say 21%, as a professional fee, based on the annual gross compensation per position.
Executive Search
Applicants who hop from one company to another submit their résumés anytime. Usually, fresh graduates are walk- ins and companies with strict admission policies usually let them leave their résumés with company guards
Walk-ins
are referred by people who know employees in the companies that have vacancies.
Referral
Companies can conduct preliminary interviews, further interviews, and psychological tests at the site. There are also many applicants to choose from.
Job fairs
Companies which participate in college fairs usually need fresh graduates willing to accept minimum or a little above-the-minimum wage as starting salaries.
Campus recruitment
Companies that are highly technical in nature usually hire project-based employees
Project basis
involves the selection and placement of qualified candidates for a vacant position
Adjustment
After screening and sorting out the résumés of the applicants, these steps in the selection process follow:
Selection
There are companies that start their preliminary screening with the psychological tests. Those who pass the psychological tests are qualified for preliminary interview.
Psychological testing
a test of general knowledge. It consists of general questions on linguistic and numerical abilities and abstract reasoning. Linguistic ability includes grammar, spelling, vocabulary, and sentence construction
Mental ability test or IQ
a measure of specific abilities and a test of the applicant’s inclination to succeed in a particular field
Aptitude Test
measure of patterns of behavior such as cooperation, initiative, dependability, responsibility, and sociability. These tests are not time-pressured unlike the mental ability and aptitude tests.
Personality Test
means that the test measures what it intends to measure.
Validity
means that there is consistency in the test
Reliabilit
A candidate faces several interviewers who take turns asking questions.
Panel job interview
done to clarify incidents in the applicant’s past such as former jobs or life experiences relevant to the job he/she is applying for.
Behavioral or experience-based interview
relies on a pre-established questionnaire, usually based on job descriptions and specifications. The responses are rated against the pre-establishes answers.
Structured interview
Interviewer prepares guide questions and allows the applicant to be as spontaneous as he/she
wants to be in answering the questions.
Unstructured interview
offers the job to the chosen candidate
Job offer
putting the candidate in the position he/she is applying for.
PLacement
The HR department prepares the pre-employment requirements
Post-selection considerations
After the job offer and the submission of pre-employment requirements and medical results, the
chosen candidate is hired and given a particular date to report for work.
Hiring
contains the position title, date employed, conditions of employment,
starting salary, and a summary of the job responsibilities.
Employment contract
a non-written utterance of expectations of the newly-hired employee as well as the employer’s expectations of the employee
Psychological contract
