JOB ANALYSIS, HUMAN RESOURCE PLANNING AND RECRUITMENT

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JOB ANALYSIS, HUMAN RESOURCE PLANNING AND RECRUITMENT

Job analysis gives the nature and recruitments of specific jobs. Human resource planning determines the specific number of jobs to be filled. Recruitment concerns providing a pool of people qualified to fill these vacancies.

Questions that are addressed in the recruitment process include:

What are the sources of qualified personnel? How are these qualified personnel to be recruited? Who is to be involved in the recruiting process? What inducements does the organization have to attract qualified personnel?

The selection process concerns choosing from the pool of qualified candidates the individual or group of individuals most likely to succeed in a given job.


EFFECTIVENESS OF RECRUITMENT METHODS

Organizational recruitment programs are designed to bring a pool of talent to the organization. From this pool, the organization hopes to select the persons or persons most qualified for the job. An obvious and very important question faced by human resource department is which method of recruitment supplies the best talent pool.

Many studies have explored this issue. One study concluded that employee referrals were the most effective recruitment source when compare to newspaper advertisements, private employment agencies and walk in applicants. This study found that turn over rates from employees hired from employee referrals were lower than for employees hired through the other methods.

Another study examined the relationship among employee performance, absenteeism, work attitudes and methods of recruitment. This study showed that individuals recruited through a college placement office and to a lesser extent, those recruited through newspaper advertisements were lower in performance (i-e quality and dependability) than individuals who made contact with the company on their own initiative or through a professional journal or convention advertisement. This study concluded that campus recruiting and newspaper advertising were poorer sources of employees than were journal /convention advertisement and self-initiated contacts.

Generally, it seems safe to say that research has not identified a single best source of recruitment. Thus, each organization should take steps to identify its most effective recruitment sources.


FOR EXAMPLE:

A human resource department could monitor the effectiveness of recent hires in terms of turnover, absenteeism and job performance. It might then contrast the different recruitment sources with respect to employee’s effectiveness and identify which of the specific recruitment sources produces the best employees.

WHO DOES THE RECRUITING AND HOW?

In most large and middle size organizations, the human resource department is responsible for recruiting. These organizations normally have an employment office within the human resource department. The employment office has recruiters, interviewers and clerical personnel who handle the recruitment activities both at the organization’s offices and elsewhere.

The role of personnel in the employment office is crucial. Walk w ins/write w INS and respondents to advertising develop an impression of the organization through their contacts with the employment office. If the applicant is treated indifferently or rudely, he or she may develop a lasting negative impression. On the other hand, if the applicant is pleasantly greeted provided with pertinent information about job openings and treated with dignity and respect, he or she may develop a lasting positive impression. Having employees trained in effective communication and inter-personnel skills is essential in the employment office.

When recruiting is done away from the organization’s offices, the role of the recruiters is equally critical. Job applicants impression about the organizations are significantly influenced by the knowledge and and expertise of the recruiter.

In small organizations, the recruitment function, in addition to many other responsibilities, is normally handled by one person, frequently the office manager. Also, it is not unusual for line managers in small organizations to recruit and interview job applicants.



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