HR 322 Ahmed Alrashedi

Recruitment: Process( عملية ) of Seeking( تسعى ) and attracting( جذب ) a pool of مجموعة من people from which qualified مؤهلين candidates for job vacancies( الشواغر ) can be chosen( اختيار ).

Nature and requirements Number of specific jobs to be filled of specific job Sources ( مصادر )? How are qualified candidates to be recruited? Recruiters( االتوظيف )? Pool of مجموعة من qualified applicants( مقدمي الطلبات Inducements( حث ) ؟ Job analysis Job description Human resource planning Recruitment Selection

>Job title المسمى الوظيفي >Work performed العمل المنجز >Equipment used معدات >Education required تعليم >experience required تجربة >Physical, mental and visual effort البدني والجهد الذهني والبصري required.

Job analysis( تحليل ) gives the nature( طبيعة ) and requirements( متطلبات ) of specific( محدد ) jobs. HR Planning( تخطيط ) determines( تحديد ) the specific number of jobs to be filled( ملأت ). Recruitment provides a pool of qualified people to fill the vacancies.

A personnel requisition( طلب توظيف ) Form( استمارة ) describes( وصف ) the reason( سبب ) for the need( حاجة ) to hire توظيف a new person and the requirements( مطلب ) of the job (Ex: Figure 6.2 ) page 113

An organization may fill( شغل ) a particular( خاص ) job either( إما ) with someone( شخص ما ) already( قد ) employed by the organization or with someone from outside( خارج ) Each of these sources has advantages( مميزات ) and disadvantages( مساوئ ):

Advantages : 1) The company has better( أفضل ) knowledge( معرفة ) of the strengths( قوة ) and the weaknesses( ضعف ) of the job candidates. 2) The job candidates have a better knowledge of the company. 3) employee motivation( حافز ) and morale( معنويات ) are enhanced( المحسن ). 4) The return( عائد ) on investment( استثمار ) that an organization has in its workforce( القوى العاملة ) is increased( زيادة ).

Disadvantages( مساوئ ): 1) People can be promoted to ( يترقى ) the point( نقطة ) where they cannot successfully perform( نفذ ) the job. 2) Infighting( الاقتتال / الداخلي ) for promotion can negatively( سلبي ) affect morale( معنويا ). 3) Internal promotion can prevent ( يمنع )the new ideas( فكرة ) and innovation( ابتكار ).

Job posting and job bidding are an internal method ( وسيلة توظيف )of recruitment in which notices( إشعار / إعلام ) of available( متاح ) jobs are posted نشرت in central locations throughout( طوال ) the organization. The employees are given specified( محدد ) length( طول ) of time to apply for ( التقدم بطلب ) the available jobs. الإعلان الوظيفي العرض الوظيفي

Successful( ناجح ) job posting and bidding program requires the development( تنمية ) of specific ( محدد ) Implementation( تطبيق ) policies( سياسة ), including the following:  Both( على حد سواء ) promotion and transfers( نقل ) should be posted( اتعلن ).  Opening( افتتاح ) should be posted for specified time before( قبل ) external( خارجي ) requirement( مطلب ) begins( تبدأ ).  Eligibility ( الأهلية )rules( قواعد ) for the job posting( إعلان ) system( نظام ) need to developed( تطوير ) and communicated.

 Specific standards( معيار محدد ) for selection( اختيار ) should be included in the notice.  Job bidders( العارض الوظيفي ) should be required to list their qualifications and reasons( سبب ) for requesting a transfer or promotion.  Unsuccessful( غير ناجح ) bidders should be notified by the human recourse department and advised( يعلموا ) why they were not accepted. 

External recruiting is needed in organizations that are growing( ينمو ) rapidly( بسرعة ) or have large demand( الطلب ) for technical( تقني ), skilled( ماهر ) employees. Also( أيضا ) the external recruiting has Advantages and Disadvantages مصادر خارجية

Advantages : 1) The pool( تجمع ) of talent( موهبة ) is much larger than( من ) that available from internal sources. 2) New insights( تبصر ) and perspectives( منظور ) can be brought( جلبت ) to the organization 3)) It is cheaper( رخيص ) and easier to hire technical( تقني ), skilled or managerial people from the outside rather than to train and develop them internally.

Disadvantages: 1) Attracting( جذب ), contacting( الاتصال ), and evaluating( تقييم ) potential( محتمل ) employees is more difficult. 2) Personal interviews, tests and selection are taken a long time. 3) Morale( أخلاقي ) problems can develop among those employees within( ضمن ) the organization who feel qualified to do the job.

Realistic Job previews (RJPs) is a method of providing( تقدم ) complete job information, both positive and negative, to the job applicant. معاينة الوظيفة واقعيا

The Objective( هدف ) of recruitment is to attract( جذب ) a number of qualified personnel for each particular( خاص ) job opening( افتتاح ). Organizational inducements are all positive features( ملامح / سمات ) and benefits( فوائد ) the organization offers( عرض ) to attract( جذب ) job applicants( طالب ) الإغراءات