Process of Recruitment HRM – UNIT 10 Elspeth Woods 3 May 2013 Process of Recruitment

Aims and Objectives To introduce you to the general process of recruitment in organisations By the end of the session Most students will understand some of the factors that can influence HR Planning and have contributed to a PESTLE analysis of those factors All students will have discussed the extent to which HR planning can benefit certain organisations All students will have participated in creating a job description All students will have an understanding of the requirements of assignment 10.02

Overview The aim of resourcing talent is to make sure that an organisation has competitive advantage through attracting and retaining more capable people than rivals. (Armstrong 2010) Recruitment Strategy provides the framework for creating an employee value proposition; an Employer Brand with the aim of being an Employer of Choice for quality candidates

THE ELEMENTS OF TALENT MANAGEMENT Business strategy Resourcing strategy Role Management development succession The talent pool – a skilled, engaged & committed workforce Career management Continuing talent audit External resourcing Internal Performance Total reward Attraction and retention policies Learning and Engagement/ commitment Talent relationship mgt This resource is part of a range offered free to academics and/or students using Armstrong’s Handbook of Human Resource Management Practice, 11th edition, as part of their course. For more academic resources and other FREE material, please visit www.koganpage.com/resources and then click on Academic Resources.

Employee Value Proposition Employer Brand – How? What the organisation has to offer that adds value Pay and Benefits Effectiveness of organisation Reputation for retaining staff Extent to which it acts responsibly How it treats people Embraces diversity and all that it offers Work life balance and personal/professional growth Analysis – what do people want and take account of? Do organisation values mirror what people want? Examine and define the brand Benchmark against others (Sunday Times Top 100 companies to work for)

Session 1 HR Planning Bulla and Scott (1994) definition “the process for ensuring that the human resource requirements of an organisation are identified and plans are made for satisfying those requirements.”

Planning – Reasons to recruit? Employee leaving High turnover Sickness Extra work Different work Maternity /Paternity cover

In Four Groups – decide yourselves! Using PC’s in library/ books etc – define the following: Generation X Generation Y Generation Z Baby Boomers What are the key characteristics? Ages represented; Challenges they present to employers

Changing Nature of Workforce Demographics Generation Y - those up to age around 30 – looking for fulfilment and rewarding roles Generation X – Middle age group – dependent children/parents – looking for flexible hours, skills development and fairness within organisations Baby Boomers – aged 50+ - elderly parents and older children to support – approaching flexible retirement – Motivated by teamwork Generation Z – In education

HR Planning: Two components to the process of HR Planning Managing the Demand for Human Resource Business Need Business Expansion Product Development Managing the Supply of Human Resource Attract right people Attract right skills Market forces

Supply Skill shortages Geography Economic Situations Occupational Types Competitive Position

Demand Generally managers like to have lots of staff Power, status Empire Building seen as a mark of success Higher numbers of staff = Higher overhead cost Company Strategy can lead to demand Opening more branches; serving new markets Or- Down-sizing due to decreasing markets Routine turnover over of staff “Attrition Rate”

Labour Turnover Good measure of “health of a business” Number of employees leaving in a year Average Number of employees in a year Good measure of “health of a business” Low rates may cause concern – Why? High turnover very bad news – Why? Must be considered in the context of the industry x 100

Process of Recruitment & Selection Competency Analysis & Framework Job Analysis Job Description Person Specification Recruitment Selection Appointment Induction

Job Analysis Job Duties Responsibilities Machines, Equipment, tools and material Controls over work – nature of supervision Performance standards Interaction with others Organisational relationships Physical factors and job environment Education, training, experience and personal requirements Caruth et al (2009:101-102

Conducting the Analysis Observe the job holder & interview them Job analysis interview with specialist Job Evaluation Pre-prepared questionnaire Work diaries Performance appraisal information/goals targets Panels of experts Anything else that gives you relevant info about the job