1. the employer-employee relationship
Block 2 Section 2 – Part 1
The beginning of
the employer-employee relationship
Prepared By
Waddah Tibawi

2. Quote of the week
One of the true tests of leadership is the ability to recognize a problem before it becomes an emergency Arnold H. Glasow
Always bear in mind that your own resolution to succeed is more important than any other Abraham Lincoln
No man succeeds without a good woman behind him. Wife or mother, if it is both, he is twice blessed indeed Harold MacMillan
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3. THE RESOURCES ASSOCIATED WITH THIS SECTION ARE:
Pinnington and Edwards, Chapter 5
'The public relations side of recruitment and selection‘
by Diane Preston
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4. Agenda: Introduction/Explanation HRM. Recruitment
Readings for next week
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5. Human Resource Flow
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6. Organization Internal
Human Resource flow
Organization Internal
Flow
Inflow
Outflow
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7. Organization Internal Flow
Human Resource flow
Evaluation of performance&potential
Career development
Internal placement,
promotion & demotion
Education & training
Inflow
Outflow
Recruitment
Assessment & Selection
Orientation & Socialization
Termination,
Outplacement
Retirement
Organization Internal Flow
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8. HRM function
A major part of the HRM function in organizations is to ensure that
there are enough people available,
with the right skills and training,
to be able to perform the tasks necessary to keep the organization running and to achieve strategic objectives
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9. Planning and managing the flow of people into the organization
Recruitment and selection are an important part of achieving strategic goals and have a significant impact on employment stability and employee turnover.
Providing employees with realistic job information and selecting the right person for the job should result in a longer employment relationship.
The recruitment and selection process is now concerned with identifying people who can cope with these new organizational environments
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10. new organizational environments
strategy, structure, and systems being changed to create new organizational design
business processes such as just-in-time (JIT) and business process reengineering (BPR) being radically rethought,
less importance is being attached to the 'person-job fit‘
Greater interest is now being shown in individuals' capacity to contribute to several fundamentally different business processes.
Change in organization design, therefore, is having an impact on resourcing along with other HRM policies and practices.
Selection and recruitment is concerned with identifying people who can cope with a new organizational environment
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11. The new organizational environment
employees are exposed to new sources of information and new networks of relationships;
New roles employees are expected to play;
managers think differently about the tasks that need to be done;
decision-making processes;
the time-spans of discretion before the consequence of an inappropriate decision become known;
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12. there are shifts in the actual work content and business process flow;
• the criteria for effectiveness, such as the judgement and leadership capabilities needed by employees;
there are shifts in the actual work content and business process flow;
the choice of performance management criteria and measurement metrics;
there are changes to career aspirations
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13. The Old Deal- Rational Contract
You offered
Loyalty– not leaving
Conformity– doing what you were asked
Commitment – going the extra mile
Trust – they’ll keep their promises
Organization offered
Security of employment
Promotion Prospects
Training & development
Care in trouble
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14. The New Deal- Transactional relationship
Organization offers
High pay
Reward for performance
A job
You offer
Long hours
Added responsibility
Broader Skills
Tolerance of change and ambiguity
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15. Planning and managing the flow of people into the organization
Recruitment involves attracting people to apply to the organization;
Selection involves the process of identifying the right candidate.
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16. Recruitment
Recruitment is the first stage of a relationship in which both applicant and organization send out signals and make decisions as to whether to go on to the next stage of the employment contract.
Recruitment is a process of mutual exchange and negotiation where both parties will attempt to influence each other's expectations.
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17. Recruitment
Any process of recruitment, is saying something to outsiders about how the organization handles its business and presents itself.
Everyone has assumptions and expectations about what particular organizations will be like, just through news or television items.
Organizations work hard at promoting an image of themselves for the purposes of marketing their services or products and also to attract potential employees
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18. Activity 2.2
List five well-known organizations. Write down five key words that spring to mind.
Company
Key word
MTC
NBK
KFH
Sultan Center
Khurafee
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19. The early stages of Recruitment
Authorization
Job analysis
Terms and conditions agreed
Decide target groups
Decide appropriate recruitment methods
Design a job advertisement
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20. Deciding on Target Groups (Pg. 19 Binder)
POTENTIAL CANDIDATES
INTERNAL RECRUITING
(Newsletters or vacancy bulletins)
EXTERNAL RECRUITING FROM JOB MARKETS
(media advertisements, agencies and head hunting)
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21. Advantags Disadvantes INTERNAL RECRUITING EXTERNAL RECRUITING
Less expensive
Quicker
Increases motivation from within organizations
Brings new ideas into the organization
Source of increasing the number of employees for expansion etc.
Misses the diversity
Misses chances on new ideas of newcomers bring to the organization
Expensive
Time consuming
Can reduce moral of employees within organizations
Advantags
Disadvantes
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22. INTERNAL RECRUITING: Less expensive Quicker
ADVANTAGES
Less expensive
Quicker
Increases motivation from within organizations
DISADVANTAGES
Misses the diversity
Misses chances on new ideas of newcomers bring to the organization
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23. Thanks
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