Class Notes (807,038)
Canada (492,560)
Management (142)
MANA 298 (46)
All (31)

Unit 4.doc

21 Pages
Unlock Document

Concordia University
MANA 298

Employee Resourcing – LLC 4124 UNIT 4 RECRUITMENT Unit Structure 4.0 Overview 4.1 Learning Outcomes 4.2 Introduction and Definitions 4.3 Aims of Recruitment 4.4 Recruitment Policy 4.5 The Recruitment Process 4.5.1 Alternatives to Recruitment 4.5.2 Factors to consider when Attracting People 4.5.3 Internal Recruitment Sources 4.5.4 External Recruitment Sources 4.5.5 Recruiting Individuals 4.6 Person Specification 4.7 Recruitment Methods 4.8 Factors Influencing Recruitment 4.9 Internet Recruiting 4.10 Summary 4.0 OVERVIEW Following the activity of Human Resource Planning, are the activities of Recruitment and Selection. In this Unit, the process of attracting applicants to the organisation, will be elaborated and thoroughly discussed. This process is one of the main important functions of Human Resource Management. Unit 4 1 Employee Resourcing – LLC 4124 4.1 LEARNING OUTCOMES By the end of this Unit, you should be able to do the following: 1. Explain your understanding of the term “recruitment”. 2. State the aims of recruitment. 3. Describe the recruitment process. 4. State the alternatives to recruitment. 5. Identify the recruitment methods. 6. Analyse the factors influencing recruitment. 7. Explain Internet Recruitment. 4.2 INTRODUCTION AND DEFINITIONS Recruitment of new employees in organisations is of utmost importance as recruits are considered as the injection of new blood to increase the life of organisations. However, mechanistic organisations may become an important asset, yet human resources will always remain the most important asset. It is therefore mandatory that organisations go about the process of attracting the right quantity and quality of people with appropriate qualifications, skills and experience. In addition to these requirements, organisations must not overlook the legal aspects in recruitment practices, that is, due consideration must be given to women and disabled persons as well as no discrimination by reason of colour, creed, race, place of origin and political opinion should exist. It is very important, right from the very outset, to make the distinction between recruitment and selection. Recruitment is the first part of the process of filling a vacancy. It includes the process of finding potential candidates, from different sources, to carry out the tasks and making contact with those candidates by attracting applications from them. Unit 4 2 Employee Resourcing – LLC 4124 Selection is that part of the recruitment process when the organisation decides who to employ after having assessed the candidates by various means. For the sake of this unit, we shall concentrate on recruitment. Selection will be dealt with in the next unit. Recruitment can be defined as ; “A process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications and attitudes and encouraging them to apply for jobs in the organisations” (Armstrong, 1999). Noe et al. (2008:202) define recruitment as “... the practice or activity carried on by the organisation with the primary purpose of identifying and attracting potential employees”. Snell and Bohlander (2007:172) define recruitment as “... the process of locating potential individuals who might join an organisation and encouraging them to apply for existing or anticipated job openings”. It is important to highlight that recruitment is an activity that is related to, and influenced by, the human resource planning activity. If the organisation identifies a labour shortage for the long-term, management may wish to go for recruitment, while for the short-term, there are different alternatives to recruitment which will be discussed in details in section 4.6. Activity 1 (i) Discuss the importance of recruitment in your organisation. Unit 4 3 Employee Resourcing – LLC 4124 (ii) How does “recruitment” differ from ‘selection’. 4.3 AIMS OF RECRUITMENT The effects of globalisation and world economic recession have forced organisations to revisit their recruitment strategies. In order to survive in this competitive environment, organisations have to optimise the use of their available human resources and obtain and retain the right quantity and quality of new employees. The key aims of recruitment are summarised as follows: 1 Attracting a group of potential candidates for existing vacancies. 2 Ensure that fair means and processes are used for all recruitment activities. 3 All recruitment activities should contribute to the organisation’s goals and objectives and thus, project a positive organisational image to those who come in contact with it. Unit 4 4 Employee Resourcing – LLC 4124 4.4 RECRUITMENT POLICY An organisation’s recruitment policy outlines the objectives of the recruitment process and provides guidelines as to how the recruitment process should be carried out (Nel. et al, 2008: 222). Organisational recruitment policies may be characterised by a number of factors as listed below: • Internal vs External Recruiting A policy of internal recruiting provides greater opportunities for the advancement of the organisation’s existing employees (Noe et al, 2008:203). It is a source of motivation for better performance, greater efficiency and effectiveness. However, it may be argued that external recruiting brings new blood, innovative ideas and greater peer respect in the organisation. At times, recruiting from outside the organisation becomes inevitable since no suitable candidate is available from within. • Extrinsic and Intrinsic Reward Pay is an important job characteristic for almost all applicants. A ‘market leader’ approach to pay involves an organisation to remunerate its employees higher than the market average and thus has a distinct advantage in recruiting (e.g. paying higher rates for night shift workers). Organisations that compete for job applicants based on pay do so through offering both extrinsic financial rewards as well as intrinsic rewards. • Employment -at-Will Policies Employment -at-will policies state that either an employer or an employee can terminate the employment relationship at any time, regardless of cause (Noe et al, 2008:205). This policy may be at the detriment of both the employer and the employee and depending on the country in which the company is operating, for example, in Mauritius Unit 4 5 Employee Resourcing – LLC 4124 itself, such a policy may be in contradiction with the country’s labour legislation. However, some companies, have stringent policies which formally lay out the procedures to follow in case an employee wish to appeal against a decision to terminate his/her employment. • Image Advertising Organisations may have a policy of advertising to promote themselves as a good place of work (Noe et al, 2008:206). Such advertising is very important for organisations which do business within highly competitive labour markets and they want to be an “employer of choice”. For example, in Mauritius, we have the British American Insurance (BAI), Ireland Blyth Limited, Harel Mallac among others, that do much image advertising to promote themselves as a good place to work. • Employment Equity Employment Equity policy serves to prevent discrimination in recruitment practices and provides equal opportunities to all citizens of the country. In Mauritius, there are the Constitution, Sex Discrimination Act and the Equal Opportunity Act which guarantee the rights of the citizens of Mauritius and the latter can go to Court in case they feel there has been discrimination of any sort in the recruitment process. • Persons – Organisation Fit Some organisations follow a recruitment policy which provides for optimum fit between the new employee and the organisation’s culture. In Mauritius, this is done usually in the private sector when high calibre officers are required to manage a company. However, at lower level, the recruitment policy promotes the employment of diverse individuals so as to enrich the composition of the workforce. Unit 4 6 Employee Resourcing – LLC 4124 Activity 2 (i) Discuss the aims of recruitment in your organisation. (ii) What is the recruitment policy of your organisation? (iii) Discuss the factors characterising recruitment policies in your organisation. Unit 4 7 Employee Resourcing – LLC 4124 4.5 THE RECRUITMENT PROCESS The recruitment process stems from the Human Resource Planning stage. Whenever a shortage of human resource has been identified, management has to take necessary steps to ensure the timely supply of labour to fill the identified gap. The recruitment process is illustrated in the following diagram. EXTERNAL ENVIRONMENT INTERNAL ENVIRONMENT Human Resource Planning Alternatives to Recruitment Recruitment External Sources Internal Sources Internal Methods External Methods Recruited Individuals Figure 4.1 – The Recruitment Process Unit 4 8 Employee Resourcing – LLC 4124 4.5.1 Alternatives to Recruitment Once a shortage of employees has been identified, the first thing to consider is whether there are alternatives to recruitment. The alternatives are listed hereunder:- 1. Overtime Overtime is when the actual employees are asked to perform extra hours at work at an agreed rate. This is, in fact, a source of motivation for most employees. However, this alternative cannot be taken as a long-term solution because of issues like fatigue, pace of work and a substantial overall decrease in output. 2. Subcontracting Subcontracting involves an agreement with a specialised firm to perform the work in part or in full upon payment as agreed by both parties. In such a contract, the external service provider has a high level of commitment as regards to quality and timeliness in fulfilling the contract. This alternative is relatively costly for organisations which have to be competitive and problems like lack of sense of belonging may crop up. 3. Temporary Employees Temporary employees are those employed for a specific job on a short-term contract. This alternative is used when existing employees are unable to do the job due to some specific reasons. Temporary employees are very helpful in reducing the excess workload in an organisation. Unit 4 9 Employee Resourcing – LLC 4124 4.5.2 Factors to Consider when Attracting People. Financial Constraint - Has any provision been made for in the budget? - Cost of Recruitment , Pay packets.... - May be affected by the state of the national economy, that is, are we in a recession, crisis, etc... What Types of Candidates. - Age group, field of specialisation, experience ... Legal Framework - What does the law say? - Discrimination by reason of race, place of origin, political opinion, creed or sex and colour. Corporate Image of the Company - How people see the company? 4.5.3 Internal Recruitment Sources Very often, a vacancy provides an opportunity to promote people from within the organisation. Internal recruitment sources present the organisation with a number of both advantages and disadvantages which are summarised below: Advantages • The organisation is familiar with the strengths, weaknesses, performances, skills, expertise and attitude of the applicants. • The applicants have a better understanding of the organisation and its cul
More Less

Related notes for MANA 298

Log In


Don't have an account?

Join OneClass

Access over 10 million pages of study
documents for 1.3 million courses.

Sign up

Join to view


By registering, I agree to the Terms and Privacy Policies
Already have an account?
Just a few more details

So we can recommend you notes for your school.

Reset Password

Please enter below the email address you registered with and we will send you a link to reset your password.

Add your courses

Get notes from the top students in your class.