HRIS Recruitment And Selection PDF

1. HUMAN RESOURCE INFORMATION SYSTEM(HRIS) 2. RECRUITMENT 3. SELECTION  HUMAN RESOURCE INFORMATION SYSTEM(HRIS) Human Resource Information System (HRIS) is defined as a software or online solution that is used for data entry, data tracking, and data management of all human resources...

1. HUMAN RESOURCE INFORMATION SYSTEM(HRIS) 2. RECRUITMENT 3. SELECTION  HUMAN RESOURCE INFORMATION SYSTEM(HRIS) Human Resource Information System (HRIS) is defined as a software or online solution that is used for data entry, data tracking, and data management of all human resources operations of an organization.  HUMAN RESOURCE INFORMATION SYSTEM(HRIS) Systematic Information Result- oriented – It must be systematically arranged and – The results from the information and the contain the needed data. decisions derived thereat must be acceptable to management and the Management oriented employees concern. – The data and information are essential tools for effective manpower planning, Time bound retention, development and separation – Relevant resource information are of employees. necessary for effective decision making. The need for timely decisions are crucial to the effective management of human Applicable resources. – The data and information stored in file must be applicable in meeting human resource decision. A relevant data must be discarded. 5 An effective HRIS also produces and forecasts several important reports related to business operations On demand Reports Routine Reports – This may pertain to productivity index, individual performance – These are human resource data summarized on schedule basis like current record, and other information that manpower status, regular employees, may lead to downsizing and other contractual employees, supervisor and personal action. managerial employees on a regular payroll. Manpower forecasts Exception Report – Applies to predictive models based on specific situation. This may cover increase or decrease to manpower – This information may contain confidential requirements due to seasonal data that are available demands or increase in customer only for managerial decision orders. making and needs immediate attention. 6  FUNCTIONS OF HRP Work-force profile analysis Performance Management application – Work-force labor supply and demand analysis – Employee performance ratings, disciplinary or work force profile analysis review. actions, work rule violations and the daily Work-force dynamic analysis productivity index could now be stored in computer data base as bases for management – Number of new hires, transfers and decisions. promotions, number still needed in the future and those employees who are available to fill Training and Development applications up job openings in the future. – These are used primarily to track down the need for employees training programs, courses to HRP for decision making attend certified skills, and educational – This application pertains to information about qualifications. employees who are about to retire, job Compensation and benefits applications classification of employees for promotions and those departments that lack basic skills for the – This include payroll, job evaluation, salary job. survey, salary planning and analysis, executive compensation planning and management benefits. 7 Conclusion 8 RECRUITMENT AND SELECTION  HUMAN RESOURCE MANAGEMENT BUSINESS OBJECTIVES HR PLANNING JOB ANALYSIS JOB DESCRIPTION JOB SPECIFICATION RECRUITMENT  RECRUITMENT The Process of generating a pool of qualified candidates for a particular job. OR The Process of discovering potential candidates. RECRUITMENT GOALS 1 Attract the Qualified Applicants. 2 Encourage Unqualified Applicants to self- select themselves out.  RECRUITMENT IS A TWO WAY PROCESS Applicants are Looking Organization is Looking for the Potential for a Qualified RECRUITMENT Emplacement Applicants Opportunities  RECRUITMENT PROCESS ORGANIZATION CANDIDATE Receive Education and choose Vacant or New position occurs Occupation Generate candidate pool via internal Acquire Employment Experience or external recruitment methods Evaluate Candidates via Selection Search for Job Openings process Impress Candidates Apply for jobs Impress Company during Selection Make Offer process Evaluate Jobs and Companies Accept or Reject Job Offers  STRATEGIC RECRUITING DECISIONS How Many Employees Needed HR PLANNING When Needed DECISIONS KSAs Needed Special Qualifications Where to Recruit: Internal/External STRATEGIC Who to Recruit: Flexible Staffing RECRUITING Options DECISIONS Nature of Job Requirements DECISIONS ON RECRUITING Advertising Choices SOURCES/METHODS Recruiting Activities SOURCES OF RECRUITMENT SOURCES OF RECRUITMENT INTERNAL EXTERNAL SOURCES SOURCES SOURCES OF RECRUITMENT Job Posting & Bidding Promotions and Transfers INTERNAL Employee SOURCES Referrals Re-recruiting former Employees & Applicants Internal Recruiting Data base SOURCES OF RECRUITMENT Cont... INTERNAL SOURCES ADVANTAGES DISADVANTAGES Morale of Promotee Inbreeding Better assessment of abilities Possible morale problems of Lower cost for some jobs those not promoted Motivator for good performance “Political” infighting for Causes a succession of promotions promotions Need for management- Have to hire only at entry level Development program SOURCES OF RECRUITMENT Cont... Schools Colleges & Universities PESO EXTERNAL SOURCES Social Media Sources Employment Agencies SOURCES OF RECRUITMENT Cont... EXTERNAL SOURCES ADVANTAGES DISADVANTAGES New “blood” brings new May not select someone who will perspectives “fit” the job or organization Cheaper and faster than training May cause morale problems for Professionals internal No group of political supporters in Candidates not selected company Longer “adjustment” or orientation Organization already time May bring new industry insights INTERNET RECRUITING METHODS INTERNET RECRUITING METHODS 1. Job Boards 2. Employer Web Sites  INTERNET RECRUITING METHODS Cont... ADVANTAGES DISADVANTAGES Cost savings More unqualified applicants Time savings Additional work for HR staff Expanded pool of applicants members Many applicants are not seriously seeking employment Access limited or unavailable to some applicants CONSTRAINTS ON RECRUITMENT Image of the Company Attractiveness of Job Internal Organizational Policy Recruitment Cost  BUSINESS OBJECTIVES HR PLANNING JOB ANALYSIS JOB DESCRIPTION JOB SPECIFICATION RECRUITMENT SELECTION  SELECTION 1 The Process of making a “Hire” or “No Hire” decision regarding each applicant for a job. Or 2 Selection is the process of choosing qualified individuals who are available to fill the positions in organization.  BASIC SELECTION CRITERIA Formal Education Experience and Past Performance BASIC SELECTION CRITERIA Physical Characteristics Personality Characteristics  SELECTION PROCESS Initial screening Fail to meet minimum qualification Passed Completed application Failed to complete job application or failed job Passed specification Employment test Failed Test Passed Passed Conditional job Comprehensive interview offer Failed to impress interviewer and / meet job expectations Background Examination Problem if required encountered Passed Reject Applicant Medical/physical examination if Unfit to do essential required (conditional job offer elements of job Able to perform essential elements of job Permanent job offer  SELECTION METHODS The Three most Common Methods used are: 1. Testing 2. Gathering Information 3. Interviewing  SELECTION METHODS Cont... 1. TESTING Tests measure knowledge, skill, and ability, as well as other characteristics, such as personality traits. TESTING TYPES Work Cognitive Personality Physical Integrity Ability Test Ability Test Drug Test Sample Test Test Testing  SELECTION METHODS Cont... 1. Cognitive Ability 2. Physical Ability Testing Testing It measures the learning, It assesses muscular understanding, and ability strength, cardiovascular to solve problems. e.g. TESTING endurance, and Intelligence Tests. TYPES coordination. 3. Personality Testing It measures the patterns of thought, emotion, and behavior. e.g. Myers Briggs  SELECTION METHODS Cont... 4. Integrity Testing 6. Drug Testing Normally requires It is designed to assess applicants to provide the likelihood that TESTING TYPES required sample that is applicants will be tested for illegal dishonest or engage in substances. illegal activity. 5. Work Sample Testing Measures performance on some element of the job.  SELECTION METHODS Cont... TEST SAMPLE  SELECTION METHODS Cont... 2. INFORMATION GATHERING: Common methods for gathering information include application forms and résumés, biographical data, and reference checking.  SELECTION METHODS Cont... Generally ask for information such as Application address and phone number, education, work experience, and special training. Forms and Résumés At the professional-level, similar information is generally presented in résumés. Biographical Historical events that have shaped a Data person’s behavior and identity. Involves contacting an applicant’s previous Reference employers, teachers, or friends to learn more Checking about the applicant Issues with reference checking  SELECTION METHODS Cont... 3. INTERVIEWS: The interview is the most frequently used selection method. Interviewing occurs when applicants respond to questions posed by a manager or some other organizational representative (interviewer). Typical areas in which questions are posed include education, experience, knowledge of job procedures, mental ability, personality, communication ability, social skills.  SELECTION METHODS Cont... Situational Interview 1. Structured Interviews Behavioral Interview Types of Interviews 2. Unstructured Interviews  SELECTION METHODS Cont... 1. Structured 2. Unstructured Interviews Interviews Uses a list of predetermined questions. All applicants are Interviews-open ended asked the same set questions. questions are used such as “Tell There are two types of me about yourself” structured interviews. SITUATIONAL BEHAVIORAL INTERVIEW INTERVIEW This allows the interviewer to probe and pose different In which the In which the interviewer asks sets of questions to different questions focus applicants. questions about on the what the applicant would do in a applicant’s hypothetical behavior in past situation situations.  SELECTION METHODS Cont... CREATING STRUCTURED INTERVIEW QUESTIONS SELECTION METHODS Cont... INTERVIEW QUESTION  SELECTION METHODS Cont... INTERVIEW EVALUATION FORM  SELECTION METHODS Cont... INTERVIEW EVALUATION FORM