Recruitment Q2 Lesson 3 PDF

Q2 Lesson 3 Recruitment Learning Objectives: ❖Identify the steps in recruitment ❖Define Job description ❖Recruit qualified people for one’s business enterprise.  Recruitment Is the process of convincing or encouraging a prospective applicant to fill in a vacant position.  Steps in...

Q2 Lesson 3 Recruitment Learning Objectives: ❖Identify the steps in recruitment ❖Define Job description ❖Recruit qualified people for one’s business enterprise.  Recruitment Is the process of convincing or encouraging a prospective applicant to fill in a vacant position.  Steps in Recruitment: 1. Study the different company jobs and write its descriptions and specifications. 2. Requisition of New employee – a formal requisition is required indicating the position to be filled, date needed, qualifications and other requirements needed for an applicant. 3. Actual recruitment of applicants. Job Description It defines the duties and responsibilities of a particular position. These written summaries ensures your applicants and employees understand their roles and what they need to do to be held accountable. Essential parts of job description: 1.Job title or position 2.Reporting relationships 3.Job classification 4.General description of the job 5.Specific duties and responsibilities 6.Job Specification Essential parts of job description: 1.Job title or position This describes the exact name of the job like Human resource manager or human resource assistant, production manager, etc. Essential parts of job description: 2. Reporting relationships This includes the job title for the position’s immediate supervisor. Essential parts of job description: 3. Job classification In large companies, jobs titles have different job classes or levels. Classification provides the rank of the job in comparison to the overall importance of other jobs. Essential parts of job description: 4. General description of the job This portion provides a description of the job and an overview of its duties and responsibilities. Essential parts of job description: 5. Specific duties and responsibilities This describes the functions of the job in detail. Essential parts of job description: 6. Job specification It provides the minimum qualifications for a particular job such as educational background, experience, skills and personal qualities. Job Specification It gives the specific qualifications required for the position such as type of experience needed for the job, special training, skills and physical demands, special abilities, aptitude, age, physical qualifications and other requirement. Sources of applicants: a. Internal applicants b. External applicants Sources of applicants: Internal applicants employees recruited within the company. Are company employees who are considered for promotion to higher positions. Sources of applicants: External applicants applicants recruited through advertisement, referrals, placement agencies, etc. Are individuals who are recruited by the company or directly apply to join the company. Selection Is the process through which organizations identify and make decisions about the applicants who will be allowed to join the company. Steps in Selection 1. Reception of applicants It involves screening of applicants by which applicants are interviewed. Steps in Selection 2. Preliminary interview The purpose is to check if the applicant is qualified for the position and eliminate those applicants who are disqualified. Steps in Selection 3. Filling out of applicant form This serve as a guide in interviewing the applicant to determine if the applicant matches the job requirements as indicated in the job description and job specification.** Steps in Selection 4. Employment Test Is given to measure applicant’s abilities needed for the job. Usual types of psychological tests given to the applicants are the following: 1.Mental ability test or intelligence quotient (IQ) test 2.Aptitude test 3.Personality test 1. Mental Ability test or IQ Test This is a test of general knowledge that consist of questions on linguistic and numerical abilities and abstract reasoning. 2. Aptitude Test This measures specific abilities and the applicant’s inclination to succeed in a particular field like engineering, encoding, and sales. 3. Personality Test This is to measure of aspects of behavior such as cooperation, initiative, dependability, responsibility, and sociability Steps in Selection 5. Final Interview by Immediate supervisor or Department Head To determine who among the applicants should be hired and fitted for the job. Steps in Selection 6. Physical and Medical Examination Medical examination – helps to determine if the applicants is fit to work or to find out health concerns that might hinder his ability to perform the required job. Steps in Selection 7. Hiring The applicant who passed the selection requirement is sent to the Human Resource Department for final completion of the hiring process. Steps in Selection 8. Orientation The new employees are oriented on company policies, rules and regulations and informed or directed about his job by the immediate supervisor or training officer. Training / Retraining New employees are required to undergo training to help him perform his job efficiently. Retraining is required to those who need enhancement, new knowledge on the present job, need promotion and transfer to other department.* Compensation is any tangible equivalent or reward for services rendered or for the performance of a task performed in the organization. Direct compensation and Indirect compensation Compensation varies from one position to another Compensation Direct compensation Indirect compensation Salaries and wages, Guaranteed Medical coverage, awards and bonuses recognition Performance bonuses Leave credits, transparency and fairness in performance evaluation, Commission Decent job titles, annual trips, work from home opportunities, fitness program, team building activity Transportation and communication Flexible work schedules, scholarships, allowances free meals and drinks Benefits Anything contributing to improvement To receive advantage Employee Benefits Divided into two main groups: 1. Government-mandated benefits 2. Voluntary benefits Employee Benefits Government-mandated benefits: 1. Social Security System (SSS) / Government Service Insurance System (GSIS) benefits 2. Employees’ compensation (EC) program 3. Pag-ibig (Home Development Mutual Fund) benefits 4. Philhealth (Philippine Health Insurance Corporation) benefits 5. Service Incentive leave 6. Maternity leave 7. Paternity leave 8. Special leave for women Organizational Policies Explains the personnel policies that should be implemented in the workplace There should be underlying policy in the recruitment, selection, hiring, training and development of personnel, including the compensation and benefits.** Company Manual It serve as a guide for employees in the performance of his job and what is being expected of him as an employee. It includes company policies and procedures and labor laws that the employee is expected to comply and such other benefits and rights of an employee.** Company Code of Discipline It promotes greater efficiency in business operations, creates a general condition of orderliness conducive to greater manpower productivity, reinforces the moral dignity of all employees, and most of all enhances company prestige.