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RECRUITMENT_AND_SELECTION_HRM_3_JUNE_2021.ppt

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RECRUITMENT_AND_SELECTION_HRM_3_JUNE_2021.ppt

  1. 1. Job Analysis, Recruitment and Selection
  2. 2. HR Management: Recruiting Employees :
  3. 3. • Why would anyone want to join your venture as an employee/founder member/equity participant? • What kind of people will you look for?
  4. 4. Spartacus
  5. 5. Recruitment: Job Analysis JOB DESCRIPTION Define Candidate Person Specification Rodger’s 7 point - plan JOB INFORMATION • Application form • Career brochure • Advertising Define Job
  6. 6. • Physical make-up ( age, sex, gender, neatness, presentation etc)
  7. 7. • Attainment (Exp & Qual)
  8. 8. • General Intelligence
  9. 9. • Special Aptitude
  10. 10. • Disposition
  11. 11. • Interests ( eg interest in historical books for the History Bookshop)
  12. 12. • Circumstances (eg travel, unsocial hours)
  13. 13. • Interviewing • Selection Aids IQ EQ Group Graphology Personality Aptitude Etc… SELECTION
  14. 14. • Graphology: analysis of handwriting
  15. 15. Emotional Intelligence • Self-awareness. • Motivation. • Empathy. • Social skills.
  16. 16. THE IMPORTANCE OF JOB ANALYSIS • Performance Appraisal • Training • Reward Systems • Staff Development • Work Design • The Study of Working Conditions and Work Challenges Selection
  17. 17. Job Analysis: identification of Skills!!!
  18. 18. Special aptitudes
  19. 19. Technical Knowledge
  20. 20. Impact of technology
  21. 21. Rigidity/Inflexbility
  22. 22. Physical environment
  23. 23. Equipment required
  24. 24. Line of Command
  25. 25. JOB DESCRIPTION • The main purpose of the job • The main accountabilities • Outputs expected • Processes involved • Interactions with others • Competencies required • Essential qualifications for holders of the post
  26. 26. COMIC RELIEF JOB DESCRIPIONS [important to give an accurate description of job] Sample: Spend most of the day looking out the window at a salary of
  27. 27. Pilot
  28. 28. Make people feel bad about their work
  29. 29. Talk in other people’s sleep
  30. 30. College Professor
  31. 31. Help people hate each other even more
  32. 32. Divorce Lawyer
  33. 33. Person Specification • It is essential to define the ideal candidate. • Frameworks: • Rodger's 7-point plan • Munroe Fraser's 5-point plan • Rodger's: • Physical make-up • Attainments • General Intelligence • Special Aptitudes • Disposition • Interests • Circumstances
  34. 34. • Question: • Case study: Charles? • Best Job in the world: relate to the 7-point plan? • See Additional points pp. 64-66 Manual
  35. 35. Outsourcing
  36. 36. Job Advertisements in a tight labour market:
  37. 37. !!!!!!!
  38. 38. NO!!!!!!
  39. 39. Interviewing: Weird Interview questions: 1. What biscuit would you be if you were a biscuit?
  40. 40. How do you fit a giraffe in a fridge?
  41. 41. How many ways can you get a needle out of a haystack?
  42. 42. If you were to win £ 1m , what would you do with the money?
  43. 43. How would you explain facebook to your grandma?
  44. 44. How would you make a tuna sandwich?
  45. 45. If your peacock laid an egg in your neighbour's garden who would the egg belong to: you or your neighbour according to the law?
  46. 46. PLUS CV BLUNDERS & BLOOPERS
  47. 47. Career break in 1999 to renovate my horse
  48. 48. Skills: “I can type without looking atthekeyboard.” Skills: “Written communication = 3 years; verbal communication = 5 years"
  49. 49. Languages: “Speak English and Spinach.” Work experience: “Maintained files and reports, did data processing, cashed employees’ paychecks”
  50. 50. Born 1881
  51. 51. One applicant for a nursing position noted that she didn’t like dealing with blood or needles.
  52. 52. In application form AGE: 32 SEX: OCCASIONALLY Another candidate: SEX: 3 TIMES A WEEK
  53. 53. “Marital status: often. Children: various.” “I am great with the pubic.” Seeking a party-time position with potential for advancement ????
  54. 54. SEE HEINEKEN
  55. 55. Discrimination at work
  56. 56. Doctor awarded £4.5 million in sex and race discrimination case Laura Chamberlain Friday 16 December 2011
  57. 57. APPEAL TRIBUNAL 58 VICTORIA EMBANKMENT, LONDON EC4Y 0DS At the Tribunal On 13 February 2001 Judgment delivered on 3 May 2001 Before MR COMMISSIONER HOWELL QC MR B V FITZGERALD LORD GLADWIN OF CLEE CBE JP
  58. 58. 1) SCHOOL OF FINANCE & MANAGEMENT (LONDON) LTD 2) NORD ANGLIA EDUCATION PLC APPELLANT MR SRIAN PERERA RESPONDENT
  59. 59. Transcript of Proceedings JUDGMENT Revised © Copyright 2001
  60. 60. APPEARANCES For the Appellants PAUL ROSE (of Counsel) Instructed by Hammond Suddards Solicitors Trinity Court 16 John Dalton Street Manchester M60 8HS For the Respondent JACQUES ALGAZY (of Counsel) Instructed by Anthony Gold, Lerman and Muirhead Solicitors New London, Bridge House 25 London Bridge Street London SE1 9TW
  61. 61. MR COMMISSIONER HOWELL QC: Mr Srian Perera, a British citizen of Asian ethnic origin who has lived and worked in this country for many years, was summarily dismissed from his employment as accountant and school manager of the first Appellant, The School of Finance & Management (London) Ltd, ("SFM") on 28 November 1998. The reason given for his dismissal was his alleged gross misconduct. In fact, according to the findings of the Tribunal which are not open to dispute before us, that was not the true reason for his dismissal at all but a pretext to get rid of him. First there had been an attempt to suggest that his position was redundant when it was not. Then shortly afterwards a disciplinary investigation had been commenced against him, by an employee of the second Appellant (" Nord Anglia ", a separate company which took over SFM on 18 June 1998 and controlled it and its management at all material times) but that was a sham device conducted in bad faith.
  62. 62. That had been followed by internal disciplinary and appeal proceedings conducted in the name of SFM, and Mr Perera's dismissal by it for alleged gross misconduct. This the tribunal found to have been unreasonable and unfair, the whole process having been carried out by employees of the two companies to achieve a result the Appellants had preordained. Those facts, and the tribunal's conclusion that Mr Perera's dismissal by SFM was unfair and contrary to section 94 Employment Rights Act 1996, were not challenged before us. The principal issue on the full hearing of this appeal by the two companies was on the tribunal's further conclusion, set out in the 20-page statement of extended reasons for their decision issued to the parties on 15 March 2000, that the circumstances of Mr Perera's dismissal amounted to unlawful discrimination against him on grounds of his race, as (in effect) part of a deliberate clearout of employees of Asian origin, instigated by the new management installed by Nord Anglia in an attempt to impose what was described as a "change of culture" on the institution.
  63. 63. On that basis the tribunal held both companies liable to Mr Perera for unlawful conduct contrary to section 4(2)(c) Race Relations Act 1976: SFM as the employing company which dismissed him, and Nord Anglia on the footing that SFM had been acting "as agent for and with the expressed or implied authority of Nord Anglia " so that it too was liable under section 32(2). In addition, they held him entitled to damages for wrongful dismissal, consisting of his loss of remuneration for his contractual notice period which they found to be one month.

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