3. Objectives of the Presentation:
Definitions of Recruitment, Selection and Change Management.
Traditional and New approaches of the R &S process
R&S can contribute directly to a variety of organizational change.
How R&S can be developed to Manage Change
Case Study
4. Recruitment & Selection.
Major function of the HR
Department.
The first step towards creating:
the competitive strength
the strategic advantage for the
organizations
5. Recruitment Selection
The process of:
Defining the vacancy
(job description)
Identifying relevant
persons. (right person
for the right job)
(person specification)
Searching for and
attracting relevant
applicants.
The process of:
evaluating candidates
Interviewing
for a specific job
selecting an individual
for employment
based on certain
criteria.
6. R & S Methods
Traditional
Local Paper Advertisement.
Local Employment Office
Postings.
Temp. Agencies.
Internal Hiring.
New / Modern
Big Data and analytics
Social Media.
Employee Development.
Employer Branding.
7. Mode of Selection
Traditional Mode of Selection
Knowledge, Skills and Abilities
New Mode of Selection.
Outsourcing
Multistage Selection Strategies.
Conjunctive Selection Strategy.
Compensatory Selection Strategy.
9. Hiring in the Digital Age:
It's all about digital.
Candidates expect a fast, easy application
process.
Your "employment brand" is a key selling
point.
Employers need to focus on passive
candidates.
Data analytics are getting more
sophisticated.
10.
11. Change Management
Change Management is the:
Process
Tools
Techniques
To mange the change
To achieve
The required business
outcomes.
12. Types of Organizational Change
Planned.
Unplanned
e.g.
Organizational Structure
People
Culture
Policy and legal agreements
Process
Technology
Integration
13. Reasons to resist Changes
Fear of the unknown/surprise:
Mistrust:
Loss of job security/control:
An individual’s predisposition
toward change:
14. How to Manage Change
The proactive effort
to make the most of the changes
to benefit the organization.
Needed: a systemic, proactive approach
1. Overcoming resistance
2. Engaging employees
3. Implementing change in phases
4. Communicating change
15. Necessary Qualities of Change Champions
& Change Agent
Take calculated risks
Good knowledge and technical skills
Good motivation and work attitudes
Achievement – oriented
17. Protection Royale
Protection Royale, a leading player in the insurance business, has tried over
time to become one of the largest direct insurers in the UK.
Its annual turnover is £2780 million
Future Strategy
The future strategy of the Protection Royale is to become undisputed market
leader in the UK Insurance Market.
18. The focus is on the Financial Consultancy
Division of this insurance company.
There had been very low turnover among the
sales consultants whose job had been to market
the company’s insurance products to insurance
brokers.
19. Customers lost confidence, the company lost its position in the
marketplace.
There was a big shake-up
The company recognised the need to have a more focused
product range and high-performing staff who could persuade
brokers that these were worth selling on to clients.
A new person specification developed:
excellent product knowledge
influential and persuasive
negotiation skill
20. New Recruitment & Selection Policy
advertise in the trade press
use specialist recruitment agencies
recommendations from existing staff
shortlist from applications
interviews, roles plays, psychometric testing
references
21. Existing staff were deemed either ‘suitable’, ‘unsuitable’ or
‘possible’; many left.
Line managers tried to head-hunt replacements, but failed.
A crisis became apparent
Impact of Change:
22. Recruitment champions’ were appointed.
Line managers and HR specialists were given performance indicators
relating to recruitment objectives.
A new search for direct recruits and for trainees.
A matrix of selection methods (e.g. Application form, testing of job
knowledge/ skills/attitudes, psychometric testing, interviews, simulations,
presentations, references) and competencies.
Role of Recruitment & Selection in Managing
this Change