1. Introduction
One of the most critical functions in an organization
is Human Resource Management. Subsequently the only live resource in an
organization is human being, it is very difficult to dealing with people. A key determinant of performance and stability
of an organization is the internal customers. Human resource has many features
that the other resources do not possess. Key function of any scale organization
all over the world is the managing human resources.
Recruitment and selection process
‘The process of attracting
individuals on a timely basis, in sufficient numbers and with appropriate
qualifications, to apply for jobs with an organization’ (Gusdorf, 2008, P.171)
If HR planning indicates the need for addition
labor, there are number of choices to make. The first step would be recruitment
and selection process and sometimes hiring additional employees is not the good
t method to obtain additional labor. Organization can consider alternatives to
recruiting, such as outsourcing or contingent labor, instead of hiring regular
employees (Dessler 2011) Part-time labor or overtime by existing employees would be
solutions for a temporary fluctuation in work volume and it would be the simple
solution. Hiring new employees should happen only after careful consideration
and only when the organization anticipates a long-term need for additional
labor (John ,2009)
Estimates on the cost to replace
supervisory, technical and management employees run from 50 percent to several
hundred percent of employee salaries. To accurate forecasting of future labor needs,
carefully HR planning must consider the overall growth prospects of the organization.
Promotion from within your organization’s promotion policy will have a
significant effect on the recruitment process.
The most common method used to find
qualified applicants from inside the organization is job posting (John ,2009) JOB
POSTING: The procedure to inform employees that job openings exist. It may be
appropriate to promote someone already working for the organization, if the
open position is above entry level. A reward for good work or longevity with
the organization, organization use promotion as a motivation tool (Amstrong,2010). Employees become more
aware of their own career opportunities, when they see their co-workers being promoted.
Promotion is very important in current environment where employee have little
chance of improving their lot by changing organizations.by having improvement
within their current organization, employee have opportunity for career growth
and increased income. When organization promote the existing employee, employee
will be comfortable with the corporate culture, knows organization policies and
will likely get up to speed much faster than a person new to the organization (Kaur ,2013)
“The problem with promotion from within is
that the promoted person leaves a staffing gap in his or her so there is still
a position to be filled and “That gap is likely to be at a lower,
less-skilled position, and therefore it may be an easier position to fill”
(Gusdorf, 2008, p 171)
Advantages of internal recruitment
The advantages of internal
recruitment and selection are as follows (Daft ,2009)
·
It quicker
·
It’s easier
·
It’s less risky
·
It’s improved
employee brand
·
It’s boosts
employee engagement
Disadvantages
of internal recruitment and selection
The Disadvantages of
internal recruitment and selection are as follows (Daft ,2009)
Cons it could cause internal conflict
They may not be respected by others
External recruitment is the
evaluation of open of job candidates, other than existing staff, to check
whether there are any enough talented or able to fill requirement and perform
existing employment opportunities (Dessler ,2011)
Advantages
of External recruitment and selection
The advantages of
external recruitment and selection are as follows (Daft R L ,2009)
·
Increased chances
·
Fresher skill and input
·
Qualified candidates
·
Better competition
·
Lesser internal politics
Advantages
of External recruitment and selection
The Disadvantages of
external recruitment and selection are as follows (Daft ,2009)
·
A limited understanding about the company
·
Higher risk
·
Time consuming
·
High costs
·
Internal disputes with existing employees
The strength of the economy and labor
market conditions will significantly affect the organization’s ability to
attract and retain top-level employees. Organization has to compete with other
employers for a limited number of skilled employees, as the economy is strong
and with little unemployment (Khanna,2014).
To attract quality applicants’ organization, require increased compensation or
benefits incentives (Khanna,2014).
The best way to avoid the trauma and
expense of a lawsuit is to simply not discriminate (Kayode,2013) Focus
recruitment
and hiring decisions on job skills and qualifications, endeavoring to find the
best person for the job (Kayode, 2013)
Background of the organization
The Bank which I work for is a leading commercial Bank
in Sri Lanka since 1999 Bank has emerged as a top of the range Human Resource
solutions provider to customers around the globe servicing companies of all
sizes and diverse industries. The Bank has over 100 branches all over island
wide.
Providing on-premise and cloud-based HRIS as well as
Outsourcing services into both HR and IT, Bank enables companies to work more
effectively and to achieve better results in terms of both Human Resource
Management and overall performance of the organization. The success at Bank
lies with a dedicated team of professionals geared towards one common goal of
providing quality Human Resource solutions.
The Bank
is providing a comprehensive, effective
and efficient way to manage and develop Employees, the most valuable asset in
an organization. This Bank provides a comprehensive
set of functionalities to address Human Resource Management needs of any
organization. Bank is a perfect platform for
aligning your HR processes and achieving higher standards of human capital
management as a web-based application with features reflecting the latest
developments in HR Management
2.
Recruitment
and selection
Recruitment and selection process in
a series of hurdles aimed at selecting
the best candidate for the job (Muhammad, Hamad, Batool, A, (2014) Recruitment and selection refers to
the chain and sequence of activities pertaining to recruitment and selection of
employable candidates and job seekers for an organization. Every organization
has some well-defined employment and recruitment policies and hiring procedures (Muhammad, Hamad, Batool, (2014).The HR department of large organizations, businesses,
government offices and multilateral organizations are generally vested with the
responsibilities of employee recruitment and selection Piatkowski, (2014).
Process of recruitment and selection
(Source:
Dessler and Varkkey, year 2011)
In
a process of recruitment and selection in first must forecast on employment planning
and is build a pool of candidates.HR team will collect complete application
forms from applicants and must use selection tools like tests to screen out
applicants. Finally, throughout the supervision and interviews final candidates
to be chosen final candidates
Employee selection is an
important activity of HRM, and the benefits of effective recruitment and selection given
below (Daft ,2009))
1.
Business
goals and objectives are better achieved by selecting employees whom you feel
will add value to your company.
2.
An
incompetent employee is a liability to your business, they're also an
additional expense and a burden that you don't need.
3.
Personnel
requirements vary from job to job.
4.
People
have varying degrees of intelligence, aptitudes and abilities.
5.
Labor
Laws protect employees, thus making it difficult to fire incompetents and
problem cases
6.
Individuals
have different interests, goals, and objectives in life.
3.2.1
Selection of Graduate/ Management
trainees of Bank
The number of steps has been experienced by Bank to
select graduate/ management trainees as it is very important to fulfill best
person to junior software development. Bellow steps have taken to select best
candidate from the pool.
·
Screening
and short listing of application
- Preliminary interviews
- Tests (Technical Test/ Practical
Test)
- Secondary interviews with HR and
Final Interviews with the Director/ General Manager
- Selection decision
3.2.1.1
Screening and short listing of
application
It is already decided to
recruit graduate/ management trainees by properly analyzing job condition of Bank.
Selection process is functioning under close review of HR department.
The CVs received from the universities and internal
employees are screening and short listing under several criteria such as the
specialization of the degree, period of training, projects experience.
Bank has recruited five to six Graduate/ Management
trainees per year for six months training and 12 months training. After the
training period the Trainees are evaluate by the department heads, direct supervisors,
and recruit selected trainees to permanent carder as Associate Software
Engineer.
Table 3.1 explains the
criteria and requirements which Bank take in to consideration to select best
candidates from the pool.
3. 1 Table: Short Listing criteria, requirements
and remarks
Criteria
|
Requirement
|
Looked at
|
Remarks
|
Qualifications
|
Degree
|
Degree with a Class or General Degree
|
Point scheme set to evaluate degree criteria,
specialization etc.
|
Membership of a recognized Professional Body
|
Membership
Partial qualification
|
Points for membership, partial qualifications
for relevant professional qualifications.
|
|
Experience
|
Industrial Experience
|
Project Experience and technical experience
|
Depending on the projects and Time worked
applications will be sorted in to Management trainee and Graduate trainee
criteria.
|
Criteria
|
Requirement
|
Looked at
|
Remarks
|
Personality
|
Permanent disability
Other moral qualities
|
Disability will not cause rejection.
Human skills
|
Special attention should be given to disabled
candidates at the selection test (reserving special slots of time and venues)
Extracurricular activities may show the human
skills of candidates.
|
3.2.1.2 Preliminary interview
After screened out the
applications the organization will call interview for selected applicants who
enable to pass through screen unit. The Bank is conducting the structured
interview to select the person.
Within the interview, the Bank mainly worried about
the attitude, value, believes of the person rather than experience as graduate/
management trainee position is concerned. The Bank trusts the status of person
and his knowledge and skills are directly affected to the performance of the
organization.
1
Appearance
|
2
Drive
& Initiative
|
3
Friendliness
|
4
Attitudes
|
5
Personality
|
6
Learning
curve
|
7
Confidence
|
8
Experience
|
9
Conversational
ability
|
10
Qualification
|
11
Attention
to details
|
12
Computer
Skills
|
The purpose of
preliminary interviewing is to appoint the best person for the job based solely
on merit and suitability. The Bank selection framework reaches this by using
methods that are systematic, thorough, fair, unbiased and based on rational,
objective, job related criteria.
The preliminary interview
is doing by a technical person who is attached to software Development such as
Senior Manager. The interviewer is evaluating the candidate by considering
following criteria.
At the interview, each candidate
should be treated consistently. To achieve this panel should;
·
Ask the same initial questions of each candidate – self
introduction
·
Supplement their understanding of the candidate’s responses by
following up questions as appropriate.
·
Be consistent in allowing access to presentation material, notes
and so on if necessary or request by interviewers.
·
Not allow any unfair questions, harassment, or any other conduct
which breaches the Bank equal opportunities policy or code of conduct.
·
Secure
that information gained throughout the selection process is treated as
confidential and is known only to parties involved in the selection process.
·
Keep
records of interviews and the reasons for decisions - returning this
information to HR for filing.
·
Panel
members would be alert that it is their responsibility to ensure
recruitment/interview documentation is stored securely and confidentially
whilst in their possession.
3.2.1.3.
Selection tests
The Bank is conducting two selection tests for their
candidates. Normally Bank used to give written exam and IQ test as a selection
tool for Graduate/ Management trainees. If the candidate is got through the
written exam he/ she must do practical test. Examination consists of mainly two
parts;
- IQ - Multiple Choice Questions
(MCQs) – 1hour
- General knowledge – 1hour
IQ test and General knowledge are marked by HR. Marks
are released within 1 to 2 days and the candidates who got highest marks for
two tests will be call for practical test (2 hours). Based on the written tests
the HR and the Head of development will finalize the candidates for secondary
interview.
Bank held responsibility about the validity and
reliability of the tests and the confidentiality of marks.
3.2.1.4
Secondary and Final interviews
This
in-depth interview will focus on niche and soft skills. The “Soft skills” of a
candidate are gauged by with interview techniques. Technical skills are
scrutinized by utilizing customized screening methods that will be identified throughout
the initial meeting.
The HR department mostly HR manager or Senior HR Executive
will do the secondary interview to evaluate the reality of the candidate
profile in terms of human related skills and attitudes stated in the Curriculum
vitae. Here looked at the culture of candidates at the level of organizational
culture.
The selected candidates from the secondary interview will be
call for final interview with the Director/ General Manager. The main purpose
of the interview is to finalize the candidates for the vacant position.
3.2.1.5 Selection decision
After implementation, the all above filtering
processes, Bank must acquire approval from CEO and uncertainty he approved, the
HR department will send the employee’s details to finance department in order
to make the appointment letter and the contract for training. Once received the
appointment letter and the contract from the finance, the HR department will
call the candidates to signing the agreement. Here HR department will clarify
all the terms and conditions of the agreements and ask them to sign each page
of the agreement.
Conclusion
and recommendations
One of the most important functions
of the HR department is Recruitment and selection., selecting and recruiting
should be accurate and qualified as the talents should come in to the
Organization.
Organization
should be focused on:
§
Recognize basics of recruitment & selection process
§
Current trends in recruitment
§
Motivational issues that interests excellence employees.
References
Armstrong, M & Taylor, S (2014), Armstrong’s
Handbook of Human Resource Management Practice, Thirteenth edition, London,
United Kingdom
Armstrong, M (2014), Armstrong’s Strategic Human
Resource Management A Guide to Action, Fourth edition, London, United
Kingdom
Armstrong,
M.(2010) Armstrong's Essential :Human Resource Managewment Practice,
Guide to People Management. London : Kogan Page Limited .
Benson S G and Dundis S P (2003) Understanding and
motivating health care employees: integrating Maslow's hierarchy of needs,
training and technology, Journal of Nursing Management, Vol 11, pp.
315–320
Chungyalpa W and Karishma T (2016), Best Practices and
Emerging Trends in Recruitment and Selection, Journal of
Entrepreneurship & Organization Management 2016
Daft, R., L., (2009) Principles of Management, New Delhi: Cengage
Learning India (Pvt) Limited
Dessler, G.(2011). Human Resource Management, (12th Ed.). New Delhi:
Prentice Hall of India Private Limited.
Isenhour, L C, Lukaszewski K M, Stone, D L (2014), Organizational
attraction factors: A technology perspective, Journal of Technology Research, Vol
5
Kaur, A (2013) Maslow’s Need Hierarchy Theory :
Applications and Criticisms, Global Journal of Management and Business
Studies, Vol 3, No. 10, pp. 1061-1064
Kayode, O (2013) Application of Theory X & Y in
Classroom Management, International Journal of Education and Research,
Vol 1, No. 5
Khanna, P (2014) Recruitment & Selection - A need of
the hour for organizational success, International Journal of Research
in Management & Technology,Vol. 4, No.3, June 2014
Mohamed, R K M H & Nor, C S M, (2013), The Relationship between
McGregor's X-Y Theory Management Style and Fulfillment of Psychological
Contract: A Literature Review International Journal of Academic
Research in Business and Social Sciences, May 2013, Vol. 3, No. 5
Muhammad, A, Hamad, N, Batool, A, (2014) Impact of
Recruitment and selection of HR Department Practices, European Journal
of Business and Management, Vol 6, pp No 31
Piatkowski, M (2004), People Selection Process for
Implementing Lean Manufacturing, F.S.P. Consulting Inc.
Ployhart, R E (2006) Staffing in the 21st Century : New Challenges and Strategic Opportunities, Journal of Management
Robert,
L., H., John, H., J., (2009) Human Resource Management,(13th Ed.). USA: South
Western Cengage Learning
1. Introduction
One of the most critical functions in an organization
is Human Resource Management. Subsequently the only live resource in an
organization is human being, it is very difficult to dealing with people. A key determinant of performance and stability
of an organization is the internal customers. Human resource has many features
that the other resources do not possess. Key function of any scale organization
all over the world is the managing human resources.
Recruitment and selection process
‘The process of attracting
individuals on a timely basis, in sufficient numbers and with appropriate
qualifications, to apply for jobs with an organization’ (Gusdorf, 2008, P.171)
If HR planning indicates the need for addition
labor, there are number of choices to make. The first step would be recruitment
and selection process and sometimes hiring additional employees is not the good
t method to obtain additional labor. Organization can consider alternatives to
recruiting, such as outsourcing or contingent labor, instead of hiring regular
employees (Dessler 2011) Part-time labor or overtime by existing employees would be
solutions for a temporary fluctuation in work volume and it would be the simple
solution. Hiring new employees should happen only after careful consideration
and only when the organization anticipates a long-term need for additional
labor (John ,2009)
Estimates on the cost to replace
supervisory, technical and management employees run from 50 percent to several
hundred percent of employee salaries. To accurate forecasting of future labor needs,
carefully HR planning must consider the overall growth prospects of the organization.
Promotion from within your organization’s promotion policy will have a
significant effect on the recruitment process.
The most common method used to find
qualified applicants from inside the organization is job posting (John ,2009) JOB
POSTING: The procedure to inform employees that job openings exist. It may be
appropriate to promote someone already working for the organization, if the
open position is above entry level. A reward for good work or longevity with
the organization, organization use promotion as a motivation tool (Amstrong,2010). Employees become more
aware of their own career opportunities, when they see their co-workers being promoted.
Promotion is very important in current environment where employee have little
chance of improving their lot by changing organizations.by having improvement
within their current organization, employee have opportunity for career growth
and increased income. When organization promote the existing employee, employee
will be comfortable with the corporate culture, knows organization policies and
will likely get up to speed much faster than a person new to the organization (Kaur ,2013)
“The problem with promotion from within is
that the promoted person leaves a staffing gap in his or her so there is still
a position to be filled and “That gap is likely to be at a lower,
less-skilled position, and therefore it may be an easier position to fill”
(Gusdorf, 2008, p 171)
Advantages of internal recruitment
The advantages of internal
recruitment and selection are as follows (Daft ,2009)
·
It quicker
·
It’s easier
·
It’s less risky
·
It’s improved
employee brand
·
It’s boosts
employee engagement
Disadvantages
of internal recruitment and selection
The Disadvantages of
internal recruitment and selection are as follows (Daft ,2009)
Cons it could cause internal conflict
They may not be respected by others
External recruitment is the
evaluation of open of job candidates, other than existing staff, to check
whether there are any enough talented or able to fill requirement and perform
existing employment opportunities (Dessler ,2011)
Advantages
of External recruitment and selection
The advantages of
external recruitment and selection are as follows (Daft R L ,2009)
·
Increased chances
·
Fresher skill and input
·
Qualified candidates
·
Better competition
·
Lesser internal politics
Advantages
of External recruitment and selection
The Disadvantages of
external recruitment and selection are as follows (Daft ,2009)
·
A limited understanding about the company
·
Higher risk
·
Time consuming
·
High costs
·
Internal disputes with existing employees
The strength of the economy and labor
market conditions will significantly affect the organization’s ability to
attract and retain top-level employees. Organization has to compete with other
employers for a limited number of skilled employees, as the economy is strong
and with little unemployment (Khanna,2014).
To attract quality applicants’ organization, require increased compensation or
benefits incentives (Khanna,2014).
The best way to avoid the trauma and
expense of a lawsuit is to simply not discriminate (Kayode,2013) Focus
recruitment
and hiring decisions on job skills and qualifications, endeavoring to find the
best person for the job (Kayode, 2013)
Background of the organization
The Bank which I work for is a leading commercial Bank
in Sri Lanka since 1999 Bank has emerged as a top of the range Human Resource
solutions provider to customers around the globe servicing companies of all
sizes and diverse industries. The Bank has over 100 branches all over island
wide.
Providing on-premise and cloud-based HRIS as well as
Outsourcing services into both HR and IT, Bank enables companies to work more
effectively and to achieve better results in terms of both Human Resource
Management and overall performance of the organization. The success at Bank
lies with a dedicated team of professionals geared towards one common goal of
providing quality Human Resource solutions.
The Bank
is providing a comprehensive, effective
and efficient way to manage and develop Employees, the most valuable asset in
an organization. This Bank provides a comprehensive
set of functionalities to address Human Resource Management needs of any
organization. Bank is a perfect platform for
aligning your HR processes and achieving higher standards of human capital
management as a web-based application with features reflecting the latest
developments in HR Management
2.
Recruitment
and selection
Recruitment and selection process in
a series of hurdles aimed at selecting
the best candidate for the job (Muhammad, Hamad, Batool, A, (2014) Recruitment and selection refers to
the chain and sequence of activities pertaining to recruitment and selection of
employable candidates and job seekers for an organization. Every organization
has some well-defined employment and recruitment policies and hiring procedures (Muhammad, Hamad, Batool, (2014).The HR department of large organizations, businesses,
government offices and multilateral organizations are generally vested with the
responsibilities of employee recruitment and selection Piatkowski, (2014).
Process of recruitment and selection
(Source:
Dessler and Varkkey, year 2011)
In
a process of recruitment and selection in first must forecast on employment planning
and is build a pool of candidates.HR team will collect complete application
forms from applicants and must use selection tools like tests to screen out
applicants. Finally, throughout the supervision and interviews final candidates
to be chosen final candidates
Employee selection is an
important activity of HRM, and the benefits of effective recruitment and selection given
below (Daft ,2009))
1.
Business
goals and objectives are better achieved by selecting employees whom you feel
will add value to your company.
2.
An
incompetent employee is a liability to your business, they're also an
additional expense and a burden that you don't need.
3.
Personnel
requirements vary from job to job.
4.
People
have varying degrees of intelligence, aptitudes and abilities.
5.
Labor
Laws protect employees, thus making it difficult to fire incompetents and
problem cases
6.
Individuals
have different interests, goals, and objectives in life.
3.2.1
Selection of Graduate/ Management
trainees of Bank
The number of steps has been experienced by Bank to
select graduate/ management trainees as it is very important to fulfill best
person to junior software development. Bellow steps have taken to select best
candidate from the pool.
·
Screening
and short listing of application
- Preliminary interviews
- Tests (Technical Test/ Practical
Test)
- Secondary interviews with HR and
Final Interviews with the Director/ General Manager
- Selection decision
3.2.1.1
Screening and short listing of
application
It is already decided to
recruit graduate/ management trainees by properly analyzing job condition of Bank.
Selection process is functioning under close review of HR department.
The CVs received from the universities and internal
employees are screening and short listing under several criteria such as the
specialization of the degree, period of training, projects experience.
Bank has recruited five to six Graduate/ Management
trainees per year for six months training and 12 months training. After the
training period the Trainees are evaluate by the department heads, direct supervisors,
and recruit selected trainees to permanent carder as Associate Software
Engineer.
Table 3.1 explains the
criteria and requirements which Bank take in to consideration to select best
candidates from the pool.
3. 1 Table: Short Listing criteria, requirements
and remarks
Criteria
|
Requirement
|
Looked at
|
Remarks
|
Qualifications
|
Degree
|
Degree with a Class or General Degree
|
Point scheme set to evaluate degree criteria,
specialization etc.
|
Membership of a recognized Professional Body
|
Membership
Partial qualification
|
Points for membership, partial qualifications
for relevant professional qualifications.
|
|
Experience
|
Industrial Experience
|
Project Experience and technical experience
|
Depending on the projects and Time worked
applications will be sorted in to Management trainee and Graduate trainee
criteria.
|
Criteria
|
Requirement
|
Looked at
|
Remarks
|
Personality
|
Permanent disability
Other moral qualities
|
Disability will not cause rejection.
Human skills
|
Special attention should be given to disabled
candidates at the selection test (reserving special slots of time and venues)
Extracurricular activities may show the human
skills of candidates.
|
3.2.1.2 Preliminary interview
After screened out the
applications the organization will call interview for selected applicants who
enable to pass through screen unit. The Bank is conducting the structured
interview to select the person.
Within the interview, the Bank mainly worried about
the attitude, value, believes of the person rather than experience as graduate/
management trainee position is concerned. The Bank trusts the status of person
and his knowledge and skills are directly affected to the performance of the
organization.
1
Appearance
|
2
Drive
& Initiative
|
3
Friendliness
|
4
Attitudes
|
5
Personality
|
6
Learning
curve
|
7
Confidence
|
8
Experience
|
9
Conversational
ability
|
10
Qualification
|
11
Attention
to details
|
12
Computer
Skills
|
The purpose of
preliminary interviewing is to appoint the best person for the job based solely
on merit and suitability. The Bank selection framework reaches this by using
methods that are systematic, thorough, fair, unbiased and based on rational,
objective, job related criteria.
The preliminary interview
is doing by a technical person who is attached to software Development such as
Senior Manager. The interviewer is evaluating the candidate by considering
following criteria.
At the interview, each candidate
should be treated consistently. To achieve this panel should;
·
Ask the same initial questions of each candidate – self
introduction
·
Supplement their understanding of the candidate’s responses by
following up questions as appropriate.
·
Be consistent in allowing access to presentation material, notes
and so on if necessary or request by interviewers.
·
Not allow any unfair questions, harassment, or any other conduct
which breaches the Bank equal opportunities policy or code of conduct.
·
Secure
that information gained throughout the selection process is treated as
confidential and is known only to parties involved in the selection process.
·
Keep
records of interviews and the reasons for decisions - returning this
information to HR for filing.
·
Panel
members would be alert that it is their responsibility to ensure
recruitment/interview documentation is stored securely and confidentially
whilst in their possession.
3.2.1.3.
Selection tests
The Bank is conducting two selection tests for their
candidates. Normally Bank used to give written exam and IQ test as a selection
tool for Graduate/ Management trainees. If the candidate is got through the
written exam he/ she must do practical test. Examination consists of mainly two
parts;
- IQ - Multiple Choice Questions
(MCQs) – 1hour
- General knowledge – 1hour
IQ test and General knowledge are marked by HR. Marks
are released within 1 to 2 days and the candidates who got highest marks for
two tests will be call for practical test (2 hours). Based on the written tests
the HR and the Head of development will finalize the candidates for secondary
interview.
Bank held responsibility about the validity and
reliability of the tests and the confidentiality of marks.
3.2.1.4
Secondary and Final interviews
This
in-depth interview will focus on niche and soft skills. The “Soft skills” of a
candidate are gauged by with interview techniques. Technical skills are
scrutinized by utilizing customized screening methods that will be identified throughout
the initial meeting.
The HR department mostly HR manager or Senior HR Executive
will do the secondary interview to evaluate the reality of the candidate
profile in terms of human related skills and attitudes stated in the Curriculum
vitae. Here looked at the culture of candidates at the level of organizational
culture.
The selected candidates from the secondary interview will be
call for final interview with the Director/ General Manager. The main purpose
of the interview is to finalize the candidates for the vacant position.
3.2.1.5 Selection decision
After implementation, the all above filtering
processes, Bank must acquire approval from CEO and uncertainty he approved, the
HR department will send the employee’s details to finance department in order
to make the appointment letter and the contract for training. Once received the
appointment letter and the contract from the finance, the HR department will
call the candidates to signing the agreement. Here HR department will clarify
all the terms and conditions of the agreements and ask them to sign each page
of the agreement.
Conclusion
and recommendations
One of the most important functions
of the HR department is Recruitment and selection., selecting and recruiting
should be accurate and qualified as the talents should come in to the
Organization.
Organization
should be focused on:
§
Recognize basics of recruitment & selection process
§
Current trends in recruitment
§
Motivational issues that interests excellence employees.
References
Armstrong, M & Taylor, S (2014), Armstrong’s
Handbook of Human Resource Management Practice, Thirteenth edition, London,
United Kingdom
Armstrong, M (2014), Armstrong’s Strategic Human
Resource Management A Guide to Action, Fourth edition, London, United
Kingdom
Armstrong,
M.(2010) Armstrong's Essential :Human Resource Managewment Practice,
Guide to People Management. London : Kogan Page Limited .
Benson S G and Dundis S P (2003) Understanding and
motivating health care employees: integrating Maslow's hierarchy of needs,
training and technology, Journal of Nursing Management, Vol 11, pp.
315–320
Chungyalpa W and Karishma T (2016), Best Practices and
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