the role of HR in R&S
university
HRM role in recruitment & selection- MBSL
Rajitha
11/6/2013
MSBL Ltd – Sri Lanka
Vacancy: enter to recruitment process as a collective agreement of management and also compatible with organisational goals Helps to fill necessary vacancies at right time in a cost-effective manner
MBSL, collect vacancy list from relevant department managers, analyse it with company objectives to fill adequate number of staffs at right time to increase the productivity
Job Description – identify the exact purpose, responsibilities and duties of vacant job
Creates a better idea to recruiter about the purpose, duties and responsibilities of job to filled and guild through the rest of the R&S process
MBSL make a concise list of roles and responsibilities of vacant job
Person’s specification – describe the characteristics required from the person to perform the job
Serves as basis of advertisement, short listing and to decide best method for select candidates
MBSL use PS to secure best candidates with right behaviours and attitudes
Terms & conditions – provide negotiable and non-negotiable information to potential candidates in terms of hours, rewards and etc in advance
Attract candidates who are happy with terms and discourage who are not happy. This creates a better understanding from beginning to avoid future disappointments for both parties
MBSL offer negotiable terms as its mostly attract newly pass out graduates for jobs to bring fresh ideas
Attracting candidates – contact most effective media to reach potential candidates according to available recourses
Helps to encourage internal candidates for promotions while attracting new high caliber candidates externally
MBSL emphasis on both external and internal entities to attract good quality candidates
Short listing – categorised candidates comparing to criteria stated within JD & PS
Allow to identify the potentially
HRM role in recruitment & selection- MBSL
Rajitha
11/6/2013
MSBL Ltd – Sri Lanka
Vacancy: enter to recruitment process as a collective agreement of management and also compatible with organisational goals Helps to fill necessary vacancies at right time in a cost-effective manner
MBSL, collect vacancy list from relevant department managers, analyse it with company objectives to fill adequate number of staffs at right time to increase the productivity
Job Description – identify the exact purpose, responsibilities and duties of vacant job
Creates a better idea to recruiter about the purpose, duties and responsibilities of job to filled and guild through the rest of the R&S process
MBSL make a concise list of roles and responsibilities of vacant job
Person’s specification – describe the characteristics required from the person to perform the job
Serves as basis of advertisement, short listing and to decide best method for select candidates
MBSL use PS to secure best candidates with right behaviours and attitudes
Terms & conditions – provide negotiable and non-negotiable information to potential candidates in terms of hours, rewards and etc in advance
Attract candidates who are happy with terms and discourage who are not happy. This creates a better understanding from beginning to avoid future disappointments for both parties
MBSL offer negotiable terms as its mostly attract newly pass out graduates for jobs to bring fresh ideas
Attracting candidates – contact most effective media to reach potential candidates according to available recourses
Helps to encourage internal candidates for promotions while attracting new high caliber candidates externally
MBSL emphasis on both external and internal entities to attract good quality candidates
Short listing – categorised candidates comparing to criteria stated within JD & PS
Allow to identify the potentially
References: Beardwell I & Holden L (1997), Human Resource Management, A contemporary Perspective, Second Edition, Pearson Professional Ltd, UK Bratton J & Gold J (2003), Human Resource Management, Theory & Practice, Third Edition, Palgrave Macmillan, Hamshire Dessler G.(2009), Human Resource management, New Delhi :PHI learning Private Limited Daft R.L French, R & Rumbles S(2010), Recruitment and Selection – CIPD, Available from: http://www.cipd.co.uk/NR/rdonlyres/01F95685-76C9-4C96- B291-3D5CD4DE1BE5/0/9781843982579_sc.pdf [Accessed: 03/11/2013] Luthans,F.(2005), Organizational Behaviour, 10th ed.,Boston,McGraw-Hill Roberts,G.,(2005). Recruitment and selection.2nd ed.London: CIPD Searle,R.,(2003)