Hr Recruitment and Selection
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Yvonne TerhorstHr policyHr recruitment and selectionHRM – a managerial perspective which argues the need to establish and integrated series of personnel policies to support organizational strategyImportance of HRMCompanies do not differ that much when comparing their technology, structure, product, strategy”The quality of their personnel can make the difference” so:People management is critical to business performanceNecessary part of the organizing function of management- Selecting, training, and evaluating the workforceAn important strategic toolHRM helps establish an organizations sustainable competitive advantageDevelopment of early HRM- 1900 – (scientific management): time-and-motion studies required training- 1923 – (human relations movement): western electric company studies Behavioral sciencesHattorn experimentFrom:Personnel management (operations, focus on payment, contracts, selection)To: human resource management (strategic, focus on org, HR should support strategy)To:Human Capital management (employees are most important asset, human capital: balance sheet)More emphasis on:DevelopmentEducation
Own responsibilityFour main activities:Staffing, retention, development, adjustmentLine manager are directly responsible for the output of the companyStaff managers support the line and are indirectly responsible the resource of the companyRecruitment process (example with Heineken )Equal opportunity – all people have rights to job (no discrimination)Affirmative action – if 2 people are equal you have to choose one with minorityIntroStudyExperienceAlignment – pointing people in the right directionEngagement – developing beliefs and commitment to the organization purpose and directionMeasurement – kpiEliminating candidates – selection Behavioral interview – what did you doPerformance managementInflow of staff –> mobility/transfers (throughput)–> outflow| | |R&D Training/education Decruitment – Development Departures