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Assignment ODHRM 2

The document discusses recruitment and selection processes and their impact on job performance. It defines recruitment as identifying potential internal or external candidates, and selection as evaluating candidates' qualifications, skills, and abilities to hire those most suitable. A model shows the recruitment and selection process from needs analysis and job analysis to choosing methods, attracting candidates, testing, evaluation, and results interpretation. Accuracy of different selection methods like interviews, tests, and assessments are compared based on their correlation to job performance. References include books and articles on effective recruitment strategies.

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Viral Patel
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51 views

Assignment ODHRM 2

The document discusses recruitment and selection processes and their impact on job performance. It defines recruitment as identifying potential internal or external candidates, and selection as evaluating candidates' qualifications, skills, and abilities to hire those most suitable. A model shows the recruitment and selection process from needs analysis and job analysis to choosing methods, attracting candidates, testing, evaluation, and results interpretation. Accuracy of different selection methods like interviews, tests, and assessments are compared based on their correlation to job performance. References include books and articles on effective recruitment strategies.

Uploaded by

Viral Patel
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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1.

INTRODUCTION:-
In recent competitive world it is important to recruit right person, at right place and on right
time for every organisation. The fundamental act of Human Resource Management is
effective recruitment and selection of employees. If they maintain effectively and efficiently,
they can establish significant impact on organisation performance along with leading to more
absolute vision of the organisation. This assignment explores recruitment and selection
process and its correlation with job performance with appropriate evidence and best practical
approach suitable to it.

DEFINITION:

Recruitment is the procedure to recognize and engaging potential candidates from internal or
external organisation to initiate evaluation and stimulation for their future employment. After
identifying candidates, HRM create selection process, which includes acquiring, measuring
and evaluating the information of qualifications, skills and abilities of candidates and hiring
those with greater likelihood for suitable position.

Recruitment & Selection Process Model:

Organisational Identify Selection


Needs Analysis Job Analysis Criteria

Administer Tests
Choose Selection Attracting
and Selection
Methods Candidates
Methods

Interpreting
Results Evaluation

Page | 1
Accuracy of some methods of Selection:
1.0 Perfect Prediction

0.9

0.8

0.7

Assessment Centres (Promotion)

0.6

Work Sample Tests

Ability Tests

0.5

Assessment Centres (Performance)

Personality Tests (Combination)

0.4

Bio-data

Structured Interviews

0.3

0.2

Typical Interviews

References

0.1

0 Zero Prediction

- 0.1 Graphology, Astrology and chance prediction

[Source: Armstrong, Michael (2006) A Handbook of Human Resource Management Practice.


10th edition]

Note: The figure indicates the correlation between each selection method and job
performance, where 0 indicate there would be no relationship and 1 indicate there would be a
perfect relationship.

Page | 2
Ref : HR magazine adidas group

http://batey.tm.mbs.ac.uk/creativity/getting-recruitment-right-and-why-now-is-the-time-to-
do-it/

refer m Armstrong page no 433

Johnson n Johnson case study

Page | 3

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