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Employee Resourcing 2

The document outlines the employee resourcing process, which includes human resource planning, recruitment, selection, hiring, and induction. It details the selection process, various selection methods such as interviews and employment tests, and the steps involved in hiring and onboarding new employees. Additionally, it emphasizes the importance of induction in familiarizing new hires with the organization and its policies.

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Heshan Nikitha Amarasingha
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6 views37 pages

Employee Resourcing 2

The document outlines the employee resourcing process, which includes human resource planning, recruitment, selection, hiring, and induction. It details the selection process, various selection methods such as interviews and employment tests, and the steps involved in hiring and onboarding new employees. Additionally, it emphasizes the importance of induction in familiarizing new hires with the organization and its policies.

Uploaded by

Heshan Nikitha Amarasingha
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 37

Employee Resourcing

Bhasuri Amarathunge

1
Content

 Human Resource Planning


 Recruitment
Employee
 Selection Resourcing

 Hiring
 Induction

2
SELECTION

To be continued ….
Selection
Process by which an organization chooses

from a list of screened applicants, the


person or persons who best meet the
selection criteria for the position available
Selection is part of the recruitment process

concerned with deciding which applicants or


candidates should be appointed to jobs.

4
Selection Process 6

Appointment
5
Decision Making
4
Elimination of Background
Ineligible candidates Investigation
3

Interviews
2
Employment
Test
1
Applications
5 /Screening
Processing applications
When the vacancy or vacancies have been

advertised and a fair number of replies


received, the typical sequence of steps
required to process applications is as follows:

1. List the applications (reject, hold, interview).

2. Send a standard acknowledgement letter to


each applicant unless an instant decision can
be made to interview or reject.
6
3. Compare the applications with the key
criteria in the person specification

4. Scrutinize the possible again to draw up a


short-list.

7
Selection methods
 Interview

 Employment Test

 Background investigation

 Medical examination

 Practical exam/ test

 Assessment center

8
Interview
Interview is the oldest and most widely used

method
The style of the interview will be direct, based

on a question and answer session


Aims at obtaining information from a person

through oral responses to oral inquiries

9
Types of interviews

Number of Nature of the


participants in the questions asked at
interview the interview

 Structured interview
Individual Panel
interview interview  unstructured interview
 mixed interview

 Problem solving interview


 stress interview
10
1.Individual interview

An individual

interview is an
interview which
consists of one
interviewer and
one interviewee.

11
2.Panel interview

An panel interview

is an interview
which consists of
more than one
interviewer. As
several interviewers
do the evaluation of
an interviewee.
12
3.Structured interview

A structured

interview is an
interview that
includes a
predetermined
set of questions
that is address to
each applicants.

13
4.unstructured interview

 An structured interview is

an interview that does not


have a predetermined set
of that is address to each
applicant. Different
questions are asked from
applicants depending on
their background and
responses.
14
5.mixed interview

A mixed interview is a blend of structured

and unstructured questions. This type of


interview can be applied for recruitment.

15
6.Problem solving interview

A problem solving interview contains a set

of problems that the applicant will have to


face actually or may have to face on the
job if he or she selected to that job.

16
Employment Test

An employment test is an examination

specially held to assess the degree of


the suitability of the job applicant for the
job vacancy.
Eg: Intelligent test

Aptitude test

17
Background investigation

Background investigation is a special

investigation to reveal real background


of the job applicant. The main purpose is
to know what type of the person, the
applicant was.

18
Medical examination
 Medical examination is a special

test focusing on the physical


fitness of the job applicant.
 It examines job applicants health

and physical abilities.


 It tries to determine whether the
 This examination

job applicant is in a sound healthy should be done

state in order to perform by a recognized

successfully task, duties and medical doctor

19 responsibilities of the relevant


Assessment center

An assessment center

is a relatively new
method of selection
and it is used to
mainly for managerial
selection.

20
Hiring
Hiring
Hiring is the process of

appointing the
candidate selected to
the post/job which is
vacant.
Hiring Process

Preparation of Appointment Letter

Notification of Appointee

Follow -Up

Acceptanc Rejectio
e n
Entering to the contract
of Employment
(1) Preparation of Appointment Letter

The HRM department should prepare a letter of

appointment that contains terms and conditions


of employment and give it to every job candidate
who has been selected for a certain post.
 It is important to have separate appointment

letter format for permanent, temporary and


casual employees as terms and conditions differ
from the status of the employment.
Letter of appointment ,according to the
SHOP AND OFFICE ACT- Act No. 19

of 1954
Appointment letter must be Issued at the
recruitment
Second copy kept at office after signed by the

employee

25
25
Content of an appointment letter
 Name of the employee
 Designation and the nature of the appointment
 Date on which the appointment take effect
 Basic remuneration & Other payment
 Probation Period
 Normal working hours
 Leave entitlement
 Overtime rate payable
 Provisions of medical or insurance by the
(2) Notification of Appointee

Decision of selection and appointment is

to be notified to the successful


applicants by the relevant authorized
manager on behalf of the organization.
 Generally, at this level relevant letter of

appointment is issued.
(3)Follow -Up

Follow-up means an

attempt to ensure whether


the appointees accept the
job offers or reject.
 All the appointees might

not be able to accept the


job offers.
(4) Entering to the contract of Employment

After the appointee has

entered into the


contract of employment
he/she becomes really a
new employee to the
organization.
Probationary Period
Probationary period is a certain period of

time during which a new employee, who


was hired for a permanent post, works
for an organization.
Induction

31
Induction

 A procedure for
providing new
employees with
basic background
information about
the firm.
Induction is the function of

HRM that systematically


and formally introduces
new employees to the
organization, the jobs, the
work groups to which they
will belong and the work
environment where they
will work.
Information for Induction
 A Brief introduction of the Company

 Basic condition of employment

 Financial Benefits

 Leave

 Company rules

 Disciplinary procedure

 Grievances procedures

 Promotion Procedures

 Health & Safety


Stages of Induction
General orientation/Induction

Departmental
orientation/Induction

Specific job orientation/Induction


Benefits of Employee
Orientation
Help to get familiarized of the organization
and to develop positive attitudes
Reduce employee turnover
Help employees to perform better
Support employee to be a part of the team

Build up confidence

Increase recognition
Thank you

37

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