Human Resources

Eslsca

Human Resource Management

Final Exam

Name:                Yasmine Samir Ragab

Class:                53-D        

Date:                12th Dec, 2017

General Guidelines

• Attempt all questions. They are equally weighted.
• The answer of each question should be in 3 to 5 pages.
• Practical application to the answers is a must.
• Your reference book should be one of our resources to solve the exam.
• The exam answers should be delivered in a hard copy. Soft copies or answers sent by email are not accepted.
• Abide to the agreed date and timing of exam answers delivery to avoid rejection to your answers or at least penalty.
• Cheating or plagiarism subjects your exam answers to an F.

Question One

Being an employment manager at your organization, you are required to recruit and select employees to the job openings. Set the detailed action plan to recruit and select identifying the considerations to take into account.

Recruitment and selection are the two required steps for acquiring  people necessary to achieve the goals of the organization .Recruitment is the first step of hiring  where it is a process of finding and attracting qualified pool of applicants /candidates to fill job vacancy .Recruitment process is affected by several factors ,from applicant perspective and from organization perspective

From applicant perspective:

• Organization image : poor image can limit its attraction to applicants, many fresh  graduates know famous spots like Microsoft  where they can earn excellent salaries, receive outstanding benefits

• Salary & benefits : Most applicants are attracted to organization that pay well and provide good benefits to their stuff ( multinational companies)
• Job title: senior or junior jobs , junior jobs are easily acquired
• Job itself: Job description including roles & responsibilities
• Development opportunities : applicants seeks organization that will add experience ,knowledge &  career path
• Working conditions : working hours , shifts &  safety
• External Environment : Political reasons &  economic environment

From organization  perspective :

• Budget : Each job has benchmarking  which is the   market price  for the same position in different organizations , the organization budget  should be within the same market price to be able to attract candidates
• Labor supply: the availability of the skills required in the market
• Urgency: reflect the critical need for the position in short time  
• HR policy : internal or external hire where some organization has internal policies, such as “promote from within wherever possible,” which gives priority to individuals inside the organization.
• Employee branding : makes the company name stand out when applicants are researching employers.

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Recruitment process steps :

1. Determine internal recruitment methods :  many large organizations  always  post any new job openings and allow any current employee to apply for the position, this can be done by through different internal channels like internet , internal newspapers , mail or any internal communication channel that reach the internal employee

The internal recruitment can be employee promotion which develop entry-level employees for higher positions , it can be lateral move where the employee  transfer from one job to another job on the same level or demotion where some employee for example would like to move to less stress job

Internal recruitment has a lot advantages  :

• Employee motivation which encourages individuals who are qualified and ambitious and help them to develop their career path
• Improves the probability of a good selection because the hiring manager can check the employee internal appraisals
• Less cost : recruiting cost for internal employee is less than recruiting cost for external employee as all  channels that is used is less expensive ( no need for newspaper advertisement ) , reduces orientation and training costs

Internal recruitment can create problems if the organization uses less-qualified internal candidates only because they are there, when excellent candidates are available on the outside

Case :Our IT company is going to expand in different areas and decided to open new job posting for presales consultant to support the company expansion , after writing down the job description and as per the company internal policy that all new post for new job opening should be opened for internal employee

The HR posted the job at the intranet HR job posting platform and encourages the employees to apply by sending notification mails , the HR starts to collect employee CV and check their internal appraisals

1. Determine the external recruitment methods :In addition to looking internally for candidates, organizations often open up recruiting efforts to the external community, this can be done by different ways :

• Employee referrals : recommendation from internal current  employee( the referrer is a trusted highly skilled person) for job posting where the employee often gives the applicant more realistic information about the job than could be conveyed through employment agencies or newspaper advertisements. this reduces unrealistic expectations and increases job survival.

• Advertisements: Newspaper advertisement where “ looking for presales engineers who wants to assume responsibility and wishes to become part of our multinational organization, this is used when an organization would like to tell the public it has a position  
• Requirement agencies & executive agencies : public , private or consulting firms help employers and workers find each other , i.e. Job master & premier
• Schools & universities  : Educational institutions at all levels offer opportunities for recruiting recent graduates by offering for example internship summer training or job fairs that help fresh graduates to apply

• Professional organizations :Many professional organizations, including labor unions/ syndicates & military operate placement services for the benefit of their members
• Web-sumes & e-recruitment : applying online on the company website and using sites like LinkedIn
• Unsolicited applicants :  like walk-in who come to the company and leave their cv or want-add who apply the job application

1. Select the most appropriate recruitment channel : After having all the options, each organization can choose the channel that they will benefit the most of it. It can use a combination of different channels that can support its goal.

Case : Our organization used the intranet & email for internal communication and used LinkedIn , company website & requirement agency premier for external communication ,at the end of the recruitment  process , we will have pool of qualified candidates who submitted the cv or fill job application where we can start our selection process

Selection : it is the process through which the organization choose which applications will be hired to fill job vacancy , there is some consideration that the organization should take care of while selection i.e. law & regulations where we should have no of citizen hired in new organization , equal employment opportunity like gender consideration , HR policy like married couples working  together , internal & selection ratio where no of applicants hired to total no of applicants

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