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BACHELOR OF HUMAN RESOURCE MANAGEMENT

WITH HONOURS

BBPB2103
HUMAN RESOURCE MANAGEMENT
JANUARY 2019

910210125681001
910210-12-5681
016-5847469
vuichian@hotmail.com
nicholas01@oum.edu.my

PUSAT PEMBELAJARAN: OUM LAHAD DATU

SEMESTER: JANUARY 2019

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 CONTENTS
Page
1.0 Introduction 1
2.0 Two Methods of External Recruitment 2
2.1 Schools, Colleges and Universities
2.2 Advertisement
3.0 Important for an Organization to Perform Proper Recruitment Process 2-3
3.1 To Ensure Transparency the Hiring Process
3.2 Provides Consistency
3.3 Lends Credibility to an Organization
3.4 Helps write an Appropriate Job Description
4.0 Recruitment Method used For Office Clerk 4-5
4.1 Job knowledge
4.2 Attitude toward Job Assignment and Initiative
4.3 Dependability
4.4 Teamwork
5.0 Recruitment Method used for General Manager 5-6
5.1 Leadership
5.2 Skill and Qualification
5.3 Communication Ability
5.4 Ethic
6.0 Summary 7-8
7.0 References 9
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1.0 INTRODUCTION
This module is about how to approach recruitment, selection and induction of the people in
your business. It is designed for people starting to introduce a more formal business
approach, perhaps as more staff are taken on and the complexity of the farm business grows,
and for those employers wishing to improve their current approaches. Before talking about
the sources of recruitment, I will explain what is recruitment? Recruitment is defined as the
process through which potential job applicants are attracted from available labor force. It is
essential for every organization to attract enough quantity of potential job applicants who
possess the required attitudes & abilities that can be helpful for the organization to
accomplish its objectives. An effective recruiting process is followed by the selection of
effective employees. If the best candidates are not included in the group of job applicants,
then the organization is deprived off from such potential employees.

External sources refer to recruiting employees from outside the organization. The External
Sources of Recruitment mean hiring people from outside the organization. In other words,
seeking applicants from those who are external to the organization.

Manager

Admin Assistant
Clerk Manager

Chief Senior Senior

Cashier Executive Executive

Cashier File Credit Account General

Clerk Clerk Clerk Clerk Clerk

BANK ORGANISATIONAL CHART

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2.0 TWO METHODS OF EXTERNAL RECRUITMENT
There are many sources and places where an organisation can hiring employees from the
outside. In other words, seeking applicants from those who are external to the organization.
The following are the types of external sources of recruitment:

2.1 SCHOOLS, COLLEGES AND UNIVERSITIES

Direct recruitment from educational institutions for certain jobs which require technical or
professional qualification has become a common practice. A close liaison between the
company and educational institutions help in getting suitable candidates. The students are
spotted during the course of their studies. Junior level executives or managerial trainees may
be recruited in this way.

2.2 ADVERTISEMENT
Advertising is the most popular source of attracting applicants. It is a method of recruitment
frequently used for skilled workers, clerical and higher staff. Advertisement can be given in
newspapers, radio, television commercials, posters, billboards and professional journals.
These advertisements attract applicants in large number of highly variable quality. It also
depends on the cost that organisation is willing to bear.

3.0 IMPORTANT FOR AN ORGANISATION TO PERFORM PROPER

RECRUITMENT PROCESS
The recruitment process can be a hectic task for any companies. However, if you have an
effective recruitment and selection policy, then it significantly eliminates the employee
turnover and making it easier for you to choose the right candidate who not only meets the
work-related competencies but also complements the core values of your organization. A
recruitment and seletion policy is a document that summarizes the guiding principles
regarding how an organization will conduct the overall recruitment and selection process. The
policy has a pivotal role to hire the most suitable candidates based on the work ethics and
business goals that an organization seeks to serve.

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3.1 TO ENSURE TRANSPARENCY IN THE HIRING PROCESS

A recruitment and selection policy ensures that all the procedures related to hiring and
selection are performed transparently and all the members involved are following the
recruitment process with having complete confidence over the end-result. Moreover, being
transparent also means that candidates are always informed about the status of their
application and informed if they are awarded a job.

3.2 PROVIDES CONSISTENCY

A recruitment and selection process that is not consistent gives inconsistent results. Thus,
consistency is another reason for having an effective recruitment and selection policy.
Organizations should make sure not to set different selection criteria for each candidate as it
will them not be possible to determine the effectiveness of each individual. To achieve
consistency, a standardized process should be followed. Instead, it will be more beneficial if
organizations apply pre-determined criteria at all stages of the recruitment process as it will
eliminate the risk of bias and discrimination. Also, companies should conduct reference
checks prior to making any appointment with the candidate and should be performed in a
consistent manner.

3.3 LENDS CREDIBILITY TO AN ORGANIZATION

Another reason for having a set recruitment and selection policy is to show that an
organization is credible enough for applying. Today, there are several job vacancies that are
not genuine and many candidates get trapped into the hands of fake companies. Hence, for
gaining reliability, a company should follow specific application procedures that will make
the candidates feel confident for the position they are applying.

3.4 HELPS WRITE AN APPROPRIATE JOB DESCRIPTION

Having a good recruitment is essential because it assists the organization in writing an

accurate job description. An appropriate job description is an integral part of the overall
recruitment process as it clearly describes what primary and secondary task will be performed
along with the core competencies for a particular role.

An effective recruitment and selection policy not only fulfills the requirements of a job but
also ensures that an organization will continue to maintain its commitment to providing equal

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opportunity to employees. Adherence to such a policy will let you hire the best possible
candidates for your organization.

4.0 RECRUITMENT METHOD USED FOR OFFICE CLERK

Far from being dull, a job as a clerk is important to all companies, keeping things organised
and working behind the scenes to keep things ticking over. We take a look at exactly what
you can expect. Although there will always be some tasks that you have to complete every
day, administration project will help to break up any monotony and should add some interest
to your job as each will be quite different.

4.1 JOB KNOWLEDGE

Job knowledge is very important to all the staff. They can say it familiar with the rules,
regulations, guidelines or policies and legislation for their department or job function.
Normally we can see if there are long worked at their current department, they will
thoroughly familiar and knows some of next higher job. For example, Alex demonstrates a
high level of competency in the skills and knowledge required.

4.2 ATTITUDE TOWARD JOB ASSIGNMENT AND INITIATIVE

Through this method, it also assists the HR personnel to recruit a qualified candidates for a
position. It can be relied upon to carry out responsibilities even under difficult circumstances.
For example, consistently performs job duties and district initiative in a positive manner
without supervision.

4.3 DEPENDABILITY
Dependability is an important quality for a worker to possess because it enhances a wide
variety of job performance categories. A dependable employee not only shows up for work on
time everyday but also produces consistent work and apply company policies and business
strategies evenly to each task and assignment. For example, Alex effectively and accurately
completes work assignments with minimum supervision, and supports the work of others.

4.4 TEAMWORK
Teamwork is the collaborative effort of a team to achieve a common goal or to complete a
task in the most effective and efficient way. Teamwork helps solve problem. Collaboration
within a group can help solve difficult problems. Brainstorming is a good opportunity for the

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team to exchange ideas and come up with creative ways of doing things. By working
together, teams can find the solutions that work best. For example, teams create an
environment of support, boosting the confidence of individuals, allowing people do their
work best. Teamwork can create talents and raise natural leaders.

5.0 RECRUITMENT METHOD USED FOR GENERAL MANAGER

Business is full of terms that seem self-explanatory on the surface but often have nuances that
are not understood or considered. The title of General Manager, sometimes simply called a
GM, is one of those terms. This individual has broad, overall responsibility for a business or a
business unit within a larger organization. The role is particularly common in large global or
multinational organizations where businesses are organized along product lines, customer
groups or geographies. The general manager typically serves as the top executive for the unit
and is responsible for strategy, structure, budgets, people, financial outcomes and scorecard
metrics.

5.1 LEADERSHIP
Leadership based on John C. Maxwell define for as a leader who knows the way, goes the
ways and shows the way. A leadership quality must presence in a organization because they
must have the ability to take the right decision at right time. Apart from this, a simple
definition is that leadership is the art of motivating a group of people to act towards achiever
a common goal. For an instance, a General Manager should able to guide the line staff to
work according company’s goal, vision and mission for the year and motivate them to
achieve the target.

5.2 SKILL AND QUALIFICATION

As a General Manager must have a combination of functional expertise, core competencies
and professional traits that enable his to perform his job duties. The best performance
appraisal method for General Manager also depends on his skill and qualification. For
example, an essay evaluation that addresses each skill, function and competency is perfectly
suitable.

5.3 COMMUNICATION ABILITY

Communication ability also an important quality to evaluation General Manager. An effective
General Manager with this ability will delivers instructions to employees clearly and solicits
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feedback to ensure everyone is on the same page. He also be able to collaborate well with
other managers. For example, by meeting frequently to coordinate the activities of various
departments. A General Manager must able to provide upper management with frequent
updates concerning progress and brewing problems, as well as relay directives from upper
management in ways employees understand.

5.4 ETHIC
Professional ethic are principles that govern the behaviour of a person or group in a business
environment. Some general categories include whether the General Manager treats
employees with respect, adheres to fair hiring and firing standards and ensures employees
comply with ethical protocols and policies. Depending on the degree of autonomy the
manager has analyse spending to spot abuse, recommends the book “Cost Management
Accounting & Control”. For example, General Manager should not use company fund to give
themselves parks, such as a fancy office, company car or personal spending account.

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6.0 SUMMARY
In the conclusion, a well-reputed company takes a decision which is going to favour that
company in every single manner. And in one of the decisions like hiring a new candidates for
the post offered, the company takes up two different sets of the selection process and that can
be internal and external recruitment. We can see most of the time a reputed and successful
company comes to a situation where they identify the need for the company and they go with
an external recruitment process, where a new candidate will be hired for the post outside the
company.

An effective recruitment and selection process reduces turnover, we also get much better
results in our recruitment process if we advertise specific criteria that are relevant to the job.
Include all necessary skills, and include a list of desired skills that are not necessary but that
would enhance the candidate's chances. If we fail to do this, we might end up with a low-
quality pool of candidates and wind up with limited choices to fill the open position. When
we choose a candidate based upon the qualifications demonstrated in the resume, the
interview, employment history and background check, we will land the best fit for the
position. Based on our decisions about a specific candidate upon specific evidence rather than
any gut instincts. If we hire people who can do the job instead of people we merely like, we
will have higher productivity and quality in our products or services.

The recruitment and selection process is the time we not only identify a candidate who has
the experience and aptitude to do the job that we are looking to fill, but also to find someone
who shares and endorses our company’s core values. The candidate will need to fit in well
within our company’s culture. The selection and recruitment process should provide our
company with an employee who adapts and works well with others in our business. Failure to
recruit and select for the long term can result in high turnover.

Besides, selection function provides a vital opportunity for us to focus on what candidates
can offer our company. It is important to select carefully, either by using our own judgment or
by enlisting the help of managers we trust. The interviewer must know what the job is and
what will be required for a new hire to perform well. The interview process also allows us the
opportunity to express our company’s vision, goals and needs. Last but not least, it is vital

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that the interview elicits responses from applicants that can be measured against our
expectations for the position. If we do not use the interview to effectively eliminate applicants
who do not fit into the company culture, we might end up dealing with turnover, confusion
and disgruntled employees.

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REFERENCES

1. https://study.com/academy/lesson/external-recruitment-advantages-disadvantages-
methods.html

2. www.failteireland.ie

3. www.topechelon.com

4. https://hr.ucr.edu/recruitment/guidelines/process.html

5. https://businessjargons.com/external-sources-recruitment.html