DEPARTMENT OF BUSINESS ADMINISTRATION AND ENTREPRENEURSHIP, BAYERO UNIVERSITY, KANO.

HUMAN RESOURCES MANAGEMENT BES 4303

COURSE FACILITATORS:

DR. BALARABE A. JAKADA MUSA B. ABDULLAHI

STAFFING
RECRUITMENT, SELECTION AND PLACEMENT

Introduction For an effective personnel management, an organization must have an accurate and contingent information as to the number of people needed to perform various jobs and the qualifications needed by these people for effective performance of the jobs.

Definition

Staffing is one of the

function of HRM for identifying positions and vacancies and obtaining the right personnel to fill them.

Staffing
If an organization is to function

effectively and efficiently, neither a shortage nor a surplus of personnel should be allowed to exist for any significant period. Staffing function entails: Recruitment Selection Placement

Recruitment This is concerned with the process of searching for prospective employees and stimulating them to apply for job(s) in an organization. In other words, it is the process of creating a pool of applicants from which to select when the need arises.

Sources of Recruitment

There are two sources

of recruitment: 1.Internal Sources 2.External Sources

Internal Sources Reviewing of personnel records. Use of appraisal forms. Recommendation from sectional head. All these can generally be carried out in the following ways: a. Promotion b. Transfers c. Recalls from Layoffs d. Demotions; and e. Upgrading

External Sources
Unsolicited Application Walk-in (Applicants) Government Employment Agencies

e.g. NDE, CSCs etc. Private Employment Agencies e.g. Management consultants etc Advertisement or Solicited Application Educational Institutions

External Sources

Employee

Recommendation or Referral Aid and Labour Unions Professional Contacts

Consideration in Recruitment
o Cost

of Alternative sources between internal and external, solicited and unsolicited etc. o Candidates expectations based on experienced and qualifications o Organizational Policy

Consideration in Recruitment Other considerations apart from the three mentioned, are: The nature of the labour market The Labour Market Boundaries i.e. interaction of the forces of DD and SS to affect prices of labour. Organizations attractiveness General Economic Conditions

Advantages
Internal Recruitment
Saves

time

and

Costs. Acts as a morale booster to employees. Errors of Wrong selection are minimized.

External Recruitment Recruitment of new potentials Overcome problems of nepotism, favoritism, godfatherliness. Broaden the image of the organization outside

Disadvantages

External Recruitment Internal Recruitment Leeds to inbreeding Selection Error may occur Due to manipulation and It takes time to adjust

the new fraudulent acts, to wrong people could environment It is costly and time be selected consuming Leeds to frustration might be to some employees There that are due for antagonism between promotion but old employees and new employees denied.

THE SELECTION PROCESS

Introduction
The optimum utilization of each and every

employee is essential if maximum job satisfaction from the employee and productivity for the organization are to be achieved. Once manpower standards are established and jobs specification written together with the recruitment process, then the SELECTION and PLACEMENT including transfers and promotions can operate on a sound footing.

Definition

Personnel Selection is the

process whereby applicants are segregated into various categories according to their acceptability for employment

 Applicants

Importance of selection

who have been selected carefully usually learn job tasks easier. They tend to become high producers and are usually happy in their jobs. It reduces the need for and the cost of training and development.

SELECTION INSTRUMENTS There are basically five major selection instruments: Application Blanks Interviews Physical Examination Formal Tests Assessment Centre

Application Blank Application Blank is the traditional device for recording such biographical information as age, previous education, work experience, association membership, police records, outstanding debts, home ownership, leisure time activities, and health histories.

Application Blank
Here, information needed from applicants

can be divided into: Identifying information Personal information Physical Information Educational Qualification Employment Experience References Comments and Remarks

Application Blanks

The

main essence of application blank is to test the applicants abilities to write, organize their thoughts and to present facts clearly and succinctly.

Interviews
This selection device enables the person

responsible for hiring to appraise directly the applicant and his behavior. It provides a correct sample of the applicants behavior, motivation, and interpersonal skills. It has a combined effect of permitting the interviewer to know more about the applicant, his background, interests and values, while also providing an opportunity for the applicant to know more about the organization and the job.

Types of interview

Depth or Unstructured

Interview Patterned or Structured Interview Stress Interview

Advantages of Interview
It is the most flexible tool of selection and

as such it can be used for many different types of jobs and people. It can emphasize on the applicants formal qualification or seek to measure his personality. E.g. Personnel Manager may seek to assess personality while the line manager may look for technical ability and experience.

 The interviewers may be ill-prepared for the

Shortcomings of Interview

interview in terms of knowing about the organization, the job, and questions that will bring-out the suitability or otherwise of the applicant. Tendency to ask overlapping questions and ignore others that they should have asked. Halo-effect Contrast effect Order effect

 Another

Interview- Non Verbal Components

important aspect of interview is the non-verbal components i.e. The part not said with words like body movements, gestures, eye contact, and physical appearance. Often interviewers put more importance on the non-verbal cues than the verbal

Guides for Conducting Interview

The interviewer should listen to the candidate in a

patient and friendly but intelligently critical manner. The interviewer should not display any kind of authority. The interviewer should not give advice or moral admonition. The interviewer should not argue with the candidate

Guides.
The interviewer should put the applicant

at ease. Ask specific questions Never criticized or register disapproval of what the candidate says or does. Use pauses to let the candidate say more, resist talking during the pauses to give him time to reflect

Guides.

Ask the question and then

stop talking let the candidate do the structuring. Give the candidate adequate information about the jobs and the organization

Physical Examination

This

type of assessment measures the physical fitness of prospective employee to a particular job. E.g. a person with a defective eye sight will not make a good driver etc.

FORMAL TESTS

Tests provide a more objective

means of measuring ability of uncovering qualities and talents that would not be detected by interviews or by filling application blanks or even by physical examination.

TYPES OF FORMAL TESTS

Performance Test Intelligence Test Aptitude Test Personality Test

ASSESSMENT CENTRES

This is a series of three to four

exercises that are aimed at processing candidates. The instruments used in processing include such things as depth interviews, personality and intelligence tests, etc.

PLACEMENT

Placement

Placement

the matching the individuals skill, knowledge, ability, personality, and interest with the job.

is of

INDUCTION OR ORIENTATION
Before an individual gets integrated into

the main stream of the organizations work, an orientation or induction session is usually done to help introduce to the new entrants what the organization is and is doing, what they can benefit from the organization and what the organization can benefit from them (rules, regulations, policies, practices, introduction to colleagues etc.

Reasons for Induction or Orientation New employee feel secured in his job and the environment Eradicate misconception because he will have his questions answered and problems discussed. Help new employees adjust to their new environment Contributes to safety Rules and Regulations are made known

Requirements of a good Orientation Programme The organization- History, present position etc. Products or Services Produced Canteen Services Employment Conditions Relationship with others The Organizations Structure Committees in Existence and Roles

Orientation
Union Membership Check off Grievance Procedure Going Round the factory/plant and introduction to the different units Safety Rules and Regulations as well as use of safety device

General Guidelines
Too much emphasis should not be given to

what an employee should not do, this is because despite the fact that it is the most logical way of making him acquaint with the organizations rules and regulations, over emphasizing the donts would tend to give the programme a negative turn. It is better to make the employee understand the significance of the rules because this will encourage him to abide by them

THE END
THANK YOU