DAY 6
Topic of the day
What is recruitment and its type
Policy of recruitment
What is induction
Theorists that has significantly contributed to the development of modern day management attitude in HRM
WHAT IS RECRUITMENT AND ITS TYPE
In an organization as an HRM manager, one of the major responsibilities is to hire or recruit the right candidate for a particular job position.
Recruitment therefore ids the process of finding suitable job applicants using advertisement, employment agencies, and word of mouth. An organization can decide to recruits its staff either, internally or externally and this world lead us to the types of recruitments which are;
Internal recruitments
External recruitments
INTERNAL RECRUITMENTS
This is the type of recruitments done within the organization and it involves considering present employees as applicants for an available position. These often occur in the mode of promotion and it provides motivation for current employees. An example is where the security man of an organization becomes or can become the accountant of such organization or even the HRM manager. This is what we call internal recruitments.
However, one of the advantages of this internal recruitment is that it saves costs as the organization does not shave to do any advertisement, employment agencies and work of mouth.
EXTERNAL RECRUITMENT
This is an intense process whereby companies have to post the job descriptions on different job boards in order to select suitable candidates for the job. An example is where Dangote Company wants a new manager or accountant, the moment where someone not within the organization is applying for that application or job role is known as external recruitment.
Recruitment methods depends of the following but not limited to;
Size of the organization
Type of position available
The nature of the labor force in the organization or in that particular area.
POLICY OF RECRUITMENT
Recruitment and selection policy is a statement of principles outlining how your organization should conduct its recruitment and selection process. The main aim of having such policy is to ensure that transparent and non bias recruitment and selection process is followed in order to ensure that the appointment of the best candidate and also to ensure that all candidates are selected based on merits and the candidates is free to carry out that job based on the organizational values and the goals of that organization.
REASONS FOR HAVING SUCH POLICY
To ensure that job description meets business requirements
The requirements process should be lawful
The candidate can be confident that is a genuine job offer.
To ensure that the process can be followed by all stakeholders.
STEPS FOR CANDIDATE SELECTION PROCESS
Suitability – this means writing an accurate position description is an important part of the recruitment process. It describes the primary takes involved as well as core competencies required to perform the role. As the HRM, you must ensure that the person can perform the role.
Consistency – it is expected that the HRM and hiring manager use pre determined criteria at all stages of the recruitment process in order to reduce the risk of bias and discrimination.
Legality – the recruitment should be legal. Privacy and equal opportunity legislation requires that the recruitment process is conducted in a fair and transparent manner.
Not all job advertisement are genuine therefore candidates have to be sure of the job vacancy.
Transparency – the recruitment and selection policy ensures that all stakeholders in the recruitment process (HR, departmental heads, line managers) are able to follow up the process and be confident of the outcome and also select best and transparent candidate without favoritism.
DUTIES OF EMPLOYERS
Under section 8 of the act, employer has duty to ensure employees safety, health and welfare at work as far as it is reasonably practicable. In order to prevent workplace injuries and ill health, the employer is required among other things to;
Provide and maintain a safe workplace which uses safe plant and equipment
Prevent risks from use of any article or substance and from exposure to physical agents, noise and vibration.
Prevent any improper conduct or behavior likely to put the safety, health and welfare of employees at risk.
Provide instruction and training to employees on health and safety.
Provide protective clothing and equipment to employees.
DUTIES OF EMPLOYEES
The duties of employees while at work are set out in section 13 of the act. These include the following;
To take reasonable care to protect the health and safety of themselves and of other people in the workplace.
Not to engage in improper behavior that will endanger themselves or others
Not to be under the influence of drinks or drugs in the workplace.
To undergo any reasonable medical or other assessment if requested to do so by the employer.
To report any defects in the place of work equipments this might be a danger to health and safety.
In HRM, it is very important to report accidents that occur in the organization. Al accidents in the workplace should be reported to the employer, who should record the details of such incident.
Reporting the accident will help to safeguard social welfare and other rights that may arise as a result of an occupational accident.
An employer is obliged to report any accidents that results in an employee missing 3 consecutive days at work (not including the day of the accident) to the health and safety authority.
Occupational accident is an unexpected and unplanned occurrence, including acts of violence, arising out of or in connection with work which results in one or more workers incurring a personal injury, disease or death.
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