Strongpreneur#Business Growth Strategies
January 17, 2019 400
Strongpreneur#Business Growth Strategies
January 17, 2019 400
The main purpose of a personnel department must be to recruit staff of the right caliber and to keep them in employment subsequently. High labor turnover is bad in many ways and is expensive. The recruitment of the type of staff who will fill positions in the office can never be regarded as an easy affair. Much is spent on training the right type of staff for the specialized office work. All the same, management spends much on advertising and summing experts to interview prospective workers. It is not uncommon to see qualified staff as a result of training but the experience in the job may be lacking. All different sources of staff should be known and used, according to the kind of staff required.
Sources of Staff
This usually takes place based on:
Often, too many staff are engaged on the strength of an interview, and while these have the all-important quality of assessing personality (the right kind of personality is required in all applicants), it is suggested that an occupational test which tests the ability of the applicant to do the job is most valuable. The test of whether good quality candidates are obtained, and insufficient numbers. The company’s whole personnel policy may be involved, for recruitment is facilitated by good policies of training, pay, and promotion.
To select the best out of the many qualified applicants for limited vacant positions management may resort to testing. Many kinds of tests can be used namely, Intelligent Test, Aptitude Test, Occupational Test, Psychological Test, and Medical Test.
In deciding the applicant to be engaged the job itself has to be considered. The job has to be analyzed in terms of what has to be done. Quality rating a means of defining jobs in terms of the human characteristics or qualities necessary; the work can be considered under technical, physical/personal, intellectual, emotional and volitional characteristics.
While interviewing applicants the necessary qualities are used in assessing the applicants. However, we cannot regard quality rating as being correct because some of the qualities can only best be assessed when the worker has started work and is watched closely by the immediate superior. However, the quality rating is best adopted when the applicants are interviewed by members of aboard. This makes for uniform assessment. When an applicant leaves the interview room, marks awarded by members are compared.
The quality rating can still be used for the appraisal of the serving staff. It reveals the type of training that is needed for a worker’s efficiency-trying to improve his personal qualities. Also, it can be used in recording the progress of the worker while on the job.
The format below can be used in quality rating:
The following should be considered and scored.
In assessing the candidate for all the above-enumerated qualities, the following ratings could be used:
This means bringing the job seeker before a panel of experts to determine through questioning whether he is suitable for the post or not. This method seems to be the most important means of selecting workers, it is always better for the interviewers to plan for the interview quite in advance since the time spent with the job seeker is rather short.
Having employed the available means of letting people know of existing vacant posts, the management receives an application. Each application is considered on its merit to determine whether the applicant qualifies for an interview or not. The applicants are short-listed for an interview if they so qualify. Before applicants are shortlisted the following procedure may be adopted. Firstly, a decision about whether the man or woman wanted is taken. Secondly, applications of those outside the desired age and experience are eliminated. Thirdly, the style adopted in writing the application is considered and lastly the shortlisting is made, it may be advisable to invite all that applied for a job if the number is small. All the same, it is always good to write to thank all applicants not selected for an interview after the positions might have been filled.
When conducting the interview many things must be taken into consideration. The interviewers must decide on what to know from the applicant. The agreement must be reached by the panel of interviewers on the method of assessing applicants. Marks are awarded to each applicant depending on how he answers questions put to him/her. The interviewer is advised not to record in the presence of the applicant the marks he is awarded as this may affect his/her disposition in the interview room.
The duration of an interview must be determined before an applicant is called in. Depending on the level the interview is being considered for, the time spent with him should not be too long. Only in senior appointments should interview last more than half an hour and not more than one hour as many experts are supposed to interview him.
The interview room must be well prepared for the purpose. The room should be well lit and attractive so that candidates are at ease. As much as possible, the interview should be conducted in a room where telephone calls will not disturb the candidates. Each candidate should be provided with a comfortable chair which is on a level with those of the members of the panel conducting the interview.
In conducting the interview friendliness should be combined with a business-like approach. It should be borne in mind that the interview is not meant to show how knowledgeable the manager is but to ascertain the suitability of the candidates. Bearing this in mind questions asked would enable the candidates to express themselves at length and freely too.
While the interviewers want to learn about the candidates, the candidates also want to learn about the job and the executive or manager. Efforts should be made to let the candidates know about the work they want to do, for it is never appreciated when a worker is employed only to be seen leaving because of some dissatisfaction. In short, the candidates should be told about the job conditions of service and promotional prospects. They should feel free to ask questions at any point at all.
Result of Interview
When the interview has come to an end, notes and scores made by the interviewers are compared. From these, the candidates to be engaged are selected, bearing in mind their personalities, abilities to do the job and disposition during the interview. The interviewers must be convinced that those selected are those that can fit in happily in the employment. Finally, the selected candidates are written and appointed.
Before staff can be successfully placed in the organization, it is necessary to know the different jobs and the personal requirements of those jobs (job analysis). To this end, many firms have found it to be of great advantage to introduce a system, of-job-grading. One of the biggest accessory manufacturers in the car industry claimed in the late 1960s to have eighty-five percent of its employees covered by its job grading scheme, which entails the assessment of every job (not of worker) and the awarding of a weighted number of points to the following common factors:
Advantages of Job Grading
Training has been described as the adapting or molding of a person to increase his fitness for a specific activity. The full meaning of training is more than just education which is concerned with imparting knowledge; because training involves experience in doing a job as well as education.
Training is important, because:
Kinds of Training
A company should give attention to the training of its entire staff, according to requirements:
Methods of Training
Methods will vary according to the kind of training involved.
Essentials of a good training policy are:
Problems of Recruitment and Training
Conditions of Service
It is advisable to give every employee 3 brochures or another statement of the company’s conditions of service, and ideally, to get them to sign that they accept employment on those conditions.
Such booklet will not only fix conditions of the contract of service but will also give the new employee information about welfare training, promotion, etc., the information contained in such a book will include:
As an aspect of personnel, promotion should be linked to recruitment, training and wages and salary policies.
Promotion is important because it can ensure continuity of management, and is probably the greatest of incentives to workers.
Promotion or External Appointment
Employers must weigh at the relative advantages of each method.
Advantages of Internal Promotion
Advantages of External Appointment
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