Ministry of education and science of the Republic of Kazakhstanof internayional business Management
paper В«Personnel managementВ» a theme: В«Recruitment and selectionВ»
Made by:
course student
group managementDilyara
2011
Contents
recruitment selection interview
Introduction1. Theoretical basis recruitment and selection methods
.1 Internal or external recruitment
.2 Job resume
.3 Job interview
.4 Recruitment process design and development2. Evaluation of methods of recruitment and selection on example of Procter and Gamble LLC
.1 Procter and Gamble, job areas and job descriptions
.2 Procter & Gamble application processof used literature
Introduction
Recruitment and Selection Process is one of the basic HR Processes. Recruitment and Selection is very sensitive as many managers have a need to hire a new employee and this process is always under a strict monitoring from their side. The Recruitment and Selection Process must be simple and must be robust enough to operate excellently in the moment of the insufficient number of candidates on the job market and the process must be also able to process a large number of candidates within given time limit. The clearly defined Recruitment and Selection Process is a key to the success of any Human Resources Department.Recruitment and Selection Process has several critical points. The Recruitment and Selection Process is very sensible to the changes in the internal organization of the company and to the changes on the external job market.whole Recruitment and Selection Process must meet several criteria: process must be easy to understand for the target audience of the Recruitment and Selection Process. The process is not created for employees of HRM, the process is developed mainly for the managers in the organization. The managers are the most important clients of the Recruitment and Selection Process, HRM has to follow the standard defined in the Recruitment and Selection Process. HRM cannot afford to draw the nice process maps and document flows in the organization and not to follow them. When HRM does not follow the rules defined, then HRM cannot expect the managers to define such a process.must be able to get a buy-in from the managers in the organization to use standards defined and to keep the process consistent. For example the graph illustrates one of the most common mistakes in the Recruitment and Selection Process. The HRM starts to fill the vacancy without a clear agreement about the profile and job content of the vacancy to be filled. This mistake takes a long time to correct and the whole cycle ...
