Effective Recruitment, Selection, and Training Strategies
Recruitment Strategies
Recruitment involves three key areas: internal research needs, external market research, and defining the recruitment techniques used.
Internal Recruitment
Advantages: Cheaper, faster, further validation, and leverages existing training investments.
Disadvantages: May not be applicable throughout the entire organization. If the internally recruited employee fails, it can cause frustration.
External Recruitment
Advantages: Introduces new experience to the organization, renews human resources, and capitalizes on training and development investments made by other companies.
Disadvantages: More time-consuming, more expensive, can affect the company’s wage policy, and has less certainty than internal recruitment.
Mixed Recruitment
Combines both internal and external recruitment methods. This can involve prioritizing internal candidates first, followed by external candidates if needed, or vice versa.
Selection Process
The selection process uses information from job descriptions and analyses, critical incident techniques, staff requisitions, market position analyses, and working hypotheses.
Personnel Development
Personnel development includes training, staff development, and organizational development.
Learning is influenced by both:
- Genetic/Hereditary Factors: Sex, height, instincts, impulses, primary needs.
- Environmental Factors: Personal experiences, habits, customs, values, educational background.
Training
Objectives:
- Prepare individuals to perform various job tasks.
- Provide opportunities for personal development in current positions and for future roles.
- Foster positive attitudes and motivate individuals, creating a more satisfactory work environment.
Education encompasses everything individuals acquire from their social environment throughout their lives. It can be:
- Institutionalized: Organized and systematic.
- Diffuse: Disorganized.
Training Cycle
- Identify training needs.
- Develop and implement training plans and programs.
- Conduct training.
- Evaluate training results.
Key Considerations:
Determine who should be trained, who will conduct the training, what the training will cover, where the training will take place, how it will be conducted, when it will occur, and the associated costs.
Organizational Development
Results of Organizational Development:
- Increased efficiency
- Improved company image
- Improved organizational climate
- Enhanced relationships between employers and employees
- Increased overall effectiveness
Basic Assumptions: Based on the behaviorist concept of organization, coordinating various activities of individuals to facilitate transactions within the environment.
Organizational Culture
Encompasses the values, beliefs, lifestyles, and relationship styles that characterize each organization.
Organizational Learning Model
Facilitates learning for all members and promotes continuous transformation. It consists of five parts:
- Personal mastery
- Mental models
- Shared vision
- Team learning
- Systems thinking
Difference Between Traditional and Learning Organizations:
In traditional organizations, decisions are typically made by management, following a vertical chain of command. In contrast, learning organizations consider multiple perspectives.
Performance Evaluation
Performance evaluation assesses how well each person performs in their role and identifies potential for future development.
Objective: To measure human potential and determine the maximum capabilities of individuals.
Human resources are a competitive advantage for organizations and provide growth and development opportunities for members.
Graphic Scale Method
Uses a mathematical procedure to evaluate workers on a scale from low to high, making it easy to understand.
Advantages: Provides benefits, summarizes, and simplifies the evaluator’s work.
Disadvantages: Inflexible, subject to distortions, and may yield condescending results.
Forced Choice Method
Determines employee behavior and/or attitudes through a system of questions answered with approval or disapproval by the assessor.
Advantages: Eliminates the effect of generalization and is simple to implement.
Disadvantages: Complex to design, may not provide sufficient information on training needs, and does not give the evaluator a general overview of the evaluation.
Field Research Method
A specialist interviews the supervisor of subordinates to understand their performance.
Advantages: Allows the supervisor to evaluate the content of the position responsibilities, generates a profitable relationship with the specialist, and is one of the most comprehensive methods.
Disadvantages: High cost and slow process.