HR Management: Recruitment, Selection, Training & More
HR Management: A Comprehensive Guide
Recruitment of Staff
Definition: A set of procedures designed to attract qualified candidates who can potentially fill positions within the company.
Sources of Recruitment
Recruitment markets are areas of human resource providers, explored through various recruitment mechanisms.
Means of Recruitment
1. Internal Recruitment System
Occurs when a company tries to fill a vacancy by promoting one of its employees (vertical movement) or transferring them (horizontal movement).
Advantages of Internal Recruitment
- Cost-effective: Avoids costs associated with external advertising or recruitment agency fees.
- Faster Process: Employees can be immediately transferred or promoted.
- Higher Validity and Security: The candidate is already known.
- Motivational: Provides employees with the possibility of promotion within the company.
- Promotes Healthy Competition: Encourages a healthy sense of competition among staff.
2. External Recruitment System
When a company tries to fill a vacancy with individuals from outside the organization.
Techniques for External Recruitment
- Targeted company advertisements
- Talks and lectures at universities and colleges
- Recruitment agencies
- Online platforms (e.g., LinkedIn, Indeed)
- Executive recruiters (headhunters)
Advantages of External Recruitment
- Fresh Perspective: Brings “new blood” and new experiences to the company.
- Enriched Human Resources: Introduces new ideas and perspectives, especially when the policy is to hire experienced staff.
- Leverages Investments: Capitalizes on investments in external recruitment efforts.
Personnel Selection
Definition: Choosing the right person for the appropriate position, or, more broadly, selecting the best candidate from a pool of recruited individuals.
Selection Criteria
- Formal Education: The level of education required for the position.
- Experience: The amount and type of work experience preferred.
- Physical Characteristics: Relevant physical attributes required for the job.
- Personality: Personality traits that align with the company culture and job requirements.
Selection Techniques
1. Background Analysis
Reviewing candidate information, particularly that contained in their curriculum vitae (CV).
2. Selection Interview
A crucial step in the selection process, allowing for direct interaction and assessment of the candidate.
3. Knowledge or Ability Tests
Designed to assess the candidate’s level of understanding, knowledge, and skills acquired through study, practice, or experience.
Types of Tests:
- Oral (verbal questions and answers)
- Written (written questions and answers)
- Practical (execution of a job-related task)
4. Health Examinations
Ensuring the candidate’s physical, psychological, and social well-being, as defined by the World Health Organization (WHO).
5. Conclusion
Based on the collected information, identifying the top two or three candidates for further consideration.
Recruitment Agreement
Definition: A convention where the employer and employee agree to mutual obligations, with the employee providing personal services under the employer’s direction and the employer providing compensation for those services.
Induction or Orientation
Definition: An activity that introduces a new employee to the company, its mission, their superiors, and their working group.
Components of a Formal Orientation Program
- Company history and general policies
- Description of products and services
- Company organization
- Personnel policies and practices
- Safety standards and measures
- Salaries, benefits, and services provided
- Work routines
Goals of Orientation
- Reduce Initial Costs: Helps new employees become more efficient quickly.
- Reduce Anxiety: Alleviates the fear of failure and insecurity in new employees.
- Save Time: Reduces the time supervisors and coworkers spend assisting new employees.
Training
Definition: A means to develop the workforce in their current roles, preparing them for the job and ensuring adequate performance.
Benefits of Training
- Improved Economic Performance: Increases the value of companies.
- Enhanced Knowledge: Improves understanding of tasks, processes, and functions.
- Positive Organizational Climate: Improves employee satisfaction.
- Goal Alignment: Helps staff identify with organizational goals.
- Open Communication: Fosters authenticity, openness, and trust.
- Improved Relationships: Enhances the relationship between supervisors and subordinates.
- Future Planning: Provides information regarding future needs.
- Effective Decision-Making: Streamlines decision-making and problem-solving.
- Increased Productivity: Improves productivity and work quality.
- Cost Reduction: Helps keep costs low in various areas.
Training Cycle
- Determining training needs and diagnosis
- Programming training needs
- Implementation and enforcement
- Evaluation of results
National Training and Employment (Chile)
A decentralized technical agency of the State of Chile, related to the government through the Ministry of Labor and Social Welfare.