Interview interview apply test interview

battery

appoint appoint appoint

Fig. 2 The recruitment process

It can be seen that the firm may choose one of three ‘routes’ through which it might make an appointment. The route it chooses will depend on the level and nature of the job. Routes 1 and 2 will be used for the selection of wage paid and lower grade salaried workers and junior managerial posts. The external recruitment agency is most likely to be used for higher level managerial appointments and the ‘headhunter’ only for the highest level jobs where the salary exceeds 50,000 pounds sterling per annum.

3.4 Comprehension

3.4.1 Answer the questions using the active vocabulary and Unit 3 Glossary.

1. What are the basic factors of manpower planning?

2. What are the principal elements in the process of generating a corporate manpower plan?

3. What economic, social, political, and technological influences on the organization can you think of?

4. Can we say that the manpower plan is a part of the corporate plan?

5. What kinds of workforce are required in the organization?

6. What are the elements of the manpower policy?

7. What are the sources of manpower planning information?

8. What problems does the manpower plan allow to avoid?

9. What is labor turnover?

10. Why is a certain amount of turnover good for an organization?

11. What are the three groups of reasons why workers leave an organization?

12. What is the role of the personnel manager in relation to the labor turnover?

13. What can he do eliminate a high rate of labor turnover?

14. Why is recruitment central to the work of the personnel function?

15. What is the difference between job analysis and job description?

16. What items should be included in the job description?

17. What other uses of a job description do you know?

18. What is the difference between job description and job specification?

19. Describe the three routes of recruitment process as shown in Fig.2.

3.4.2 Mark these statements t(true) or f(false) according to the information in the Text and Unit 3 Glossary. If they are false say why.

1. Manpower planning is a process which defines staffing requirements & maintains the same through promotions & hiring of fresh talent.

2. Manpower policy concerns training, redundancy, redeployment, recruitment, natural wastage and pay structure of personnel.

3. Corporate plan is subordinate to manpower plan.

4. The firm’s ability to meet its manpower requirements doesn’t depend on the demand and supply side factors in the labor market.

5. Natural wastage is the process of employees leaving their jobs because their employer makes them leave, rather than because they want to retire or move to other jobs.

6. Labor turnover is the rate at which an employer gains and loses employees.

7. Management action, involuntary and voluntary departure are three groups of reasons why workers leave an organization.

8. Morale is an intangible term used to describe the capacity of people to maintain belief in an institution or a goal, or even in oneself and others.

9. The stages in headhunting include sourcing candidates by advertising or other methods, screening potential candidates using tests and/or interviews, selecting candidates based on the results of the tests and/or interviews, etc.

10. Job analysis is based on job description.

11. Job description is a statement of employee characteristics and qualifications required for satisfactory performance of defined duties and tasks comprising a specific job or function.

12. Job security is part of the terms of employment and is designed to reduce uncertainty for both employees and employers.

13. Job enrichment is the same as job enlargement.

14. Recruitment Routes 1 and 2 will be used for the selection of higher level managerial staff.

15. Incentives are created by employers to motivate employees.

16. Human Resources function is the same as Personnel Management function.

17. In contrast to Personnel Management Human Resources function reflects the adoption of a more quantitative as well as strategic approach to workforce management.

18. Career ladder typically describes the progression from entry level positions to higher levels of pay, skill, responsibility, or authority.

19. Perks are given to employees who are doing notably well and/or have seniority.

20. Work is specific employment activities associated with a production process that are usually undertaken by a single worker.