PAD214INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION LESSON 4 RECRUITMENT
SCOPE OF THE LECTURE Organization or firm needs new workers to fill up job vacancies. The process of filing the job vacancies normally done through recruitment process. The process of recruiting new employee can be done through various sources and normally involve several activities. This lecture explains the general recruitment practices that adopted by many organizations in the public and private sector.
OBJECTIVES OF THIS LECTURE Upon completing this chapter student should be able to: • Define the concept of recruitment • Describe the uses and importance of recruitment • Identify the process of recruitment • Describe the sources and methods of recruitment • Describe the roles of PSC in recruitment process.
WHAT IS RECRUITMENT • Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. • Recruitment is the process of finding and attracting capable applicants to apply for employment required in an organisation, or to fill job vacancies. • Process of identifying and hiring best-qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost effective manner.
THE RATIONAL OF RECRUITMENT • Recruitment is essential to effective Human Resources Management. It is the heart of the whole HR systems in the organization. The effectiveness of many other HR activities, such as selection and training depends largely on the quality of new employees attracted through the recruitment process. Most organisations have continuing need to recruit new employees to replace those who leave or are promoted and to permit organisation growth.
THE USES AND IMPORTANCE OF RECRUITMENT • Staffing – recruitment used to ensure that the organization has enough staff with a pool of qualified candidates. • Selection – recruitment process ensure the right candidate employed for the right job by reducing the numbers of obviously under-qualified and over-qualified applicants. • Performance - To increase Organizational and individual performance and effectiveness in the short and long term plans.
RECRUITMENT PROCESS • Determining what your exact hiring needs are (Job analysis) • Initiating a recruitment action (Sources of recruitment) • Issuing a vacancy announcement for the position (Job Advertisement) • Marketing the position to get high quality applicants (Application & Shortlist candidates)
Interviewing those candidates that you believe can perform the work of the position. • Selecting the “best qualified” candidate for each and every position you advertise based on selection criteria. • Retaining the employees once you have them (Notifying the successful candidate to take up the job; rejecting applicants that they have not been chosen).
SOURCES AND METHODS OF RECRUITMENT • Internal recruitment – getting the applicant/new employee from within the organisation. This can be implemented through this method:- • Job posting – filling the vacancies by transferring existing employees who interested in vacancies. • Promotion – filling the vacancies by promoting existing employee who can fulfil the requirement. • Secondment is where an employee temporarily changes job roles within the same company or transfers to another organization for an agreed period of time.
External recruitment – filling the vacancies by attracting applicants from external sources. • Through employment agencies – government and private employment agencies. • By contacting the public directly through advertisement in newspaper and media and job fair. • Direct recruitment from College and University. • Internet Recruitment / Cyber recruiter -Use internet in the recruitment process.
ALTERNATIVE S TO RECRUITMENT • Outsourcing – the process of transferring responsibility for an area of service and its objectives to an external provider. • Contingent workers – workers are employed in alternative work arrangement and serve as on-call employees, temporary help workers, and contract workers. • Employee leasing – professional workers offered by professional firm to work with other firm on a co-employment basis. • Overtime – extra working hours for current employee.
PUBLIC SERVICE COMMISSION (PSC) • To offer to Ministries/Departments for appointment to fill vacancies within 8 weeks from the date of receipt of requests for posts which do not require screening and 16 weeks for post which involve screening. • To deliver decisions on service exercises such as confirmation in services and pensionable status, transfer of service within 4 weeks after receipt of complete certification. • Disciplinary actions, promotion, promotion/disciplinary appeals to be completed 16 weeks, 12 weeks and 8 weeks after receipt of complete certification.
THE FUNCTIONS OF PSC The Public Service Commission of Malaysia’s function under Article 144(1) of the Federal Constitution stipulated 6 main functions of the Commission, which are; • APPOINTMENT • CONFIRMATION OF SERVICE • CONFERMENT INTO PENSION STATUS • PROMOTION • TRANSFER • EXERCISE DISCIPLINARY CONTROL
APPOINTMENT The Commission manages the appointment of personnel in the Public Service on permanent, temporary, contractual, temporary transfer and loan status. It also has the authority to terminate the services of personnel in the Public Service according to the appointment’s directive. In addition, the Commission has empowered Ministries and Federal Departments as well as relevant State’s Administrative Government for posts in the Support Group (Group C and D JKK).
http://www.spa.gov.my/portal PORTAL PSC
TUTORIAL • Define recruitment • Describe the objective and purpose of recruitment • Explain the recruitment process • Describe the sources and methods of recruiting new employee. • Describe the roles of Public Service Commission