View full document. Question 5 4 out of 4 points Which of the following is a part of the recruiting phase of the staffing process? Answer. Selected Answer: Correct Answer: developing and conducting job fairs Question 6 4 out of 4 points According to the overall staffing organizations model, HR and staffing strategy are driven by ...
Mar 15, 2017 · Question 1 4 out of 4 points Which of the following is a part of the recruiting phase of the staffing process? Selected Answer: developing and conducting job fairs Correct Answer: developing and conducting job fairs
The first step in the recruitment process is acknowledgment of a job opening. At this time, the manager and/or the HRM look at the job description for the job opening (assuming it isn’t a new job). We discuss how to write a job analysis and job description in Section 4.1.2 “Job Analysis and Job Descriptions”.
Jan 08, 2013 · An example of a core staffing activity is internal recruitment which paves the way for existing employees to fill in vacant positions either through promotions, supervisor referrals and employee referrals. Firm's are most likely to pursue internal recruitment for the reason that this strategy is a means to cultivate stable and committed workforce likewise, this is known to …
The recruitment process is an important part of human resource management (HRM). It isn’t done without proper strategic planning. Recruitment is defined as a process that provides the organization with a pool of qualified job candidates from which to choose.
Recruitment is defined as a process that provides the organization with a pool of qualified job candidates from which to choose. Before companies recruit, they must implement proper staffing plans and forecasting to determine how many people they will need.
The job analysis is a formal system developed to determine what tasks people actually perform in their jobs. The purpose of a job analysis is to ensure creation of the right fit between the job and the employee and to determine how employee performance will be assessed. A major part of the job analysis includes research, which may mean reviewing job responsibilities of current employees, researching job descriptions for similar jobs with competitors, and analyzing any new responsibilities that need to be accomplished by the person with the position. According to research by Hackman and Oldham (Hackman & Oldham, 1976), a job diagnostic survey should be used to diagnose job characteristics prior to any redesign of a job. This is discussed in Chapter 7 “Retention and Motivation”.
Job specifications, on the other hand, discuss the skills and abilities the person must have to perform the job. The two are tied together , as job descriptions are usually written to include job specifications.
Two types of job analyses can be performed: a task-based analysis and a competency- or skills-based analysis . A task-based analysis focuses on the duties of the job, as opposed to a competency-based analysis , which focuses on the specific knowledge and abilities an employee must have to perform the job.
Physical demands of the job, such as the amount of heavy lifting or ability to see, hear, or walk. Personal abilities required to do the job—that is, personal characteristics needed to perform well in this position. Specific skills required to do the job—for example, the ability to run a particular computer program.
Job functions (the tasks the employee performs) Knowledge, skills, and abilities (what an employee is expected to know and be able to do, as well as personal attributes) Education and experience required. Physical requirements of the job (ability to lift, see, or hear, for example) Figure 4.3 Sample Job Description.