Please enable JavaScript.
Coggle requires JavaScript to display documents.
CHAPTER 5: RECRUITMENT AND SELECTION - Coggle Diagram
CHAPTER 5: RECRUITMENT AND SELECTION
Recruitment
Job analysis
The process of collecting, analysing and setting out information about the contents of jobs in order to provide the basis for a job description and data for recruitment, training, job evaluation and performance management (Armstrong, 1999)
The output is the job description and person specification.
Job description
A functional document which outlines the ‘what’ elements of a job
Provide clear information to candidates about the organization and the job itself
Should also act as a marketing document that seeks to make the job look attractive to potential applicants
Person specification/competency profile in the recruitment context
Describes the personal skills and characteristics required to fill the position
Desirable criteria are those things which are considered over and above the minimum and should provide the basis for selection
Two most important person specification models
Rodger seven-point plan (1952)
Munro Fraser five-fold grading system (1954)
The ‘ideal’ front-line tourism and hospitality employee
Largely concerned with ensuring employees are responsive, courteous and understanding with customers, or in simple terms can demonstrate emotional labour
A number of methods which they can
consider in seeking to engage with their target market for new employees
Use existing employees
Use external contacts
Advertising and media
Internet
Individual company websites
Commercial websites
Selection
The selection process is a two-way process
People have the option to pull out of the process or turn down a job
The organization has the power in the process of selection.
The selection criteria
Selection does not take place in a vacuum,
There is also the context of whether the person
will fit in with the job requirements, so the person/job interaction is important
Selection process techniques
Interviewing
The central element of the selection process
Not very good in
predicting actual performance in the job
Tests and psychometric testing
A test may refer to something like a dexterity test for a manually skilled employee or an attainment test
Measure individual difference in aptitude, ability, intelligence or personality
Presentations
Problem-solving
May involve some element of role playing
Applicants will have the opportunity to demonstrate things like ability to work within a group, creativity, interpersonal skills and so on
In-tray exercise
Simulate an in-tray of a manager and the applicant has to go through the tray and make decisions on the problems that they find
The assessment centre
Ordinarily refers to a process rather than a physical centre