HRM Lecture (6)

HRM Lecture (6) - 1 Chapter 7 Recruitment And Selection...

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Jeffrey Gold CHAPTER OVERVIEW This chapter begins by providing an overview of the critical processes of recruitment and selection. It emphasizes the importance of the psychological contract in achieving positive HR outcomes and the significance of issues of power. It then goes on to consider various legal issues, forms of discrimination and recent requirements on data protection and human rights. Recruitment is seen as an attraction process subject to variations in labour market conditions and variation of interests. The importance of a strategic view is considered to align performance requirement with roles specified in terms of skills and attitudes - often expressed as competences. e-Recruitment is also considered. Coverage of various selection methods is provided, based on a consideration of reliablity and validity issues. Chapter objectives After studying this chapter, you should be able to: 1. Understand the place of recruitment and selection as a stage in the formation of the employment relationship 2. Understand the key legal requirements relating to recruitment and selection 3. Explain the nature of attraction in recruitment 4. Explain the effectiveness of the selection interview 5. Understand the value of psychometric testing. CHAPTER OUTLINE Introduction Recruitment followed by selection are vital stages in the formation of the expectations that form the psychological contract between employer and employees. [Type text] 1 Chapter 7 Recruitment And Selection
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There are power considerations to bear in mind based on labour market conditions. For example, traditional approaches attempt to attract a wide choice of candidates for vacancies before screening out those who do not match the criteria set in job descriptions and personnel specifications (see Figure 7.1). There are wide variations in recruitment and selection practices reflecting an organization’s strategy and its philosophy towards the management of people. Employees can be seen as part of : a. the primary internal market (See Chapter 6) b. or the the secondary internal market Legal context In the UK the key legal provisions are contained in the Sex Discrimination Act, 1975 (amended 1986), Disability Discrimination Act 1996 and the Race Relations Act 1976 (amended 2000). Both acts disallow discrimination and in general there are three forms of discrimination which are against the law: 1 Direct - where workers of a particular sex, race or ethnic group are treated less favourably than other workers, for example in a policy to recruit only men to management posts. 2
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This note was uploaded on 10/24/2011 for the course HR 121 taught by Professor Staff during the Spring '10 term at S.F. State.

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HRM Lecture (6) - 1 Chapter 7 Recruitment And Selection...

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