F11-077 - Phung Phuong Thao.v.1.1.docx

60 assessment of the approach to recruitment and

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6.0 Assessment of the Approach to Recruitment and Selection, Development and Training, Performance Management and Reward Systems Intro paragraph Human resource management (HMR) is the managemnet of the whole force. It includes an organization, a company, a society, and a human resource. HRM have to approach to recruitment and selection, development and training, performance management and reward systems.HMR is the policy design an implemention of the areas of activity to make human value contributions including areas such as humnan resources,development Sources of Recruitment Sources of Recruitment includes : Promotion,retirements,former employees, transfer and internal advertisement.Benefits of internal sources of recruitment is training cost is saved as employees towards the orgnization, traning cost is saved as the employees already know about the nature of job to performed.However,sources of recruitment have limitations.Its may leads to encourage to favouritism, may not be always in the good interest of the organization, the performance of the exsisting employees may not be as eficient as before. Job Analysis, Job Descriptions, Personal Specifications and Competency Frameworks Selection Job analysis The process of learning job content so as work to out the conditions of labor,responsibilities one performing the work, and also the qualitiesand skilles need to perform will the work.This is a method that indentifies responsibilities, the skills needed to perform the work .This is ofteen additonally the method of crucial the distintion of one job to a different Job Descriptions
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Job descriptions that outlines the duties and responsibilities related to employment assignment and therefore the conditions for the person playacting the task. Job discriptions ought to be written in easy language, creating comparisons with alternative jobs and simple to know because the recipient of the task Personal Specifications The personal specification may be a description of the qualification, skills, experience, information and alternative attributes ( selection criteria) that a candifate should possess to perform the duty. The specification ought to be dirived from the duty description and forms the inspration for the achievement method. You ll use the person specification as a basis for your choice at shortlisting, presentation/test and interview stages. Interview queries and choice tests ough to addition derive from the person specification and be designed to elicit a lot of proof on candidates against the standards. The person specification ought to event be accustomed write yours ad for the position Competency Frameworks A competency frameworks effective defines role responsibilities and organizational behavaviors. A abilitiy could be a set of skills, knowledge, abilities, attributies, experience, temperament traits and motivatiors that includes a prophetic price effectively performing arts in an exceedingly job.
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