The finding that preference for male applicant is not often the practice is

The finding that preference for male applicant is not

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The finding that preference for male applicant is not often the practice, is quite comforting in view of the age long perception that construction is a male dominated industry and vulnerable to masculine stereotypes. In the banking and hospitality industry, female applicants, particularly beautiful and attractive young single ladies are preferred to attract customers (Adenugba and Ilupeju, 2012) . Table1: Recruitment and Selection Practices HRM Practices Std. Deviation Mean Rank Placement of right staff into the right department for the achievement of company general goals. 0.664 4.15 1 Screening of candidate for vacant positions 0.750 4.12 2 long term planning for human resources or manpower need of the organisation 0.865 3.93 3 Selection of staff based on quality & skill rather than academic qualification 0.853 3.79 4 Recruitment of staff for company general goal 0.928 3.77 5 Vacancies for staff are advertised internally & externally 0.930 3.58 6 Staff with high reputation are attracted with high salary from other companies 0.922 3.52 7 Conducting job analyses (determining the nature of each employee’s job) before assigning them 0.965 3.47 8 Internal advertisement of vacancies for qualified staff 1.016 3.17 9 Foreign trained applicants are given preference over local trained applicants 0.970 3.08 10 University graduates are given preference over polytechnic graduates 1.103 2.98 11 Staff are recruited via referrals only 0.677 2.93 12 Preference are given to male applicants over female applicants 1.178 2.79 13 Young applicants below 25 years are given preference over older applicants 0.891 2.62 14 4.2.2 Training and Development Practices Training is a planned process through which an organisation facilitates employees’ learning of job -related competencies. Fifteen variables on training and development practices were identified from literature (See Table 2). Table 2: Training and Development Practices HRM Practices Std. Deviation Mean Rank New staff are taking through company induction & training 0.632 4.37 1 Orientation and training of newly recruited employees 0.616 4.31 2 Training and development of staff on applicable softwares and tools for achievement of company goals 0.686 4.06 3 Staff are assigned on project based on skill & expertise 0.679 4.05 4 Allow staffs to be moved to another project at completion of a project 0.737 3.95 5 Training and skill development of managers (Leadership training) 0.736 3.93 6 Providing staff with opportunities for career development 0.725 3.9 7 Organising workshops, seminars and trainings to enhance employee skills 0.742 3.84 8 Career/professional advancement is encouraged among staff and necessary support is given 0.8 3.83 9 New staff are assigned to older employee for mentoring 0.677 3.79 10 Staff are engaged on project based on their experience on similar project 0.807 3.68 11 Staff are assigned on project based on availability of personnel 0.924 3.37 12 New staff are immediately assigned to projects 0.873 3.29 13 Staff are made to undergo training while waiting for the company to secure other projects 1.003 2.94 14 Low performing staff are dismissed from work without analysis/warning 1.182 2.06 15
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