PART 3 RECRUITMENT AND SELECTION

CHAPTER 7 JOB ANALYSIS

1. Why is the definition of effective performance fundamentally important to the

whole system of HR management?
Effective performance fundamentally is about analyzing the job to minimizing
the risk, and increasing the probability of success. All the subsequent HR policies, such
as appraisal, development and reward are given the importance of making successful for
the company’s prospects

2. How would you define competences? Are there fundamental attributes that are
important for high performance?
Many companies use competences as the touchstone for the whole human resources
system so that recruitment, appraisal and training and development are all based on a
common standard of effective performance. Competences is used to describe the attribute
necessary for effective performance. Competences can be purely role related, or be a mix
of personal and job attributes.
Fundamental attributes that are important for high performance
Achievement motivation
Complex thinking
Customer-service orientation
Developmental ability
Delegation
Technical expertise
Flexibility
Initiative
Interpersonal sensitivity
Organizational awareness
Relationship-building
Self-confidence
Self-control
Team leadership.
3. What are the seven-point plan and five-fold grading system? What headings do they
include?
THE 7 POINT PLAN
1 Physical health
physique, appearance, bearing, speech.
2 Attainments:
academic attainments, training received, experience and skills and
knowledge already acquired.
3 Intelligence:
general intelligence, specific abilities and meansfor assessing these.
4 Special aptitudes:
special aptitudes (e.g. manual, mechanical,verbal, numerical, artistic,
aptitudes).
5 Interests:
personal interests as possible indicators of aptitudes,abilities or personal
traits (e.g. intellectual, practical/constructional,physically active, social,
artistic).
6 Disposition:
personality characteristics needed (e.g. equability, dependability, self-
reliance, assertiveness, drive, energy, perseverance, initiative, motivation).
7 Circumstances:
personal circumstances (e.g. mobility, commitments, interest in product or
service for which the appointment is to be made).
FIVE FOLD GRADING SYSTEM The fivefold grading system
1 Impact on others:
general demeanor, appearance, speech.
2 Qualifications:
education, training, work experience.
3 Innate abilities:
mental alertness, aptitude for learning.
4 Motivation:
consistency, persistency, success in achieving goals.
 5 Adjustment:
stability, reaction to stress, relationships with others.

4. Name and describe the methods commonly used in job analysis.

1 Direct observation:
The analyst observes actual work in progress and makes notes as necessary under
the various headings of the job description. These notes can be used as a basis for
subsequent questions that the analyst may wish to ask. The advantages of seeing a
job performed for oneself are obvious
2 Interviews:
these should be carried out with the job holders themselves, their immediate
managers and any others who can give useful information
3 Diaries:
The job analyst provides job holders with the areas of the job description about
which information is required. Job holders then analyst their own work over a
period of time, recording information systematically in diary form under the
required headings and the time spent on each item
4 Questionnaires:
The job analyst compiles a series of questions designed to elicit the maximum
possible useful information about the jobs under analysis and distributes these
with careful instructions about the completion of the form
5 Critical incident review:
This method uses examples of real events at work as a means of eliciting what
the criteria for effective performance should be. The component tasks of a job are
systematically analyzed with job holders, who are asked to cite actual examples of
incidents from their experience of the job and how they dealt with them

5. After reading Chapter 22 list the possible issues relating to discrimination which
might arise in a job analysis exercise and how to avoid these.
A. Discrimination in employment
Equal pay and value There must be no difference in the pay, benefits and
conditions of service for women or men in ‘like work’, or work which is rated as
 equivalent. The comparisons made are between people working for the same
employer, or at the same establishment
B. Sex/ gender discrimination
is where a person is treated less favorably than the opposite sex because of their
sex and although the conditions are applied equally to men and women, the effect
of the condition is to preclude one sex
C. Sexual harassment
where a person engages in unwanted conduct that has the purpose or effect of
violating another’s dignity, or creating an intimidating, hostile, degrading,
humiliating or offensive environment
D. Race discrimination
Racial groups are defined as groups of people of particular origins,of specific race
or nationality or colour.
E. Discrimination because of religion or belief
is where a person is treated less favorably, violating another’s religion or belief
and creating an intimidating their religion.
F. Discrimination against disabled people
discrimination in employment, and places a duty on employers to make
reasonable adjustments to any physical feature of premises occupied by the
employer or to any arrangements made by the employer, causing a substantial
disadvantage to a disabled person.
G. Age discrimination
Research has shown that young people feel more discriminated against in
employment matters than do older people. The law covers recruitment, selection,
development, reward, promotion, and benefits

CHAPTER 8 :RECRUITMENT

1. What should be the aim of an effective system of recruitment?

1 Determining the vacancies
2 Sourcing strategy
 3 Recruitment policy
4 Preparing and publishing information
5 Processing and assessing applications
6 Notifying applicants.

2. What are the stages of a systematic process of recruitment?

Job description

Person specification Sourcing strategy

Internal/external advertisement
agency/consultant/search

Send application form

Request CV

Pre-selection

Short list

Tests

Interview/group selections

References/medical

Appointment

Induction programme

3 What are the main sources of recruitment available to an organization? Briefly

describe and assess each of these sources in terms of the kind of vacancies for which
they would be most suitable, and the advantages/disadvantages of each.
A. Institutional agencies
1 Career services of academic institutions
Universities and similar institutions maintain a full-time careers advisory service
2 Employment services of professional institutions and trade unions
A number of professional institutions,
3 Resettlement services of the armed forces
All three services have fulltime officer and non-commissioned officer staffs with
a specialized knowledge of employment opportunities liaising with government
 agencies, professional institutions, trade unions or directly with organizations.
4 Job centres and careers advice provided by the State
the latter service, for young people aged under 18 and especially for school
leavers, provides a regular liaison between employers and schools
B. Private employment agencies
These agencies have the largest share of the market and are now quite well known
to most people from personal experience of local offices and advertisements in the
press. Agencies usually offer opportunities for temporary staff, as well as offer
services in permanent recruitment.
C. Advertisements in the press or other media
This is the most common method by which employers carry out their search for
suitable staff.
D. The Internet
There has been a growth in the use of the Internet to attract applicants
4. Prepare a job advertisement using the main headings as a guide and the example of
the Training Administrator, for your own job (or the last one you held).

We are the luxury Resort and Spa in Seminyak, looking for self motivation candidate
as a Room Service Manager
The particularly requirement are :
1. At least 2 years experience as Room Service Manager / similar position.
2. Able to work under pressure
3. Oversee all aspects of the daily operation of the hotel’s Room Service
operation
4. Ensure all staff are meeting all established standards of service
5. Ensure optimal level of service, quality, and hospitality are provided to guest.
6. Be aware of and assist to control current budgeted and forecasted revenues,
payroll and product costs.
Please sent your Application Letter and Curriculum Vitae to :
The Human Resource Manager
SEMARA RESORT & SPA
Seminyak – Kuta
BALI.

Closing date : January, 27th, 2017

5 What actions need to be taken to ensure that the processing of applications is as systematic,
effective and fair as possible?
A. A number of important points need to be made about the general approach to the task and
methods used
B. Selecting those applicants who, on the evidence available, appear to be the most suitable
as future employees of the organization and, therefore, worth the time and cost of further
examination in the selection procedures
C. Deciding which of the doubtful applicants should be accepted and which rejected.
D. The final step is to notify the chosen applicants of the arrangements for the selection
procedure, and the rejected applicants that they have not been chosen.

6 What are the main responsibilities of the HR department in the recruitment process?
A. Acting as the focal point for coordinating the organization’s needs for staff:
in this function they use the data of the human resource plan and job analysis.
HR has a responsibility to determine
B. Providing specialist knowledge about factors affecting the availability of required staff,
and of current legislation affecting recruitment for employment
in this context they may also make recommendations about recruitment policies
that the organization should adopt. HR staff often have to drive new policies
against discrimination through the organization.
C. Using specialist knowledge to decide what sources are likely to be most
fruitful in the search for suitable staff
here it is particularly important that the HR staff establish and maintain
harmonious and profitable relationships with those agencies and consultants who
are most likely to satisfy the recruitment needs of the organization and keep up-
to-date on labour market and educational
D. Formulating and administering the details of the recruitment procedures, related to the
publication of information, processing of applications and notifying applicants:
E. Maintaining records and data on what happened
to satisfy any research or audits on equal opportunities, and to check the most
cost-effective selection source.
CHAPTER 9:SELECTING EMPLOYEES
1 What is the first essential stage in an effective system of employee selection?
A. The criteria for effective performance and the suitability of candidates for
appointment
B. The methods are most likely to reveal the evidence they need to make judgements and
decisions about the suitability of candidates

2 Describe the various methods by which selectors might identify suitable employees.
A. Reliability
Reliability here means that the selection methods, tests and ensuing results are
consistent and do not vary with time, place or different subjects. Thus, a ruler is
reliable as an instrument for measuring dimensions whether the subject is
B. Validity
A valid method or test is one which truly measures what it purports to measure.

3 What is the significance of reliability and validity in the use of selection methods?
Give examples to illustrate these terms.
To illustrate the difference with a simple example, job requires the ability to speak France
fluently.
RELIBIALITY
Determined the criteria of speaking France fluently
Direct test of all the candidates
VALIDITY
Assess their abilities against our determined standards.

4 What are the limitations of the interview as a selection method?

A. A single one-to-one interview
is likely to be the least stressful, but has the disadvantage that the acquiring of
evidence, judgments and decisions rely on one person only.
 B. A series of one-to-one interviews
overcomes the problem of the single interview and has the advantage of providing
a range of views and judgments.
C. Board interviews
The candidate is faced with several interviewers at the same time. The board
interview has the advantage that all interviewers are provided with the same
evidence, but are able to make independent interpretations and judgments.
D. A combination of one-to-one and board interviews.

5. Describe the main areas that need to be included in an effective interview-coverage plan.
A. Introductions and brief explanation of purpose and scope of the interview.
B. General and domestic background.
C. Education (full and part time).
D. Work (full and part time) and training.
E. Spare-time interests and activities.
F. Knowledge of and interest in the job.
G. Opportunity for applicant to:
(a) add any further information.
(b) ask any questions.

6 What significance does employment law have in the process of personnel selection?
No discrimination on grounds of race, gender, age, religion and disability.
No direct or indirect discrimination in the job descriptions, person specifications,
advertisements and selection procedures.