Human Resources: Recruitment, Selection, and Organizational Structure

Posted on Mar 11, 2025 in International Business Economics

Job Manuals: These manuals detail the characteristics and responsibilities of a specific position or group of similar positions. They also describe various types of departmentalization.

Recruitment of Staff

Objectives of Recruitment: To attract the most qualified candidates who are potentially able to fill the position.

Example: To hire a manager, suitable means will be used (e.g., recruitment agencies). For a junior position, recruitment is less specific and less costly.

Personnel Selection

Purpose of Personnel Selection: To differentiate and evaluate information for the selection of human resources.

Definition: The process by which an organization chooses from a list of candidates the person who best meets the criteria for the available position, considering current market conditions.

Recruitment Models

  • Compulsory Admission: One vacancy, one candidate (often based on preference).
  • Model Classification: Several vacancies for several posts; choose the best person for each job.
  • Model Selection: Several candidates for one office.

Generating a Job Profile

Mechanisms to Generate a Job Profile and Obtain Information:

  • Position Description and Analysis
  • Staff Application
  • Market Research
  • Critical Incident Technique
  • Workload Scenario

Candidate Selection Techniques

Techniques for Selecting Candidates and Their Goals:

  • Interview:
    • Standard (prepared questions)
    • Directed (same questions for everyone)
  • Tests:
    • Concepts: Job skills
    • Psychometric: Psychological, logical, problem-solving attitude
    • Personality: Behavior in problem situations, availability
    • Simulation: Psychodrama, role play

Work Contracts and Social Function

Definition of a Work Contract: A contract is a private agreement, oral or written, between parties who are obliged to fulfill a function or perform an action. This creates rights and duties for each party.

Social Function: The role played by individuals or groups in a society, where each element makes a specific contribution to society as a whole.

Organizational Charts

Definition of an Organizational Chart: A chart is the graphic representation of the structure of a company or organization. It represents the departmental structure and, in some cases, the people who run it. It outlines the hierarchical relationships and competence within the organization.

Purpose:

  • Plays an informational role.
  • Displays all elements of authority, different levels of hierarchy, and the relationship between them.

The organization does not have to find all the information; it needs to know the overall structure of the company.

Requirements:

  • Easy to understand and use.
  • Contains only the essential elements.

Types of Organizational Charts

  1. Vertical: Displays the hierarchy as a pyramid, from top to bottom.
  2. Horizontal: Displays the hierarchy from left to right.
  3. Mixed: A combination of horizontal and vertical.
  4. Circular: The ultimate authority is in the center, surrounded by concentric circles representing direct supervisors.
  5. Scalar: Indents are used to indicate authority; the greater the indentation, the lower the authority.
  6. Tabular: Similar to scalar, but with lines connecting the control lines of authority.

Types of Manuals

  • Policy Manual: A set of performance criteria that, without being strict rules, provides a criterion for action within a company. Example: “Our policy is that the customer is served within 15 minutes.”
  • Departmental Manual: Manuals that govern the actions of staff according to their assigned department and functions. Example: Sales Manuals.
  • Welcome Manual: These manuals typically include a brief history of the company, from its founding to its current state, including the mission, vision, and purpose. They often include a copy of the Working Rules of Procedure to inform employees of their rights and obligations.
  • Organizational Manual: A manual containing information about the company’s overall structure and the functions of each area.
  • Procedures Manual: A specific manual that details each of the stages carried out to accomplish something. Example: Manual for the evaluation of personnel.
  • Multiple Content Manual: (Further details needed)
  • Techniques Manual: As the name implies, it describes methods for performing a particular task. Example: Manual for the assembly of parts.