Optimizing Human Resources: Recruitment to Promotion

Posted on Mar 22, 2025 in Business Administration and Management (BAM)

Recruitment Strategies

Most companies prefer internal recruitment due to several advantages:

  • Easier assessment of known individuals.
  • Availability of data on experience and work activities.
  • Stimulating effect of job rotation and promotion.

However, there are drawbacks:

  • Lack of fresh perspectives from outside hires.
  • Potential difficulty in accepting changes and improvements.

To fill new staff positions, growing businesses often recruit externally, especially for high and medium management roles. This involves:

  • Executive search firms.
  • Universities and professional associations.
  • Educational institutions.

For low-skilled jobs, recruitment sources include public employment offices and referrals from current employees. Intermediate-level positions are often advertised in newspapers and online.

Selection Process Phases

  1. Preliminary Interview: Initial screening based on general questions about studies, experience, and appearance. Unqualified candidates are dismissed.
  2. Employment Application: Qualified applicants complete forms with personal data and training details.
  3. Testing: Assessments to determine abilities and personality traits.
  4. Reference Checks: Verification of references and qualifications.
  5. Staff Level Interview: Used by most companies for personnel selection.
  6. Medical Review: Conducted towards the end due to cost considerations.
  7. Final Decision: Job offer extended to the selected candidate, including wages and conditions.

Employee Orientation

Orientation aims to alleviate feelings of loneliness and isolation common in new employees, which can lead to frustration and negative behaviors. The HR department provides an employee handbook outlining rights and policies, often explained verbally. The department director introduces the new employee to colleagues and outlines their responsibilities.

Training Programs

There are two main types of training programs:

  • On-the-Job Training: Learning through simplified tasks in the workplace.
  • Off-the-Job Training: Avoiding workplace pressure by learning separately. Common methods include traditional classes and simulations.

Training for Senior Staff

These programs enhance the capabilities and knowledge of company directors and potential future leaders. They include:

  • Courses: Covering various fields like auditing and control.
  • Work Rotations: Temporary assignments across departments.
  • Mentorship: Young executives working under experienced officers.

Remuneration Determination

Remuneration decisions are governed by laws and collective agreements.

Factors Influencing Remuneration Levels:

  • Training required for the job (education, experience, skills).
  • Level of authority and responsibility.
  • Contribution to company goals.
  • Wages paid by other companies for similar roles.

These factors determine a wage scale that includes job titles and corresponding salaries. Incentive payments are also used to encourage higher employee performance and productivity.

Promotion

Promotion involves advancement to a position with greater authority, responsibility, and higher wages within the organization.